It’s a hardhitting headline – and one that I copied from a recent post I found on THE Journal – Personalized Learning, Flipped Classrooms, Video Watching: Last Gasps of the Old Education,
In that article, the authors argue that “personalized instruction, flipped classrooms, video watching, etc., etc. are the last gasps of the old, “education as acquiring stuff” model; they are attempts at putting a patina of new on an old, outmoded, broken and ultimately ineffective educational model.”
Like many, they believe that “‘education as acquiring stuff” model is broken, and that the hordes of job hunters are the proof that education is not preparing students for the economic realities of the global marketplace” .
They believe that “social learning, inquiry learning, just-in-time learning, and learning-by-doing, will become the dominant pedagogies. The focus must be on process, must be on skills such as the 4Cs (Critical thinking, Communication, Collaboration, Creativity). Why? Because the kids today need to be prepared to move from job to job — to jobs that haven’t been invented yet.”
So how does this apply to corporate training, well many of us have also argued that the “training as acquiring stuff” model is broken – and that MOOCs and Flipped Classrooms are just adding a new layer onto the old outdated model. Whereas it is social learning (aka knowledge sharing in networks, communities and workgroups), on demand learning and continuous personal learning that need to become the dominant learning activities in the workplace.
And for this to happen there needs to be a focus on the process of learning and in particular the acquisition of new learning skills for individuals to continuously “learn the new”.
This is important because to retain the talent in any organisation, helping people to develop themselves – in the way that best suits them – in order stay on top of their game will be essential. Not doing so, will mean they will only seek jobs elsewhere. How many organisations can afford to lose their best people?