Methods of learning

Online learning continues to advance and become more effective. It is particularly suited to procedural skills, tasks that can be broken down into parts and background/introductory learning.

Learning options

Once you have identified a learning need (you can use 'a guide to developing a learning plan') you need to consider how to go about it. We have access to a range of learning resources and often a combination works best. Factors to consider include:

• Availability and accessibility of the learning options
• Your preferred learning styles and how best you learn
• Timeframe
• Cost
• Balancing with your other commitments
• How it will transfer to your workplace.

eLearning/Online learning

Some positive attributes of online learning include:

• Accessible – time/distance/work pattern
• Focused and Targeted
• Quick and responsive
• Easy to share and refer back to
• Cost effective.

At State Growth we provide access to a range of eLearning programs through myGrowth. This includes access to the online learning library - LinkedIn Learning. The online library has access to over 14,000 video based courses and is often a great first step as it is accessible anywhere, any time and all costs are included in the corporate subscription fee. Other great resources include TED talks, podcasts and other online resources available through a simple Google search. Conducting your own research, sharing with your colleagues/manager and then trying it out through your daily work is an effective, targeted approach to learning and growing through practical application.

The more traditional option of face-to-face learning is still very relevant. It is particularly suited to complex skill development, more in-depth/nuanced topics, interpersonal skills and behavioural change. Some advantages of face-to-face learning include:

• Flexible and responsive in the moment
• Interactive and engaging
• High likelihood of completion
• Peer learning and networking opportunities
• Dedicated timeframe providing a formal structure.

Cost, availability and time are often barriers to accessing face-to-face training, but done well and with appropriate pre/post training activities and support it can be a highly effective form of learning.  Selected programs are funded centrally but generally the cost of attending training courses is subject to divisional budgets.

Mindset matters

In 2006 Carol Dweck introduced the concept of fixed and growth mindsets.  She found that individuals who believe they can continuously learn and develop new knowledge/skills through hard work, good strategies and input from others (growth mindset) achieve more than people who believe that traits such as intelligence and people skills are set once they reach adulthood (fixed mindset).

In reality we all sit somewhere on a continuum between a fixed and growth mindset. The further we shift towards the growth end the more likely we are to embrace new knowledge and skills, and try new ways of doing things. You can undertake a free online assessment to see where you sit on the mindset continuum at Mindset Works.

A genuine belief that you can always grow personally and improve work processes is key to effective learning. It is always good practice to reflect on your attitude as part of your learning process.

Enhance your learning

Harvard Business Review (HBR) publish online articles on a broad range of topics and we have summarised a few below on how to enhance your learning (did you know that you can access the quarterly HBR magazine through our Information Reference & Research Service subscription to the EBSCO online database, and you can register to receive regular HBR updates direct).

Learning to learn

Learning to learn identifies four attributes that are common with people who succeed at learning—aspiration, self-awareness, curiosity and vulnerability.

Aspiration

Wanting to learn is the first step. It is easy to resist change, to be satisfied with how it has always been done - if it aint broke don’t fix it! Understanding the benefits we will gain from learning something new can help us overcome the initial barriers and accept the short term pain for the long term gain.

Self-awareness

Being objective about your own strengths and weaknesses is harder than we think. Our natural biases can influence how we respond to feedback or assessment from others, leading to defensiveness or avoidance without even realising.  Regular practice of self-reflection and awareness of how you respond to criticism or suggestions can enable us to be more open to learning needs.

Curiosity

We can learn a lot from children, curiosity drives their relentless desire to learn and master new things or experiences. If we find ourselves disinterested in exploring a new issue it may be good to ask ourselves some ‘curious questions’ which can spark the interest needed to learn more.

Vulnerability

Our greatest learning happens outside our comfort zone, so one of the side effects of learning something new is a feeling of incompetence. Accepting that it is ok to feel uncomfortable and make mistakes through the learning process allows us to experiment and apply our learnings without worrying about not getting it right first time.

If we find ourselves questioning the need to learn we can alter our own self-talk:

Learning is a Learned Behaviour. Here’s how to get better at it – learners are made not born, a deliberate use of strategies and practices can improve our ability to learn and develop expertise faster and more effectively.

• Organise your goals
• Think about thinking
• Reflect on your learning.

Become a more productive learner – in a time where we are bombarded with information get strategic about how you consume and use information.

• Focus the majority of your information consumption on a single topic for several months
• Put what you’re learning into frameworks
• Regularly synthesize what you have learned
• Cycle between information feasting and information fasting.

You can learn and get work done at the same time – Look beyond formal training, use daily activities to develop specific skills on-the-job.

• First, decide on a skill you want to develop
• Second, do some research on the skill you’re trying to develop
• Third, set a series of progressive goals
• Fourth, ask a colleague for feedback to get a sense of how you’re doing.

4 ways to become a better learner – develop your ‘learning agility’ to ensure you stay relevant and capable to contribute effectively.

• Ask for feedback
• Experiment with new approaches or behaviours
• Look for connections across seemingly unrelated areas
• Make time for reflection.

Getting the most from your training

The training component is just part of any learning process. What you do before, during and after is just as important so we have developed a tip sheet and template to help maximise your learning. Download Getting the most from your training before you start and go through it with your manager.