We all know that time is no longer the ally of those who want personal and professional development, in the era of speed, change and perpetual uncertainty, in which we find ourselves now. Lifelong learning or “lifelong learning” is no longer a concept dedicated to certain categories of people or roles, but a necessity.<\/p>\n
Whether you want to advance in your career, learn new skills, or stay on top of changes in your professional area, the way you learn can make the difference between the “hard, complex, and uninteresting” perspective of lifelong learning and the “natural, curious, and results” one. Learning is not a universal process, carried out in the same manner by everyone. Each person has different ways of absorbing and processing information, and understanding and personalizing these differences can visibly increase the efficiency of the process.<\/p>\n
In the following paragraphs we aim to explore and better understand how we learn, what are the learning tools and resources we can access and how to align our personal style with the most effective learning strategies, in order to create a winding path in our professional development.<\/p>\n
Although there are several important contributions in the field of adult learning and learning styles, one of the most significant was made by David Kolb, through his theory and the Learning Style Inventory.<\/p>\n
His model is based on experiential learning theory, which describes the learning process as a cycle with 4 stages: concrete experience, reflective observation, abstract conceptualization and active experimentation. Based on these stages, Kolb identified four distinct learning styles, each corresponding to a combination of learning preferences.<\/p>\n
The Divergent style<\/strong> prefers concrete experiences and reflective observation. Divergent teachers are creative, empathetic and appreciate multiple perspectives.<\/p>\n The Assimilator style<\/strong> combines reflective observation with abstract conceptualization. Assimilators prefer analysis and theoretical structures, being logical and methodical.<\/p>\n The Convergent style<\/strong> is based on abstract conceptualization and active experimentation. Convergent teachers are oriented towards problem solving and practical application of knowledge.<\/p>\n The Accommodator style<\/strong> focuses on concrete experience and active experimentation. Accommodators are practical, flexible, and learn well through trial and error.<\/p>\n Unlike pupils or students, for whom learning is the basic “job” and is mainly carried out in formal learning contexts, adults no longer have the time or the availability to develop in this way. Thus, in order to sustain a constant pace of discovery and improvement, adults need flexible ways of learning adapted to their needs at all times.<\/p>\n Depending on preferences, learning style or needs, there is a whole range of ways that can transform the adult educational process into a valuable and enjoyable experience. We mention some of them:<\/p>\n Very common at work, experiential learning involves direct participation in practical activities, which allow adults to apply knowledge in real contexts. It is very suitable for people who learn best by action or Accommodators of the styles proposed by Kolb.<\/p>\n Some examples include: job shadowing, peer learning, workshops, focus groups, practice<\/p>\n In the context of an always limited time, self-directed learning is perfect for those who want to guide and control their own learning process, choosing the pace and study materials. This way of learning fosters autonomy and responsibility and is suitable for those who use theoretical understanding and observation before taking practical action. The Assimilator style, from Kolb’s scheme, will most often choose this mode.<\/p>\n Examples would be: online courses, tutorials, independent readings<\/p>\n Group learning, or collaborative learning, brings more than knowledge. The discussions, debates and different perspectives that arise in the group bring added value to any learning process. The group helps both to clarify, retain information and accumulate new perspectives and improve skills such as communication, critical thinking or teamwork. Although it has many advantages, collaborative learning will not be preferred by everyone by default. The Divergent learning style in Kolb’s scheme fits best in this context.<\/p>\n Some examples would be: discussion groups, thematic clubs, team projects, workshops and trainings<\/p>\n Mentoring and coaching are some of the most effective learning methods, because both processes offer a personalized experience and take into account the individual needs of each one. In addition, they bring an external person who always guides and improves the way of learning and development. Especially suited to the Convergent learning style, from the groups developed by Kolb, mentoring and coaching sessions are most often in a one-on-one format, but there are also group programs.<\/p>\n One of the principles of adult learning, developed by theorists and researchers in the field of education (one of the best known being Malcolm Knowles) stipulates that adults prefer to learn through methods that allow them to immediately apply what they have learned. In addition, they are motivated to learn whether the material is relevant to their personal or professional lives.<\/p>\n Learning by solving problems combines the need to find solutions with the process of discovery that leads to problem solving, challenging the adult to use their critical thinking and decision-making skills. Compatible with the Convergent style, which prefers learning by applying knowledge to real situations.<\/p>\n Examples: real problem situations, case studies, scenario simulations, innovation objectives.