Train the Trainer Course

A model that explains how individuals progress in acquiring new skills or knowledge. Here’s a breakdown of each stage:

Unconscious Incompetence:

What It Is: In this stage, individuals are not aware of what they don’t know. They lack the skills or knowledge and are often unaware of their deficiencies.

Example: A person who has never driven a car does not know how to drive and doesn’t realize the complexity involved in operating a vehicle.

Conscious Incompetence:

What It Is: At this point, individuals become aware of their lack of knowledge or skills. They understand what they don’t know but have not yet learned how to do it.

Example: The learner who is aware that they don’t know how to drive and acknowledges the need to learn the rules of the road and vehicle operation.

Conscious Competence:

What It Is: Individuals have acquired the new skills or knowledge, but they must think through the process consciously. It requires deliberate effort and attention.

Example: A person who has learned to drive and can perform the necessary actions to drive a car but still needs to concentrate on each step, such as steering, braking, and checking mirrors.

Unconscious Competence:

What It Is: At this stage, the skills or knowledge have become second nature. Individuals can perform the task effortlessly and without conscious thought.

Example: A seasoned driver who can navigate complex traffic situations effortlessly, responding to the environment without needing to think about each action.

The KOLB Learning Cycle

1.     Concrete Experience – doing or having an experience

2.    Reflective Observation – Reviewing /Reflecting on the experience

3.    Abstract Conceptualism – concluding / learning from the experience

4.    Active Experimentation – planning / trying out what you have learned

Charles Jennings’ – How we Learn

70% is learned from on-the-job experience

20% is learned from near-the-job informal learning, learning by watching others

10% is learned from structured learning in a classroom or online

The VAK Model

·      The VAK learning styles model suggests that most people can be divided into one of three preferred styles of learning.

·      There is no right or wrong learning style, and some people find that their learning style may be a blend of two or three styles.

VISUAL learning style –

Preference for seen or observed things, including pictures, diagrams, demonstrations, displays, handouts, films, flipchart, etc. These people will use phrases such as ‘show me’, ‘let’s have a look at that’ and will be best able to perform a new task after reading instructions or watching someone else do it first.

AUDITORY learning style –

Preference for the transfer of information through listening to spoken word, sounds and noises. These people will use phrases such as ‘tell me’, ‘let’s talk it over’ and will be best able to perform a new task after listening to instructions from an expert.

KINAESTHETIC learning style –

Preference for physical experience, like touching, feeling, holding, doing, practical hands-on experiences. These people will use phrases such as ‘let me try’, ‘how do you feel?’ and will be best able to perform a new task by going ahead and trying it out, learning as they go.

It is important to consider all of these learning styles when designing a training course so that you can tailor to the needs of your audience.