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Tag: learning

  • Ultimate Guide to Gagne’s nine levels of learning

    Ultimate Guide to Gagne’s nine levels of learning

    Gagne’s nine levels of learning provide a grade by grade technique that can assist managers, trainers, and facilitators to shape or groups to get the maximum from their studying opportunities.

    In this blog, we will learn how to use this device when training your team. The models are helpful for all types of learning.

    WHAT’S IN IT

    Who was Robert Gagne

    Robert Gagne (1916 – 2002) turned into an American instructional psychologist who pioneered instruction and learning technology in the 1940s. His book “The Conditions of Learning,” first posted in 1965, identifies the intellectual situations necessary for powerful learning. 

    Robert Gagne

    Background of the model

    Gagne first laid the essential groundwork for what makes ‘proper instruction’ when he implemented his work and the American Air Corps in World War II. In later years, Gagne carried out his learning concept standards to computer-primarily based gaining knowledge pf and investigating training with several multimedia formats.

    Gagne’s Nine levels of learning

    The nine levels are split into three categories, which are then divided even further. 

    1. Preparation Gaining attention Informing newcomers of the objective.

    2. Instruction and Practice Presenting the stimulus Providing studying guidance Eliciting performance Stimulating keep in mind previous to learning.

    Providing feedback

    3. Assessment and Transfer Assessing Performance Enhancing Preparation and Transfer.

    Level 1:- Gaining Attention

    Start the learning experience by getting to know your audience’s attention. Ensure the learners are organized to investigate and participate in activities by offering a stimulus to capture their attention. You ought to try this via posing stimulating inquiries to your students or starting your lesson with detail of surprise. 

    How to implement

    • Asking stimulating, thought-provoking questions
    • Lead an ice breaker activity
    • Pose thought-provoking questions to students
    • Showing an animation or video
    • Have students pose questions to be answered by other students
    • Just playing a piece of music also does wonders.
    • We are giving them exciting information.
    • Stimulate students with novelty, uncertainty, and surprise

    Level 2:- Informing Learners of the Objective

    The next thing you’ll ensure that your team knows what they need to learn. What target will you cover? What must they understand at the end of the education that they didn’t have before?

    This tells the learner what he/she is going to learn and what is he/ she is going to do with the knowledge.

    This tells the learner what to expect from the teacher and also motivates them to complete the session. These learning objectives also form the basis of content and evaluation.

    How to implement

    • Explain to your crew what they’ll have learned out through the end of the session.
    • You could install a social membership to share your upcoming target along with your learners. This gives them an excellent chance to put ahead of any questions they’ll have approximately the topic.
    • Describe criteria for standard performance
    • Describe the required performance
    • Include course objectives on assessment prompts
    • Have learners establish criteria for standard performance

    For Example, the teacher can, 

    Explain that they are going to learn about types of triangles

    Identify different types of triangles when the teacher shows them various examples.

    Draw the triangles

     Identify the types of triangles from the things they see in their surroundings etc.

    Level 3:- Stimulate Recall of Prior Learning

    It is about making the learner recall their previous knowledge about the trainer’s topic.

    Relating the subject again to a comparable experience your learners have had builds a bridge from the vintage to the new. This hyperlink offers the learners a base upon which to analyse the new content. Associating further information with prior knowledge makes the learning of new concepts easy 

    gange's nine level of learning

    How to Implement

    • Conducting a quiz or giving them puzzles to solve, or play games
    • Asking easy question leading to answers
    • Relate previous course information to the current topic
    • Asking questions about related issues learned earlier. Then make connections among what they may be gaining knowledge of their prior learning.
    • This will help them bear in mind what they already know while supporting personalisation and applying the training at the very start, and accommodating new knowledge becomes much more accessible.

    Level 4:- Present the content

    Content should be broken up into small chunks because learning or making sense of a small amount of information is more straightforward than learning a big piece of small details. Organise and group content in meaningful ways, and provide explanations after demonstrations. 

    Make sure to adjust and use suitable techniques if you are developing an instructor-led studying program or a digital online learning program. The content should be organised from simple to complex, easy to difficult, known to unknown this enhances learning

    How to implement

    • The trainer should use instructional strategies to teach the content so that learning is efficient and effective.
    • Assign activities and projects
    • Post homework assignments
    • The trainer can also use different media such as charts, flashcards, 3d objects, or multimedia such as a film, a video, etc.
    • Incorporate active learning strategies to keep students involved
    • Provide access to content on Blackboard so students can access it outside of class

    Level 5:- Provide learning guidance

    To assist your group in learning and holding the information, Now you’ve taught the content, you’ve been given to discover a manner to fill any expertise gaps. Advise students of techniques to resource them in getting to know content material and of sources available. 

