LESS IS MORE IN COMPETENCY-BASED LEARNING
The struggle is real. Many learning professionals are having a hard time understanding the challenges learners face when it comes to competency-based learning. The primary objective course developers should have in mind when designing self-study material, is to create self-supporting learning units. How do perfect learning units look like and why are they critical success factors in the learning process? Here are my thoughts on this important topic.
- Focus on one competency only.
Why is this essential? Many learning units are designed to develop a cluster of competencies. Most learners are overwhelmed when confronted with complex learning modules and underachieve or give up. This explains in part the high dropout rate of some eLearning projects.
- Define the behavior indicators.
What are behavior indicators, and why are they important? Behavior indicators are a crucial element in competency development because they make it possible to accurately measure learner performance based on factors that impact their success in the workplace environment. They help learning professionals identify and reward high performance. Each competency should be supported by three to six behavior indicators.
- Assess the learner’s entry-behavior.
Entry-behavior includes the prerequisite knowledge, attitudes, and skills that the learner already possesses and that are relevant to the learning task or topic. It is always recommended to let learners demonstrate their entry-behavior before starting a course module.
- Prevent cognitive overload.
An optimal learning unit consists of less than 20% information (lectures), 10 to 20% demonstration (case studies), and 60 to 80% application (roleplays and simulations). The percentages can vary from topic to topic. Implement interactive learning activities that support the learning goals and objectives. Simulations are the key to lasting behavior changes and the overall success of a learning intervention.
- Include a detailed introduction.
A learning unit should have a detailed introduction. Learners need to know the benefits and what they can expect after successfully completing the learning unit. The introduction should include engaging and memorable information and even thought-provoking questions or real-world examples.
- Provide relevant feedback.
Feedback is the lifeblood of the learning process. Learners need to know regularly how they perform. Feedback functions like a crash barrier. It avoids or minimizes mistakes and reinforces positive behavior. Including relevant and well-timed feedback during a learning intervention with assessment questions can make or break the success of a competency-based and performance-driven learning unit.
About the Author
Dr. Herbert J. Kellner, Ph.D., Professor of Psychology, President and CEO of ITD International and United States Online University (USOU), holds advanced degrees in psychology and communications from both German and American universities. Kellner served as a professor for Clayton University (established by the faculty of Harvard University), New York University, and Pepperdine University. He became an international best-selling author when he pioneered competency research and development in Europe and created the highly acclaimed and award-winning STAR Competency Assessment Series that sold over 1 million copies worldwide. He is the author of twelve books and numerous articles in the field of Human Resource Development.