Critical Reflections

When I take the time to reflect on the knowledge and experience I have gained over the past 7 years in the Corporate Learning field, there are a few principles that anchor my teaching philosophy- my big three if you will. 

My first is to always be committed to adult learning theory. It's easy to get caught in traditional pedagogy at times, but I always leverage Malcom Knowles six assumptions of adult learners and John Dewey's experiential learning model as my north stars. Understanding of my audiences need for experience and motivation are particularly relevant and allow me to ensure that any training I create is heavily influenced by being experience based and relevant, which allows my training programs to create better learning transfer and ultimately better business outcomes. Outcomes however are not always about the numbers, they can also be about the human experience and creating equity. 

Inclusive learning becomes my next principle and the one that motivates me most as an L&D professional. I strive to create learning solutions that give everyone their best chance for success. By leveraging theories like McClusky's Theory of Margin or Harro's Cycle of Socialization, I've not only been able to learn about the dynamics that can make my learners feel imbalanced (and disengaged in learning) , but ways that I can proactively create engaging classroom environments through accessible learning designs and facilitation best practices. 

My final principle is simple, create learning solutions, not just content. So often as learning professionals there is a need too have a high number of learning solutions created for business needs, however I firmly believe in impact over amount. What I create needs to promote learning transfer and retention for employees to understand how to do their jobs effectively.  A strong needs and audience analysis in line with ADDIE principles and the Double Diamond design method allow me to discover the true needs of my audience and create content that moves employees from foundational to mastery skillsets. Setting clear objectives is pivotal to this process, and by using the ABCD method for writing objectives, I am able to set clear expectations with key stakeholders as well as establish the measurement strategy and outcomes for performance.

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My big three have gotten me through many an intake form and have given me a wide range of practical application in many areas of the learning and development field. If my principles and showcased work feels like a good fit for your organization, I would love to hear from you. Thank you for your time.