    As a tutorial designer, you want to make the learning experience as easy and as simple as possible. 

    Sometimes which means providing precise commands on which to click and what to do next. It can also appear intuitive to you. However, it frequently facilitates being overly clean in your instructions to keep away from any confusion.

    How to implement

    • Model varied learning strategies – e.g. mnemonics, idea mapping, role-playing, visualising
    • Learning steering may be provided use of examples, non-example, analogies, and activities.
    • Provide expectations as needed
    • Write clear and concise instructions
    • Provide case studies and metaphors – Case studies provide real-world application, visual images assist in making visual associations, and analogies and metaphors use familiar content to help students connect with new concepts
    • Provide an accessible ‘next’ button for online learning experiences
    • Include tips on how best to navigate the course

    Level 6:- Elicit Performance

    This event involves practising new content or skills learned. At this stage, you want to make sure that your people can show their expertise in what you’ve taught them. The blend of repetition and recollect is essential to any deep learning.

    Provides an opportunity for the learner to confirm what they have understood. It helps the instructor identity in the learners’ understanding. 

    How to implement

    • If you have taught new information, ask questions that will display their knowledge. 
    • Facilitate pupil activities – e.g. ask deep-learning questions, have students collaborate
    • eLearning branching scenarios
    • Role-playing situations
    • Activities, projects, and writing assignments

    Level 7:- Provide Feedback

    Performance is essential to be followed by feedback. Feedback is the handiest manner your learners recognise what they’re doing effectively and what they want to enhance upon. 

    Provide well-timed comments on students’ overall performance to evaluate and facilitate learning and permit students to discover gaps in understanding earlier than it’s far too late. Specific and corrective feedback is given to the learner. It corrects misconceptions and confirms correct learning with the learner.

    providing feeddback is a level of learning

    How to implement

    • Detailed rubrics outlining both positive and negative feedback
    • You can provide positive and negative feedback depending on the answers.
    • Personalized written feedback on assignments and projects
    • Do evaluative feedback apprises the student of the accuracy in their overall performance or reaction; however, it does not guide the progress.
    • Do the confirmatory feedback inform the student that they did what they were supposed to do. This feedback no longer tells the student what she wants to improve, but it encourages the learner.
    • Help learners pick out knowledge of gaps and overall performance shortcomings in their very own and peers’ work.
    • Give direction to students to find the correct answer but do not provide the right solution.

    Level 8:- Assess Performance

    Till now in Gagne’s learning levels, you have already informed your learners of their test results in the previous step. Now, it’s time to talk about retention as a formal way of ensuring retention. 

    Before the learner proceeds to perform, there may be a need for additional learning guidance and practice. During such an assessment, the learner must be able to function without any assistance or any aid.

    How to implement

    • Implement a lot of assessment strategies to offer students more than one possibilities to illustrate proficiency
    • Scenario-based quizzes are a fantastic way to check if your learners have retained the information.
    • Administer pre-and post-tests to check for progression of competency in content or skills
    • Assess often throughout the course

    Level 9:- Enhance retention and transfer

    Although, Gagne proposed that the learning journey’s final step is to put the learner in an expert’s position. But, at the end of your level, Help learners retain more information. Thus, providing them opportunities to practice their knowledge in real-world situations. 

    How to implement

    • Engaging videos and high definition animations are incorporated to sustain learning for a long.
    • Repeated exercise is a satisfactory manner to make sure that humans retain information and use it effectively.
    • Continually include questions from previous exams in the following examinations to boost course information.
    • Mobile-enabled guides are designed to allow learners to get entry to applicable information anytime and anywhere.

    Conclusion

    This checklist certainly helps you stay on track and gives you a sequential order to train your team effectively.

    So, Gagne’s nine learning levels can help you build a strategic framework to prepare and deliver step by step perfect instruction. Hence, Gagne’s Nine Levels of Learning’s assistance offers a beneficial approach that facilitates managers to shape the learning process.

    Also, you can read our blog on VAK Learning Style – How to Identify your Learning Style

    FAQ’s

  • Emotional Intelligence- Developing Strong “People Skills”

    Emotional Intelligence- Developing Strong “People Skills”

    Emotional intelligence is one of the critical elements of people skills so you need in this world to sustain and live a happy life. 

    Hence, skills are required and must be focused to develop alongside your career. 

    These skills will help you excel and attract lots of people to praise you personally and professionally. 

    So in this article, we will learn about people skills and practical people skills, i.e., emotional intelligence, in detail.

    WHAT’S IN IT

    What are people skills?

    people skills are necessary for developing emotional intelligence.

