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Diversity in Goals And Learning Forms

There's a wealth of variation in how people learn, in where they learn and the issues at play in the organization and the forms used.

Diversity in learning

There are people who learn through knowledge transfer, but also people who copy the art. There are those who learn the most under pressure, just before a deadline and in the middle of a very complex situation. While others swear by a safe environment, they need to experiment and learn from their own mistakes. There are those who like to swim dry first, in a role play or game for example. There are also people who feel that it doesn't work, because it looks different in real life. There are those who carefully plan their learning and development and those who learn to leave it to chance.

Diversity in forms

Not only in ways of learning from people, but also in forms and activities of learning there's a great diversity. Learning can be organized in the workplace or in a classroom, with or without supervision, in a collective or alone, through challenges in work or training, through coaching, peer review, action learning, learning projects, communities, gaming, and many more forms of learning.

Diversity in goals

In the past, learning was mainly about increasing knowledge and skills, nowadays many more different issues are linked to learning and development. For example:

- implementing a new working method, which also includes the development of new tools
- changing the organization in a learning way
- want to become more innovative
- want to develop a different culture
- become more result oriented, or more entrepreneurial
- develop more eye for the outside world
- cooperate more and more effectively
- make better use of what's already in the organization
- discovering and mining new markets
- and so on.

It's clear that this isn't just about transferring knowledge and skills.

What makes which learning form is the right one for someone?

In the Language of Learning we assume that there's no optimal way of learning and that there are no 'good' or 'bad' forms of learning. The standard arises from the issue. That's the development wish on an individual level. Where does someone want to go? What's needed in personal development? What does the organization ask for?

On the other hand, there's the individual learning profile. From here, the choice can be made to search within the own way of learning for the appropriate form, or to develop the way of learning itself.

The ideal learning form is a match between:

- what's learned (content)
- who's learning (learning profile participants)
- where there's learning (organization, but also specific learning environment)
- what's taught for (organizational goals and personal wishes)
- who supervises learning (teacher, guide, coach, supervisor)

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