| | NOVEMBER 2023MANAGEHRMAGAZINE.COM8In MyOpinionBy Alaina Doyle, Learning and Development Director, Wells FargoUSING COGNITIVE APPRENTICESHIP TO DEVELOP SKILLSAccording to the 2022 Workplace Learning & Development Trends report, organizations reported their desire to fill roles with individuals that possess both hard and soft skills. Organizations are also using workplace learning to build these skills. While learning and development departments believe their responsibility is to serve their organization through reskilling and upskilling employees, a gap remains in training employees about the thought process that goes into gaining a new skill. The importance of gaining insight into how and why a step is completed is equally important to what employees want to learn. Apprenticeship programs are a way to help employees build new skills. For instance, the Department of Labor offers a military apprenticeship program for active duty service members to complete to learn on-the-job experiences and takes into consideration the skills utilized in the military. However, if someone is interested in a direct, one to one approach, a cognitive apprenticeship experience could also be used. This concept was introduced by Collins and others (1986) as a technique to teach children how to read and write. However, more recently a study conducted by Hanna Moon (2017) suggested the concept could be used for workplace learning. Individuals at McKinsey agreed, as they discussed this concept during a recent podcast, `Apprenticeship gets a makeover'.Cognitive apprenticeship includes six aspects to bring others to a new place of learning: modeling, coaching, scaffolding and fading, articulation and reflection, and exploration. Modeling refers to demonstrating a behavior for someone to observe. Coaching provides an opportunity to give supporting language to reinforce and/or correct behaviors. Scaffolding occurs when an individual provides temporary support for the completion of task an individual Alaina Doyle
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