Learners are either “right brain” or “left brain.” Nope.
People have different learning styles. Not exactly.
We sometimes forget what we learn because we only use 10% of our brains, right? Wrong.
Our beliefs about learning are often based on myth, misconception and antiquated science. A new e-book by the Rapid Learning Institute (RLI) aims to clear up ten such misconceptions.
Based on the latest research in education and psychology, the e-book exposes inaccurate yet commonly held beliefs about the way people learn – and reveals the truth.
The e-book takes on ten learning myths, including:
- Everything you ever learned is buried somewhere in your brain. It’s not.
- When learners are frustrated, it means they’re failing. Struggle, in fact, is a good sign. It promotes long-term learning.
- Instructors should never model bad behavior. They actually should.
Once the truth is brought to light, the e-book provides further insight into the learning process and offers some practical advice on how to apply the research.
The title, “Ten Truths about Workplace Training…That Just Ain’t So,” is a reworking of Will Rogers’s famous quote, “It isn’t what we don’t know that gives us trouble, it’s what we know that ain’t so.”
While written for a workplace training and development audience, RLI’s e-book can be a valuable resource for educators, managers or anyone interested in how people learn.
The e-book can be downloaded from RLI for free at: http://rapidlearninginstitute.com/resources/ebook/10-truths-training.
Rapid Learning Institute (RLI) provides online training and talent development tools for businesses, government agencies, nonprofits and educational institutions in the areas of sales, leadership and management, human resources, employment law compliance, and workplace safety. RLI’s approach is founded on three core principles: 1) Rapid Learning. Workplace training should be delivered in short bursts – just six to 10 minutes at a time. Today’s multi-tasking workforce has neither the time nor the attention span for traditional lengthy training formats. 2) Single-Concept Learning. People learn best when training is focused on a narrow concept where learning goals are clearly defined. When training is delivered in small packets, the brain can easily absorb, remember and apply what it learns. 3) Research-Based Learning. Training is most powerful when it’s grounded in verifiable research. When learners see training as credible, they’re more likely to translate the learning into on-the-job behavior. RLI’s signature six to 10 minute modules, called Quick Takes, incorporate these three ideas into unique training programs that get results.
Based in Greater Philadelphia, RLI is an operating division of Business 21 Publishing.
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