Principles of learning in the workplace

Let’s look at some of the principles of learning that particularly apply to workers and then examine their influence on adult learning.

Our workplaces are potentially wonderful learning environments and on occasion they are in fact researchers have estimated that our work environment is responsible for about 75% of our total learning.  

But we also know the reverse is often true and that through a combination of factors in significant number of organisations learning is not prioritised, learning opportunities are missed, people feel they are too busy to focus on their own learning, cultures are change adverse and change resistant. After all learning is often not considered core or the “main job” for managers, it is more of a “nice to have” at best or at worse another employee cost to be managed.

To get us started we will look at these 3 things:

·         What factors influence learning

·         Main blockages to learning in organisations

·         Ideas on effective learning behaviours.

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More information on reflective learning here

3 learning principles influencing workplace learning     

1. Emotional impact of past learning can be rewarding or de-motivating
2. Most managers’ learning takes place in the “on the job” environment
3. Managers differ in their preferred methods of learning

Like a lot of things for effective learning you need both the WILL and the SKILL.

The table summarises the influence of these principles.

By understanding how the principles of learning act together to support or restrict adult learning you can plan what actions to take to suit your specific circumstances

Individual Task

Review you own circumstances

Which things are influencing your own learning? Which of these principles of learning are most important for you?

more on workplace learning and the learning organisation

Find out about using a learning log to accelerate your learning

Blockages to Adult Learning

Personality can make some very eager to learn.

Just as some organisations are uncaring and unsupportive of learning, some managers are held back in their response to learning opportunities or even the recognition of those opportunities:

• “I can’t see how training could improve that skill”
• “If I take up this opportunity will it be risky will it use my past experience”
• “I’m too busy doing the job to think about learning”

Following list of 9 blockages to learning based on work done by Temple and Boydell shows what holds some people back.

1. Perceptual- can’t see a problem,
2. Cultural- organisation doesn’t su[port learning
3. Emotional: fear or insecurity
4. Motivational: unwillingness to take risks
5. Cognitive Intellectual previous learning experience, limited learning style, poor learning skills
6. Expressive: Poor communication skills ‘
7. Situational lack of opportunities
8. Physical time and place
9. Specific environment Boss/colleagues unsupportive

Individual task

Consider the list

What might have restricted your learning in the past?

What is holding you back right now?

More on principles of learning here

Skills of Adult Learning

Let’s look at this in 2 ways

1. Effective learning skills
2. Effective learning behaviours

Learning skills

Listening at an active or deeper level

Reflection on actions and experiences

Taking risks, trying to do some different things

Sharing thoughts and insights in order to deepen understanding

Accepting help and being open to other ideas and ways of doing things

Monitoring achievement and progress against intentions and a plan

Effective learning behaviour

Set standards of performance: know what you need to do well

Review your achievements against those expectations

Identify what you want and need to learn

Understand the learning principles of adult learning

Identify those opportunities

Analyse influences and blockages and learning styles

Develop a personal learning plan

More information on learning styles here

More on reflective learning here

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