[quoting Thomas, 2 Apr 96] ...the methods that I use to provide the training are not exploratory or learner-selected or learner-controlled. They are very structured and as direct as they can be, and as directly relevant to real-world tasks...
In general, training will only be sponsored if it addresses a need, is perceived as cost-effective, and does not remove an employee from the work-place for any longer than is needed. Placing the onus on the trainee to acquire competencies by exploratory methods is not likely to find favor. That definition of "learner-centered" is insufficiently focused on learning outcomes and performance improvement.
[quoting Norman, 2 Apr 96] Tuning is what is required to transform knowledge into automatic skills. This requires practice...
It makes sense but is rarely acknowledged and incorporated into training schemes. The formal learning environments that we create, whatever their flavor, are unlikely to achieve in the novice the performance of the expert. But how many training schemes recognize this and ensure that, upon returning to the work-place, a trainee is offered opportunities to practice or given proper coaching and support? It is at that point that much traditional training fails to complete what is started during courses--it fails to facilitate tuning. Offering that facility is where the term "learner-centered" could be applied without changing the way we train on courses and in a cost-effective way.
Not exactly Don's "revolution." Not a giant leap for mankind. But a small step.