We regularly run in-house and open sessions where trainers can come along to see how our learning tools work and consider how they might use or integrate these kinds of tools in to their development programmes.

Here are some confirmed dates for these programmes:

• London (Wallacespace) June 3rd 2010
• London (Wallacespace) July 8th 2010
• London (Wallacespace) August 19th 2010

To obtain a booking form please email kim@rsvpdesign.co.uk or call +44 141 561 0387

Experiential Learning, learner engagement, learning challenges, Learning Games, Learning Mindset, learning tools, Lifelong Learning, simulations, Training Games, Training Tools Hide

I had an interesting discussion with my colleague Boyd Watkins recently – owner of Interel (an Action-learning devices company – see www.interel.com ). We were discussing terminology as we increasingly come together with our respective businesses – Boyd sees himself as a ‘challenge’ designer: the creation of challenges where individuals and groups can improve performance in teamwork, leadership and a range of other skills by interacting with engaging and intellectually stimulating ‘challenges’. He sees a distinction between this and the (US) ‘games’ industry which maintains a whole set of specific rules about what constitutes a ‘game’ and often includes a range of  ‘trivial’ props from rubber chickens to bean bags. I must admit I agree that the presentation of such props to a group of senior executives can pose a credibility problem for even the most confident and capable facilitator/trainer! Perhaps a more important distinction is that in ‘game’ play the tendency (much like early experiential learning in the UK) is to watch the participants play the game then debrief at the end – however in challenge or simulation ‘play’ we would advocate that the faciliator can intervene as coach if and when required to aid the learning process, and make best use of the most valuable commodity that a trainer has these days – quality attentive time from learners! The other conclusion that we came to is that RSVP Design is probably best described as a ’simulation’ designer in that all of our learning tools started life as very specific response to a client need, and we design our programmes and activities for clients with their very specific needs in mind, even if the ’simulation environment’ might look very different to real life.

However does all of this matter or is it just semantics? Games, challenges or simulations – what do trainers and faciliators look for when deciding to use learning tools?

Experiential Learning, learning challenges, Learning Games, Learning Mindset, simulations, Training Tools Hide

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.

(more…)

Learning Mindset, Lifelong Learning Hide

Welcome to RSVP Design’s website and online shop. We are designers, authors and facilitators of a wide range of activity based learning tools, resources and programmes.

(more…)

brain based learning, change management, communication skills, effective lifelong learning, Experiential Learning, facilitation, icebreakers, introductory team activities, learner engagement, learning challenges, Learning Games, Learning Mindset, learning tools, Lifelong Learning, motivation, simulations, Training Games, Training Tools, whole brain learning Hide