Tell me
and I forget.
Teach me and
I remember.
Involve me
I learn.

Benjamin Franklin

I've learned that
people will forget
what you said,
people will forget what you did,
but people will never forget how you
made them feel.
Maya Angelou

The pendulum of the mind alternates between sense and nonsense, not between right and wrong.

Carl Jung

Learning never
exhausts the mind.

Leonardo da Vinci

The only person
who is educated
is the one who has
learned how to
learn and change.

Carl Rogers

The Way We Learn

Before using new information or putting new skills into practice learning has to take place.  This can be aided by experience, reflection, thinking and planning.

Experience - Past experience can often be transferred to new learning and we can be encouraged to see mistakes as part of the learning process.

Reflection - Reflecting on experience and having feedback from others is also a vital stage of learning.  It is productive if feedback is positive so giving us building blocks to help us improve performance.

Thinking - Thinking about information and skills in a questioning way can lead to priorities being set for learning with personal objectives and experience.

Planning - Although we can learn from experience, we also need to plan how we set about more formal acquisition of appropriate attitude, knowledge and skills.

The learning process does not occur in a linear line as set out above; we can start our learning process at any of the above points.  For example, experience may lead to reflection and reflection may lead to thoughts for planning future learning.  Or we may think about planning to learn new skills and reflect on past experience before putting our plans into action. 


Learning is the important part not how each individual does it

This way of learning is sometimes known as LAYERS OF LEARNING

Unconscious incompetence:
While we are unaware of our incompetences, or lack of skills, knowledge or experience therefore it does not generally cause us a problem.

Conscious incompetence:
If we are experiencing this level of learning usually we are becoming aware of what we do not know and dont understand.  We become aware of our lack of knowledge to carry out the task at hand or begin to feel uncomfortable which may affect our Self-esteem.  We become aware of our unskilled experience in the task we have set out to achieve and this causes us to feel anxious, inadequate or de-skilled.  Helps us to feel less confident when attempting to do something or put into practice a new skill, attitude or behaviour.

Conscious competency:
This level of learning begins to happen when we notice how we are choosing to use our new knowledge and understandings; putting into practice recently acquired skills for example.  As we struggle to master and take control to remember and utilise new learning and skills.  It is a more laboured activity, as we become pro-active in not only taking in new understanding but putting into practice that which we have learnt.  We can help our Selves whilst learning to master the new skill, attitude or knowledge by seeking affirmation and constructive feedback on our performance from trusted others or more privately from your personal counsellor .

Unconscious Competence:
When we move into this level of leaning we have integrate the knowledge and skills into unconscious ways of doing things.  We forget the process of acquiring the skill and would find it difficult to describe all the components or the blocks we used to build the skill as mastered to a novice.

We have achieved success and mastered the skill, knowledge or new attitude we have chosen.  You have cracked it so to speak. 

Experience, reflection, thinking and planning will probably have begun again before you are consciously competent and the whole process will begin again and continue each time you chose to master a new skill, attitude or assimilate new knowledge and understanding; and will continue as long as you chose to learn.

Initially described as "Four Stages for Learning Any New Skill", the theory was developed at Gordon Training International by its employee Noel Burch in the 1970s.[1] It has since been frequently attributed to Abraham Maslow, although the model does not appear in his major works.[2] According to wikipedia

Susan Stubbings Doncaster