Mastery Learning Frameworks

A year ago I shared a framework called GROWTH™. It didn’t perform particularly well. Which is funny, because over time it’s become one of the models I rely on most when designing learning experiences. Most training programs are built as courses. But the way people actually develop capability looks very different. Progress happens across a series of experiences—practice, feedback, reflection, and iteration. In other words, it happens through a learning journey, not a single event. The GROWTH framework is a way to design those journeys more intentionally. It breaks the process into six stages: G — Goal Setting R — Research & Empathy O — Outline the Experience W — Work in Layers T — Test & Adapt H — Highlight Progress Over the past year, I revisited the framework, expanded it, and turned it into a practical guide with examples, worksheets, and a full case study on redesigning onboarding as a learning journey. I also realized something interesting. GROWTH is actually one of the foundational pieces behind another model I’ve been developing called The Academy Engine™, which focuses on building scalable learning ecosystems. If the Academy Engine explains how education systems operate, GROWTH focuses on how the learning journey itself should be designed. If you’d like the full guide and templates, you can download it below. Curious how others think about this. When you design learning, do you think in terms of courses or journeys?

I had another reminder this weekend that learning is learning, regardless of the developmental stage. This card was in my daughter’s latest Lovevery box. It was designed for parents of children around 4 years old. It illustrates the "gradual release of responsibility" model - learners progress through scaffolded stages of observing an expert model, practicing with support, then applying skills independently. Mastery comes from actively engaging as guidance fades. This approach reminds us that simply telling isn't enough for developing competence. We need learning and apprenticeship models ranging from highly directive techniques early on ("I do, you watch") to non-directive coaching as learners gain experience ("You do, I'll be here if needed"). For managers, trainers and mentors, intentionally structuring learning paths with this transparent progression enhances engagement and skill transfer. It aligns with theories like cognitive apprenticeship and Vygotsky's Zone of Proximal Development by meeting learners where they are. Whether upskilling a new manager or onboarding engineers to a complex coding stack, starting with modeling and scaffolding towards autonomy cultivates self-sufficiency. I was struck that this simple visual for parenting holds so many implications for the professional sphere as well. How have you applied these principles to workplace learning? How does this model show up in your organization? #coaching #learninganddevelopment #traininganddevelopment #workplacelearning

The framework to effectively teach a skill. Do you teach skills to others - at work, at home, at communities? #Skill training is different from behavioral training. "Every skill you acquire doubles your odds of success." - Scott Adams I remember when I was training my daughter how to cycle without the support wheels when she was 6yrs old. It wasn't easy! These are some of the phrases and sentences I had used (Can you relate to any of them?) "Sit straight" "Eyes front" "Steady your hands" "No, that's not the way" "C'mon, one more round...you can do it!" "How are you feeling?" "No, I am not letting go...I am holding the cycle..." "Okay, I know you are upset...Daddy shouted because of...and I am sorry" "You need to overcome that fear" "Did I tell you the story of ..." "When I was learning to drive a cycle, Grandpa..." "Great job! Now you feel more confident, isn't it?" "Yes, yes, yes...finally" I had to demonstrate, explain, coach, let go, motivate, be patient, cheer, apologize and finally allow her to do it in her own style. Now when she does these little stunts on her bicycle, I clap and cheer because she is using that skill to learn new ones on her own! "Learning how to learn is life's most important skill." - Tony Buzan I was working with two different groups of leaders in the same organization, teaching them skills - the skill of #Datastorytelling and the skill of #PresentingwithoutPowerPoint. The participants in both these sessions were at different levels of competence so I had to ensure the skill was examined, experienced, experimented with and exhibited by all. As I reflected on the learning and the feedback I received, I created a visual framework to help me and you to teach skills more effectively. Introducing the 𝗗𝗘𝗣𝗜𝗖𝗧𝗦 Visual framework: D - #Demonstrate Tell why, reveal the outcome with benefits, and show how it is done to get attention & build interest E - #Explain The key steps, methodology, with quick tips P - #Patiently Redemonstrate Step by step, role-plays, how-to's, clarify doubts, keep it slow-paced I - #Imitate Give them the opportunity to repeat with you, check for progress, motivate, correct, and help them remember C - #Coach Debrief the skill learning journey objectively & reflectively, and lead them to refine T - #Trial Create a safe space to test it, let go, cheer, accept their style, and allow them to adapt to their real world scenarios S - #Strategy Guide them to craft an action plan with follow-up and accountability + give them secret tricks "An empowered organisation is one in which individuals have the knowledge, skill, desire, and opportunity to personally succeed in a way that leads to collective organisational success." - Stephen Covey What do you think of the DEPICTS framework? How can it be made better? 💡I provide Visual frameworks & tools with stories for leaders to See, Serve & Share in this digital era. #ashleyvinil #visualleadership #visdemy #storypreso #leadership