Culturally Dynamic Learning

Albert Einstein knew it would all come to this with his profound statement,

"If am through learning, I am through."

Did he know that the 21st Century would be characterized by globalization, information, and unprecedented change? Did he know that those who do not respond to shifting paradigms would become obsolete... equipped only for the "world that was", not the world that is... and the world that will be?

In order to stay relevant, individuals must be equipped to identify, filter, "take in" and apply new knowledge, skills and attitudes in what seems to be nanoseconds. The popular buzzwords, "lifelong learning", have taken on a powerful new meaning in this new millennium.

To answer the challenge of learning in this ever-changing, global, information rich new world, Executive Performance has developed a cutting-edge "Culturally Dynamic Learning" approach. Culturally Dynamic Learning (CDL) integrates the very best practices from the fields of traditional and eLearning with current research on lifelong learning and polychronic temporal environments.

CDL is learning that acknowledges and exploits the symbolic communication (a group's skills, knowledge, attitudes, values, and motives) of diverse groups of people to effect progressive change.

This CDL approach is especially effective for individuals with polychronic temporal orientations (i.e. those who identify themselves as "multi-taskers"), whose learning styles are not served in traditional "sage on the stage", linear lecture style instruction.

These multi-dimensional individuals

approach work projects with flexible, adjustable plans and shared responsibilities.
tend to believe the success of learning, business, or social transactions is ultimately determined by the individuals involved and their cohesiveness as a team.
believe that learning, work and play are founded upon quality interpersonal interactions and long-term investments in community-building, which take precedence over all forms of activity.
communicate spontaneously and in high context.
conduct decision-making using extensive group involvement, discussion, and consensus.
perceive the essence of leadership is the subtle balance of group consensus and personal vision

Source: http://www.innovint.com/downloads/mono_poly_test.asp.

The tools and strategies employed in our Culturally Dynamic Learning environments accommodate both polychronic and monochronic temporal orientations.

Polychronic individuals thrive in a learning process where many subjects may be discussed at the same time - where several conversations can be occurring in the same space, and where relationship building is of primary importance. We develop learning experiences where asynchronous threaded discussions, cooperative project-based learning, and chat features maximize the experience for polychronic individuals.

Monochronic individuals who already thrive in traditional learning environments with linear conversation and debate are also served in our Culturally Dynamic Learning environments. We understand that the focus for monochronic individuals is on the interaction between two people who talk back and forth until a satisfactory conclusion is reached, and then the next conversation can begin. We develop learning experiences where Journals, e-mail, and objective tests features maximize the experience for monochronic individuals.

Executive Performance's Culturally Dynamic Learning...
a new way of learning for a new millennium.