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Learning & Development

Compaso – a new approach to enable “Learning on the go”

I recently spent some time with Mike Dickson and Jonathan Warner finding out about Compaso, a new online tool they are developing to help organisations improve the way they enable people to learn new knowledge and skills.  I’ve written before about the 90:20:10 model of how people learn, which basically says that 90% of learning happens on the job.

Compaso programmes harness and support the way that people have always learned in the workplace.  Not only is this accepted as the main pathway to learning in the workplace, it is arguably the most effective way.  Edgar Dale’s ‘Cone of Learning’ shows that people remember 90% of what they do, as opposed to only 10% of what they read.  Compaso targets the base of this learning cone, getting people actively involved, inviting them to create their own learning event.

Compaso is designed to address the needs and wants of each individuals’ learning styles, irrespective of their preference, providing the balance to complete the learning experience.

The learning experience includes To Dos which set out concrete tasks and actions, supported by Further Learning materials, for those that want to see the theoretical framework. The social nature of the platform also provides for those that want to ‘learn from and share their experiences with others’.

Central to the Compaso approach is the Reflection process. To complete programmes successfully users have to reflect on their experiences and record these in their learning locker.  Most Compaso programmes will be completed by delegates choosing the programme, so arguably, the quality of the ToDo will become a primary determinant for the quality of the reflection.

Another option is to give the learner’s line manager or even the course administrator access to the individual’s learning lockers. This will automatically elevate importance of the learning activity. Delegates do not receive accreditation if they have been cursory with their reflections.  For some programmes, when a cohort group takes a common journey, peer influence will also become a factor regulating the quality of the reflections.

  • Compaso prompts real-time, do-able actions, encouraging people to reflect and then share their insights with others so everyone can learn from the experience.
  • It drives change by altering people’s habits and helping them adopt new ones, with sharing facilities that extend beyond internal communities, through links that keep people up to speed with all the latest thinking and materials.
  • Compaso is extremely practical and can be deployed within days, rather than weeks. It can quickly be tailored to reflect an organisation’s brand identity and colour scheme.
  • Because it’s so different from other learning programmes, Compaso is rapidly building up a track record of helping organisations to build their people skills at the speed of change.

Read the Compaso Blog.

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