This quarter’s AITD theme is ‘designing programs for impact’. But what exactly does this mean?
With development needs that span basic compliance and OHS through to executive leaders and team performance, and with the limited budgets because – let’s face it –there is never enough money for learning or leadership development, the pressing question is: ‘How can I get the biggest bang for my learning and development dollar?’
Our Peeplcoach programs are based on the following principles.
1. Malcolm Knowles’ six principles of andragogical teaching methods, which include the factors listed below.
- Self-concept or self-direction. Adults choose what they want to learn, and how and when they want to learn it. Effective learning does not happen when it is dictated.
- Recognition of previous experience. ‘One size fits all’ learning that does not recognise previous learning or experience will be dismissed.
- Readiness to learn or ‘What’s in it for me?’ We need to share the benefits for learners so they understand why they should commit to this learning.
- Orientation to learning. This means answering the question of how this information and learning is useful for individuals in their particular workplaces and in terms of their performance today.
- Motivation to learn. Why do learners want this information? Possible motivations include to develop self-actualisation, to gain a better quality of life, to improve self-esteem, to find more time and so on.
- Active and practical learning. This involves actively doing and experimenting rather than simply listening, reading and analysing.
2. The 70/20/10 learning model, with a twist.
The standard 70/20/10 learning model states that 70% of learning should happen on the job, 20% through social contact and friends, and 10% via formal training.
The Peeplcoach PACT (Practical and Actionable Coaching and Training) model comprises:
- 70% practical on-the-job exercises completed in real time, in real work situations
- 20% 1:1 coaching and group coaching sessions to discuss, role play and embed learning, as well as to share learning across teams
- 10% leadership learning modules.
And our model is delivering outcomes for individuals and organisations. Not only do we have a 9.6/10 post-program recommendation score, but we have also been credited in two annual reports for the work we have done in building leadership capability.
