ExpertLearning and Training at Work
Learning outcomes
- Distinguish between training, development, and education.
- Apply Honey & Mumford Learning Styles and Kolb's Cycle.
Training vs Development
- Training: Short-term, focused on acquiring specific skills for the current job (e.g., learning to use new accounting software).
- Development: Long-term, focused on personal growth and preparing for future roles (e.g., a management leadership program).
A company sends a junior accountant on a 6-month leadership coaching program to prepare them for a future Director role. This is an example of:
One Size Does Not Fit All
Sending an entire department to a lecture-style training session will fail for many employees. Why? Because people have different learning styles. Some need to 'do' (Activists), while others need to 'listen and think' (Reflectors).
Honey & Mumford Learning Styles
- Activists: Learn by doing. They want to jump in and try it.
- Reflectors: Learn by observing and thinking about it before acting.
- Theorists: Learn by understanding the underlying concepts and models.
- Pragmatists: Learn by seeing the practical application ('How does this help me in the real world?').
An employee is given a new software tool. They immediately ignore the manual and start clicking buttons to see what happens. Which learning style are they exhibiting?
Exam Focus
Kolb's Experiential Learning Cycle has 4 stages: Concrete Experience (doing) -> Reflective Observation (thinking) -> Abstract Conceptualization (learning the theory) -> Active Experimentation (trying it again). You must know this cycle.
According to Honey & Mumford, a 'Pragmatist' learns best when:
Which of the following is the first stage in Kolb's Experiential Learning Cycle?
What is 'Induction' training?
Ready to put this into practice?
Ready to test yourself?
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