Assess, Benchmark, Calculate, Decide, Execute
Mainly based on the work of Dr Georgi Lozanov at the University of Sophia in Bulgaria in the 1950’s and 1960’s combining learning theory and whole brain theory (practical experience and a real life context) to achieve a faster way of learning.
Is a phase of The Maze© (see Maze© The) that explores the level of obligation, responsibility and commitment that an individual has for their actions.
The conscious act of doing/starting something. The fourth part of ZEBRA©, the 5-stage people centric integral phase of The Maze© (see Maze© The) refers to the conscious act of doing/starting something in order to achieve the desired change/objective.
Action Learning / Action Learning Sets
A learning technique performed in groups to enable an individual to learn by questioning and involving others in coming up with proposed actions/solutions to a problem or issue.
A process of learning new ideas, skills, behaviours and attitudes through what we do at work. It is learning from doing and often completed through role play exercises or business simulation.
The value that is created to a product or service by delivering over and above that expected by the consumer/ customer’s from their initial expectation.
A state of agreement, e.g. in the people context people reaching agreement over an issue, problem etc, or in the context of getting things done, spending time doing the things that result in you achieving what you want to achieve (alignment of the ‘want’ and ‘do’).
A cognitive process in which an example of a similar problem or issue is used to map out a new solution.
The ability of a learner to acquire a new skill or potential to acquire a new skill given the opportunity to receive effective training.
A measurement process used to assess level of current performance, this could be prior or after training has taken place when measured against learning outcomes or could be used to assess certain behaviours that would demonstrate a learning style preference or preference to approach conflict etc.
Assessment and Development Centres (ADCs)
Often used in the process of recruitment to identify the best possible candidate over others for an appointment and used in personal development to assess how an individual will perform in a given criteria or scenario. Both include a series of tailored exercises that are measured around knowledge, skill, attitude and behaviour that is required for a role or for a future personal development opportunity.
An interaction with another person that takes place not in real time, an example would be where an email message is sent and stored for when the recipient is in a position to access the message.
A positive or negative view on a person, place, thing or situation, often related to our own personal beliefs or experiences. In the training context we try to change attitude by initially changing behaviours.