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Tag: learning to learn

Developing the ‘vitamin habit’ for learning.

Lordy, Lord. I’m all over the place in terms of my learning at the moment. In the last 6 months I’ve not only relocated but I’ve also swapped from a lifetime of using a Windows PC to using a Mac. Why I added this extra complication is beyond me. It’s like trying to master a second language. Anyway, all my previous habits and routines are well and truly shot. It’s not just learning. I haven’t taken a vitamin pill on a regular basis for months. Before, I used to plonk them out on the kitchen table every day as I was making breakfast and I didn’t bat an eyelid over it. Now, it’s an effort to remember them at all.

So now, I’m making a more conscious effort to learn how to develop habits: habits in general, restore old habits and adopt some new prize learning ones into the bargain. I need to re-establish the ‘vitamin habit’ for learning!!

The ‘vitamin habit’ for learning.
The ‘vitamin habit’ for learning.

I have two plans of attack. One, I’ve signed up for Stanford professor, BJ Fogg’s ‘Tiny Habits’ workshop, a 5-day method that’s simple, effective and fun – apparently. The idea is, you pick 3 new habits and fix them to an ‘anchor’, that is something you do already, and proceed from there. Do your ‘Tiny Habits’ each day and respond to a daily email. That’s it. A new session starts each Monday, if you’re interested.

The other plan, the more macro of the two, is that I’ve joined a Work Out Loud Circle #WOLCircle. They’re about developing habits in order to achieve a personal goal.

small groups of people learning to work in an open, generous, connected way so they can each accomplish a personal goal.

Work Out Loud Circles offer a structure/method along with peer support and mutual accountability. They’re kind of like a mini, focused PLN. I’m currently in week 2 of a 12 week Guided Mastery programme. So far, it’s looking good.

I haven’t completely lost the learning habit. It’s just a bit wobbly, that’s all. I’ve been participating in Jane Hart’s workshop about how to encourage and support personal learning in organizations. It seems that there’s a growing realization that learners are becoming increasingly autonomous as the adopt new technologies and discover that they’re free to determine their own learning. Alongside this are economic imperatives that require organizations to seek out more effective knowledge systems so they can keep abreast of developments and innovate quickly, and all the while looking to reduce cost. Consequently, organisations are increasingly looking to individuals to take responsibility for their own learning, to learn continuously and to feed this back to the workplace and the performance of the business. It’s here, as Jacob Morgan points out, that the ‘learning worker’ comes in to play. It’s no longer enough to be a ‘knowledge worker’.

Knowledge is a commodity, to be the smartest person in the room all you need is a smartphone. What is far more valuable than knowledge is the ability to learn new things and apply those learnings to new scenarios and environments. This is what the employee of the future needs to focus on, “learning to learn.”

On which note, I’ll leave you and I’ll urge you to get the ‘vitamin habit’ for learning and learning to learn.

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Habits for successful lifelong learning #coastd

This caught my eye this week.

It was posted as the introduction to Learn Camp, a self-directed learning programme from the Central Ohio ASTD chapter that aims to let learners explore some of the new digital tools that are changing access to information and ways of learning today. The activity along with this, labelled ‘discovery exercise’, was simply to share your thoughts about which habit is easiest for you, and which is the hardest, plus any thoughts you might have about lifelong learning in general.

Looking at the 7 1/2 habits, I identify, more or less, with all 7 of them. What I have difficulty with is the fraction on the end, that is to say, play. Not that I’m particularly serious, or a kill-joy, it’s just that I don’t seem overly inclined to play, idly fiddling around with things. For me, exploration, akin to travel or journeying, better encapsulates the end fractional habit of lifelong learning more than playing. That is, finding out what’s next or over the horizon, finding out how things are connected and what it means, not just to me but to others too. Because I don’t identify greatly with the playing metaphor might be one of the reasons that I’m not particularly inclined towards the current trend in digital learning for ‘makes’. Oh well, we can’t all be the same.

An article entitled “How to Become a Successful Lifelong Learner” was also signposted by LearnCamp. I’m glad this article was flagged up because it served to remind me of the importance of goal setting within lifelong learning, and most importantly to write those goals down. If I’d written my goals down in the past, maybe my odyssey to learn Spanish might not have taken a nose dive in the last year or two 🙁

All in all, a useful little activity.

Post script: subsequent to posting this, I’ve been thinking about the definition, or the meanings, of the word play. In his list of participatory skills, Jenkins identifies play as, “the capacity to experiment with and explore your surroundings as a form of problem-solving”. The role of exploration within play, together with experimentation and performance (testing roles and identities in different settings), has long been established (Huizinga 1950; Bruner et al. 1976 and Gagne 1985). However, nowadays, play can equally be seen as simulation, or as Garvey (1990) suggests, wilfing (what was I looking for). Indeed, in today’s intensely interconnected world, wilfing has the potential to be highly productive given that the discovery of knowledge is often little more than a few clicks away.

I suppose I’ve learnt that play is an important habit of lifelong learning, and that it has a number of forms; each to their own, just so long as you acquire the habit 🙂

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