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There is no doubt that learning can be a challenge for many people. That is one
reason why over the years a number of folk sayings have emerged to help people
feel better about avoiding the learning process. “Ignorance is bliss”
runs right along with “What you don’t know can’t hurt you”.
Such a mindset is counter-productive to success in training and
development. There is no doubt that without the proper approach, learning
new ideas and information can be a painful experience.
In his book, The Fifth Discipline, Peter
Senge talks about the emotional tension that takes place when people recognize a
gap between where they are and where they need to be to achieve success. He
also proposes that there is a sense of much more positive creative tension when
people have a plan to fill that gap. One key role for managers today is to help
their people develop plans to fill their knowledge gaps. These plans must
address the more straightforward training issues for new people, and the ongoing
development issues to help established employees fight the battle against
knowledge obsolescence.
To assist in the development of such plans, and to reduce the frustration that
comes with the learning process, it is important to recognize that job skills
learning involves a four phase process. Recognizing where one stands on any
knowledge issue in terms of these stages is key to getting to the level where
skills are not only known, but used automatically. Our focus here is to
help you recognize the characteristics of the first three stages, and how to
most effectively and efficiently arrive at the level where learning results in
significant performance improvement for the employee.
Phase 1: Unconscious Knowledge Gap - This is the most impossible to totally
avoid, and the most dangerous of all phases. To minimize your exposure
here, challenge what you do, and expose yourself to fresh ideas and interesting
people both inside and outside your industry. Watching your competition
won’t give you a view of the outside world, just a slightly altered reflection
from a mirror.
Phase 2: Conscious Knowledge Gap - This phase is less comfortable than phase 1,
but a critical part of the learning process. Clearly define what it is you are
lacking and then identify resources to correct the deficiency. Allocate
personal resources (sources, money and time) to move you into the next phase.
Assessing what this gap is costing you in terms of inefficiency or lost
opportunities will help in freeing up resources. Don’t wait for the good
old days to return. These are the good old days!
Phase 3: Conscious Gap Filling - Resist the temptation to avoid the awkwardness
of your new skills and approach. Fight the tendency to back slide. Educating
team members will help hone your new found knowledge, and reduce the time you
spend in this phase where you are more effective, but still looking to improve
your efficient use of the knowledge. Keep visible signs in play to keep
you on track.
Phase 4: Unconscious Gap Filling - Your new knowledge is now second nature.
Work to keep refining and advancing your skills. Regular self-examination
is critical to avoid a slide back into Phase 1. Commit yourself to whole life
learning, and keep using the tools and resources that result in a high
occupancy rate for Phase 4.
One of the best outcomes from your understanding of this four phase gap filling
process is the reduced stress that comes from knowing that it exists, and which
phase you are presently inhibiting on any issue. There is no way to totally
eliminate any of the four phases. All you can do is attempt to identify
and use tools and processes that help you maximize your time in Phase 4 and
minimize your occupancy of Phase 1 on the key knowledge areas of your life.
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