    As you know, every professional possesses some skill so to set to get through their daily work life. A software engineer should learn every new language developed. A doctor should determine every unique medicine effect and side effects arise thereon.  

    As the famous saying goes, “Learning is the eye of the mind.” So you are never late to learn something. Moreover, the skills you acquired lately will pay you one day for sure. 

    Also, there are some people skills you should learn immediately are; Communication skills, Decision making, the ability to listen and patience and Emotional intelligence, etc.

    Remember, every new thing requires time, and the one who starts slow may not be the first to achieve there, but he or she will go far for sure. 

    So, That’s where our emotional intelligence to deal with happenings in our life come into play.

    So now, let’s dive into the emotional intelligence concept.

    What is Emotional Intelligence:

    Meanwhile, Emotional intelligence is the Ability and function that one possesses to control his emotions, behavior, and other people. 

    So, This Ability is rarely found in people as everyone is fishing for how to criticise the other person. 

    However, You will receive criticism more than appreciation when you grow better and do well in your life. That’s called jealousy and insecurity complex, which is not a good thing in our society.

    For instance, if people will always criticise other people, that will cause conflicts between them, and that’s the last thing we want as a part of this society. 

    Also, this skill is very much crucial in the corporate sector as well as in the service industry. 

    The more we appreciate others, the greater appreciation we will get.

    How to improve Emotional Intelligence?

    So now, you will be curious about how we can develop this skill. However, this skill is not inherent in human beings, so that you can learn and improve it every day. 

    That’s why you need to keep in mind the following points for your comfort;

    • So, learn to listen first, collect all the facts, and give your opinion, don’t just rush to advise someone for the sack of it. Observe your viewpoint and beliefs. Are you cliche towards that, or are you reacting correctly?
    • Before taking for granted the person, imagine yourself in their situation and answer what you would do in that situation.
    • Also, Evaluate your workspace and colleague’s behavior towards you and your behavior towards them. However, you should rejoice in the humility you get from them. That will help you to grow better only.
    understanding Different Types of emotions is necessary for developing emotional intelligence.
    • Inspect yourself on how you perform your work in stressful situations. Try to flush out all the negatives and turn them into better positives for efficient work performance.
    • Don’t hesitate to say sorry whenever you hurt someone’s feelings. You should know we’re humans, and we can make mistakes, so nothing wrong with it unless you do it twice. 
    • So, Don’t get back to take responsibility for your needs. It will only build you strong enough to face difficult situations.
    • Always remember to appreciate others and give credit for their work publicly. It will only increase their respect for you.
    • Always be positive in a hostile environment when everyone is panicking. Remember that this time shall be passed.

    What are the five characteristics of emotional intelligence:

    There are various components of emotional intelligence that you should know about. These elements will get you there smoothly without any hindrance. 

    Following are the five components of emotional intelligence;

    Self-Awareness 

    It is an essential element in emotional intelligence. You should be aware of every minute thing that is happening around your professional and personal life. 

    Awareness only makes you more relevant to the situation to take prompt steps and guide others. 

    However, like most people are in the present, people take them seriously and are aware of every conversation that is going on at that moment.

    Motivation:

    Every person needs motivation in their life to go on with their daily routine. Emotional intelligence helps you to make people motivated throughout a process of action.

    However, a motivated person performs well and gets through challenging situations quickly. So it is a foundation for that matter of concern.

    Empathy:

    Empathy is very much needed in the management levels as they have to take care of every employee’s work-life and performance record. So they can’t be rude in that matter. 

    The empathy of understanding the person’s difficulties is also a skill.

    Social Skills:

    This is helpful in board meetings as well as in the seminars and acquiring different clients. Social skills make you comfortable with anybody without any hesitation. 

    The other person also can be impressed with this. Moreover, you need to instruct your employees in a sweet gesture to get them to work for the company.

    Self-regulation:

    This applies to every individual in their professional as well as social life. One must evaluate himself or herself first, then judge the other person. Self-regulation prompts you to introspect and raise positives from you.

    Emotional Intelligence for Leaders:

    The following factors involved in Emotional Intelligence for the leaders;

    • Communication with all level employees
    • Approach to please investors remain invested
    • Customer relationship
    • Well structured vision for the company’s future
    • Immediate Decision making
    • Ability to resolve conflicts in employees
    Both IQ and EQ are necessary for engagement.

    Conclusion: 

    Emotional intelligence is the critical factor that blossoms with time as long as you are ready to give it. However, it is never-ending learning; you will learn something new every day from it.

    Moreover, the better you manage to do it in a critical situation, you will benefit from it by developing potential employees or maintaining your relationship personally or being relevant in every case through awareness.

