Realization-Based Learning Design
Realization-Based Learning Design – Preparing Workers for Today’s Complex Challenges
As corporate learning professionals, you understand the importance of equipping employees with skills and knowledge that translate into real-world performance. Realization-Based Learning Design (RBLD) empowers learners to solve complex problems independently within a skillfully designed learning environment. This approach moves from simply telling learners what to know to empowering them to learn how to learn.
Why is RBLD different than traditional design techniques?
While both are related to knowledge and understanding, "learning" and "realization" have distinct meanings:
Learning
Process-oriented: Learning is the active process of acquiring new knowledge, skills, or behaviors. It often involves structured activities, study, practice, and feedback.
Gradual & Incremental: Learning often happens step-by-step, building upon prior knowledge.
External Focus: The focus is often on acquiring information or skills from external sources like teachers, books, or designed experiences.
Realization
Outcome-oriented: Realization is a sudden understanding, a moment where existing knowledge connects in a new way, often leading to a deeper insight.
Sudden & Transformative: Realizations can be sudden shifts in perspective or understanding, leading to a more profound change in thinking.
Internal Focus: Realization arises from within, often triggered by an experience but requiring internal reflection and connection-making.
Learning is necessary for realization, but realization happens when insights emerge from learning and represents a deeper level of internalized understanding. It involves recognizing patterns, making connections, and identifying and evaluating solution paths.
How to Design for Realization
When implementing RBLD, consider several factors to create effective learning experiences:
· Consistent Reflection: Bring the experiences of the learner into the design. RBLD shifts the priority from getting the right answer to understanding how you got to the answer.
· Check Assumptions: Learners need to understand their biases, blind spots, inferences and judgements in the journey to solving complex problems.
· Identify Real-World Applications: Collaborate with experts and stakeholders to identify real-life situations that are meaningful to learners and the organization and create the conditions to allow learners to practice thinking through complex problems.
· Examine Thinking Patterns: While all training involves engaging activities, RBLD specifically requires learners to explore their thought processes and creatively apply knowledge and experiences in each exercise/activity. This shifts the focus from simply finding the answer to understanding how the answer was reached.
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· Open Design: RBLD requires learners to come up with the course of action or answers on their own. There is rarely one correct answer to complex problems. Discernment and logic are critical for evaluating the options and choosing a way forward.
· Defined Reflection and Feedback Time: Reflection and feedback are components of most learning designs. What sets RBLD apart is the significant amount of time devoted to these elements due to its iterative nature. This approach shifts the balance to emphasize reflection and feedback opportunities in the design.
· Realization of Outcomes: The goal of RBLD is for learners to realize the outcomes of their training for themselves. This focus on practical application ensures that training programs are not just theoretical but yield tangible benefits for both individuals and organizations.
· Facilitation: RBLD requires a trained facilitator to guide learners through this type of learning experience.
Benefits of RBLD
· Improved Learner Engagement: By connecting learner experiences to real-world problems, learners are more likely to be motivated and invested in their education.
· Increase Performance: Realization allows for a deeper level of understanding and a way to build critical thinking and problem-solving skills.
· Preparation for the Workforce: RBID equips employees with skills that are directly applicable to their roles, enhancing their effectiveness and readiness for challenges in the workplace.
· Stronger Learning Outcomes: Learning that is deeply realized is rarely forgotten and more consistently applicable and repeatable.
Challenges and Considerations
· Design Intensive: Developing context-rich, complex, experiential learning activities can require significant time and resources and expertise.
· Learner Intensive: Learner's time and attention may increase to provide room for processing and thinking.
· Facilitation Intensive: Facilitators need to be trained to develop the skills needed to bring a group through the realization process.
Conclusion
Realization-Based Learning Design represents a transformative approach to education, emphasizing the importance of active critical thinking to achieve new levels of learning insights. RBLD not only enhances the learning experience but also better prepares learners for the complexities of work. As the landscape of corporate learning continues to evolve, embracing realization-based methodologies will be essential for solving today’s complex challenges.
Contact Coin Harlan to learn more about RBID and how we can help you design RBID based learning programs. Info@coinharlan.com
