What We're Reading: How People Learn by Nick Shackleton-Jones

In How People Learn, Nick Shackleton-Jones offers a revolutionary perspective on education and training that is particularly relevant for change management and organizational development (OD) professionals. His insights are groundbreaking and highly practical, making this book an essential read for professionals in Southern California's dynamic and diverse business landscape.

Overview of How People Learn

Shackleton-Jones challenges the traditional views of learning, proposing a new model that focuses on the emotional and contextual aspects of the learning experience. He argues that people learn not through content-heavy courses but through experiences that matter to them. His "affective context model" places emotions at the heart of the learning process, emphasizing the importance of relevance, engagement, and real-world application.

Key Concepts

1. Affective Context Model: Shackleton-Jones introduces the affective context model, which posits that emotions drive learning. By creating emotionally engaging and contextually relevant experiences, learners are more likely to retain and apply knowledge.

2. Moments that Matter: The book highlights the importance of designing learning around "moments that matter" to individuals. These critical experiences resonate emotionally and provide meaningful insights that learners can connect with their personal and professional lives.

3. Digital Learning and Technology: With a focus on modern learning environments, Shackleton-Jones discusses the role of technology in creating engaging learning experiences. He advocates for leveraging digital tools to deliver personalized and interactive content that meets the needs of today's learners.

Relevance to Change Management and OD Professionals

For change management and OD professionals in Southern California, How People Learn provides invaluable insights into designing practical training and development programs. Here are some key takeaways:

1. Designing Engaging Change Initiatives: Shackleton-Jones' emphasis on emotions and relevance can help change managers design initiatives that genuinely engage employees. Professionals can foster a more receptive and motivated workforce by focusing on what matters to them.

2. Leveraging Technology: Southern California is a hub for technological innovation. The book's insights into digital learning benefit professionals looking to integrate technology into their change management strategies. Tools like interactive modules, virtual reality, and personalized learning paths can enhance engagement and retention.

3. Creating Lasting Impact: The concept of "moments that matter" can be applied to organizational development to create impactful experiences that drive change. OD professionals can facilitate more effective and lasting transformations by identifying and designing around these critical moments.

4. Cultural Relevance: Southern California's diverse workforce presents unique challenges and opportunities. Shackleton-Jones' model encourages the customization of learning experiences to fit different employee groups' cultural and emotional contexts, ensuring inclusivity and effectiveness.

Conclusion

How People Learn by Nick Shackleton-Jones is a must-read for Southern California change management and OD professionals. Its innovative approach to learning, grounded in emotional engagement and contextual relevance, offers practical strategies for designing impactful training programs. By embracing these insights, professionals can drive more effective and sustainable organizational change.