Curious Lighthouse Learning Consultancy
  • Home
  • Services
    • Management Development >
      • Lightbulb Managers Programme
    • Learning and Development >
      • Lego Workshop
      • Learning with LEGO courses
    • Online Course Creation >
      • Online Learning
  • About
  • Testimonials
  • Blogs
  • Get in Touch
  • Workshops

Blogs

What is Creative Learning and Why Use it?

30/6/2022

0 Comments

 
(Creative Learning) -  Captain of your own management journey (Curious Lighthouse)
Image - (Creative Learning) - Captain of your own management journey (Curious Lighthouse)
Creative learning is what takes place when the process of learning allows for creative exploration of a subject, time to digest knowledge before making a commitment to use it, and a culture of succeed or learn.
​
Sound simple enough right?   

Well, yes and no.  The trouble is we’re so use to receiving traditional training, where we expect to be given information and then construct action plans at the end of a session, we sometimes switch to autopilot. So, when someone rocks up and encourages us to find out the answers for ourselves… and oh by the way you don’t have to commit to anything at the end of the session, we can sometimes feel duped.  What are we paying them for if I have to do all the work?

How does Traditional Learning Techniques Differ from Creative Learning Principles?

Traditional Learning Techniques
  1. Knowledge given – ‘Expert’ passes on knowledge
  2. Memory tested – Test to see if the knowledge has been retained
  3. Action planning – Commitment to use the new knowledge back in the workplace
  4. Expected to change – You’ve been trained, you should be using it

​Creative Learning Principles
  1. Creative exploration – Exploring what the answer could be through hands-on activities
  2. Distracted Reflection – Time for the brain to mull things over and make sense of the information, and how it might be relevant to oneself.
  3. Succeed or learn – Having a culture in place were trying things out, and possibly failing is accepted as the norm, as long as we learn from it.
(Creative Learning) - Personality preferences   (Curious Lighthouse)
Image - (Creative Learning) - Personality preferences (Curious Lighthouse)

Why is Creative Learning Important?

​Ultimately, creative learning creates more independence, confidence and better decision making.  As previously mentioned, a traditional approach is top down.  ‘I have the correct answer, I will share it with you.’ This is often mirrored outside the training room with some managers coveting the ‘expert’ role.  A creative learning approach is more collaborative. ‘I’ll help you explore what the answer could be.’  The more this is done, the more people seek collaboration and try things out for themselves, increasing innovation and self learning. 

Example of Traditional Training vs Creative Learning

Picture the scene.  A group have been asked to attend a management development training session.  The group is split into two groups, they’ll cover the same topic, but group A’s trainer is a firm believer in traditional learning techniques, while group B’s trainer embraces creative learning principles.

The following are just two possible ways these two trainers could approach this session.

GETTING TO KNOW YOU

Group A (Traditional Training). They kick off with a light icebreaker.  The trainer has decided that ‘2 truths and a lie’ would be a good activity as it enables people to get to know each other better before they start the actual topic.
​

Group B (Creative Learning). They kick off with a focused icebreaker.  The trainer has decided to combine an activity that gets people to know each other, whilst also focusing in on their knowledge of the topic.  The trainer asks the learners to construct a LEGO® Minifigure that represents how they see themselves as a manager, they then discuss what they chose and why. (The trainer makes a note of anything that needs extra attention in the session.)
(Creative Learning) -   Introductions - Management styles (Curious Lighthouse)
Image - (Creative Learning) - Introductions - Management styles (Curious Lighthouse)

INITIAL TOPIC TRAINING

Group A (Traditional Training). Throughout the first part of the session, the trainer is keen to share information and models that will aid the managers to become better in their day-to-day roles.  There are PowerPoints, discussions, post-it notes, and role play to bring home the learning. The Trainer leads from the front and offers advice when tricky scenarios crop up.

Group B (Creative Learning). Throughout the first part of the session, the trainer is keen to allow the learners to explore the topics by using ‘creative exploration’. They use props and activities to allow learners to discover possible answers.  The trainer has prepared some models and stories to help the learners to dig deeper but will only use these if needed.

