Experience the Discovery Learning Approach – Paradigm Learning

Category: Education

Presentation Description

Discovery learning is a powerful instructional approach that guides and motivates learners to explore information and concepts, embrace new knowledge, and apply new behaviors back on the job. Using this methodology, organizations can educate their employees quickly and with higher levels of retention than traditional training methods.


Presentation Transcript

What Is Discovery Learning?:

What Is Discovery Learning? Discovery learning is a powerful instructional approach that guides and motivates learners to explore information and concepts in order to construct new ideas, identify new relationships , and create new models of thinking and behavior.

Key Ideas Of Discovery Learning:

Key Ideas Of Discovery Learning Problem Solving Learner Management Integrating and Connecting

Problem Solving:

Problem Solving The learning design must guide and motivate learners to participate in problem solving as they pull together information and generalize knowledge.

Learner Management:

Learner Management Learning must be learner driven so that participants, working alone or in small teams , can learn in their own ways and at their own pace.

Integrating and Connecting:

Integrating and Connecting Learning must encourage the integration of new knowledge into the learner’s existing knowledge base and clearly connect to the real world.

Characteristics of Effective Discovery Learning Experiences:

Characteristics of Effective Discovery Learning Experiences Team Problem Solving Hands-on Learning Guided Discovery Reflection and Connection Learner Accountability

Characteristics of Effective Discovery Learning Experiences:

Characteristics of Effective Discovery Learning Experiences A discovery learning experience has several characteristics that, in combination, set it apart from other learning methodologies. Team Problem Solving Hands-on Learning Guided Discovery Reflection and Connection Learner Accountability

Team Problem Solving:

Team Problem Solving During a discovery learning session , learners engage in problem solving with other learners, using their combined knowledge and experience to achieve a goal . Small teams—generally two to six learners per team—work together to explore, discuss, analyze, make decisions, challenge assumptions and accomplish other tasks. This approach “ protects” learners while it provides powerful peer reinforcement and feedback.

Hands-on Learning:

Hands-on Learning Active participation by learners in exploring information and ideas helps get brains engaged in the learning process. Physical engagement might mean moving game pieces around a game board, assembling , prioritizing or integrating items to solve problems, engaging in rehearsals or games, or physically moving around the learning environment to accomplish assigned tasks. Getting learners moving and manipulating gets them learning.

Guided Discovery:

Guided Discovery Learners must be guided along a path toward discovery of ideas, concepts and information. This requires two things : A learning design that builds ever-increasing understanding and comprehension in learners without causing frustration or apathy. A learning facilitator who is a guide rather than a teacher during the learning activities.

Reflection and Connection:

Reflection and Connection Insights learned must clearly connect to real workplace issues. Within the learning experience itself , the learning design must help teams connect ideas, concepts and information to their own companies , departments and/or issues. Individually, learners must also be provided with the time and tools to reflect on their own insights and to plan ways to incorporate them into on-the-job action

Learner Accountability:

Learner Accountability Well-designed discovery learning programs place learners “in the driver’s seat.” Although the road is paved and road signs provide assistance, learners have the wheel . They’re accountable for getting to their destination—which means that they should be working much harder than the session facilitator is.

Discovery Learning Design Techniques :

Discovery Learning Design Techniques There are several discovery learning techniques that work well to engage and educate learners. They include : Stories Visuals Small-Team Exercises Simulations Maps and Models Gaming Techniques


Stories A great story line can “hook” learners quickly and keep them involved throughout the learning experience. Stories are also likely to be remembered over time and can help with retention of learning insights.

Visuals :

Visuals Game boards, wall visuals and colorfully illustrated maps make learners want to learn and provide graphically interesting clues and metaphors to speed the discovery process.

Small-Team Exercises:

Small-Team Exercises A table team environment gives learners a strong sense of commitment to learning and encourages active participation.


Simulations Business Simulations replicate a slice of reality from the workplace. They are time-compressed and safe so that learners can make mistakes and learn from them without real-world consequences.

Maps and Models:

Maps and Models Maps and models help imprint critical content information during the learning experience while providing a context for the knowledge or skills being learned. They can also become on-the-job reinforcement and retention tools.

Gaming Techniques:

Gaming Techniques Chips, cards , game pieces, dice, timers and other items can boost the fun factor and provide a competitive element that keeps the focus strong and the energy high. It is important to note that the use of one or more of these techniques within a traditional training program doesn’t magically make the program a discovery learning experience

Advantages of Discovery Learning over Traditional Training:

Advantages of Discovery Learning over Traditional Training Motivation to Learn Acceleration of Learning Acquisition and Retention of Learning Transfer of Learning to the Job

Motivation to Learn:

Motivation to Learn Discovery learning techniques help draw learners into the learning environment and keep them interested and involved. As they seek information, work with peers and explore ideas , their natural curiosity is aroused and ultimately satisfied. The “fun factor” is high when games, simulations, colorful visuals and competitive challenges are used to create an experiential environment for learning

Acceleration of Learning:

Acceleration of Learning Because discovery learning programs are so highly engaging , learners quickly begin using their minds to digest new information, make connections to their previous experiences and pull together disparate pieces of knowledge. Assimilation of the program’s content, therefore, is accomplished more easily and quickly.

Acquisition and Retention of Learning:

Acquisition and Retention of Learning In self-report studies and post-session evaluations, learners consistently report and/or demonstrate better understanding and recollection of information and skills after receiving them experientially, when compared to more passive learning approaches.

Transfer of Learning to the Job:

Transfer of Learning to the Job Because well-designed discovery learning approaches mirror or illustrate learners’ actual job environments and because they have clear job connection activities and exercises built into the experience, learners are more likely to transfer new knowledge or skills to the workplace.


Summary Paradigm Learning designs business simulations which are powerful and effective learning programs that use proven discovery learning methodology to educate learners in many subject areas.

Reach Us:

Reach Us http:// www.paradigmlearning.com /pages/Paradigm-Learning/387497606944?ref= ts @ Business_Games / company/35276

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