Six Stages Of Learning Every L&D Pro Must Know

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It is evident that the global business environment has become more competitive than ever. Workplace operations are undergoing major changes and technology is increasingly being relied upon. All such notable transformations can be attributed to the sudden outbreak of the coronavirus crisis in 202. The pandemic has compelled businesses across industries to prioritize digital skills and learning agility to adapt to the changing environment.

This is where L&D professionals can prove to be a boon for organizations looking to identify talent gaps and learning priorities. In a nutshell, Learning and Development (L&D) is about facilitating non-stop learning and growth. This can be achieved by fostering a learner-friendly environment and conducting capability assessments.

According to a LinkedIn report, 59% of L&D professionals consider upskilling and reskilling a pressing priority for ensuring seamless development in organizations.

Having strong background knowledge of the industry is vital for any L&D professional looking to contribute to the success of an organization. In the field of psychology, there is a popular model known as the “four stages of learning”. The model finds its roots in an article by MM Broadwell called “Teaching for Learning” which was published back in 1969.While there are normally 4 stages of learning in the model, we have added two more based on industry insights and our long-standing experience. Without more ado, we will shed light on the 6 stages of learning every L&D pro must know about.

1. Unconscious Incompetence
Unconscious incompetence is the first stage of learning in which people are not aware of how much or what knowledge they have. In this stage, the individual is clueless about whether a skill gap exists or not. Since the individual is unconscious incompetence is unable to spot problems, he/she does not seek any assistance.

Learners in this stage should be able to recognize their inefficiencies so that they can realize the worth of acquiring new skills. Practicing awareness is the best way to move ahead and progress from this stage. The amount of time required to finish this stage depends on one's will to learn. The more time people spend, the faster they can proceed to the next stage.

2. Conscious Incompetence
This stage is a little different from the previous one. The individual still does not know how to go about doing a particular thing but becomes aware of the deficit. Since this stage involves the acknowledgment of shortcomings, chances are you might feel uncomfortable. However, the identification of your incompetence can also serve as a motivation for learning a new skill.
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