Cognitive Advisors’ consultants will help your organization develop an integrated learning strategy that gets your people up to speed quickly and efficiently.
Learning Strategy and Curriculum Consulting
Our experienced group of consultants will work with you to:
- Harvest the knowledge of your experts
- Identify critical competencies and practical performance goals
- Establish the key knowledge and skills needed to realize those performance goals
- Design a systematic set of experiences that provide opportunities to develop knowledge and skills
- Integrate technology to support the learning process
- Build a learning strategy that integrates formal, informal, experiential, and social learning
Workshops on Cutting Edge Learning Strategies
We provide half-day or one-day workshops on:
- Knowledge Harvesting: Capturing the knowledge of your experts and master practitioners
- Learning Experience Design
- Creating a curriculum that integrates formal, informal, social and experiential learning
Implementation Consulting for TREK Learning Experience Manager
We can help you adjust your learning process, materials, and curriculum to make the best use of the TREK Learning Experience Manager to optimize the path to proficient performance.
Our Learning Strategy Approach
We know from research and experience that people learn complex jobs (like sales, customer service, leadership, and technician) through an integrated learning process.
The path to proficiency is a continuous learning process.
- Plan: Learners prepare for the next experience, by getting the information they need, and deciding on what they will do next.
- Do: Learners engage in experiences on their way to proficiency
- Reflect: Learners review what they did and assess the outcome to identify gaps. This is how they derive lessons learned to apply the next time.
Learners cycle through the process of Plan/Do/Reflect until they have developed the desired skill or built the competency.
Guidelines for building a continuous learning process:
- Knowledge Harvesting – Get the implicit knowledge of experts and master practitioners.
- Taxonomy of Cases – Ask master practitioners to identify all of the situations or cases they handle on the job. Organize those situations into categories and identify the skill and knowledge needed to handle them.
- Practical Performance Goals – Identify a set of practical performance goals which are the specific competencies that employees need in order to be proficient at their jobs. This will assure that learning and performance goals are focused on what people actually need to do.
- Systematic Set of Experiences. Cognitive science research makes it clear that people develop expertise primarily through experience. Use the taxonomy of cases to establish a learning path that is designed to systematically expose people to each of the experiences she needs to develop proficiency. The experiences can be on the job, simulations, or even observations.
- Sequencing – These experiences need to be sequenced in a specific way to promote optimal learning.
- Simple to Complex – Begin with simpler experiences and gradually increase the complexity. Like levels in a video game, each experience should be just difficult enough to be interesting and hold attention, but not so challenging that it causes overload and frustration.
- Scaffolding and Fading. Learning experiences need to be supported through scaffolding and fading. Scaffolding involves providing the learner with support early on (e.g., getting help from a coach or guidance in a simulation) and then gradually removing the scaffolding and fading back so the learner can take on more responsibility for the task, ultimately standing on her own.
- Performance Support. Provide key content through performance support on the job. An online knowledge base can serve up job-specific content when it is needed.
- Reflection – Provide opportunities to reflect on each experience. Reflection enables learners to abstract lessons learned from experiences and apply them to new situations. Coupled with meaningful feedback, reflection helps learners make course corrections for the next experience. Reflection can be done informally by talking with coaches or peers in a community of practice, through social media, by examining the results of one’s actions, or by simply jotting down reflections on a mobile device.
- Social Learning. Provide opportunities for people to get help from others through social tools such as wikis and blogs, asking questions through discussion forums, twitter (or its internal equivalent), texting or instant messaging, or chatting with peers at the proverbial water cooler (or its electronic equivalents).
- Mini-Tutorials. While optimization of learning is centered on experience and reflection, there is a role for more formal content. However, that formal learning should be dished out in small portions, as short segments that are available on-demand to prepare for the next experience.
- Progress Indicators and Recognition of Achievement. People are more motivated to keep on learning if they clearly see their progress – what they have accomplished and what they have left to do. People are also motived if their accomplishments along the way to proficiency are made visible and recognized. Badging systems can provide an effective way to recognize achievements.
Our team of experienced consultants will take learning and performance in your organization to the next level.