What is transformative learning and why is it important? ...and the other question: how can audio learning be called "transformative"?
If you look up "transformative learning", you'll find it generally refers to a "shift in perspective, resulting from a critical examination of assumptions, values, beliefs and system foundations."
True to our StoryStyle™ format, let's listen to Andrew's story:
"My name's Andrew and I have a confession to make. I became aware of my inappropriate behavior during a learning program that was held recently for the management team. It's like a light went on inside my brain. Let me explain...
I've always seen myself as fun-loving, friendly, social and funny. I love a good practical joke, a chatty conversation and just connecting with others, and I always thought that my co-workers enjoyed my interruptions and funny antics around the office to break up their serious workday. I have a stuffed toy monkey on an elastic band that makes a screaming sound when it flies through the air, and when I get bored, I liked to fling it through the office amongst the cubicles - I don't shoot it at anyone, of course, but I thought people enjoyed the break in the quiet and tension. Some even smiled or laughed and shot it back at me. Then someone complained that I was disrupting their work. I was told that it was not appropriate. Of course, I blamed her and thought of her as a boring and grumpy old fart. That was then.
But let me tell what happened yesterday, on my drive home from work. I was listening to an immersive audio course on emotional intelligence, provided by my work. Included in the course was an explanation of Jungian psychology, and the typical behavioral traits of the four main psychological preferences, including what they called "bad day behaviors". I already knew that I show up as an extraverted feeling preference - ENFP in Myers-Briggs - what I didn't recognize was how my bad day behaviors were impacting others.
What was really powerful was that this course wasn't like anything I'd experienced - the course included stories of shared experiences from the four main Jungian preferences in a work context - how they experience the workplace. I listened to a story from the perspective of Leila, who has a preference for introverted thinking, which I learnt is my "opposite type". It was a strange and intriguing experience. This story impacted me deeply because it allowed me to see myself through her eyes, and I could actually experience what it was like for her when I invaded her quiet place and blundered around loudly in the office. What I hadn't noticed or asked is how it made her feel - I was only paying attention to those who smiled and played along.
I'm not quite sure how, but this learning experience changed my perspective. Following the short modules, I still had time on my commute to reflect on what I had learned. I had assumed that everyone enjoyed my behavior, or at least, should accommodate it. I understand now that my perception of myself and my behavior was skewed because of my own preferences.
This morning, I went over to Leila's office and apologized.
She graciously accepted, and asked me to explain what I had learnt and how it had impacted me. She smiled gently and said "I really appreciate that you've thought about this so deeply and that you've come over to apologize." And then, as I was turning to leave, she added "I think it's fine when we're not busy, by the way. Just read the room first, and don't be surprised if I fling it back at you one day!" That made me feel a lot better. I'm only beginning to discover other areas where my psychological preferences are affecting others negatively, and where I can work to improve. I'm actually feeling quite excited, even a bit passionate about this. Leila's introverted thinking was just one of the four main Jungian preferences - granted, probably the most difficult for me; but now I want to understand where the rest of the team's preferences are so that I can learn what they need from me, and how I need to adapt to build closer relationships and trust with them."
While Andrew and Leila are fictional CardioTech characters, the story is a very real example of transformative learning. Andrew's perception and assumptions were changed through imagination, empathy and emotional connection with the learning content.
If you look up the term, "transformative learning", you'll find it generally refers to a "shift in perspective, resulting from a critical examination of assumptions, values, beliefs and system foundations." Nemec, P. (2012). "Transformative learning." Psychiatric rehabilitation journal, 35 6, 478-9 . https://doi.org/10.1037/h0094585.
Transformative learning is important because it promotes a deeper understanding of the learning principles and outcomes, and how to apply them in the real world. It brings about real and observable behavior change in the learner and in the workplace. Isn't that the holy grail of learning? What every Learning and Development program wants as a return on investment?
At ProDio, we don't just write and produce stories for adult professional development. Our immersive StoryStyle™ scenarios, stories, analogies, interviews and other media experiences ignite imagination, and are carefully crafted to help learners clearly imagine and envision what successful application of the learning looks like.
We help learners to recognize conditions before the application of the learning (current state), what application looks like in the real world, and then what conditions look like after the learning is applied (future state).
Research clearly shows that this increases understanding, empathy, engagement, emotional connection and memory of learning outcomes.
And that is why we can call our content "transformative learning and development for professionals."
I'd like to acknowledge Leigh Jerome, Ph.D for helping me to identify this important aspect of our work.
Please leave your comments or questions, or even better, share with your network.
If you enjoyed this article, and took the time to read through it, then please accept my invitation for complimentary access to our Future Ready Learning Scorecard. This 15 question assessment will help you to evaluate and understand areas for development of your learning and development program.
Thanks, Russell Cullingworth
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