Professionals not only keep track of to-do lists but also of to-learn lists. This new concept is explored in the Learning Circuits Blog and it might be an interesting question to explore whether to-learn lists could engage people into continuous learning. There are some of the learning-circuit questions that could serve as food for thought:
If you have a to-learn list and are willing to share, and willing to share how you work with that list, that would likely be helpful information.
As Knowledge Workers, work and learning are the same, so how does a to-learn list really differ from a to-do list? How are they different than undirected learning through work, blogging, conferences, etc.?
Are to-learn lists really important to have?
Should they be captured? If so how?
How does a to-learn list impact something like a Learning Management System in a Workplace or Educational setting?
What skills, practices, behaviours do modern knowledge workers need around to-learn lists?
After reviewing these questions I ask myself what kind of impact a to-learn list can have on staff development. Or maybe you can come up with other interesting and engaging ways that stimulate continuous learning in the organisation. Please do share it with us. A good way of brainstorming on these issues is to use a Top 100 list. You can use these technique in any of your training actvities independent on what subject matter you are dealing with. An outline on the Top 100-technique you will find on the following link: » Tackle any issue with a list of 100 « . These kinds of list can be used for much more than general problem solving, it is a general-purpose personal development tool that can help increase your self-knowledge, motivate yourself, and much more.
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