The Case for Learning Plans (aka Learning Contracts)
There is a conflict inherent in workplace training. That conflict is between characteristics of workplace training and how adults learn (as usually it is adults involved). When left to their own devices, adults learn in a way that is focused on what is useful to their immediate situations and needs. Adults also learn in a self-directed way, meaning they exercise full control over what they set out to learn, what resources they'll use, and how they'll go about learning it. As cited in this article , there is evidence that this is type of learning is deep and it sticks. Now compare this to traditional workplace training which typically has learning objectives, resources and activities all dictated solely by the trainer and the needs and expectations of the employer, professional standards, and even the society at large. Not much room for a personal approach to learning in this traditional way for workplace training. Ultimately, this unresolved conflict between how ...