Learning: The Magic of Making Training FUN

While working in small groups on a collaborative assignment, group members must increase their knowledge and deepen their understanding. The learning tasks must be structured to ensure the learning objectives are achieved. The responsibility for learning is shifted to the learners in a collaborative learning environment and the learning environment vibrates with high energy and FUN. All of this is useless if the learning is not meaningful. In summary, collaborative learning is about a small group of learners labouring together and sharing the workload equitably as they strive to achieve the learning outcomes.

All learners must engage actively together towards stated objectives. If one group member watches them it is not collaborative learning. Thiagi (www.thiagi.com) often says that there can be no passengers in a game. If there are, then the entire game becomes a flop. All students must contribute equally. If one person is watching the others complete a group task, then it is not collaborative learning. Elizabeth Barkley and colleagues (www.amazon.com/Collaborative-Learning-Techniques-Handbook-College/dp/0787955183) say that the meaning of the Latin based word collaborate shines through as clearly today as in antiquity: to co-labour. Equitable engagement is an important element. However it is useful to consider learning styles of the learners here. Whether all members receive the same group task or different tasks, all learners must contribute more or less equally. I say this because recently we had an experience where a participant dropped out of a programme that we conducted commenting

Collaborative Learning It is all about working with others. This is the thinking behind the 5 I’s in the book The Magic of Making Training FUN! Even though collaborative learning has been called by many different names, the essence of it all remains stills the same, working together to achieve shared learning goals cost effectively. Whatever names, it maybe called; there are three essential features 1. Intentional Design 2. Co Labour 3. Meaningful Learning Intentional Design Having a group exercise if of no use unless and until the facilitator structures intentional learning activities for the learners. Very often, I have seen facilitators give a group exercise simply to break the monotone of a lecture. There is no purpose of alignment to the learning objectives. And, the learning gained is also not processed adequately. In today’s world where there are many ready-made prescriptions available, facilitators may structure learning activities by choosing a suitable one from a list of pre

Why Small Groups? We promote the use of small groups for FUN learning in all our training programmes, as they are very effective in accelerating learning as well as maximising retention. Even though many learning professionals use small groups to enhance learning, I was often perplexed that very few of them actually know the thinking and the underlying foundations behind the use of small groups. There is a need to explore this subject in this blog to facilitate greater understanding over the use of small groups in learning. Practitioner’s perspective From a practitioner’s perspective, it makes sense, as it is easier to manage the participants in small groups. There has been extensive work from academic cum practitioners like Thiagi and Mel Silbermann. Practitioners like Bob Pike use round tables to get group work going while academics like Brufee provided clear epistemological distinction. Active Learning When I wrote the book The Magic of Making Training FUN, my colleague Dr Nat and

As I begin to blog more promptly, I must introduce to all of you the Google. Group FUNLearning. My interests in terms of research, consulting and training is firmly focussed on the areas of Learning & Performance/ Within this macro area, I have focussed on making learning FUN – ensuring the attention, participation and retention of the learning of the participants. Equally important is the transfer of the learning to the workplace. Our businesses within our SMR Group (Specialist Management Resources) maybe summed up as being in the Competency – Learning – Performance areas. Our software, consulting, training and outsourcing functions are all passionately committed to helping people learn and perform. Though in the past I have covered several areas in this blog with 14 postings over the last 3 years, they have all still focussed on the areas of learning & performance – leadership, talent management, competency & performance connection, Rainbow, Planning etcetera. My goal is

Hi! I have not been prompt with my blogs. I am sorry. However, my New Year resolution for 2007 is to be prompt. Starting with Jan, I plan to do it weekly before progressing to daily. Have a great year ahead. Happy New Year. Rgds Palan