Wednesday, April 4, 2012

Self Education and Learning by Executives

Every Executive is Responsible for His Training and Development

Every executive has to take the responsibility of his education and learning. The superior may take interest in his learning, the training department may also take interest, but he has to take interest first of all and then cooperate with others in his development journey.
Nurturing of personal growth requires the patience of a mother rather than the hasty intervension of a mechanic. One has to visualize the peak responsibility one is likely to shoulder a decade or two hence and do something today to understand the requirements of the job in terms of knoweldge, attitude and skills.

Learning Agenda

A learning agenda needs to be developed. It may include:
Statement of purpose
Areas of study
Methods of learning
Opportunities and obstacles

Three Types of Learning

Knowledge Acquisition type learning
In this type, objective knowledge is acquired through spoken and written words as well as pictures. Teachers, books, news papers and periodicals, Radio, TV, and internet play their part in this type of learning.
Experiential learning
This type of learning involves either observing some body performing the activity or the person performing the activity himself after knowing the procedure from acquisition type of learning or by oservation (experiential type of learning)
Exploratory learning
In this type of learning, the idea to do a thing comes to the person only. He has not read about it anywhere. He did not see it anywhere. But he feels he can do a thing using a method that occurs to him. He can go ahead and make a trial taking all the precautions that a failure in the trial is not undluly costly for him or for his organization. If he succeeds there is a positive benefit. If he fails it is ok. It is a part of development effort. Each failure can improve the chances of success of a future idea.
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