Clark Quinn session on Learning Transfer Tue 07 Jan 2024 onlin

 ZOOM SESSION , IAF BANGALORE. “ TALKING TRANSFER “ BY CLARK QUINN . 

7 INTERACTIVE QUESTIONS AND PARTICIPANTS RESPONSES ON LEARNING TRANSFER TO THE WORK PLACE . 

First question to us. 

( Q 1 ) What defines learning ?

  Clark Quinn invited answer in the chat. Hundreds of answers were typed. 

Responses : 

bharti maru 20:34

https://www.quinnovation.com/About.html

Padmakumar 20:40

Sowing seeds in a fertile field.

Chetan 20:40

curiosity

Parvathy Krishnan 20:40

Good feedback mechanism

Natesh Selvaraj 20:40

Change in thinking , feeling that induces a change in / new behavior

CVR Hyd  20:40

Learning takes place at the cognitive level first

muskan bamnia 20:40

Engagement and experience 

Hardy Alexander 20:40

Ability to demonstrate knowledge gained

Gaurav Pandit 20:40

etched neural pathways

Chetan 20:41

intentionality

Priscilla(Nu/Co/Cr) 20:41

Change in behavior

CVR Hyd  20:41

Comprehension and feedback

Anita Bandyopadhyay 20:41

Reflect and then apply to experiment

neha.kapur 20:41

performance improvement

Sakshi 20:41

Reframing our thoughts to get new ways of thinking and developing more agency

Dr. Bhulakshmi V 20:41

Learning is intended to help us do the same things better than before

Senthil Kumar 20:41

Moving from unconscious incompetence to conscious incompetence

Kavitha Talreja 20:41

When learning becomes sticky..

Maheshwari Jani 20:41

People to apply what they experience 

Chetan 20:41

curiousity

Monika Mesmerised Bhelpuri 20:41

Something leading to real time application

Anupoma B 20:41

changed action based on new knowledge

Vinisha 20:41

Ability to transfer knowledge to action 

Roopshree surana 20:41

A process to bring change

Chetan 20:41

curiosity

Vikas Jain 20:41

Opening minds with knowledge, skill, managing curosity

Shivani Suri 20:41

Moving from unknown to known

Amlesh Ranjan 20:41

knowing more, being more.

Madhujit Singh 20:41

Learning is about unlearning the old and absorbing the new

bharti maru 20:41

When there is a discovery leading to shift or awareness

Suparna Kapoor 20:41

Change in thinking and behaviour

Preethi 20:41

Learning to me is different than behavior change...solid learning and understanding aids change in behavior

Garima Chhabra joined as a guest

Raghavender Yadgirkar 20:41

Learning leads to improve self and application 

Bhavana Arora 20:41

exchange of experience.

Manpreet Sharma 20:41

learning happens when you  have a lot at stake..if you don't

Garima Chhabra left

Debashish Chatterjee 20:42

Awareness of the unknown with a curiosity to practice

Heena left

Shwetha Sivaraman joined as a guest

Heena Agarwal joined as a guest

Question 2  : What is  learning transfer ? 

Ability to teach and or apply the new learning

Nidhi S. 20:44

Flow

Maheshwari Jani 20:45

An exchange of thoughts 

Sakshi 20:45

Application of new learning 

Amlesh Ranjan 20:45

Understanding

Vinod Giri 20:45

Participants are able to imbibe

Madhu Sudan R 20:45

Applying new learning 

Vikas 20:45

Learning being applied in a real-time situations

Chetan 20:45

Understanding.. application

Padmakumar 20:45

From one head/heart to another done willingly

Raghavender Yadgirkar 20:45

Transfer leading to transformation of self and others 

Janaiah Malikanti, India 20:45

Applying what they learnt on the job

agnelo 20:45

Framework

Gaurav Pandit 20:45

assimilation

Murali 20:45

Easy to apply in any given situation

Natesh Selvaraj 20:45

Adapting the learning to a real world context evidenced in a behavior

Nisha Hassan 20:45

Making learning stick and having the confidence to apply

Chetan 20:45

behavioral change

Parvathy Krishnan 20:45

effective communication & actions taken

Madhujit Singh 20:45

Transfer is about being able to assimilate what is being shared

Vikas Jain 20:45

Going Into a larger group map of the mind

Monika  20:45

Enabling the learners to be productive rightaway

Vinod Giri 20:45

Participant can experience a difference

Manpreet Sharma 20:45

Transfer knowledge into skills

Anita Bandyopadhyay 20:45

When someone advocates what they have learnt

Participant can experience a difference

Manpreet Sharma 20:45

Transfer knowledge into skills

Anita Bandyopadhyay 20:45

When someone advocates what they have learnt

Chetan 20:46

Enlightment !!

