What if there was a simple way of enabling learners to be the best they could be?

It’s the Holy Grail in teaching, to ensure all learners reach their potential, and we have tried all manner of ways to find it.

What if the answer was staring us in the face all along? Would we recognise it and would we grasp the opportunity with both hands? My experience as a teacher and consultant suggests not. Along with my solution, that of developing Learning Intelligence, here is why we have not taken the opportunity so far.

Politicians consider it too risky to leave education to what they perceive as chance and imagine they can dictate and control it through inspection and the setting of targets. The trouble with this is we only see the things we are looking for and only hit the things we aim for.  This limits creativity, innovation, and risk taking. It also sets a limit on what can be achieved, if you are required to hit a target at 100m why try to hit it at 1000m? There is no point in making the extra effort. The target has got to be constantly revised otherwise there is no challenge and “moving the goal posts” hardly appears fair when you were so close to achieving it. Targets may do more to de-motivate than to motivate.

Leadership misunderstand their responsibilities. It is often interpreted as the imposing  of policies sent down by politicians, even if it does not foster a learning relationship between the teacher and learner. This behaviour can inhibit them from reacting to local needs and conditions.  The true role of leadership is to ensure only those initiatives and ideas that actually promote the learning relationship are supported.

I find that teachers are inclined to teach the way they learn and were taught. Perhaps it is difficult to even imagine another way when the way you learnt was so successful for you.  The drive to be a teacher is often to help give the opportunities that became available to you as a result of your education to others, so why do it any differently. Teachers are the instruments by which policy is applied and targets achieved so they have little freedom to explore alternatives or little inclination to take risks.

Parents have bought into the passive learning model. Their children go to school to be taught and that model is one they themselves experienced. In this model the responsibility for a lack of achievement is easily directed at the teacher and certainly away from them as parents or their children as learners. They insist the school tries harder, sets more homework, and makes their children learn so long as it does not take up too much of their time.

Employers are not sure what they want an education system to do to prepare young people for the world of work.  We hear that many of the jobs our students will be doing when they leave school don’t exist yet so I suppose this makes it difficult. In the absence of a clear picture of what is required we hear the common call for “the basics”, but often that is left vaguely defined and what is the basics for one employer may not be for another.  Many call for “soft skills”*,  skills that complement the job related or “hard skills”.  Schools are not measured or given targets for these skills so they do not form part of the directed curriculum and therefore are not given a high priority.

The solution, the one that is staring us in the face. There is a simple way of enabling learners and we can find fragments of it scattered through current and past research, writings, and practices. Some call for better feedback in the learning cycle, building learning power, some for a more mindful approach to learning and others of requiring grit from the learner.

Each has a piece of the jigsaw but no one person or concept has it all.  No one, until now that is, has brought what we know about teaching and learning together under one unifying approach or concept. So we move from one initiative or idea to another. Each time hoping that each will help find the Holy Grail. What we should be doing is unifying our efforts into working with learners to develop their ability to manage their learning environment to meet their learning needs. Just take a moment to  reflect on this statement before I go on to explain what this means.

I claim that successful learners are those who are able to interact with their learning environment and that their environment meets their learning needs. This explains why some learners do well at school but not as well as adults and why some learners who struggled in school do well in the real world. Where there is a match between  the school environment and the needs of a particular learner they will do well, where there is not any learner will struggle to reach their true potential in that environment. Other factors must come into play for an individual who is mismatched with their learning environment to achieve their potential.

An analysis of this reality suggests that there are a set of skills, attributes, attitudes, and behaviours that learners who are successful in any environment have or display. They are able to adapt their environment to meet their needs and overcome environmental limiting factors. I call this “Learning Intelligence” or LQ for short and it represents the way we can help all learners to reach their true potential.

The evidence that supports the concept of LQ is there for us to see if we adopt an open mind to the issues of learning. Perhaps the first glimpses we have seen of LQ in action has been as a result of the changing of the learning environment through technology.  For example the Khan Academy and YouTube have shown that learners can respond successfully to a different learning environment to that of the school. What these new learning environments provide is a better match to the learner’s needs.  We hear also of the “gamification” of learning as we see the effort people are willing to put into these type of environments.  It seems obvious then that if we develop the learner’s ability to manage different learning environments to meet their learning needs by developing their LQ that they will be in better position to reach their potential.

There are numerous benefits to the LQ approach to learning too.

• We do not have to worry about what new initiatives or ideas that may come along for the learner will be equipped to deal with them.
• The concept of life-long learning becomes a reality because the learner will be able to cope with any change in learning environment.
• Teachers are not asked to plan and deliver lessons to accommodate numerous learning styles and can focus on what matters – building relationships and turning knowledge into understanding.
• Parents can be helped to understand how the environment they create at home also impacts learning.
• Politicians can relax a little knowing that they have a society of learners that can adapt to changes in the skills, knowledge or understanding required of them during their working life.
• Employers will get the employees they are looking for.

So we have a simpler and better way to approach learning if we want it.

Any takers?

For an introduction to LQ go to:  https://magic.piktochart.com/output/2297869-learning-intelligence

To access over 30 articles on LQ explore: www.4c3d.wordpress.com or download the leaflet on  LQ 

For workshops, keynote speeches or for more about how developing LQ can release the potential of learners you can contact me at info@ace-d.co.uk

Graphic from: http://erdmute.deviantart.com/art/holy-grail-png-100234405

*http://en.wikipedia.org/wiki/Soft_skills