<\/p>\n Informal learning does not refer only to alternative methods such as training or online courses, but to any social interaction or situation in which we find ourselves at some point. If we gave a little time to reflect, we would discover that each moment can bring us a useful learning element. Preferred by the Divergent style in the Kolb structure.<\/p>\n Some examples include: peer discussions, feedback sessions, accessing online resources.<\/p>\n Supported by today’s technological development, adults benefit from a wide range of learning methods, and choosing the most suitable ones depends at least on their learning style, objectives and context.<\/p>\n In order to streamline the resources involved in the continuous learning process, whether we are talking about time, financial resources, motivation or the energy involved, choosing the most effective learning methods can maximize the benefits pursued.<\/p>\n Thus, we recommend following a few essential steps to identify and implement the methods that can help you learn better:<\/p>\n The first step is to understand how you prefer to learn: through concrete experiences, reflection, theory or practice. You can identify your own style with the help of a test \u2013 there are measuring instruments based on the Kolb model or other models \u2013 or by simply observing the learning situations in which you feel most comfortable and productive.<\/p>\n Regardless of the learning style you most often identify with, there are situations in which you can apply a method that does not fit your style, but is suitable for the context and objective. In order not to limit yourself strictly to the methods preferred by your style, first evaluate the learning context and the results you need to achieve, in order to guide you more precisely in the choice of methods.<\/p>\n Even if you have a dominant learning style, most often combining several methods is the secret. Experiment with different approaches, starting with those that align with your style, and see what works best for you in different contexts.<\/p>\n When you can’t choose the learning method \u2013 when you participate in a learning already established by the company, for example \u2013 no matter in what form it is delivered to you, customize it to your style. For example, if you are a person who learns best in a practical way, but you receive a theoretical course, try to apply the concepts learned in real or imaginary projects, in order to understand better.<\/p>\n A moment of pause and reflection is very important in any progress. Whether you manage to do a self-analysis or ask for feedback from the outside, the resulting information can bring added value in the learning optimization process.<\/p>\n Your learning style can change over time or depending on the context. Be open to adapting and trying new methods that might give you different perspectives.<\/p>\n It is important to remember that effective learning begins with understanding one’s personal learning style, continues by exploring the various methods available and is completed by choosing the ones that suit us best.<\/p>\n Adapting the learning process to one’s own needs not only optimizes the time invested, but also increases the degree of retention and applicability of knowledge in real life. Whether you prefer to experiment, analyze or collaborate, it’s important to remain open to change, constantly evaluate what works and what doesn’t, and adjust methods to achieve maximum results.<\/p>\n In the end, smart learning is about finding the balance between efficiency and personalization, turning the educational process into a powerful tool for your continued success.<\/p>\n Andreea Dobre<\/p>\n Training Strategist & People Development Expert We all know that time is no longer the ally of those who want personal and professional development, in the era of speed, change and perpetual uncertainty, in which we find ourselves now. Lifelong learning or “lifelong learning” is no longer a concept dedicated to certain categories of people or roles, but a necessity. Whether […]<\/p>\n","protected":false},"author":2,"featured_media":3568,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[7],"tags":[],"class_list":["post-3567","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"\nBy what methods can we learn<\/h2>\n
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Experiential learning<\/h4>\n<\/li>\n<\/ol>\n
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Self-directed learning<\/h4>\n<\/li>\n<\/ol>\n
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Collaborative learning<\/h4>\n<\/li>\n<\/ol>\n
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Learning through mentoring and coaching<\/h4>\n<\/li>\n<\/ol>\n
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Learning by solving problems<\/h4>\n<\/li>\n<\/ol>\n
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Informal learning<\/h4>\n<\/li>\n<\/ol>\n
How to choose what suits you<\/h2>\n
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Identify Your Learning Style<\/h4>\n<\/li>\n<\/ol>\n
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Set your learning goals<\/h4>\n<\/li>\n<\/ol>\n
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Choose the right methods or approaches<\/h4>\n<\/li>\n<\/ol>\n
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Customize your learning process<\/h4>\n<\/li>\n<\/ol>\n
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Use reflection and feedback<\/h4>\n<\/li>\n<\/ol>\n
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Try and adapt constantly<\/h4>\n<\/li>\n<\/ol>\n
Conclusion<\/h2>\n
\n\ud83d\udcda Helping people grow through training & cognitive behavioral coaching
\n\ud83c\udf1f Guiding companies to build learning environments and drive meaningful change<\/p>\n","protected":false},"excerpt":{"rendered":"