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Informal learning for experienced learners

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Part of the reason organizations overemphasize training novices is an inheritance from the DNA of instructional design. Back up 60 years: The United States enters World War II with no standing army, and suddenly, millions of civilians need to learn how to fight. This sowed the seeds of what morphed into instructional systems design (ISD) in the ’50s. The core methodology of ISD, the ADDIE model (analyze, design, develop, implement and evaluate), had a great run at elevating novices to basic competence.

Winning World War II was such a success that corporations followed the military’s example. Command-and-control hierarchies were run by officers who developed strategies to battle the competition. But times have changed, and models that once helped companies succeed now hold them back. ADDIE is not the best way to help top performers learn. ADDIE starts with a needs analysis, but experienced workers do better when they define their own needs. They can identify with Winston Churchill’s statement: “Personally, I’m always ready to learn, although I don’t always like being taught.”

: Jay cross at CLOmedia

Written by anol

August 10th, 2005 at 7:04 am

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