Personal Career Journey
We all have a preferred way of learning, whether that be reading, watching, discussing or doing. Having an awareness of our own preferred learning style and finding learning that stimulates new thinking, confidence and ways of working are key to our own personal development.
Learning and the ability to learn never stops. It's a journey with many routes, points of interest and endless possibilities.
As we journey through life our approach to learning changes. From pedagogical learning as children where it's very much teacher lead and subject focused through to androgogical and heutogogical learning as adults; where we start to take a more problem centred approach to our learning and then a more self-determined and self-directed approach deciding what we learn, how we learn and where we learn. Learning through a more experience/exposure based approach. Take a look at the table below to see how these differing approaches to learning compare.
|Dependence||Learners are dependent||Learners are independent||Learners are interdependent|
|Resources for Learning||Few resources, teacher provided||Own and others experiences||Learner decides the path|
|Reason for Learning||Learn to move to next stage||When a need is identified (problem)||Not planned but on identification of the potential to learn|
|Focus of Learning||Subject centred||Task or Problem centred||Learners move beyond problem solving by enabling pro-activity|
|Motivation||Externally driven||Internally driven||~Self Efficacy, Knowing how to learn, creativity|
|Role of the teacher||Designs and delivers the learning||Facilitates the learning||Develops the learners capability to learn|
We encourage you to take ownership of your learning; Making those personal decisions about what you need to perform at your best in your current or future role with the support of your manager and colleagues. Co-creating learning situations and enabling each other to learn.
In today’s fast changing and digitally focussed world, we need to be agile and adaptable to pick up new skills and stay relevant. This requires a mindset shift and good learning habits. Take a look at this short video developed by Chubb, They encourage everyone to take ownership of their development and adopt a lifelong learning mindset. Moving more towards a more Heutagogical approach, an approach we encourage here.
Take a look and think about how you might approach learning differently. What Learning goals will you set yourself? What new ways of learning can you explore?
One place to start is this set of resources available through TED talks
Now take a look at all the other resources we have made available in the other sections of these web pages. How can you use the information and resources provided within them? What else can you do to move your learning forward? Who and what can you engage with to develop your learning further?
Something that might shape your thinking is our Take 10 Great Practices. It contains some useful strategies and ideas to help you in a range of situations. Take a look and think about how these could be used or adapted by you.
Or take a look at this article from ideas.ted.com about preparing workers for an uncertain future. What questions does this raise for you and your career trajectory?
Things you can do
Make use of your Performance and Development Review meetings with your manager to discuss what your current and future learning needs might be. Creating a development plan and review it regulalry as part of this process.
Get yourself a mentor to discuss and support your career goals, building network connections to help develop your thinking and learning.
Get involved in new things, try a different approach to learning, deliberately put yourself into scenarios that feel uncomfortable. Reflect on these experiences, what did you like or not like about the situation? What did you learn about yourself in this new space? How can you take that learning and apply it to your work?
If you're not sure what your preferences are then complete a learning styles questionnaire, we've included a simple one here that Honey and Mumford developed.
Once you've completed this and read through the definitions, consider what this means about you and how you like to learn. How can you use this information to shape the learning interventions that you look for?
Alternatively have a Psychometric profile completed (Hogan, MBTI, TMP, Insights or SB360) and get feedback and support on what this means about you, your role and how you work with others.
If you're really not sure what direction to take then give us a call or drop us a message to discuss potential solutions to meet those needs.