DISCUSSION

Group A (Traditional Training). Throughout the session, the trainer feels confident in presenting information to the learners and facilitating discussions by asking probing questions.

Group B (Creative Learning). Throughout the session, the trainer feels confident in allowing the learners to explore.  They facilitate discussions by allowing the learners to ask questions. 

CAPTURING LEARNING

Group A (Traditional Training). Towards the end of the session, the trainer is keen for the learners to create action points.  They believe this will drive transfer of learning back in the workplace.

Group B (Creative Learning). Towards the end of the session, the trainer explains that the best ideas on how to use their new learning, may come to them after the session has ended.  The trainer asks them to jot down any thoughts they may currently have, and then to review these ideas at a set time frame in the future and add to them.  The trainer explains that a follow up session will be available to explore these thoughts further.

AND FINALLY…

Group A (Traditional Training). The trainer uses the final part of the session to recap on the key take away points and gain some feedback on how the session went. This session is now complete.
​
Group B (Creative Learning). The trainer asks the learners to recap on the session and make a note of anything that would aid them further in this topic.  An agreed time frame is set to review the learning and a story or activity is used to bring the session to a thoughtful close.  No feedback is solicited at this stage, this will only be done after the review and via an online portal to allow people to create a considered response.

Did you spot the differences?

Before we go any further it’s important to say that there is nothing wrong with the traditional training outlined here.  It’s a solid training session and learners will still go away having acquired some new knowledge.

​But the group that attended the creative learning session, will have had a much more immersive experience.  And, because the session wasn’t closed down by agreeing to action points, they will feel more empowered to continue thinking about the topic and decide for themselves how they will apply their learning (with the help of the review session.) 
(Creative Learning) - Train-the-Train - Attributes for a great trainer  (Curious Lighthouse)
Image - (Creative Learning) - Train-the-Train - Attributes for a great trainer (Curious Lighthouse)

So, How Can You Increase the Creative Learning in Your Sessions?

Here’s three ways to start introducing the concept of creative learning into your sessions.
​
  1. Have at least one hands-on activity that allows learners to explore and find out for themselves what the answer might be.  The debrief is key here as this is ultimately where the learning will take place.
  2. Leave action points / goal setting till they’ve had time to digest the learning.  A great way to do this is design more programmes and less one-off events.  That way you can build on learning over time, allowing for that all important gap for the brain to do its thing.
  3. Work with senior leaders, and managers to let them know you’re encouraging a ‘try and learn’ element to your sessions. (They may need some support themselves in this area too!)

About the Author

Nikie Forster is the owner of Curious Lighthouse Learning Consultancy Ltd, focusing on increasing competence and confidence in Managers & Trainers. For over 20 years, Nikie has used elements of creative learning in her training, but it was only in more recent years that she realised that her 3-point creative learning principles could benefit other trainers and facilitators to increase engagement in their own sessions.

One of the many props Nikie uses to aid creative learning is LEGO®.  To find out more head to:

​https://www.curiouslighthouse.co.uk/learning-and-development.html
 (Creative Learning) - Clarification activity for Management Development programme. (Curious Lighthouse)
Image - (Creative Learning) - Clarification activity for Management Development programme. (Curious Lighthouse)
0 Comments

GETTING THE MOST FROM LEGO® ACTIVITIES

22/3/2022

0 Comments

 
Picture
LEGO® is great for gaining engagement and involvement in sessions, BUT as an L&D professional my eye is firmly on the underlying learning principles, one of which is the debrief. 

Without a purposeful debrief you’re simply playing with LEGO®!

Here’s just a few things to keep in mind:

  • As part of the design of the activity, have a clear outcome for the debrief.
  • Allow learner/s to consider what they have learnt from the activity individually before asking for examples of learning from group.
  • To help solicit more insights, you could ask them:
    • What themes did they notice when others were sharing their learning?
    • Did people have different pieces but the same answer, or visa-versa?
    • What did they notice about their own answers / other people answers? 
  • How would they draw their own learning from the activity back to our main topic of the session?
  • Recap on main comments and help them reflect on anything not already mentioned.

