Have you ever undertaken a course of study, or been to a conference, and been extremely impacted by what you have heard, have come away with a strong conviction that you need to implement what you’ve learned, but a month or so later, or maybe longer, start to wonder if it made any difference at all? You feel dissatisfied with where you are at, and especially your inability to make the learning that meant so much at the time, stay with you.
We all learn differently! And we all have a particular learning style. What is yours? If you don’t know, find out here :
Kirkpatrick’s Model of Evaluation
This model looks at why some of us struggle with traditional learning techniques. Donald Kirkpatrick developed this model for evaluating the effectiveness of learning activities. He gives 4 levels at which learning activities need to be evaluated :
- Reaction: This goes to the heart of the learner’s motivation to learn
- Learning: The skills a person develops through the learning activity, including knowledge acquired, and/or changed attitudes
- Behaviour: Ability to apply the newly developed skills to a practical situation
- Results: The capacity to achieve results.
Kirkpatrick believes that the ability to produce new achievements is the ultimate indicator of learning success.
The way we learn is not right or wrong, positive or negative. But it is effective or ineffective.
It’s time in our journey together toward change to plan to focus on your own qualities and what you value. It’s time to get crystal clear about what your contribution is going to bring to the world. This sets the foundation for your self-development plan.
In any type of planning, there is always goal-setting, which we have already talked about here.
Setting goals is like plotting a course for what you want to learn or change. Start by asking yourself, “What am I interested in?” “What do I want to change?” “Where do I want to grow?” This type of thinking brings things to the forefront of our minds, and something begins to form in us, and it becomes a plan – and we write it down.
How do you learn? What do you know about yourself? How important is learning and growth to you? What motivates you to learn or change or grow? What is your personal commitment to growth? And how does that lead to action?
If there is no new action, there is no new learning. New learning must lead to new action.
Which brings us to :
Can we really learn something without practically doing it?
And this brings us to :
Are you willing to change, now you have new knowledge?
There is a point where you need to sit down and really commit to it. Its like a compelling force, but it is also an invitation. And once you do that, make that commitment, accept the invitation, it becomes unquestionable.
When “if” turns to “when” things will really change for you.
We as human beings are so good at beating ourselves up if our plan goes a bit off course. Whenever we are frustrated there will be a “should” in there somewhere. I “should” do this, or I “should” do that.
“Should” voices do not motivate us! They actually get in the way.
Seeing things differently is LEARNING.
The exciting thing is that YOU get to determine what your self-development plan will look like. And YOU get to make it work for you.
Let’s get practical…
How to Develep a Self-Development Plan
The most effective tool in learning is a COMMITMENT, and the act of writing down your learning or growth goals forces you to make that commitment.
Here is a simple structure that can help you develop your self-development plan :
- A description of an end point, i.e. a goal
- Some strategies / steps to reach that end point
- Some milestones, i.e. small achievements along the way that can be used as indicators of success and opportunities for celebration
- Timelines to measure the journey, and
- A reflection of your learning, i.e. evaluation
And please, don’t forget self-care – it needs to be a part of any self-development plan!
Taking Action :
- What is the first step you need to take to create your self-development plan?
- What benefits do you see for you in creating a self-development plan?
- What is your commitment level to achieving your goals?
Plan for success!
Some more questions for your consideration:
- How ready and willing are you to change?
- How willing are you to change to get to where you are going?
- What is your intention? Your commitment?
- What are your learning goals?
- What does commitment look and feel like for you?
- What are you committed to?
- What are you noticing about that?
- Do you have competing commitments?
- How do you balance your commitments?
- Are you enjoying the growth journey?
- What do you want?
- What do you want that experience to be?