Facilitation of Learning Processes

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What is Learning?

Cambodian traditional views towards learning

The word “learn” is translated into Khmer as “rean”, and in the daily use, this word means like “going to school to listen to the teacher”. The word “rean soatr (Learning)” is a combination of Khmer word from learn and “reciting” and reflects on the former traditional Cambodian way of learning.

When I was at school, I experienced that for those students who fail to remember something were required by the teacher to rewrite and recite the session. The common discipline was that the students need to rewrite a word or a sentence “one hundred times” on the paper so that they will not easily forget it again. Another experience was that a student can say or recite the whole text, but when s/he stuck in a word or a sentence, she needs to start from the beginning, otherwise s/he cannot continue reciting (like a parrot). There were some cases that a Cambodian student at school can recite the whole text perfectly, but s/he not really sure what the text is about. In the development work, NGO staff were often sent to a training course or workshop, and when they were asked about “what have they learned from the training or workshop”, often people list down all items/subjects or activities that the facilitators have introduced.

In summary, we can say that in the Cambodian context, learning is often understood as something (subject) taught by the teacher at school. Based on this view, we can see the underlying roles of the responsible person in the learning process, which are still being practiced until up to now. The learners always expect facilitators to give inputs, and when a question is asked, an immediate answer is expected. More often, learners think there should be one “best” answer to any question or a “right or wrong” answer, from facilitator. Facilitators are generally expected to have higher education and knowledge than the participants. Facilitators are commonly addressed by Cambodians as “Kru – teacher”, and it indicates higher status than the students (participants).

Some western definitions / quotes about learning

Learning is connected with change. Any change in behavior implies that learning is taking place or has taken place.

“Learning is a developmental process that integrates thinking and doing. It provides a link between the past and the future, requiring us to look for meaning in our actions and giving purpose to our thoughts”. (Britton, 2005).

“By seeking and blundering we learn” (Goethe).

“Learn from yesterday, live for today, hope for tomorrow. The important thing is not to stop questioning. Curiosity has its own reason for existing” (Albert Einstein, scientist).

“The most valuable thing you can make is a mistake - you can't learn anything from being perfect” (Adam Osborne, American entrepreneur).

“Millions saw the apple fall, but Newton was the only one who asked why”. (Bernard M. Baruch, Advisor to US presidents)

For Cambodians, it should be useful if the following key words are mentioned:

- Leaning involves change

- Learning from experience / mistakes

- Connection between past and future

- Learning is a process of doing and thinking

What is a learning organization?

In Cambodia, up to now, the concept of learning organization is still new. As the term was introduced and some donors showed interest in that, a number of organizations called themselves a learning organization, in which they invest more capacity building activities.

Peddler et al, defined a learning organization as “an organization, which facilitates the learning of all its members and continuously transforms itself”. Dixon added that organization “makes intentional use of learning processes at the individual, group, and system level to continually transform the organization in a direction that is increasingly satisfying to all its stakeholders”. The purpose of a learning organization is for the organization growth and survival.

In his article "NGOs as a Learning Organization", James Taylor, the director of CDRA (South Africa), defines four characteristics for a learning organization:

It is not defined as one which learns, but as an organization, which learns consciously.

The organization achieves "improved practice”. The organization is able to implement the required “actions” to address identified challenges and problems, and therefore improve its practice.

The organization learns continuously in achieving an appropriate balance between reflection, learning and action.

The organization develops the means and ability to exploit fully its own actions and experience as a primary source of learning.

Learning how to learn

This is not related to learning on certain subject content, but it is about developing ourselves to be an effective learner. In order to reach that purpose, we need to look at the way we learn and identify the most appropriate approaches about how to learn.

Many Cambodians might feel reluctant to recognize it as they feel they know how to learn. However, it was observed that the ways Cambodians learn are likely more traditional. However, some Cambodians have started to recognize the importance of learning how to learn, which makes their further learning very effective.

For me, learning how to learn is extremely important and should not be underestimated. It is a prerequisite for an effective learning of other skills. Important learning skills (for learning how to learn) are (for examples):

Reflection (e.g. using Action Learning Cycle)

Personal Journaling

River of life

Appreciative enquiry

Story (also Most Significant Change - MSC)

Mind mapping

Analytical/critical thinking

Questioning (including strategic questioning)

Listening

Paraphrasing

Reading

Observation

Behaviors for a successful learner