How long does it take for someone to become expert in one particular skill? Something which intrigued me is the expert performance rule found by Ericsson, Krampe & Tesch-Romer (1993). They, kind of postulated that it takes 10,000 hours or 10-years (20 hours for 50 weeks a year for ten years = 10,000) of intense training and ‘deliberate practice’ to become an expert in almost anything. Does it really happen? Maybe yes it happens for chess players, sportsmen, actors, singers, musicians and some public speakers. In simple words, it says practice makes the experts. But what kind of practice? Is it routine practice during routine activities where individual is focussing on incremental improvement? The answer is no. The practice Ericssson proposed was ‘deliberate practice’. They referred ‘Deliberate practice’ as a highly individualized training on tasks selected by a qualified teacher for the purposes of building expertise in an individual. Four components which form the deliberate practice … Continue reading
Personal Resonance© is a research forum engaged in transforming findings from proven research studies on learning, training, performance and expertise into practical training solutions and practices to 'accelerate time-to-expertise' of organizations and professionals. Aggressive time-to-market drives organizations to develop complex cognitive skills of their employees at faster pace to beat their competitors. Goal of forum is to find and share the answer to that ‘speed’. The forum is trying to develop a core knowledge-base in four areas by systematically assimilating, analyzing and synthesizing the proven research studies in wide range of disciplines like cognitive sciences, neuroscience, psychology, education, learning and brain science, etc.: 1) Accelerated Workplace Expertise: Proven research-based strategies and methodologies to accelerate expertise of organization as a whole through training and learning. 2) Accelerated Professional Expertise: Science-based resonance techniques to accelerate expertise, peak performance and effectiveness of individuals. 3) Strategic Training Management: Experience-based competitive philosophies and processes to manage large-scale complex learning and knowledge operations to produce proficient workforce. 4) Competitive Instructional Design: Advanced instructional and learning design techniques to deliver higher order complex skills like problem solving, critical thinking, decision making, technical troubleshooting.