Goal Oriented Learning
Goal Oriented LearningTM (GOLTM)
Goal Oriented Learning™ is licensed and used by numerous Fortune 500 and Forbes 2000 companies to help develop outstanding employees in a fraction of the time previously required using traditional training methodologies.
This Learning System was developed as a result of detailed research that looked at how people learn most effectively in the workplace. Among the findings were:
- Most people will find out what they need to know by asking someone else
- People learn more on the job than they do in a formal learning environment
- People learn best when they have a measurable learning goal to achieve
- People are generally willing to help others if they can.
The Typical Training Approach for most organisations
An employee starts a new job. The new hire is given a pile of lengthy SOPs & asked to read them in entirety after which he is requested to sign & date that he has ‘read and understood’ all SOP content. The new hire then joins his team, where is training starts by ‘asking bob’. Because a new hire is an ‘unconscious incompetent’ – he doesn’t know what questions to ask initially. ‘Bob’ – the subject matter expert (SME) - is typically ‘unconsciously competent’ – he doesn’t know how much he knows because much of his knowledge is often unconscious, built upon trial & error after years of experience. He is considered a very valued employee due to the extent of his knowledge. This highlights the gap between a new hire and most SME trainers. And particularly from a training point of view. Often our experts are not our best trainers. The SME cannot see things from a new learner’s point of view because much of his own expert behaviour is unconscious. And therefore, need a guide to impart the knowledge they hold.
In an ideal world – all businesses would like a training system that enables their new employees to quickly develop the skills, knowledge & behaviours of their most outstanding staff. GOL is a learning system that allows for this to happen using their most competent employees as a valued resource. Using a tool called a Learning Unit enables the SMEs to work with new employees so as that both are guided to impart the crucial knowledge required to complete their jobs most effectively.
The Learning Unit is a collection of Learning Outcomes created from the competencies identified that an employer feels that an employee needs to do their job.
Example: What is the specific cleaning motion for cleaning light indicators and why is it important that it is completed this way? List two repercussions of not cleaning them in this manner.
The Learning Unit is created with input from SME’s & also can capture the behaviours you would like to embed in your organisation:
Example: What are the stages of the 5S Process? Give two benefits to the business & two benefits to employees for engaging in this process.
The learning unit also has a resource list where it can refer to supporting PPMS or associated SOP’s.
The benefits of a Learning Unit to the business are:
- Acts as a guide to both the learners & the trainers – the competencies required to do a job are not clearly identifiable.
- Captures tribal knowledge – if your SME leaves the organisation – knowledge is saved to be passed on.
- It rules out unsafe practices – when the Learning Unit is designed with the SMEs present – if there are multiple ways of performing a task – the best way is identified & used going forward.
- Skills Verification & proof of competency (to comply with external regulatory standards)
- Reduces Errors - Capture the lessons of yesterday so errors are not repeated.
- Faster acquisition of competencies (in most cases around 80% faster)
- Improved consistency & quality in performance of tasks.
- Corrects behaviours & beliefs that impede performance. Some performance problems are not due to capability, they're due to misaligned beliefs.
- Facilitates cultural change - Learning becomes an ongoing process that is part of each person's job, people become more adaptable to change: future-ready.