    Lastly, as Daniel Goleman said, “If you are tuned out of your own emotions, you will be poor at reading them in other people.”

    Also, you can read our blog on How Emotional Intelligence Are You? 11 Ways to Improve your EQ

    FAQ’s

  • Learning Curves – Improving Efficiency Through Faster Learning

    Learning Curves – Improving Efficiency Through Faster Learning

    Before knowing about the learning curve theory let us know what is learning? so If we talk about the term learning, it is the process of acquiring new or modifying existing knowledge, behaviors, skills, values, or preferences. The ability to learn is in possession by humans, animals & some machines. 

    Any changes in our behaviour as a result of a new experience is said to be learning. Learning takes place at all ages, and one knows, when put in a unique situation, to make sense and be more comfortable.

    WHAT’S IN IT?

    LEARNING CURVES

    Meanwhile, Psychologists describe the progress in learning by drawing a line on a line on graph paper. This line is in a curve form, not straight. So, it is called a learning curve. Hence, A learning curve is a graphical representation of the correlation between a learner’s performance on a particular task and the number of attempts or time required to complete the job.

    In 1885 Hermann Ebbinghaus described the learning curve. Arthur Bills gave a more detailed description of learning curves in 1934. He also discussed the properties of different learning curves, such as negative acceleration and positive acceleration.

    types of learning curve

    STAGES IN LEARNING CURVES

    Initial learning curve:-

    It is slow learning because of the newness and difficulty of skill. It is also called the log phase. So, In the log phase, the teaching is merely zero for the first few practices. Once the learner has acquired some basics of his operations, he gains some confidence, leading to the second stage of increasing returns.

    Steep up stage:-

    It is also called the exponential phase. Also, In this stage, the learning is suddenly increased, and the rate of improvement is substantial.

    Plateau:-

    When there is no progress in learning or improvement is arrested. So, It is called a plateau. However, this may be a false plateau, and the learner may be developing new ideas in improving efficiency.

    Peak proficiency:-

    The development of new ideas may further improve upon his skill until he reaches the peak of inefficiency.

    Over learning:-

    When skills become a kind of habit, this stage is termed as over learning here because here, the learning becomes automatic and unforgettable.

    Types Of Learning Curves

    Diminishing Return Learning Curve:-

    So, This is just the opposite of an exponential rise in this. The progression rate is slow at the beginning and then rises over time until full proficiency is obtained. This curve describes a situation where perhaps a complex task is being learned, and the rate of learning is initially slow.

    Increasing-Return Learning Curve:-

    The increase in skill or retention of information may increase rapidly to its maximum rate during the beginning attempts and then decreases over the period.

    Also, This describes a situation where the task may be easy to learn, and the initial progression of learning is fast and rapid.

    S-Curve or Sigmoid Function:-

    It measures an individual who is new to a task. So, It is the idealized general form of all learning curves; initially, this curve shows slow learning. Also, The learner works to improve the skills required or, say, first accumulate small steps, followed by the more significant stages. 

    Meanwhile, The latter half of the curve indicates that the learner now takes less time to complete the task as he becomes proficient in the skills required. Often the end of the turn begins to level off, indicating a plateau stage or new challenges.

    Increasing -Decreasing-Return Learning Curve:-

    So, This graph contains all stages of learning curves. So, we will say that this is a complex graph that includes all stages of learning.

    STEEP LEARNING CURVES

    • We can define these curves as challenging to learn, and that takes more time and effort so that a steep increase would mean a quick increment of skill. However, the term is mainly used in everyday English with the meaning of a complex initial learning process.
    • If two products have similar functionality, more enormous, then probably the one with a “steep” curve is better because it can be learned quickly.
    • If two products have different functionality, then probably one with a short curve and have limited functionality may not be as good as one with a long arc and has greater functionality. 
    • Short and long learning curves
    • Product A has less functionality and a short learning curve. Product B has more extensive functionality, but it takes longer to learn.

    Learning curves theory

    • It is concerned with the idea that when a new job, process, or activity performs for the first time, likely, the workforce involved will not achieve maximum efficiency immediately. The learning curve theory states that completing a task should take less time and effort; the more the job is done over time.
    • Repetition of the task is likely to make people more confident and knowledgeable, and it will eventually result in more efficient and rapid operations. Ultimately, the learning process will stop after continually repeating a particular job.
    • Due to this, completing a task will initially decline and then increase once efficient working is good. The cumulative average time per unit is assumed to decrease by a constant percentage every time outputs double.

    Transfer of Learning

    Transfer of learning is the ability to learn in one context and applying it to another.

