Connection in a disconnected world: why learning experiences matter more than ever

I was in conversation with a long-time friend of RSVP Design last week, discussing the present state of workplace training; we'll be heading out to Washington DC for the ATD Exhibition this week and I was wondering what I might expect. Part of her response really stuck with me and I've thought about it a number of times since: "We've never had a ... Read more...
Practicing Before the Pressure: Building Negotiation Skills that Stick

The literature of Leadership Development has many advocates for an approach characterised as ‘learning on the job’. Strong voices that tell us that the best way for leaders to hone their skills is through the visceral, first-hand practice of leadership itself. I’ve got some sympathy for this viewpoint, there are some parts of leadership ... Read more...
Are you developing teams beyond a culture of blame?

Even a cursory browse through the huge volume of literature about great teams will reveal that there's an understandable interest in how they just seem to 'get it right'. There often follows a prescription to help other teams follow that path to success. We read about aligning individual contribution, solution-focused communication, building a team... Read more...
Do you focus on what you’ve learned, rather than what you’ve achieved?

I was challenged by a friend recently; she was making the point that we routinely ask clients to represent the complexities of situation or organisation in a way that reduces them to banal simplicity. What she asked me to do was to capture my life as it is today in a single representational diagram. I made several starts, only to abandon an attempt... Read more...
DON'T invest in learning (invest in behaviour-change instead)

I know I've written about this before, but it's important and it keeps coming up in conversations I have with L+D people so I feel it would be timely to ask a few questions about how learning in organisations is understood. As you'll know I'm a specialist in experiential approaches to learning, so I'm going to look at the subject from that ... Read more...

A card game to help learning and development at any stage of your career. It can be used as a personal development activity to make individuals aware of their learning preferences, motivation, and environments.

The activity is intended to contribute to improving the opportunities and experiences associated with learning and development. These include formal study, courses or off-the-job training situations but also to on-the-job learning in the workplace and in everyday life.

The starting point in the game is the five factors that play a role in creating an optimal learning experience:

Learning motivation (24 cards) : Why do I study? i.e. ‘to become (more) skilled in a certain area’.
Approaches to learning (19 cards): How do I prefer to learn? i.e. ‘I learn by doing it myself’.
Learning skills (51 cards): What skills do I need to be able to learn effectively? To what extent do I already possess these skills? i.e. ‘distinguish between the significant and the trivial’.
Learning conditions (41 cards): What conditions and what support do I need to learn in as pleasant a way as possible? To what extent are these needs met? i.e. ‘structured and comprehensible educational material’.
Learning obstacles (27 cards): Who or what is preventing me from learning? i.e. ´I feel insecure when faced with learning new things’.

Depending on the context, greater or lesser emphasis can be laid on one or more of these factors, on its own or in combination with others.

Possibilities for application:

The Learning Game is a useful aid for anyone who wants to gain insight into how their own learning process works and who or what plays an important role in the process.
It is also suitable for professionals working with, or responsible for, the learning process of others i.e. teachers, trainers, coaches, social workers and managers.

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Learning Game(86.63 KB)

Learning and development plays an important role in our society as all sorts of changes take place rapidly and they often require us to develop new skills or change our behaviours.

People will need to develop themselves continually to keep up with these changes and lifelong learning is required and possible in all areas of society.

Learning skills
Learning motivation
Conditions and environments for optimal learning
Learning obstacles
Personal development
Coaching skills
Insight into own learning process
Who or what plays an important role in the learning process

The Learning Game can be applied for an individual participant, for coaching or for personal development

Individual learning problems
Personal coaching
Work situations
Choosing a context for learning

It can also be applied for group or team versions

Start a conversion about the learning process
Assess a particular study, course or training session to find room for improvement

Depending on the context, greater or lesser emphasis can be laid on one or more of these factors, on its own or in combination with others.

Possibilities for application:

The Learning Game is a useful aid for anyone who wants to gain insight into how their own learning process works and who or what plays an important role in the process.
It is also suitable for professionals working with, or responsible for, the learning process of others i.e. teachers, trainers, coaches, social workers and managers.

The Learning Game includes 162 x playing cards:

Learning motivation (24 cards) : Why do I study? i.e. ‘to become (more) skilled in a certain area’.
Approaches to learning (19 cards): How do I prefer to learn? i.e. ‘I learn by doing it myself’.
Learning skills (51 cards): What skills do I need to be able to learn effectively? To what extent do I already possess these skills? i.e. ‘distinguish between the significant and the trivial’.
Learning conditions (41 cards): What conditions and what support do I need to learn in as pleasant a way as possible? To what extent are these needs met? i.e. ‘structured and comprehensible educational material’.
Learning obstacles (27 cards): Who or what is preventing me from learning? i.e. ´I feel insecure when faced with learning new things’.

60 x coloured counters

Package weight: 0.8kg

Delivery

Product prices shown do not include delivery costs We use international and local courier services to provide a fast, secure and traceable shipping service to our customers. Typically we will ship within one working day of receiving your order (if received by 14.00 local time), and your goods should be with you wherever you are in the world within one week!

Returns

We provide a 12 month unconditional guarantee. If you have any problems with our materials, we will replace any defective parts, or you can return the product for a refund.

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Connection in a disconnected world: why learning experiences matter more than ever

Practicing Before the Pressure: Building Negotiation Skills that Stick

Are you developing teams beyond a culture of blame?

Do you focus on what you’ve learned, rather than what you’ve achieved?

DON'T invest in learning (invest in behaviour-change instead)

The Learning Game

Learning Focus

Group Size

Duration