This is just one of the things we discuss in the ‘LEGO® Workshop for Training Teams and ​​L&D Professionals’.  Check out the full content here:  https://www.curiouslighthouse.co.uk/lego-workshop.html

#curiouslighthouse #learningwithlego #learninganddevelopment
0 Comments

LEGO® Discuss starter

15/3/2022

0 Comments

 
Picture
“I like the idea of using LEGO® in my session, but don’t want to go full in yet.  Do you have a quick activity I could try out?”

This is a question I get asked a lot, so I thought I'd share a possible discussion starter as an example of how you can use LEGO® in a session, without making it the main focus.

  • Introduce the LEGO®. (Some people might need a bit of theory here to accept play as a form of learning – see previous post on why I use LEGO® in my sessions.)
  • Let them know you are going to ask them to build something from the LEGO® to help get a discussion started.
  • Explain that the bricks can mean whatever they want them to mean.

Perception discussion starter
  • Ask your learners to select three LEGO® pieces that represent their personality at work. (Xtra bags and LEGO® Accessory work really well for this activity)
  • Ask them to explain why they chose those pieces.
  • Ask them to pick one further piece that they think others may have picked for them
  • Again, ask them to explain why they chose that piece.
  • Continue the discuss linking to your session outcomes
 
This short activity is good because there are no perceived right or wrong answers.  It also allows everyone to have time to think about the topic before you launch into any theory or deeper discussion.
 
Want to find out more about learning with LEGO®?  Check out: https://www.curiouslighthouse.co.uk/learning-with-lego-courses.html
 
#curiouslighthouse #learningwithlego #learninganddevelopment
0 Comments

Spreading Lego Activities Around the World One Course at a Time!

9/2/2022

0 Comments

 
Picture
How cool is this?

This map shows all the different places around the world where people have bought my online Lego courses!

Right now there are people in 27 different countries considering using Lego activities in their training, facilitation, and coaching sessions to help increase engagement and retention of learning:
​
1. Germany
2. United Kingdom
3. Switzerland
4. United States of America
5. Austria
6. Australia
7. Brazil
8. Hong Kong
9. Mexico
10. Pakistan
11. Argentina
12. Belgium
13. Canada
14. China
15. Denmark
16. Spain
17. Hungary
18. Indonesia
19. Ireland
20. India
21. Japan
22. South Korea
23. Montenegro
24. Malaysia
25. Poland
26. Thailand
27. South Africa

I feel very privileged to be able to connect with such a wide range of people.

Want to see what all the fuss is about?
​Check out the link to see all the courses: 
www.curiouslighthouse.co.uk/learning-with-lego-courses.html

#curiouslighthouse #legoseriousplay #learninganddevelopment
0 Comments

What is the difference between Lego® Serious Play® and Learning with LEGO®

19/8/2021

0 Comments

 
What is the difference between Lego® Serious Play® and Learning with LEGO®
As my group of delegates dashed around the room collecting bits of Minifigures and rummaging through the pots of accessories to work out which best suited their style of management, I grinned to myself. I'd invented such a great activity, why weren't any of my peers using LEGO® in their learning sessions too?
​
I took to social media to share (after all that's what we do in Learning and Development... We share.) I announced to the world I'd come up with a great activity using LEGO® and everyone should try it.
Minifigure Lego activity.  Nikie Forster.  Curious Lighthouse Learning Consultancy
Turns out, many people already had! 

After a short period of slight dejection (I wasn't the genius I thought I was!) I realised this was actually a good thing. More people, means more ideas! So, I went on a hunt to find out more and that's when I realised it. There were vast communities, all over the world, all talking about and successfully using LEGO® in their sessions!

But these people were all talking about something called LEGO® SERIOUS PLAY® (LSP)... And this LSP seemed to come with rules and certifications and rather more seriousness than play. So, I simply carried on with my own version and found myself calling it ‘Learning with LEGO®’ instead.
​
Fast-forward 5 years and I’ve created and hosted many of my own LEGO® activities, but I’ve also learnt an awful lot more about LSP and have become much more comfortable with my relationship with LEGO® and when to call it LSP and when to call it Learning with LEGO®.

​​So, what are the fine lines between Lego® Serious Play® and Learning with LEGO®?
Lego Serious Play event. Nikie Forster.  Curious Lighthouse Learning Consultancy

Do you have to be certified to host Lego® Serious Play®?

