- This topic has 14 replies, 11 voices, and was last updated 2 months, 2 weeks ago by .
-
Posts
-
-
Now have a think about your own experiences:
Q1. What are your experiences of the ‘learning dip’?
Q2. How did this experience affect you and others?
Q3. What would have helped you through the ‘dip’?
-
Q1: One good example of my learning dips is the work with Excel. Before I had any training I got frustrated almost every time I had to work with it, because I didn’t know the functions and formulas.
Q2: This learning dip changed my mood quite often and the work took even longer than it should have.
Q3: Training before the use would have helped a lot as I could directly apply my learnings.
-
Q1. From my own experience in adopting new CRM platform in my company, our team encountered the stages of learning dip of unconscious competence at the beginning of using old CRM system, while they became “unconscious incompetence” when they first touch base on that, and then transformed to be “conscious incompetence” as they had no idea what they needed to learn of that platform. Finally, after training and best practises provided, they entered into “unconscious competence” again as they build skills and knowledge on how to use it.
Q2. It gave me an actual experience that there is a process of new skill learning of that Learning Dip theory.
Q3. It also helped me to understand that there are some key elements to support people for adopting changes in business world.
-
Q1 I do contract work so often move between companies and have to deal with new systems and processes each time. With experience, the depth and duration of the dip is less. That’s because I am aware that it doesn’t take too long to learn the new systems and processes and I’m aware of the frustration when you have to tread a new path. Hence, the unconsious incompetence is less as, although I am not aware of what I don’t know, I generally know what to look for and the questions to ask. Then I move on to the consious incompetence where I’m learning what buttons to push and codes to use. Most companies aren’t that good at onboarding so moving on to consious competence is often quite hard as they don’t have adequate support and/or training to get through this part. The reality is that it is OTJ training that helps you to transition through to unconsious competence.
Q2 The main impact is on not getting too frustrated during onboarding – often hard when there isn’t the support. Generally, I make myself a pain by asking a lot of questions.
Q3 Cheat sheets, instructional videos, online user guides. Maybe a mentor for the onboarding. It’s difficult as I normally come in to a company outside of a normal intake so there is little formal onboarding set up.
-
Q1: Learning how to work with Adobe Illustrator and Adobe Photoshop (ok, with almost any adobe tool) was very challenging.
Q2: It was very fustrating at first due to the complexity of the tools and it took some time to learn and ultimately feel comfortable with it.
Q3: Knowing how and where to search for the information, or even having someone knowledgeable enough to teach me.
-
Q1. What are your experiences of the ‘learning dip’?
Changing companies or merges, not knowing the organization and culture might be quite challenging.
Q2. How did this experience affect you and others?
Frustration, conflicts and misunderstandings were frequent.
Q3. What would have helped you through the ‘dip’?
A shadowing process.
-
Q1 – Adopting new tools in my workflow. I.e. I have grown up using PPT, Excel and Word. Adopting Google’s equivalents was easy as there was enough similarity with my experience to accelerate learning. Using a different tool like Bubble.io, Tableau, ClickUp etc. is more difficult for me to stick with.
Q2 – Frustration at the speed of learning and where things don’t work as expected or desired. Avoidance (often unconsciously). Retrenchment back to the known tool and process.
Q3 – Dedicated time and space to learn about and work through the new tools and to apply them into my working. So I have ready made case studies/ scenarios/ examples on where to apply them. Positive memories to support this. Quick access to support and learning material.
-
-
A1. What are your experiences of the ‘learning dip’? Frustrating, received knowledge, skills & attitude – but when things did not go exactly as presented found lack of immediate support made it difficult to resolve immediate problem and then one that followed after.
A2. How did this experience affect you and others? Frustration, delayed meeting the set attitude.
A3. What would have helped you through the ‘dip’? Immediate support, documented scenarios.
-
-
A1. Experience of learning dip. Trained as a coach and needed to ‘coach coach coach’ but first you have to find clients!
A2. Tricky to find clients and so lots of anxiety about forgetting learning, not getting enough practise and so forth.
A3.Ability to find clients more quickly -
Q1. Empathetic trainers/managers helping with the learning has mostly been my experience with the learning dip. Sometimes there was a lot of pressure to learn fast so that business could continue.
Q2. On the negative side it led to more mistakes and greater resentment towards the change. Where there was patience and time given, we were more engaged with the learning and fewer mistakes were made.
Q3. Where there was a negative experience, more planned contingency to manage the dip during the change and communication to all that this was something new to the team. -
-
Q1. What are your experiences of the ‘learning dip’?
I experience the learning dip every time I start on a new project due to the changing nature of consulting work.
Q2. How did this experience affect you and others?
It makes me nervous and makes me doubt my abilities. It also makes me experience imposter syndrome, thinking I’m not qualified to do my job.
Q3. What would have helped you through the ‘dip’?
Supportive colleagues, training, time to adapt.
-
-
You must be logged in to reply to this topic. Login here