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The concepts of the learning cycles and learning styles as definedby Honey and Mumford are discussed. Participants reactions aredescribed, and some of the obstacles to learning considered. Theprocesses at work in an action learning group are reviewed, with anemphasis on the participants own input.
How ICL identified the need for a new mind set isdescribed and the action taken to create it. A programme of training wasinstituted, which was unusual in being both mandatory and applied to theboard itself. The concepts of career management are introduced whichwill be developed further in a...
Two British surveys are examined which show skills shortages insmaller companies. The reasons why little training is undertaken inthese firms are set out, the main one of which seems to be that they arefocused entirely on shortterm survival.
Four main types of learning pattern are identified solo problemsolving, collaboration, modelling and other participant observation, andthe skills involved in coping with each are suggested. The issues ofdistress and joy in learning, and how distress can be reduced and joyenhanced, are examined.
Commercial objectives should be directed towards longterm customersatisfaction in order to succeed. Training will often fail unlessorganisational issues are examined first. Frontline people haveresponsibility in very large measure. Rarely do they have authority togo with their skills, which will...
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