Before we look at the impressive value of intentional learning, here is a quick recap on the six Is of real learning model. In this series, we outline each component – Individual, immersive, incremental, iterative, intentional and intrinsic – and how to apply it. We also suggest how to combine different components to support learning that leads to behavioural change and workplace application. Here, we explore the fifth I of this new L&D model – Intentional learning.
Why intentional learning really matters
We’ve all heard the saying, ‘you learn something every day’? And it’s true. But most of what we learn ‘every day’ is accidental, random, not managed, anticipated or intentional.
Intentional learning is a deliberate, conscious and planned process. It starts with clarity about the specific knowledge, skill or capability you are working on, and want to improve.
If you are blindfolded and reach for any item on your desk, it will take more time than if your eyes are open and focused on the item, and you simply reach then hold. Learning blind, by chance, and without eyes open is inefficient, wastes a lot of time and is frustrating.
Intentional learning is none of that – it is the quickest, most direct way to enhance performance.
The high value of intentional learning
Intentional learners create value by developing themselves more quickly than passive or dependent learners.
An intentional learner is likely to use natural workplace experiences as the primary source of development. They don’t wait for a structured event to meet their clearly defined needs. They will exploit their real work experiences and opportunities to immediately and directly develop specific capabilities.
And if they do attend an expensive organised event, it will be to help meet a known nee, not because it ‘sounds like the right course for them’.
The pace of workplace change makes past treasured capabilities obsolete or of far less value. Intentional learning helps high performers keep up with and ahead of current demands, needing far less direction. For these learners, this is a largely self-managed process.
The greater the clarity of the need, the more agile an intentional learner can be in making the decisions that most directly accelerate performance. If you only offer a vague developmental direction, even the best-intentioned efforts will be inefficient and time-consuming.
Not all intentional learning is informal – or entirely self-driven. Structure can multiply the value of their efforts, for instance within a coaching or mentoring context, reading or video viewing, or an organised networking event. But, overall, a finely tuned intentional learner will not need such explicit developmental experiences as others.
What prompts intentional learning?
The most impressive learners are driven by desire, curiosity, high personal standards, career advancement and reward.
You can nurture intentional learners in the workplace by offering them:
- The guidance of an authentically interested line manager
- A meaningful development review and planning process
- A succession plan that gives direction and clarity around the meeting of specific and agreed individual development needs
The current ‘more from less’ workplace finds little or no time for encouraging intentional reflection on performance, present or future. An organisation, team or individual that dares to be different, and thinks before action, is more likely to engage in unusual, intentional, efficient and targeted learning.
The first words of Nancy Kline’s remarkable and accessible book Time to Think are: ‘Everything we do depends for its quality on the thinking we do first’.
Too often, activity is expected and rewarded over productivity. Deliberate thinking and reflection is not seen as ‘real work’.
Intentional learning requires conscious, deliberate and immersive thinking. Learning deliberately is no guarantee of instant success (see the ‘iterative learning’ element of this six part series). Nor is it a linear process. The intentional learner is persistent, goal-centred and resilient. They know that deliberate reflection is the fuel of enhanced performance.
Intentional learning has greatest value when used for complex, urgent, significant or unfamiliar tasks. And when efficiency of progression is essential, and wrong turns or delays have serious consequences.
A final practical thought… turn on your light
Intentional learning is like navigating an unfamiliar room at night with the light switched on, allowing swift and safe movement. Turn that light off and everything changes. Intentional learning is the light that guides performance and achievement.
