Designing Learning and Development Activities

This article outlines the characteristics of the four main approaches to learning from experience, which were identified by Alan Mumford.

Reg Evans pioneered ‘action learning’ which is in essence learning through doing, and can be a highly effective method of developing people ‘on-the-job’. An overview of his thinking is given here.

A model that identifies the six stages of maturity of a management development process. This is a summary of Burgoyne’s original model.

Alan Mumford’s practical framework separates management development processes into three categories which are summarised here.

With so many elaborate methods of training available nowadays, why are more and more trainers looking to the ancient art of storytelling to assist learning? This model explains how storytelling creates meaningful learning and enhances retention.

Drama is a powerful learning tool: whether creating the drama themselves in participative exercises or watching actors play out business scenarios, learners become emotionally engaged and imagine that they are experiencing the actual events.

With online learning becoming more popular, this article discusses the issues that need to be considered when building a learning community using online methods alone.

E-portfolios encourage people to record and reflect upon their own personal learning journey. This article discusses their merits as an effective learning tool.

This article examines the key principles of action learning as described by Reg Revans, pioneer of the concept.

This overview of blended learning describes the key aspects of a blended learning strategy and offers practical suggestions when embarking on a blended learning programme.

This overview of coaching and mentoring discusses their benefits, the charateristics of a successful coach/mentor and some of the cultural and gender issues involved.

Practical guidelines for managers sponsoring staff in action learning situations.

Follow these four steps when designing and facilitating training activities to ensure that trainees fully complete the learning process.

This article provides a brief overview of Kolb’s Learning Cycle and its link to learning styles.

It is essential that learners can apply their new skills and knowledge in the workplace. Use these tips to look at ways of making sure transfer happens.

Choosing the most appropriate learning method is important in order to ensure that people learn new skills or acquire new knowledge in the most effective way, and in line with their own preferred learning style. This article lists some of the most popular training methods and explains how best to use them.

An instructive framework for organisations wishing to embark on programmes that encourage learners to take responsibility for self development.

A short guide to using energiser exercises as a way of incorporating movement into learning and recharging energy levels when attention is flagging.

This practical methodology will help you to investigate the options available to you for training on a reduced training budget.

This methodology guides you through the key issues when identifying management standards, assessing your managers’ development needs, designing a learning programme and exploring accreditation.

This methodology guides you through the key issues when identifying management standards, assessing your managers’ development needs, designing a blended learning programme and exploring accreditation.

These guidelines take you through each phase in the process of running a development assessment centre, namely: planning, designing, piloting and implementation.

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