أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Hope i understand you right MR.raafat,
From my opinion effective learning comes from desire to achieve a better education level, so there is few rules need to meet for that to be effective.
(What is needed)
1- A reason to learn
2- Desire
3- Determination
4- Benifit in the end of the process
(WHY)
1- A better education level
2- More self steam
3- Better future
(HOW)
That's change from person to another, some love self education, other seek education centers, others want a mentor, books, etc in the end it doesn't matter how.
what matter that you acquired the knowledge you are seeking
Thanks,
BACK in90,s , this was called==== W,s test === that you think each and every aspect of the matter minutly to decide anything ,,, why , where , who , when , whom , what ????
Yes indeed
The keys to open the treasures of knowledge are (1) What (2) why (3) How (4) Who (5) when and (6) Where .
We use these "Six Keys" in a very flexible and open way during our brainstorming exercises about any topic that we want to explore and learn about, analyze to the required depth level !!
The one word answer may be : Betterment !
Sorry Mr. Raafat i cant understand the question
A gree with Mr. : MINHAS + Mr .: Mohammed tohamy too
Open mindness and positive attitude.
What is to be learned. Do you want to continue?
Why is to be learned. Do you want to continue?
How is it to be learned. Do you want to continue?
Acquire with determination and utilise the power of learning. Sharing and practising makes it refreshing and more effective.
From a learning management perspective where change in audience behaviour is a desired outcome developers of training and education content should always consider the WIIFM factor (Whats In It For Me)
Audiences are often inspired to do things for the feelings of pride, recognition, compliance, furthering career, knowledge, enjoyment, etc. Our subconscious mind helps us make appropriate decisions based on our experience, motivation, and our prediction of the rewards and risks associated with our actions.
Here are some strategies that assist with creating a value add proposition to learning:
1. Tie the learning to annual performance reviews; make them a form of training needs identification
2. Make the learning part of ‘role competencies’ and a requirement for promotion
3. Conduct training needs assessments prior to the training to ensure that the training is relevant to the individual
4. Recognise for the training done i.e. certification, or a virtual badge
5. Make sure the recognition is visible, create leader-boards
6. Roll up the training into qualifications that are necessary for role-development and promotion
