Capability Conversation - Learning Dynamics

Learning Dynamics

Attend to How People Learn 

What this capability means: Design interactions, explanations, practice, feedback, reflection, and support so information and experience become transferable capability without unnecessary cognitive overload or dependence. 

Working well when...

  1. Learning beginsfrom a real objective or problem and the next useful distinction. 
  2. People apply new understanding quickly in their work.
  3. Feedback, reflection, and adaptation are built into the learning loop.
  4. Capability isevidenced by recognition, application, adaptation, and transfer. 

First-pass conversation

  • What capability must the person or group develop? 
  • What can they already almost see or do? 
  • What is the next useful distinction or experience? 
  • Where will they apply it and receive feedback? 
  • What would show independent application, adaptation, and transfer? 

Warning signs to discuss

  • Large batches of content create unused knowledge inventory.
  • Training completion is treated as learning.
  • People are told what to do without understanding why or when to adapt.
  • Repeated misunderstanding is blamed on the learner.

Facilitator reminder

Related areas: Organizational Learning, Listening, Reaction & Resistance, Onboarding & Capability Development, Feedback