The learning environment and learning contents are important component for improving learning experience. The leadership style, internal communication and collaborative learning practice are also crucial for maximising experience and learn efficiently.

1. Independence and Reflection:
the ingredients for successful
Learners?
(Case Study)
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2. Independence and
Reflection: the ingredients
for successful Learners?

3. CORE COMPONENTS OF A SUCCESSFUL
LEARNING EXPERIENCE
 The core components of successful learning experience are
such as,
 Clear and well established vision and goal
 Committed leadership style
 Effective volunteer workplace and training program
 Purposeful and well-implemented curriculum
 Appropriate assessment
 Learning environment
 Funding on education and training
 Communication and cooperative atmosphere
 The learning environment and learning contents are important
component for improving learning experience. The leadership
style, internal communication and collaborative learning
practice are also crucial for maximising experience and learn
efficiently (Santiago, 2017).

4. IMPORTANCE OF REFLECTING
 Reflective practice is hereby beneficial for the
individual to describe the satiation and develop
clear future plan for enhancing personal and
professional skill to meet the career objective.

5. CONTINUED
 Reflection is the process of exploring and examining
own skill and capabilities, experiences, attributes and
integrations. The importance of reflective practice is
such as,
 Identifying own strengths and capabilities
 Acknowledging the personal and professional skill
 Identifying own weakness and lack of knowledge
 Developing more thoughtful strategy for better earning
and achievement
 Understanding the circumstances and acting
immediately
 Improving critical thinking process
 Evaluating future opportunities
 Developing personal and professional planning

6. NEW TECHNOLOGY SUPPORT
INDEPENDENT/AUTONOMOUS LEARNING
 Technology plays a crucial role in managing own learning
activities and helps to provide individualised instruction for all.
 Accessing internet gives the individuals the chance to access
to broad range of resources to conduct the study and enhance
personal and professional skill.
 New technologies have some advantages which fosters self
learning and motivational practice which are,
 Mobility and remote connectivity
 Automation enhancing communication
 Increasing collaborative learning practice
 Storage and sharing the content and important learning
programs
 High speed and agility
 Efficiency of latest technology of learning and development

7. DEVELOPING A GROWTH MIND-SET

8. CONTINUED
 It is important to develop growth mindset and the
ways are such as,
 Acknowledging own weakness and imperfections
 Trying different learning tactics
 Viewing challenge and improve problem solving
skill
 Developing new solutions to the challenges
 Cultivating a sense of purpose
 Valuing the process of self learning activities
 Be self motivated
 Improving critical analytical skill

9. BENEFIT OF GROWTH MIND-SET ON
INDIVIDUALS
 The growth mind set is beneficial for the individuals,
 To achieve future success
 To develop creative solutions
 To enhance innovative mind set
 To generate process efficiently
 To progress successfully
 To enhance own capabilities for generating new ideas
 To lower stress, anxiety and depression
 To higher motivation and enhance brain development
 To maximise own performance
 To develop better working relationship (Khan et al.,
2017)

10. BENEFIT OF GROWTH MIND-SET ON
ORGANISATION
 There are several
advantageous of developing
growth mind set on the
organisation, which are
such as,
 Maximising organisational
performance
 Enhancing organisational
capabilities
 Improving creativity and
technological innovation
 Developing collaborative
working practice
 Committed to learning and
development

11. CONTINUED
 The organisations can achieve success through
growth mind set where the employees are able to
manage the working activities creatively.
 The growth mind set also enhances the
technological innovation and grab new market
scope further (Heslin and Keating, 2017).
 The employees are also efficient with the growth
mind set to identify the challenges and improve own
problem solving skill for creating good
organisational decision.

12. EFFECTS OF LEARNING STYLE ON TEAM
BUILDING
 Learning style is beneficial for the individuals to improve
their brain and raise understanding at the workplace and
it further helps to cooperate with others for sharing the
knowledge and skill.
 The learning and development style is also
advantageous where the individuals can communicate
and cooperate with others (Hill and West, 2020).
 High communication and cooperation during the
learning activities are effective for developing effective
team.
 Learning styles are also beneficial to improve creativity
and innovation of the employees and encourage them to
lead the team efficiently.

13. CONTINUED
 The learning styles also provide a scope to the
employees to work with others and gain more in
depth knowledge by sharing their skill and
experience.
 The employees are motivated through the learning
session for better team development activities
where they try to work cooperatively and achieve
future success (Lengelle, Luken and Meijers, 2016).
 Different learning styles are effective for group
discussion and continuous learning process where
group activities, transfer of skill and knowledge,
shared workface are contributing factors for
developing effective team.

14. REFERENCE LIST
 Heslin, P.A. and Keating, L.A., 2017. In learning mode? The role of
mindsets in derailing and enabling experiential leadership
development. The Leadership Quarterly, 28(3), pp.367-384.
 Hill, J. and West, H., 2020. Improving the student learning experience
through dialogic feed-forward assessment. Assessment & Evaluation in
Higher Education, 45(1), pp.82-97.
 Khan, M.S., Barnett, W., Gohara, A., Torrison, J., Coletta, C. and Assaly,
R., 2017. Autopsy learning module: a tool for assessing self-reflection
and practice improvement competency. International journal of medical
education, 8, p.421.
 Lengelle, R., Luken, T. and Meijers, F., 2016. Is self-reflection
dangerous? Preventing rumination in career learning. Australian Journal
of Career Development, 25(3), pp.99-109.
 Santiago, R., 2017. Fostering a growth mindset. In Developing and
Supporting Critically Reflective Teachers (pp. 65-74). Brill Sense.

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