Albert Einstein once said, ‘the only source of knowledge is experience’. We have taken that thesis and run with it. The Discovery Method bridges the divide between knowledge, practise and experience.
Whilst we are quoting some of history’s great minds, how about this from Aristotle, ‘For the things we have to learn before we can do them, we learn by doing them’. Our unique design methodology, The Discovery Method, puts you and your experiences at the centre of the learning process. Not only is it highly effective, it’s also an entertaining journey.
In 2010, Russell Poldrack a University of Texas psychologist published a report that looked to establish the best means ‘for effective studying’. He found that if the pattern of activity present in the learner’s brain is the same each time they study that information, it is more likely to ‘stick’. In other words, we learn new information quicker the more we relate them to existing concepts within the mind. (Russell Poldrack, Science, 2010)
The Discovery Method is moulded upon this psychological insight. It draws from concepts already located within your brain (your work place experiences) and challenges you to derive fresh information from them. You are not dealing with new, hard to grasp concepts — all the information you need is already present in your head. You just need to unlock it.
The Discovery Method asks you to take work-place examples and analyse and reflect upon them. In essence, you are using these familiar starting points to begin a voyage of discovery. It then uses role-playing situations and scenarios to give the learner an opportunity to establish ‘right-behaviours’ and attitudes. It forces students to break down their experiences and define what worked and what did not work.
We do not ask you to read through reams of text and memorise answers — after all, it has been found that ‘Elements such as video or online quizzes do not appear to influence the amount that students learn in online classes.’ (Barbara Means, International Department of Education Report) The Discovery Method instead uses your own experiences to determine an effective learning environment.
Yes, eLearning needs assessment sections that measure your development. But the real focus is on giving you an opportunity to apply your knowledge to real world contexts. To draw from your own unique perspective and put you in the position where you need to use your nous to work towards a happy conclusion. We do not like to ask ‘What should you do?’ We prefer to ask: ‘What would you do?’ This subtle change makes all the difference.
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