Learning is more than passing on information or trying to share knowledge. Learning is about experiencing, relating a new knowledge to a specific working context, acquiring new concepts or skills and changing one’s behavior accordingly. In all training programs, learning is a combination of formal (lectures, presentations, exercises…) and informal learning (discussions with peers, best case practices, networking…etc). Participants build their knowledge upon the different types of information available in order to create their own learning.
For that matter, the participative approach to learning is the best one as it associates formal and informal learning, can accommodate the various dimensions of learning (experimental and reflective, theoretical and practical) and focuses on the specific needs and situations of the participants.
The participative approach places the learner at the center
Experience shows that adults learn best when they are actively involved in their learning, and when they experiment and take responsibility for their own learning. Adult learners want to be involved, they learn by doing and learn best when they are engaged intellectually and affectively.
These conclusions coupled with my experience led me towards the adoption of a learner centered approach called active or participative learning. Using a variety of tools such as World Café, Open Space Technology, fishbowl discussions, role-plays, interactive presentation, market places, etc…, participants construct their learning on the base of their experiences and practical needs, learn from the experts but also from their peers, benefiting from the collective intelligence.
As a conclusion, the learning events I design take into account the skills of the participants as well as the needs of the institution and use a variety of tools to address the largest number of learning styles. Based on a participatory approach, the learners are at the centre of the process, not the trainer.
