8 Learning Concepts That You Should Know | Paradigm Learning

8 Learning Concepts That You Should Know

Posted by Paradigm Learning on November 01, 2018

Recently, we published 30 Learning and Development Terms Every L&D Professional Needs to Know. As we were putting that one together, we also noted in-depth concepts that we hear in client conversations. We included those 8 learning and development concepts here since they couldn’t easily be defined in a paragraph and therefore didn’t fit in the other blog.

1. Change Commitment Curve

  • Awareness: Ensure employees know that changes are coming and make sure they know of all the time frames
  • Understanding: Build understanding of the potential benefits for the employees—why the change is needed.
  • Adoption: Create ownership of the change, so employees feel included and are eager for adoption.
  • Commitment: Generate higher morale and increased commitment from all employees with consistent implementation of the change.
  • Source

Change Commitment Curve

2. Kirkpatrick Levels

  • Level 1: Reaction
    This level measures how your trainees (the people being trained), reacted to the training: the instructor, the topic, the material, its presentation, and the venue.
  • Level 2: Learning
    At level 2, you measure what your trainees have learned. How much has their knowledge increased as a result of the training?
  • Level 3: Behavior
    At this level, you evaluate how far your trainees have changed their behavior, based on the training they received. Specifically, this looks at how trainees apply the information.
  • Level 4: Results
    At this level, you analyze the final results of your training. This includes outcomes that you or your organization have determined to be good for business, good for the employees, or good for the bottom line.
  • Source

Kirkpatrick's Four Levels of Evaluation

3. Forgetting Curve

  • The forgetting curve shows how information is lost over time when there are no repeated attempts to retain it.
  • Source

Forgetting Curve

4. Edgar Dale’s Cone of Experience

  • The cone of experience is a model which shows how likely learners are to remember information based on how it was presented to them. It is not particularly scientific
  • Source

Edgar Dale’s Cone of Experience

5. DiSC

  • This is an assessment tool designed to help people understand their behaviors and the behaviors of others.
  • Dominance: Person places emphasis on accomplishing results, the bottom line, confidence
  • Influence: Person places emphasis on influencing or persuading others, openness, relationships
  • Steadiness: Person places emphasis on cooperation, sincerity, dependability
  • Conscientiousness: Person places emphasis on quality and accuracy, expertise, competency
  • Source

6. MBTI: the Myers-Briggs Type Indicator

  • Participants fill out a questionnaire which enlightens them on how they see the world; there are 4 dichotomies
  • Mind: extraversion/introversion
  • Energy: intuitive/observant
  • Nature: thinking/feeling
  • Tactics: judging/perception
  • Source
  • I took a free assessment online and I am Executive: ESTJ

7. Maslow’s Hierarchy of Needs

  • Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid.
  • Needs lower down in the hierarchy must be satisfied before individuals can attend to needs higher up. From the bottom of the hierarchy upwards, the needs are: physiological, safety, love and belonging, esteem and self-actualization.
  • Source

Maslow’s Hierarchy of Needs


8. ADDIE Model of Instructional Design

  • The ADDIE model is the generic process traditionally used by instructional designers and training developers. The five phases—Analysis, Design, Development, Implementation, and Evaluation—represent a dynamic, flexible guideline for building effective training and performance support tools.
  • Source

ADDIE Model of Instructional Design


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