In a nutshell... No! This was very confusing for me when I first found out about LSP. I have many professional qualifications in L&D and thinking that I had to spend a couple of grand to call myself qualified to use something I was already using, was a big turn off. Then, I found out that when LEGO® first rolled this out, they did indeed run certifications. BUT, in 2010 they made the whole thing open source, meaning anyone can run a LSP session if they follow these guidelines.
​
So why are their certification courses for LSP? Having looked at a few of these courses, it looks like they are focusing on facilitation skills with the LSP methodologies as the underpinning focus. I’m not knocking doing a course and having hands on experience of learning new activities, but you don’t have to be certified in it to host a LSP event, you do however have to know how to facilitate well.
Introduction Lego activity  Nikie Forster.  Curious Lighthouse Learning Consultancy

Where can I find information about Lego® Serious Play® and Learning with LEGO®

Whether you are going to host an LSP session, or a session that uses LEGO® activities, reading the Open-Source guide is really helpful to understand the difference between the two. It also gives you some good techniques in using LEGO® in your learning. But remember at the end of the day, an event should be about the learner, not about the LEGO®. It is simply one of the many props and processes you can use to help learners achieve their goals, so I’d strongly recommend further reading on the latest research around learning too. (I'd also recommend reading the great articles in the LSP Connect Magazine - It's free too!) 

Or, if you're interested in learning more about using LEGO® based activities in your training, facilitation, or coaching then check out the Learning with LEGO online course there are 26 Lego activity, all with video demonstrations, worksheets and shopping lists!
Learning with Lego online courses:  Nikie Forster.  Curious Lighthouse Learning Consultancy

​So, why Use Lego® in Your Training, Facilitation, or Coaching Session?

The process of making something, which is then discussed, can lead to much more valuable, insightful and honest discussions than simply posing a question and expecting everyone to have an input. Imagine using this in your training, facilitation or coaching sessions, where normally quieter participants often don't share their inner thoughts, and extroverted participants forget to reflect!
​
I often use LEGO® activities as discussion starters often flowing into other L&D methods to continue the learning to an outcome. Like any other activity in Learning, LEGO® is simply a prop to aid discussion. As such, it still needs to be considered with the topic and audience to ensure it’s the right thing to use.

In Summary
​

All-in-all, I like the idea of LSP, but I love Learning & Development more. Me, my Minifigures and accessories have a special bond and whether I invented the activity or not, it remains one of the best discussion openers I’ve come across and will be enjoying using LEGO® for many years to come. 

CLICK HERE to check out Free resource on Lego activities

Nikie Forster.  Curious Lighthouse Learning Consultancy
0 Comments

    Categories

    All
    Development
    Inductions
    Learning With Lego
    Management Development
    Personaility Preferences
    Trainer's Development

    Nikie Forster

    Learning doesn't just happen in a training session.  It happens all around us!  Follow my ramblings and continue to see the world in a different light!

    RSS Feed

    Archives

    June 2022
    April 2022
    March 2022
    February 2022
    January 2022
    August 2021
    November 2020
    August 2020
    July 2020
    January 2020
    December 2019
    October 2019
    September 2019
    May 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    November 2016
    September 2016
    August 2016
    July 2016
    April 2016
    March 2016

Services

Management Development

Lightbulb Management Development Programme

Lego Workshop for Training Teams

Learning with LEGO courses


Online Course Creation

Free stuff!

Blogs

​Link to YouTube Video Series

Support

About

Get in Touch
Website Privacy Policy
Website Terms and Conditions
Curious Trainers Academy Terms and Conditions
Curious Lighthouse Learning Consultancy (C)

Copyright © 2015-2022
​Curious Lighthouse Learning Consultancy Limited.
ALL RIGHTS RESERVED
  • Home
  • Services
    • Management Development >
      • Lightbulb Managers Programme
    • Learning and Development >
      • Lego Workshop
      • Learning with LEGO courses
    • Online Course Creation >
      • Online Learning
  • About
  • Testimonials
  • Blogs
  • Get in Touch
  • Workshops