Chapter 6 learning

Question 1

Honey & Mumford - why do some people learn from certain activities but not others
Kolb- how people learn

Answer 1

Kolbs learning cycle- was in last exam

1) have activity ie customer want to think about it ( activist)
2) reflect- physicians model (reflector)
3) conclude- what is diagnosis (theorist)
4) plan next steps - treatment ( pragmatist)

Question 2

Honey & mumford theory

Answer 2

Activist- learn by doing, open minded, dive in feet first. Likes role plays, brainstorms, quiz, presentations

Reflectors- prefer to observe and think about what happened, like to consider pros and cons of all alternatives so make an appropriate conclusion. Likes paired discussions, coaching, observations and personality questionnaires and time out to think.dont like role play or doing thinks on the spot.

Theorist- like the context (why)’ likes models and theories to understand actions. Models, stats, background info, theories. Don’t like lack of evidence or contradictory theories.

Pragmatist- like to see how to put learning into practice in the real world. Experimenters will try new things so long as relevant to the task. Likes to think about how to apply learning, case studies, Problem solving and discussion

Question 3

Training needs a analysis TNA

Look at current skills versus future need and fill the gap

Answer 3

1) environmental- change of legislation, change of technology, industry changes, budget, Fscs, fca
2) organisational changes- change to sales process, new products, structural changes, video based learning ?..advised protection
3) individual- review against job description, knowledge ( fade, exams, test?)customer feedback/complaints

Question 4

Training methods- on the job/ pff the job and adv and disadv.

Answer 4

Off- specialist trainer
Consistent message
No interference from work
Can be course, exam, test, reading, seminar, webinar, assignment. Costly, travel, pay to go, hotel, not real,

Question 5

Chapter 7 - coaching, counselling & assessment

Answer 5

PESOS- direct coaching model
GROW

Counselling- Michael reddy

1) resource the solution
2) understand then issue
3) challenge the problem

Counselling- empathy, listen’ less direct, don’t tell, question may be on financial, bereavement, family (external). Internal ( bully/harassment/ job change/ redundancy)

Question 6

What is direct and indirect evidence?

Answer 6

• indirect- kpi/mi (not observed it yourself)less reliable
  Feedback from colleagues
  Suitability letters, references
  Direct - observations, 121