    Positive Transfer:-

    It helps you apply skills or knowledge to a new topic, whereas negative transfer hurts you.

    Zero Transfer:-

    It means that old skills and knowledge do not affect learning new skills or experience.

    Negative Transfer:-

    It refers to the interference of previous knowledge with new learning.

    Bilateral Transfer:-

    A skill within a particular task by practice can often be took over to the other hand. This whole process is called a bilateral transfer.

    Lateral Transfer:-

    The lateral transfer involves a learning achievement at the same level but in a different context.

    Horizontal Transfer:-

    The horizontal transfer generally refers to learning in one situation on learning in a different case.

    Vertical Transfer:-

    The vertical transfer requires that learning at a lower level must be transferring to an upgrade of cognitive skills.

    Production rate according to phases in learning

    First Phase:- 

    There will be a gradual increase in the production rate until the maximum expectation is reachable.

    Second Phase:- 

    The learning rate will gradually deteriorate because of the limitations of the equipment.

    Third phase:-

    The production rate begins to decrease due to a reduction in customer requirements and an increase in cost.

    Consequences areas of the industry when you apply learning curves

    image of a labour
    •  A standard costing system would need to be set standard labour times after the learning curve has been reached the plateau 
    •  A budgetary control system incorporating labour variances will have to make an allowance.
    •  Identification of the learning curve will help the company better plan marketing, work scheduling, recruitment, and material acquisition activities.
    •  As employees gain more experience, then they are more trying to reduce material wastage.

    Application of Learning Curves

    • Direct Labour:- Direct labour is the general application area of a learning curve since only people can learn. The learning curve is mainly applicable to new activities and labour force, whether employed on new or old activities.
    • Material:- Materials respond to learning only in an indirect way under specific circumstances. The learning curve applies mainly to sub contract or fabrication orders placed outside or components purchased from suppliers. The details you bought features will be deciding through labour and supplier.
    • Spoilage And Defective Work:- This also an area of learning because, with the acquisition of more skill and efficiency, losses on account of spoilage and defective production will decline.

    Features of Learning Curves

    • The learning curve does not cost reduction techniques; it is a naturally occurring human phenomenon.
    • It is a human characteristic that a person engaged in a repetitive task will improve his performance over time.
    • In the initial stage of production, generally, the workers do not have the confidence of completing the job successfully; when they produce few units, they gain confidence; people learn from errors.
    • When workers produce more and more units, they come to know the problems and their reasons. Now they can avoid the issues.
    • The workers can find a new method of doing the job; they can complete the task less.
    • Better equipment and tools to develop.
    • Better product design leads to increased efficiency.

    Factors Affecting Learning Curves

    • While pricing for bids tends, only people can learn to set up a very high initial labour cost to show a high learning curve, making the learning curves useless and sometimes misleading.
    • When labour turnover is high, management has to train new workers frequently in such a situation, and the company may never reach its maximum efficiency potential.
    • Changes in the production or the methods in the production designs, machinery, and the tools used to affect the slope of learning curves.
    • Labour strikes, lockout, and shutdowns also affect the learning curve.

    Pros and cons of learning curve theory

    Pros:-

    • The learning curve concept suggests the basis of correct staffing in continuously expanding production.
    • It provides a means of evaluating the effectiveness of the training program.
    • And It is frequently used in conjunction with establishing a bid price for contracts.
    • It helps in finding out working capital.
    • Knowledge of the learning curve assists in planning the inventories at material work in progress and finished goods.
    • The learning rate is also considered consistent enough to establish trends using the learning curve.
    • Useful in exercising control.
    • It will be helpful to make or buy decisions.

    Cons:- 

    • It is only helpful for new operations where machines do not contribute a significant part to production. It does not apply to all products.
    • Changes other than learning may affect the learning curve.
    • A learning curve that may not show expected results would need further analysis to determine the underlying variables impacting its shape, as the angle does not change everything.
    • The learning curve assumes that production will continue without any significant interruption. But if the work is under interruption, the angle may be defected or accept a new slope.
    • The characteristics of 80% of the learning curve initially getting in the USA’s air force industry are usually taken as the percentage is applying to all sectors. Studies show that there cannot be a unique percentage that can be universally used.

    Conclusion

    The learning curve plays a significant role in the management and running of projects.

    This theory is primarily used in repeating tasks and long-term projects to improve the work’s performance.

    Many organisations prefer to use the learning curve, which is cheaper and easy to use and provide better performance and expertise. It will be seen that the learning curve affects both short and long term projects. 

    Also, you can read our blog on VAK Learning Styles – Discover Your Learning Style

    FAQ’s