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1. Unconscious incompetence

The learning staircase

2. Conscious incompetence

The individual does not understand or know how to do something and does not necessarily recognize the deficit. They may deny the usefulness of learning a new skill, so the individual must first recognize their own incompetence and the value of learning a new skill, so they can move on to the next stage. The length of time an individual spends in this stage depends on the strength of the motivation / stimulus to learn.

The four stages

Though the learner does not understand or know how to do something, he or she recognizes there is a deficit and now see's the value of learning a new skill by addressing the deficit.

The making of mistakes can be integral to the learning process at this stage.

  • Unconscious incompetence
  • Conscious incompetence
  • Conscious competence
  • Unconscious competence

The learning staircase / the four stages of learning

3. Conscious competence

The four stages of learning is a model that describes the processes an individual goes through as they learn a new skill. It shows that people are originally unaware of their incompetence, but once they are aware they try to develop a skill that they can utilize along the way. As time progresses, this acquired skill is effectively used without conscious contemplation. It is in this stage when a human develops mastery – that is known as unconscious competence.

The individual understands or knows how to do something. However, demonstrating the skill or knowledge requires concentration. It may be broken down into steps, and there is heavy conscious involvement in executing the new skill.

The Conscious Competence Ladder is useful in several ways, firstly it can be used to understand the emotions experienced during the learning process. This can help to keep the learner motivated when times get tough; and it can help you manage expectations of success, so that the learner doesn't try to achieve too much, too soon.

It's also useful in coaching and training situations, because it allows you to be in touch with what your people are thinking and feeling. You can then help them understand their emotions as they learn new skills, and encourage them when they're feeling disillusioned.

For example, during the consciously unskilled phase, you can reassure the learner that, while learning this skill is difficult and frustrating right now, things will improve in the future.

Also, when unconsciously skilled, the model reminds you to value the skills that you've gained, and not to be too impatient with people who have yet to gain them.

4. Unconscious competence

The individual has had so much practice with a skill that it has become "second nature" and can be performed easily. As a result, the skill can be performed while executing another task. The individual may even be able to teach it to others, depending upon how and when it was learned.

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