Having dedicated over half of my life to being a coach and facilitator -- first in martial arts, then as a Peace Corps Volunteer, and for the last 12 years as an evangelist for the sourcing industry -- I am fascinated by the conversation on adult education theory. Aside from being a lifetime practitioner, the only formal teaching I’ve ever received in the discipline of instruction was my Peace Corps indoctrination into “non-formal” education, a variation of adult learning theory that is extraordinarily effective in a development setting. Ask any Return Peace Corps Volunteer like me, or any other development worker, and they will tell you that transferring skill and knowledge, changing attitudes, and shifting paradigms are among the chief objectives.
To me, there is no superior thrill or higher reward than to experience the light bulb turning on above someone’s head when they learn something new. That moment of discovery is exhilarating for both trainer and the student. This is why I have a hard time understanding why so few leaders in our industry are willing to share their knowledge. Among those who do, there is a preponderance of “sage on the stage” educators looking down at the audience from their pulpit in a position of seniority, not as mentors, coaches, or facilitators. This time-honored “sage” education model is effectual with children but adults also need something else.
SAGE ON THE STAGE MODEL
The sage on the stage is an instructor who lectures and who believes s/he has knowledge to “give” to others who would benefit from it. In contrast, a “guide on the side” is an instructor who helps people discover knowledge and steer them in ways that assist in their quest for answers. The sage on the stage model is efficient and recognizes the wisdom and experience of the instructor. In our busy lives leading recruitment organizations it feels as if all we have time for is to sit through a select few of these a year where we listen to a progression of sages preach to us from their pulpits. This is primarily what we find at recruiting conferences and on most webinars. But is this just a factor of our lack of time, poor planning and low resources? Leaders in other industries must certainly be as busy and under-resourced as we are, so what gives?
Download the full white paper below.
To me, there is no superior thrill or higher reward than to experience the light bulb turning on above someone’s head when they learn something new. That moment of discovery is exhilarating for both trainer and the student. This is why I have a hard time understanding why so few leaders in our industry are willing to share their knowledge. Among those who do, there is a preponderance of “sage on the stage” educators looking down at the audience from their pulpit in a position of seniority, not as mentors, coaches, or facilitators. This time-honored “sage” education model is effectual with children but adults also need something else.
SAGE ON THE STAGE MODEL
The sage on the stage is an instructor who lectures and who believes s/he has knowledge to “give” to others who would benefit from it. In contrast, a “guide on the side” is an instructor who helps people discover knowledge and steer them in ways that assist in their quest for answers. The sage on the stage model is efficient and recognizes the wisdom and experience of the instructor. In our busy lives leading recruitment organizations it feels as if all we have time for is to sit through a select few of these a year where we listen to a progression of sages preach to us from their pulpits. This is primarily what we find at recruiting conferences and on most webinars. But is this just a factor of our lack of time, poor planning and low resources? Leaders in other industries must certainly be as busy and under-resourced as we are, so what gives?
Download the full white paper below.
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(Published on ERE JCRL June 2010)
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