Suresh Ramdas (He/Him) 20:46

Ability to learn by themselves in their own way of learning

Debashish Chatterjee 20:46

70% of the 70-20-10

Senthil Kumar 20:46

Adding a new tool to one’s toolkit

Silpa Nayak 20:46

Transfer is transferring the intention behind transformation as well . 

Question 3 : Why should there be learning transfer ? ( Answers ) 

Responses . 

ROI

Natesh Selvaraj 20:49

Proof of the pudding :-)

Vikas Jain 20:49

That’s the purpose indeed

You 20:49

Training Facilitation is expensive and we need Return on Investment

Hardy Alexander 20:49

Building your own Credibility

Amlesh Ranjan 20:49

Improvement

MP Sriram 20:49

its all about the learner and their needs

Manpreet Sharma 20:49

Meet objective of training/facilitation

Neha Monga 20:49

motivation

Bhavana Arora 20:49

multiplying knowledge / experience..

Raghavender Yadgirkar 20:49

Effectiveness of the process and facilitator

Silpa Nayak 20:49

so that intervention is effective and we get the desired results

Sakshi 20:49

Transfer is the main goal of training...no application, no practice and no ROI

Murali 20:49

Mirror of our knowledge

agnelo 20:49

Building your brand

Vikas Jain 20:49

Continuity and further development

Padmakumar 20:49

Meaning

Raghuram S 20:49

Win-Win of a relationship

Natesh Selvaraj 20:49

Its a key measure of training effectiveness

Janaiah Malikanti, India 20:49

bottomline

Senthil Kumar 20:49

For us to feel good as a facilitator

You 20:49

Training objectives are aligned to organizational objctives, so learning transfer is vital.

Vikas 20:49

Growth of individuals and teams

Parvathy Krishnan 20:50

Wish to be more than good in what I take up - hence

Q 4 : How do we achieve transfer ? ( answers ) 

Win-Win of a relationship

Natesh Selvaraj 20:49

Its a key measure of training effectiveness

Janaiah Malikanti, India 20:49

bottomline

Senthil Kumar 20:49

For us to feel good as a facilitator

You 20:49

Training objectives are aligned to organizational objectives, so learning transfer is vital.

Vikas 20:49

Growth of individuals and teams

Parvathy Krishnan 20:50

Wish to be more than good in what I take up - hence

Chetan 20:50

a pure intention to help others learn

Shwetha Sivaraman left

Anupoma B 20:50

transfer is what ensures the impact of the learning

Tirumal 20:51

To deliver tangible results 

Anupoma B 20:52

simulations of sorts

Sakshi 20:52

Experiential learning

Monika Mesmerised Bhelpuri 20:52

Ensure unlearning first

Anita Bandyopadhyay 20:52

Reflection and practice

Gaurav Pandit 20:52

deliberate pratice + reflection

Shivani Suri 20:52

To appeal to all the senses

agnelo 20:52

bring in an emotional connect

Vikas 20:52

Measuring changes in behaviour and results

CVR 20:52

Keeping our training facilitation AS CLOSE to the actual job of participants

Dr. Bhulakshmi V 20:52

Contextualize learning

Maheshwari Jani 20:52

Resonate and correlation 

Vikas Jain 20:52

Managing questions and curiosity

Manpreet Sharma 20:52

Establish linkage to positive outcome

Padmakumar 20:52

Validate

muskan bamnia 20:52

Tickle the grey cells

Monika Mesmerised Bhelpuri 20:53

Ensure unlearning first

CVR 20:53

Doing In depth and correct TNI and job analysis .

Amlesh Ranjan 20:53

involving

Shivani Suri 20:53

Humour

Kavitha Talreja 20:53

Game-based or simulation based learning

Priscilla(Nu/Co/Cr) 20:53

create opportunity for application

Debashish Chatterjee 20:53

relatability to the participant's situations

Chetan 20:53

" Teach me the way I Learn. "

Roopshree surana 20:53

through effective facilitation - Create a psychological safe space

Neha Monga 20:53

engaging

Silpa Nayak 20:53

brainstorming, reflection of their thoughts, engaging them in meaningful conversations

You 20:53

simulation based learning close to the job

Maheshwari Jani 20:53

People learn how much they want to learn 

Raghavender Yadgirkar 20:53

Effectiveness of the process, engagement of participants 

Shamir Joseph | Mumbai, India 20:53

Fusing Training with Facilitation

Training- for the content

Facilitation- to match the content to the context and surface challenges

Suparna Kapoor 20:53

Connect through emotions and logic both

Vinisha 20:53

Use tools and techniques that stimulate all the senses

Dr. Bhulakshmi V 20:53

Show implications of doing vs. not doing

Hardy Alexander 20:53

When the learner sees value in the application of the new learnign, transfer happens

