Assessment on Intentional Learning
The fourth industrial revolution signifies a rate of change in technology. Adoption of automation and digital transformation has accelerated the skill gaps. This has brought along with it a change in the nature of work - changing work preferences - be it the way we work or the kind of jobs we want to do. The pandemic accelerated all these changes. The human adaptability hasn’t increased as much as the technology / new world of work would demand. This brings up a pertinent question - how do we adapt fast to the changing world? The answer may seem simple enough - to learn and stay relevant. How easy is to adopt a learning mindset?
What do assessments on Intentional learning do?
Learning is a skill and a desire to learn is a mindset. Nurturing the mindset and harnessing the skills to develop learning can boost both personal and professional self and deliver a competitive edge. This includes unlearning and rethinking. Assessments play a role in assessing this ‘Desire to Learn’. The assessment provides insight into the key competencies that are required to embark on a life long journey of learning. The results can point towards areas of strength and weakness for a learning mindset. This helps individuals channelise their efforts to focus on areas of development. The assessment provides worksheets as part of the long report. The worksheets provide exercises and activities to help individuals overcome their personal barriers for learning. The assessment helps individuals identify the crux of non-learning and overcome barriers to finally work on the career path / skill gap to attain success.
Why is there a need to assess?
People are aware that the answer to the future of work is adaptability which includes learning. But often, people encounter barriers - they are unable to start learning or stay focused or sometimes they never reach completion. Some people aren’t clear about their goals, others can’t purse set goals and some others are just not interested in learning. While we cannot change another person’s mindset, through our International Learning Assessment, we can definitely point very clearly towards their personal barriers and provide tips to overcome them. Urge people to begin their learning, equipped with an awareness of their strengths and areas that need development.
When should one take up the Intentional Learning Assessment?
The best time to take this assessment is when you want to begin your learning journey. Given the changing nature of work one always has something to learn.
Outcome of learning assessments?
An assessment to understand the barriers to learn can be very insightful. Overcoming such barriers can lead to a learning mindset and thereby help one grow, expand their thinking , evolve and change. Intelligence and capability are not fixed points but instead traits you can cultivate. Through this assessment Talent Transformation can help you cultivate essential traits to develop a growth mindset and become a life long learner.
A survey by getAbstract* says that more than half of Millennials (58 percent) and adult Gen Zers (52 percent), 35 percent of Gen Xers and 34 percent of Baby Boomers said success in their careers depends on updating their skills and knowledge frequently. Interestingly, it was also found that engaging in continuous learning was most often associated with good feelings, with “fulfilled,” “accomplished” and “motivated” the most cited emotions by all generations.
Why should I take up the Intentional Learning Assessments by Talent Transformation?
There are many learning platforms that provide content for one to learn and master. However, access to content doesn’t necessarily make one a leaner. Many individuals struggle to learn and master topics that they are unfamiliar with. Developing a mindset to be a life long learner is key to long-term success in career. This assessment by Talent Transformation will help you develop and nurture a learning mindset that will lead to individuals becoming intentional learners.
This assessment involves measurement of a few behavioural traits. All these traits are part of and defined by the Big 5 model. The big 5 model measures the five basic personality traits is a theory developed in 1949 by D. W. Fiske (1949) and later expanded upon by other researchers including Norman (1967), Smith (1967), Goldberg (1981), and McCrae & Costa (1987). Many modern and traditional studies in psychology point to 5 basic dimensions of personality. Evidence of this theory has grown over the years with the principle theory emerging in 1949. The five broad personality traits described by the theory are extraversion, agreeableness, openness, conscientiousness, and neuroticism. This theory / model is more popularly known as OCEAN.
*World Economic Forum, The Future of Jobs Report 2020
*getAbstract survey was conducted on Dec. 12-13, 2019, of SurveyMonkey’s online panel and consisted of 1,048 completed responses. Respondents were full-time workers ages 18 and up.