• 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.

Proficiency Based Training Approach in Organizational Settings: Does it work?

Proficiency Based Training

Proficiency Based Training approach, made popular mainly by military and some schools in US, suggests that if a novice could be provided all the opportunities right within training event, time not being a factor, learning at certain rate controlled by training events, environment and exposure, he is likely to reach ‘desired proficiency’ someday. What is Proficiency Based Training? The whole idea is to make trainees achieve proficiency right during training event and removing the limit to the time. The educational theorist Carroll (1963) provided the first complete model of attaining proficiency in her “Mastery learning model”. Carroll challenged traditional educational philosophy with his model stating that ‘the learner will succeed in learning a given task to the extent that he spends the time that he needs to learn the task’ (p. 725). Carroll used certain factors like aptitude, or time needed to learn the task under ideal instruction, ability to understand instruction, … Continue reading

3 Challenges in Designing Training When “Proficiency” is Your Organization’s Training Goal

Stages of Skill Acquisition

I came across this question many times: What should be the goal of organizational or corporate training? Should it target generating competence or should it go beyond competence in producing proficiency or expertise? The approaches and training strategies vary with the goals. If we look at Dreyfus’s model of Skill Acquisition (Dreyfus & Dreyfus, 1986) we have competence on one side of the scale, we have expertise on other side and proficiency level falls mid-way. Ericsson (1994) advocate that to attain expertise, roughly 10000 hours of deliberate practice. This equation has been questioned recently by several practitioners, but lets not go into that debate. Nevertheless it is understood that gaining expertise requires much longer time. Experts are characterized by highly improved mental knowledge representation, ability of chunking, efficient cognitive processing schemata and ability to recognize patterns quickly. These abilities are acquired over the time with extensive experience. Achieving expertise as … Continue reading