Q 5 : What makes a good example ? ( answers )

Contextual to the learners

Chetan 21:13

example in tier context of work

Anupoma B 21:13

shows the bounds of the applications

Dr. Bhulakshmi V 21:13

The key attributes of the transferable situations are contained in the examples

Janaiah Malikanti, India 21:13

Related what we are teaching and context

Murali 21:13

Connect with the context

neha.kapur 21:13

relatable

Amlesh Ranjan 21:13

Relatable

Sakshi 21:13

They should identify with it...very contextual 

Shivani Suri 21:13

inspiring

neha.kapur 21:14

simple

Natesh Selvaraj 21:14

Maps clearly to the elements of the concept

Suparna Kapoor 21:14

What help them solve their challenges

Anita Bandyopadhyay 21:14

Create a scenario that they can visualize clearly

Chetan 21:14

interesting

Madhujit Singh 21:14

Take the context from the learners … along with some pre-decided context

Maheshwari Jani 21:14

Same industry example 

Roopshree surana 21:14

Relevant, Connecting

Chetan 21:14

creates interest

Dr. Bhulakshmi V 21:14

The key attributes of the transferable situations are contained in the examples

Suparna Kapoor 21:14

Takes into account their experience

Neha Monga 21:14

scenarios applicable to their work place

S Babu left

Riti S 21:14

Examples should have elements to reflect upon, decisions, choices

You 21:15

Realistic ( to the participants )

Q 6 : How do we NOT assume appropriate inferences ? 

Does asking ‘what challenges’ they see in implementation help?

bharti maru 21:24

Deep listening

Vikas Jain 21:24

callibrate

neha.kapur 21:24

get feedback

Suparna Kapoor 21:24

Give them situations to apply

Tirumal 21:24

Being open to the emerging

neha.kapur 21:24

challenge biases

Gaurav Pandit 21:25

asking why/where you think it won't work?

Suparna Kapoor 21:25

Asking them what could interfere with application

Kavitha Talreja 21:25

Check whats working and what not working?

CVR Hyd 21:25

Being aware of our own assumptions , and .... taking ourselves with a pinch of salt 😁 a bit of self doubt will do us good

You 21:25

good

 on the key variables that qualify the context

Babitha 21:26

Start stop continue pointers  and why ?

TRAINING VERSUS FACILITATION 

Clark Quinn : I struggle with the idea of content neutral ,group process facilitation. If you are not a content expert, add an SME.

 For instance, how can novices generate content ? How can learning happen without learning models ? 

Who gives feedback on whether the content generated is valid ? Who validates it ? 

Facilitation and training have their own place. And we need to identify that. 

Q7 : When should we use content neutral , group process facilitation ? And in what contexts should we use formal training ? 

Participant responses 

Dr. Bhulakshmi V 21:36

Clark, if I may - with participants who have adequate life experiences of learners is useful to use a facilitative methods to draw out the model from their experiences

Gaurav Pandit 21:37

i think it goes back to the objective of what one seeks to transfer - if its a desire, facilitation will work. if its a skill - an SME/model is needed as a guidance

Dr. Bhulakshmi V 21:38

Enable them draw those boundaries

Anita Bandyopadhyay 21:38

In pure facilitation, to take a decision, there is a need to generate insights, not necessarily learning. In training, using facilitation techniques, content neutrality is not required . 

CVR Hyd 21:38

Right point, Gaurav

CVR 21:39

True that , Anita jee ! ( In pure facilitation, to take a decision, there is a need to generate insights, not necessarily learning )

CVR 21:40

Process Facilitation, to arrive at a complex business decision and not necessarily , learning

bharti maru 21:41

Link to Clark`s website

https://quinnovation.com/index.html

Books written and recommended by Clark

https://quinnovation.com/books.html

The amazing repository of Clark`s famous learnlets ( My fav)

https://blog.learnlets.com/

Link to Learning Development Accelerator ( Matt is founder of it , Clark , Matt and Thiagi are directors of this amazing learning space )

https://ldaccelerator.com/

Clark`s Linkedin handle 

https://www.linkedin.com/in/quinnovator/

Clark Quinn 21:41

Thanks Bharti

CVR  21:42

Learnlets .... My fav blog for the past 12 years 

The amazing repository of Clark`s famous learnlets ( My fav)

https://blog.learnlets.com/

Matthew (Facilitator) 21:43

Clark just made me blush!🤭

Janaiah Malikanti, India 21:44

Are you related to Ruth Colvin Clark?

Nisha Hassan 21:44

Thank you for an insightful session. It was a lot to take in .

Matthew (Facilitator) 21:44

Ruth is one of our Advisory Board Members.

Clark Quinn provided this link. 

Cognitive Apprenticeship: https://www.aft.org/ae/winter1991/collins_brown_holum