Do you feel confident that you can help people who are really struggling, but it seems that the people you reach out to aren't ready for your help? In order to show people that you can help them, you have to start by actually helping them. This will build trust so that they are open to deeper learning for the big transformation that is possible with your support.
The first step to actually helping someone is an initial learning opportunity that is meaningful and helpful. It might not be the deep learning that is needed for a larger transformation, but it supports the learner to build trust that you can help them. It needs to be relevant to what they need in the moment. In addition, the learning needs to be engaging. If the teacher is doing most of the talking, the teacher is doing most. of the thinking. Decrease teacher talk time and increase learner talking, thinking, and doing.
Through my journey as a special education consultant and a facilitator of transformative learning experiences, I've discovered a powerful framework created by Zaretta Hammond, an expert in culturally responsive instruction, that revolutionizes the way we approach learner growth: Ignite, Chunk, Chew, Review.
Ignite: The journey begins with capturing attention and setting the stage for learning. Whether it's a playful music video or a personal anecdote, the goal is to engage participants from the start. I've found that infusing elements of humor, creativity, and relevance helps break down barriers and creates a conducive atmosphere for learning.
Chunk: Next comes the meat of the learning experience – breaking down information into digestible chunks. Honor leaners' time by making the content relevant, engaging, meaningful, and just the right amount for the time you have. Engagement strategies could involve a variety of approaches, from videos, stories, images, and examples.
Chew: But learning doesn't stop at receiving information; it requires active processing. This stage encourages participants to engage deeply with the content, asking questions, sharing perspectives, making connections, creating, and practicing. By fostering an environment where all voices are valued, we tap into the collective wisdom of the group and promote a culture of continuous learning and growth. This step requires some structure to ensure that a small number of people aren't doing the majority of the thinking, talking, and learning. It is critical to have protocols to that everyone feels safe enough to participate and take risks by sharing their ideas. What's crucial is acknowledging diverse learning preferences such as introverts vs extroverts and verbal processors vs. silent reflectors. By catering to individual needs, we communicate that everyone's needs matter and that there's no one-size-fits-all approach to learning. It is very powerful during this stage to use project based learning. When the active processing results in a product, the outcome is tangible.
Review: Finally, we bridge the gap between learning and application. Participants are invited to reflect on how the new knowledge or perspectives can be integrated into their practice. This might involve setting intentions, brainstorming action steps, or committing to behavioral changes. By translating learning into action, we ensure that transformation occurs at a fundamental level, impacting not only professional practice but also personal beliefs and behaviors.
So, how can you apply Ignite, Chunk, Chew, Review when designing your own learning experiences? Start by incorporating elements that capture attention and set the tone for engagement. Break down information into manageable chunks, offering choice and catering to diverse learning preferences. Encourage active processing through discussion, reflection, and application activities with structured protocols. And finally, facilitate a review process that bridges learning to action, empowering participants to make meaningful changes in their practice.
If you're interested in diving deeper into designing transformative learning experiences and exploring how they can accelerate success in your organization, check out the Teach to Change Inclusive Planning virtual event to get support. Unlock your potential to drive meaningful change.
Remember, as Elena Aguilar wisely said, "problems of change are problems of learning." Let's embark on this journey of growth and transformation together.
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