Andragogical Model

What is Transformational Learning?

• Transformational learning refers to learning that is dramatic, and causes a fundamental change in not only thinking but also behavior. It can be immediate or delayed (Merriam & Baumgartner, 2020).

What is it?

• Transformational learning is not about new learning but about forming new perspectives on things we already know about and have experienced.

Examples of Transformational Learning in the Workplace

• Many employees go into a job with their own experience therefore, having their own way of doing things. This could be a hindrance to a company. A leader would need to guide the employee to help them have a new way of thinking using the experience they have. This helps avoid recreate the wheel, but rather change the direction of the wheel.

Examples

• Leaders want to empower their employees in what they already know and transfer that knowledge by using transformational learning either through formal or informal trainings. This could include: informal conversations between leader and employee, formal trainings or development.

Sociocultural perspectives in transformative learning includes: social-emancipatory, cultural-spiritual, race-centric, and planetary approaches (Merriam & Baumgartner, 2020).

What is it?

There are many elements that can influence not only experiences that one carry, but also influence how one will go about "new" learning. Factors such as economic struggles, cultural beliefs which can influence spiritual beliefs, all form how people view and interact with the world around them.

Everyone in the world has a different set of schemas. Everyone has different experiences due to different factors such as money, race, parental involvement, motivation, etc. Because of this, leaders must know their employeees to better meet their learning needs based on where they are at. Learning needs will vary based on what employees know and what they need to know to continue to help them be successful not only professionally but personally as well.

Examples

The Roles

Roles of emotion will guide a lot of decision making in ones life. If one feels capable, motivated, inspired, then this will push this individual forward. But if an individual feels incapable, inadequate, or shame, this will many times push the individual backwards. Having a good relationship can help a leader in guiding their employees forward even in moments of shame. Shame can still contribute to new learning through realization and reflection (Merriam & Baumgartner, 2020).

Roles of emotion and relatationships can help or hurt an individual in their transformative learning process. A leader needs to build a relationship so they can emotionally support an individual. Someone who feels unsufficient or unable will have negative emotions surrounding new learning which can hurt company productivity and effeciency. But knowing an employee, a leader can challenge them in a healthy manner to help an employee feel empowered and able to complete new learning and to reflect on their experiences to help with true transformative learning.

Examples

To apply the transformative learning theory, it must be experienced and valued.

• A leader must first encounter their own transformative learning before they tell others to go through this process. And leaders must understand what the process is like.

Relation

• A leader must create a relationship with employees and ask them for their input towards new learning as far as what they would like to know more about and their learning style.

• A leader must know what resources are available and will be utilized in encouraging employees to want to participate and truly engage in the experience.

One suggestion to help in getting to where employees are and where they want to go is by utilizing informative surveys. According to Morrel-Samuels, he discusses how the difference between a good and bad workplace survey is a careful and informed design (2002).

Examples

From there, leaders will use this information to guide in what transformative learning they want to achieve while taking their employees thoughts into the planning process, and how to present the new information.

Every so often, progress surveys can be conducted, as well as discussion and feedback to make sure there don't need to be changes or adjustments to create a positive and inclusive environment for optimal learning.

Things a Leader can do to foster transformational learning:

What is it?

• Establish authentic relationships
• Guide open-ended discussions
• Achieve understanding
• Show concern
• Share from own experiences
• Be available
• Use resources such as journaling or art based activities
• Create meaningful experiences

(Merriam & Baumgartner, 2020)

Use dialogue. Mentors and leaders can use reflective practices to engage in transformative learning through discussions to guide action (Merriam & Baumgarter, 2020).

Art activites such as firms, stories, scrapbooking, collaging, and writing can also be a method used to foster (Merriam & Baumgartner, 2020).

Examples

Reflective practices can also include journing and brainstorming (Merriam & Baumgartner, 2020)

Use experiences to stimulate transformative learning (Baumgartner, 2019).

The role of the leader is to walk the talk first by modeling and explaining transformative learning

Leaders use their own experiences and use it to guide the team on their experiences towards transformational learning

What is it?

Leaders must also:

• Understanding learning styles of those being led
• Guide team towards self directed learning
• Leaders must create new challenging experiences to foster growth
• Leaders take time to understand their teams strengths and weaknesses

(Merriam & Baumgartner, 2020).

Leaders must think about transformational learning they have gone through themselves and reflect on what went well or what could have gone better.

Leaders continue to go through their own learning whether that be in a formal or informal setting.

Examples

Leaders will use best practices when deciding the type or training or workshops they may choose to include in the workplace for employees.

Leaders will get employee feed back to ensure expectations are being met from both sides.

In analyzing transformative learning and best practices, there are many key take aways. These are:

Analysis

• Transformational learning is learning that creates new perspectives out of experiences which can lead to behavioral changes.
• This type of learning can occur inside and outsie of work.
• Leaders must prioritize relationships to guide others in their transformational learning journeys.
• Leaders must use reflective tools to guide one through tranformational learning.
• Leaders must be aware of external factors that could prevent learning from taking place which could affect motivation and participation.

Reflecting on the presented information, if a leader has not been reflecting on their own experiences or value learning, then they can begin to take steps to guide their own learning before beginning to guide others.

Application

If a leader has also not been taking the time to begin building an authentic relationship with those they want to lead, then that is a necessary step as well.

Leaders must take time to understand the needs of those they are leading to avoid barriers.

Leaders can begin thinking of what is the goal of the new learning and think of resources available to reach the goal.