An EPIC Learning Journey

Photo by Craig Adderley from Pexels

We know that a single learning event is ineffective because learning is not retained unless it is reinforced on a continual basis.

To address this concern, Diane Law proposes an EPIC Learning Journey. “Think about how much more powerful and sustainable learning would be if there were a progression of cumulative activities, joined together to make a transformational learning journey that improves capability, changes behavior and delivers performance improvement.”

EPIC stands for Experiential, People, Investigation, and Courses. This order is important because it is based on how learners should prioritize their development time.

Experiential includes on-the-job training, job responsibilities, special projects, committee memberships, and volunteer work.

People include feedback, networks, peer groups, action learning, manager guidance, online discussions, facilitated groups, and mentoring.

Investigation includes information accessed as needed, such as just-in-time resources, articles, videos, manuals, and infographics.

Courses include formal learning programs and professional qualifications and certifications.

The Peer Learning Group Model, created by The Peer Learning Institute, brings the EPIC Learning Journey to life.

Courses occur when the managers, who join a peer learning group, bring with them their prior work experience and formal training from previous courses.

People occur when the managers spend 90 minutes, in the first session of a two-session module, sharing their expertise and supporting each other as they learn together.

Investigation occurs when the managers gain just-in-time information about different techniques for handling a current management challenge.

Experiential occurs when the managers spend a month back on the job applying the new techniques they’ve learned to address that management challenge.

People occur when the managers meet weekly with a peer buddy for mentoring and support during that month.

Investigation occurs when their learning practice is reinforced on a weekly basis with micro-learning and resource tips.

People occur when the managers return to their peer learning group at the end of the month for a second 90-minute session. At that time, they discuss their practice experience, receive feedback, and plan how they will handle similar management challenges in the future.

The Peer Learning Group Model provides a transformational EPIC learning journey that improves capability, changes behavior, and delivers performance improvement to increase employee engagement, productivity, and retention.

If you would like to explore how to initiate an EPIC learning journey in your organization, schedule time to speak with Deb Laurel at https://bit.ly/314ztux

#peerlearninggroups #managementdevelopment

 

 

 

 

 

Related Posts

Keep It Moving

“A peer learning group is a wonderful testing ground for new behaviors.”…

About Us
ethnically diverse group
We solve the problem of managers who were promoted due to their technical expertise and never learned interpersonal management skills.

Let’s Socialize

Latest Posts