Why is it important to know the four stages of competence to create effective learning?
In recent years, the field of elearning has been flooded with AI-powered tools and features that have largely automated the learning journey. Everything from topic recommendations and evaluations to learning support is now managed by algorithms or AI chatbots. However, despite the heavy reliance on technology, professionals and instructional designers cannot forget the basic principles behind how knowledge is acquired. We are referring to the Four Stages of Competence, a model developed in the 1970s to describe the various stages a person goes through from ignorance to mastery. Understanding these developments is important to help professionals in the eLearning field create effective learning experiences that empower learners to achieve their goals. In this article, we explore the stages of competence and the role of elearning in each.
Exploring the four stages of competence and the role of elearning
Stage 1: Unconscious Incompetence
The first stage of the learnability model is unconscious incompetence, or, simply put, the stage during which learners are unaware of what they do not know. In most cases, this is the state that learners find themselves at the beginning of their learning journey, where they don’t have an idea of everything they don’t know about the subject they will be exploring. At this stage, learners may simplify the task in their minds, which may decrease motivation to actually explore it.
To better understand this step and the subsequent steps of the learnability model, we will use an example throughout the article. Let’s say you want to introduce a new software to your employees. This could be a new customer relationship management (CRM) platform, a learning management system (LMS), or a project management tool. Initially, your employees will be unfamiliar with this new tool, and their reactions may vary. Some may approach it with more confidence, minimizing the complexity of the tool, while others may be intimidated, especially if they are not interested in learning new technologies.
How can elearning help?
At this stage, learning designers and instructors need to encourage learners to try the course. The focus is not so much on learning as it is on generating interest. Therefore, they need to do the following:
- Create awareness. If learners are at a stage where they do not realize their incompetence, they may not even understand the consequences of ignorance. Use quick videos or infographics to highlight the benefits and impractical value of the competency.
- Identify strengths and weaknesses. Use assessments, quizzes, and short self-checks to determine a learner’s starting point as well as their developmental potential. This will help you design a learning path that fits their current skills and future goals.
- Create curiosity. See the process of exposing learners to the extent of their ignorance a step further. Use simulations, scenario-based stories, and role-play activities to highlight the practical application of the training course and make the need for more concrete learning.
Stage 2: Conscious Incompetence
At the second stage of the Competency Learning Model, the learner has gained a fair understanding of their knowledge gaps. In other words, they are aware of what they don’t know. This is a very important step in the learning process, as it defines the moment when learners accept that they have knowledge gaps and need to try to work on them. This feeling can also lead to frustration as learners realize how much there is to learn.
Going back to our example, during the second stage of competency, employees have become more familiar with the new tool or platform they need to learn. However, upon learning more about its full potential, they may be overwhelmed by the number of features or functions they must learn to navigate.
How can elearning help?
This is an important step in the learning process, as the risk of losing learners is still quite high. As a result, a lot of support and adaptation is necessary. Here are some things that can help:
- Mentoring and coaching. Stay close to learners as they navigate the challenges of acquiring a new skill, learning opportunities, such as skill-based training, simulations, and providing guided lessons. Remember to combine these with one-on-one mentoring to ensure your employees are as supported as possible.
- Microlearning. Break training sessions into manageable modules to accommodate learners’ busy schedules.
- reflection To help your employees learn as effectively as possible, be sure to include a progress tracker and short journaling points to encourage reflection and encourage employees to continue learning.
Stage 3: Conscious Competence
Moving on to the third stage of competence, we have conscious competence. At this point, learners have mastered the question and are able to apply it effectively. However, so far this has not been automatic, requiring conscious effort and thought. As a result, even though they are productive, errors can still occur, although less than in previous steps.
For example, employees have enough time to train using the new LMS or CRM software so that they know all its capabilities and features. On top of that, they can effectively use them to search for data, create reports, or share insights with their colleagues. But, to do that, they still need to stop and remember how to complete each task or refer to resources to remember the exact sequence of steps they should follow.
How can elearning help?
During this phase, learning instructors must focus on providing learners with the reinforcement and feedback they need to consolidate the knowledge they already have. In particular, they must assist in the following:
- Practice and repetition. Learners need to practice and apply their new skills as much as possible, which can be achieved through interactive simulations, branching scenarios, collaborative projects and more.
- Feedback loop Provide learners with continuous feedback on their progress through automated assessments and regular one-on-one meetings. It promotes motivation and engagement.
- Performance support. Learners also need support outside the learning environment. Help them apply their new skills in real-life situations by integrating aids and leaders into their workflow.
Step 4: Subconscious Competence
The final stage of competence begins when the learner has mastered the skill. This happens when they have learned the skill so well that it has become second nature, and they can apply it without conscious thought. The challenge here is to ensure that learners don’t forget the basics just because they’ve mastered them. In this way, they can pass on this knowledge and contribute to the learning culture of the organization.
Referring back to the previous example, your team has now learned how to use their new tool(s) flawlessly, thereby significantly improving their day-to-day performance. The only drawback that can be mentioned is that they struggle to train newbies to use the tool as efficiently as possible.
How can elearning help?
During the final phase of the learnability model, the role of individuals shifts from training individuals to fostering a culture of learning that will ensure knowledge retention and transfer. Therefore, attention needs to be paid to the following:
- recognition It is important to recognize the fact that learners have mastered a particular skill through certifications, badges, and public outcries. This will encourage them to continue their learning journey with other courses.
- Continuous learning. Once a skill is mastered, learners can still explore deeper by exploring new areas of expertise or application.
- Capture of knowledge. It is very important that employees document what they are learning as a knowledge base that they or other employees can refer to whenever needed.
- knowledge transfer. Finally, sharing knowledge is important so that everyone in your organization can learn new things, improve their performance, and make your company more efficient. This can be achieved by making your knowledge base accessible to all and encouraging collaborative projects that promote cross-functional knowledge sharing.
The result
Understanding the four stages of the competency model ensures that learning professionals do not lose sight of the fundamentals of their field. That is, learning is a series of steps that need to be followed in a specific order to ensure effective knowledge acquisition and retention. By keeping these principles in mind, instructional designers and learning instructors can create learning experiences that meet the needs of their audiences and help them achieve their learning goals in the most effective way possible.
