As common as 'learning' is, it turns out to be difficult to talk about. The word has many different nuances and meanings. We use it as an indication of what happens in a course, during work or at other moments in your life; for individual or rather communal activities; for what happens intuitively or precisely targeted.
People learn in different ways. They've different environments in which they like to learn and have different thinking habits. These differences in learning preferences and habits are the result of a person's 'learning history' (how learning was handled at school and at home), but is undoubtedly determined by things like culture, age and personality. Preferences and habits are fairly stable, but aren't fixed. A new work environment a new phase in someone's development, but also insight into their own learning can bring about changes in learning.
No more than there's one meaning for learning or one way of learning, there's no way to organize learning. For example, there are training courses, learning projects, communities, learning on the job, etc. Action learning isn't 'better' than training, and problem-based education doesn't take precedence over traditional education. The best way to organize the learning doesn't exist. We can, however, look for a match between what needs to be learned, who should / wants to learn, where to learn and how we can best organize it.
The modern vision of learning is about:
- stretching the concept of learning
- and about developing language for learning,
- so that a form of learning can be chosen and used that also works
- and both 'works' for the organization in the sense that the intended goal is achieved,
- as 'works' for people, in the sense that individual development and well-being can work together.
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