This document discusses challenges to learning and training in both classroom and corporate settings. It defines learning and training as communication processes involving transferring content to learners who then retain and apply what they've learned. For optimal learning, learners must approach with open minds and strong desires to learn. Effective teaching methods involve participative and experiential learning like lectures. Assessments are important to measure learning. The document also discusses concepts like mental models, systemic thinking and personal mastery from Peter Senge's Fifth Discipline as important for shared learning.

1. Learning and
Training Notes

2. Learning and Training
Notes
Compilation of thoughts on
communication, training and
learning

3. Challenges to training
and learning

4. Slow, little, or no
learning at all

5. Observed in the classroom
and corporate world as a
classroom professor and
corporate officer

6. Going back to the basic

7. What is learning/training?

8. Learning
Training

9. It is the same as a
communication process

10. SR - Stimulus 
Response

11. The process involves the
transfer of a learning content to
the learner

13. Read, understand, reflect,
act, apply, and check

15. Change in the learner

16. The learner has a response – to
retain what has been taught and
apply

18. Our rejoinder to corporate
learners

19. From Peter Senge –
Fifth Discipline

21. What is the fifth discipline?

22. Shared learning

24. What need to be changed
to have shared learning?
• Mental models
• Systemic thinking
• Personal mastery

25. Mental Models

26. Systemic Thinking

27. Personal Mastery

28. Preconditions to learning

29. There is no learning when your
cup is full / overflowing

30. FAR
• Focus
• Attention
• Reverence

31. The learner must approach
learning with open mind -
sunnao

32. Motivation of the learner –
how strong is the desire to
learn?

33. Why do you need to learn
more?
• To be promoted in a job
• To be competitive
• To be the best you can be
• To learn a new skill
• To increase your market value
• So that you will not be disciplined very
often
• To get certification/diploma

34. The desire to learn must be as
strong as the desire to earn

35. You only learn what you teach
yourself

36. The “Million Dollar Baby”

37. “The only voice you will
hear is my voice”

38. The instructor can only do so
much; the rest depends on the
learner

39. The Eastern Model – the guru
apprentice relationship

40. Pedagogy vs Andragogy

41. Pedagogy

42. Adult learning
Andragogy

44. Instructors as facilitators

45. “I listen and I forget, I see and I
remember, I experience and I
understand” – Old Chinese saying

47. Effectiveness of teaching
methodologies
• Lectures - least
• Audio visual presentation –
medium
• Experiential ; learning by
doing/participative - most

48. Old dictum to trainors
• Tell them what is to be done
• Explain how is to done
• Show them how to do it
• Let them do it
• Correct them how they did it

49. Value of assessment

50. What gets measured gets
done (is learned)

51. Learning objectives and
assessment

52. Tests, evaluations,
interviews, follow - ups

53. You can not change the world
if you can not change the
learner

54. Are you good?
• Trainor / instructor / facilitator
• Learner/apprentice?

55. Thank You!

56. By:
Prof. Jorge U. Saguinsin