David Kolb produced this popular model for learning in 1984. The model suggests four stages of learning which most learners go through in order to learn effectively. Leaming is itself a process of change. Something is added to our perception and prepared us for the next impression, which will change our understanding yet more, however minutely. The Kolb contribution is a significant one because it practically equates change and learning.
David Kolb's from Western Reserve University in Cleveland, Ohio gave the model of "experiential learning" which states that humans learn continually, and, in the process, build particular strengths. He says that learning is all about having experiences and then reflects upon the experience that we have just had. We draw out some concepts and some principles from this reflection and test out the new concepts in new situations so that they become part of the ongoing experience. He described it in terms of four learning styles: Accommodating, Converging, Diverging, and Assimilating.
Kold is also a supporter of the theme of human becoming and what they become. He uses the word 'learning', and all these ideas come together and form a framework within which we can think about change and even learn to love it and welcome it. Laming is itself a process of change. Something is added to our perception and prepared us for the next impression, which will change our understanding yet more, however minutely.
What David Kolb is talking about is the normal scientific approach, where observations made are the normal scientific approach, where observations are made and reflected upon to yield theories from which hypotheses are derived and tested out in action, creating new events and experiences.
The first stage is concrete learning or concrete experience, where the learner encounters a new experience or reinterprets an existing experience. This could be where the learner is exposed to a new task or a new way of carrying out a project. This is followed by reflective observation, where the learner reflects on the experience on a personal basis. Following reflective observation is abstract conceptualization, where learners form new ideas or modify current abstract ideas, based on the reflections that arise from the reflective observation stage. The last stage is where the learner applies the new ideas to her surroundings to see if there are any modifications in the next appearance of the experience. By actively experimenting learns to associate what we have experienced with new ideas and innovations.
When you learn, you change. When you change, you learn. The Kolb contribution is a significant one because it practically equates change and learning. A book on change is therefore also a book about learning. Reginald Revans (1907–2003), a UK scientist and educational innovator who gave the “Action Laming framework” made a distinction with two little symbols L>C and C>L. If learning is represented by L and change represented by C then the first symbol means you are ahead in the game you are learning faster than things change. The second can spell disaster because things are changing faster than you are learning so that you are behind in the race. His contribution to our understanding of change management processes gives a central place to learning, both personal and institutional. Revans’ approach emphasizes the practical and moral significance of personal involvement in action and learning, as a means of resolving the intractable social and organizational problems that we find around us.
Revans is in harmony with Kolb in that his contribution of Action Learning is based on the concept that people learn more from reflection, discussion, and working together on real-life issues than from being lectured at. They learn from each other and the learning is relevant, and even when the classroom is being used for input, it is important to provide plenty of scope for learning in this way.
For a change initiative to succeed, project managers must effectively support those affected by the change during the project. Those grappling with the effects of change might need the training to tackle it effectively and we can use this framework to train people with different learning styles; to plan change communications; and to deal with team members who lack motivation; and more.
These perceptions of what is to be human can help us to take a positive approach to change and make it work to our advantage and to that of our enterprise. You are only really alive when you are changing. It is the essence of personal growth, it is the basis of relationships with other people, and without it, there is no learning and no progress.
In its simplest sense, decision-making is the act of choosing between two or more courses of action. Decision making is a key skill in the workplace and is particularly important if you want to be an effective leader. When decisions have to be made, there are several stages that you should go through to reach a practical solution. Understand the meaning and importance of decision making and how to look at it as a process.
Time management is the process of planning and exercising conscious control of time spent on specific activities, especially to increase effectiveness, efficiency, and productivity. The best time management techniques improve the ways you work. Time management refers to managing time effectively so that the right time is allocated to the right activity. Learn more about the five steps for effective time management viz. study, identify, analyze, decide, and implement.
Facilitative Leadership is all about involving the employees in the decision-making process at all levels enhancing their sense of ownership, responsibility, and motivation. Facilitative leadership style uses a number of indirect communication patterns to help the group reach consensus and build commitment for the decision taken. To be effective in modern organizations, managers need to become facilitative leaders, learn what it means to be a one.
Storming Stage of Team Development
Storming is the second stage of team development and this stage is characterized by a bid for power and inter-personal conflicts. Learn the key factors that occur in the storming stage and the strategies that a team leader can adopt to pass this stage of high winds
David Kolb produced this popular model for learning in 1984. The model suggests four stages of learning which most learners go through in order to learn effectively. Leaming is itself a process of change. Something is added to our perception and prepared us for the next impression, which will change our understanding yet more, however minutely. The Kolb contribution is a significant one because it practically equates change and learning.
Productivity is defined not in terms of the number of goods produced, but in terms of value-added per employee. Customers don’t really buy goods and services but in fact, they buy a value - something they value. The future is all about tangible products fulfilling intangible needs. Ideas like this can transform a business and provide them a competitive advantage to thrive in the future.
Change & Culture of Innovation
Predicting the future is a tricky business but managers need to have a future perspective in order to take business advantage and remain competitive. They need to drive and introduce constructive change to the business of the enterprise. The first step to creativity and innovation is to drive a culture of Innovation. Managers need to focus on developing future mindset all the time to keep pace with the unfolding future.
Tips for Effective Time Management
After studying and analyzing how time is spent, why time is wasted, and where time is wasted you need to decide about the changes required for effective utilization of time. For this purpose, a large number of remedial measures can be taken by you. The first and foremost determinant of a planned and purposeful utilization of time is to develop consciousness of the value of time at all levels of the organization. Planning, goal setting, and defining priorities are concerns to addressed immediately.
Tools for Developing Your Team
If a manager has too many weak spots in the talent of the team, the ability to empower the team members to independently execute the project is impaired. Assignments fall behind schedule or stretch out because the needed skills or knowledge are not in place when needed. To successfully execute important projects, hiring talented people, and increasing the talents of existing staff are most important.
Participative leadership is one of the most effective styles and creates higher productivity, better contributions from group members, and increased group morale. The democratic leadership style consists of the leader sharing the decision-making abilities with group members by promoting the interests of the group members. Learn more about this leadership style and situations when it is effective.
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