At RSVP Design we are committed to providing relevant, engaging, challenging learning experiences that will change behaviour and provide measurable benefits to individual learners and their organisations.

One of our clients, Senn Delaney, a major culture change consultancy, has commissioned and published research recently that suggests that a key factor in  the creation of a ‘thriving’ culture in which individuals and organisations succeed is the demonstration of a ‘learning mindset’. The correlation between having this learning mindset and thriving, even when times are hard, is so strong that work is being done to develop this positive ‘embracing’ of  learning as an active part of executive education.

One of our goals at RSVP Design is to encourage a desire to learn by creating challenging, engaging and lively ‘learning environments’ in which people collaborate, share experience, problem-solve and plan how to apply their learning to get valuable personal and organisational benefits. It’s always interesting to see how, as adults, some of us have come to associate the learning process with discomfort, failure and dis-satisfaction. What happens to the inherent ability of children to delight in learning, seek out new experience and accept that failure is part of the learning process?

I believe that much of our formal education, whilst being highly successful at teaching ‘knowledge’, actually diminishes many of the capabilities that we are born with that allow us to be great learners. It seems I’m not alone in this belief. A research project at the University of Bristol funded by the Lifelong Learning Foundation and  jointly owned by the University and the Foundation has developed EllI – the Effective Lifelong Learning Inventory. This identified 7 key factors in making us effective learners. The research project gathered data on nearly 2000 learners from the age of 7 through to adult learners. What was clear from this data was that over time, and through the course of formal schooling students actually become weaker on ALL learning dimensions, but especially creativity. At the same time they actually become MORE dependent and fragile as learners.

I wonder whether the same is true of corporate learning? I’d love to hear what you are doing to ensure that your organisation helps to create a ‘learning mindset’ and avoids the type of formal education that disables us as learners and limits our ability to play, enjoy and create as part of our development process.

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Learning Mindset, Lifelong Learning Hide

We have a vast range of Learning Tools & Resources available including Toolboxes, Powertools and Workshops.

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Experiential Learning, Learning Games, Training Games, Training Tools Hide