A VISION FOR LIFELONG LEARNING: A Learning Manifesto In our society today, so often learning is viewed as complete with schooling. Whatever level one achieves. However, this view is flawed. We now know, through advancements in neuroplasticity and neurogenesis that the brain can continue to build neuro-pathways and continue develop and learn. We also know that technology and innovation are advancing at a rapid pace... turning over at an increasing rate--one that will be impossible to keep pace with without a continued focus on learning and growth. Education and learning must continue beyond the formal school environments. Both personal and professional growth, and development on-going should be a societal ideal and expectation.
Lifelong learning not only helps people to remain competitive, it also benefits society broadly. Educated people are more likely to think critically and make ethical considerations, they will be better able to innovate and contribute meaningfully to society for longer. Lifelong learners also encourage learning in others. So they contribute to the culture of learning and themselves become teachers as a common learning mechanism. In companies today, many leaders understand the value of learning. And in fact, many top-level executives will express a desire at a “learning culture”. However, few companies achieve this. Sadder still, many companies still only view learning within the context of the job itself, instead of seeing the immense value of contributing to the development of a robust, diversely educated individual. My manifesto is about lifelong learning, but my context is the workplace where I operate as a Lead for Learning and Capability for a large-scale transformation project. Thus, I focused my output on that context and environment. It is a good area to focus because corporations largely focus on traditional training and often fail to be intentional and focused on learning as core to their success. But I would argue it is critical, even pivotal to how well they, through their most important asset—the employee, will advance and be successful in the future. In this manifesto, we will consider the COVA model and how it could apply systematically to the corporate learning environment. In the status quo of most companies, (non-compliance-based) training is a few-times-a-year event, wherein one takes an instructor-led training on a developmental area, or a CBT, or sometimes attends a conference. Much of the other job-based learning occurs organically, and without structure that could benefit knowledge transfer. One of the more tragic parts of the current model is lack of reinforcement, so that many times, one attends a great training on say “Situational Leadership”, but without reinforcement, it is largely a “one and done” effort. Months later the class binder is in the desk drawer a couple of well-intentioned goals noted somewhere on a scrap paper but rarely referred back to. A focus on Learner-Centric, Active-Learning however, address this challenge. In this model, not only should learning be more involved and owned by the learner, it should include authentic experience that go beyond traditional learning modalities. This approach places the learner at the center of their development, but also encourages engagement with the learning material in a variety of ways or approaches that also should be supported with mechanisms that help reinforcement and encourage application. For example, re-teaching, knowledge sharing, mentoring, project application of the learning, share-back or report-back, etc. In the workplace, this can be powerful because this type of engagement will inevitably result in learners themselves, becoming teachers or conduits of knowledge transfer. This creates a powerful added business value that one cannot claim from the traditional (one and done) training approach of today. I think corporations can play an incredibly valuable role in contributing to life-long learning that not only benefits them, but also society. Creating and sharing knowledge, especially if companies will support knowledge, development and training BEYOND just the myopic scope of the current role/ job, it can be a huge benefit to the employee, improving retention; and it can benefit the company through knowledge transfer, and innovation. While I do not operate in the field of education, one role it does play is in creating the foundations for life-long learning. It is critical that it contribute to curiosity and interest and avoid the “learner turn-off” or “learner burnout” that can come of traditional and non-learning centric, non-active learning approaches. Lastly, I think both parties, companies and education can work together in the efforts they can make towards life-long learning. Companies can contribute to meaningful educational experiences, not only through funding, but also through community and school engagement and offering hands-on learning opportunities through their resources and infrastructure. They can help parents have passion and curiosity that they can pass to their children. In turn, schools can facilitate a view at an early age of learning as a life-long pursuit that extends beyond formal schooling. It can teach learners to find opportunities and ways to learns outside the classroom through critical thinking and questioning. It can support a love of learning and curiosity. Together, these institutions can support a vision of lifelong learning that helps society and creates a better tomorrow. Use the button below to watch the full manifesto video:
0 Comments
|
AuthorHi, my I a name is Lauralee Roddy. I am a working professional in the Learning and Capability space of Change Management. I have worked for over 10 years in the Energy Manufacturing industry, but in my heart have always had a love for education. I am now going to school part time to get a Masters in International Relations and another in Digital Learning and Leading. ArchivesCategories |