LEARNING TO (UN)LEARN
The science and practice of navigating work and organizations in the FICKED age!
This training enables you to assess, design, and engage with any learning journey for yourself/others based on “The Wheel of Learning”.
FOR WHOM IS THIS TRAINING?
Self-learners: you want to develop your skills can capabilities, and hence curious to learn how to make your learning effective, efficient, and joyful.
(Learning) mentors/coaches: you want to learn how you can systematically assess, design, and engage others in an effective, efficient, and joyful learning.
(Learning) designers: you want to learn how you can design products, services, experiences, arrangements in such a way that the users can engage in an effective, efficient, and joyful learning experience.
THROUGH THIS TRAINING, YOU DEVELOP THE CAPABILITY TO
Design effective, efficient, and joyful learning journeys for yourself and others
Engage yourself / others with effective, efficient, and joyful learning journey
Assess, diagnose, and improve your/others’ learning journeys to be effective, efficient, and joyful
WHAT IS SPECIAL ABOUT THIS EXPERIENCE?
Scientific: based on recent & novel science of learning from (neuro)psychology, sociology, and work/organizational learning
Practical: focused on your own work and career-related learning challenges
Critical: questioning the common-(non)sense of learning
(Peer-)coaching: engaging in (peer-) coaching relation for developing your learning capacity
Agile: based on an iterative, easy-to-start, and effective process
1) "WHAT" TO LEARN?
Explore "What" to learn: what you need, are curious about, may need, will need, and you do not know!
Specify the "What": what kind of thing is it? what components does it have?
Position the "What": is it part of your core expertise or complementary capabilities? how does this "what" relate to other "what"s in your expertise pyramid?
2) "WHY" TO LEARN?
Mind strategic "Whys": What are your rationales for learning? What existential reasons?
Mind operational "Why"s: how is your energy, excitement, interest, drive, ... for learning?
Align strategic and operational "Whys": where in the Why-matrix? how to further align strategic and operational "why"s?
"WHO" IS LEARNING?
Learning preferences: Explore and expand them.
Learning zones: Recognize and mindfully navigate the 1) performing, 2) Learning, and 3) burning zones.
Learning Saboteurs: Recognize and effectively deal with the learning fears and saboteurs.
"HOW" TO LEARN?
Learning approaches: explore beyond formal learning approaches, choose relevant (informal) learning approaches.
Learning practices: engage with the learning practices, align them and create synergies, and dare to fail safely.
Learning techniques: use more than 16 learning techniques to calibrate the learning process and improve it.
"WHEN" TO LEARN?
Strategically plan learning process: When is the right time for developing a capability? How much time? How to temporally resource?
Practically schedule learning activities: space in-and-out, consider temporal interdependencies.
Build and maintain learning momentum: 1) get engaged, 2) build up a healthy momentum, 3) bounce back when distracted.
"WHERE" TO LEARN?
Assess learning contexts: how supportive are the 1) social, 2) physical, 3) digital, and 4) institutional contexts?
Design supportive learning contexts: how can the learning contexts become more supportive for the learning journey?
Engage with and align learning contexts: how to make learning contexts aligned with each other and continuously develop them?
This course was a welcoming and exciting adventure to the hidden treasury of learning how to (un)learn, which opened my eyes that failures can be the gate to your celebrations.
This is an interesting, confronting course that teaches you more about you.
If university wanted be a learning machine it would change all curriculums into similar ones to this course.
I never thought there was a way to learn how to learn before. Thank you for teaching me to discover many things about myself that I would never have thought about before.
It has been one of the few courses that kept me interested in every single lecture.
I experienced this course, not as a mandatory course, but as a great coaching session that has created great added value in my personal, academic and professional life.
LEARNING MANIFEST EXAMPLES
Here are examples of learning manifests that participants developed as they designed their learning journey during this training (shared under their authorization)