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Learning to learn (back to Communications In Action homepage) Group size: Any Small print: This exercise can be used in your training program on the condition that you let me know how you get on with it! Since this text is taken from the book "NLP - SKills for Learning" it is © Peter Freeth 2002 and may not be copied, reproduced or transmitted without my permission. |
As the Sphinx said in the film Mystery Men, "Before you can learn my teachings, I must first teach you how to learn". I recommend you watch this film as an example of how to run mystical training events.
We all take it for granted that we learn, and we often assume that everyone learns the same way. Many of the training rooms I have seen seem to be designed on the basis that we all learn best when we sit at a desk for hours on end, in a darkened room, facing a bright light source where we are shown strange images, accompanied by the hypnotic droning of the air conditioning and the presenter. This may explain why some presenters say "if you only take one thing away from today then I've done a good job". In an environment like this, transferring just one idea into each delegate's brain is an outstanding feat.
If you have juggling balls, give one set to each person and set them the task of learning how to juggle in 20 minutes.
If you don't have juggling balls, give each person three pieces of paper and have them start by making their own juggling balls. They may hold together better if they put some tape round them.
Finally, stand back and watch. You will notice a number of interesting things happening. Firstly, there will be some negotiation to establish who in the room already has the necessary skills. Some people will go to a quiet corner, others will form groups. Some people will start coaching others, offering advice or feedback. Some will tell others how to do it, others will ask how to do it. Some people will try to tackle the whole task, some will break it down into chunks. Some will start juggling one ball, others will go for all three.
If you're into learning styles, you'll see some people get up and start playing - the activists. Some people will find an expert and ask how to juggle - the pragmatists. Some will watch others and say things like "well, I know you're supposed to concentrate on catching" - the theorists. Some will do a lot more watching and will pause after each attempt - the reflectors.
In this simple exercise, you will see patterns emerge for leadership, coaching and learning styles. What's more important is that everyone gets up and moves about in order to learn. Movement is a key part of learning.
How is this accelerated learning? Simple - you're setting the desired outcome and each individual is achieving that outcome by exploiting their own unique learning style, and that's what accelerated learning is - not learning faster but learning at normal superhuman speed without the barriers that old training methods impose.
Another key learning point is to notice what happens when people drop the juggling balls. Do they stop? Do they give up in despair? Do they even notice or draw attention to it? No! Dropping the balls is part of juggling - part of learning. Does this mean that making mistakes is just a sign that learning is taking place?
Please don't run this exercise and then have the audience sit down at a desk for the rest of the day. Use what you have learned and incorporate it into the whole experience.
© Communications In Action 2003
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