| | NOVEMBER 2023MANAGEHRMAGAZINE.COM9To ensure a successful apprenticeship, a clear vision must be established, and the individual must be willing to endure the learning challengesmight not be able to complete. Fading is in tandem with scaffolding and refers to the gradual removal of scaffolding. Articulation and reflection are supports to help individuals externalize their thoughts and cognitive processes. Exploration allows individuals to solve problems on their own and seek out challenging tasks.Certain elements of learning should be present to ensure the goals of cognitive apprenticeship learning are met. Elements like, a real situation and collaboration with others, a problem to solve, opportunity for self-evaluation, cognitive growth, and acquisition of knowledge and skills to solve workplace problems. Cognitive apprenticeship gives employees the opportunity to learn a new skill and experience the work in a real environment. The section that follows will demonstrate how it was used to develop a new advanced skill, conducting an analysis of needs.The table below outlines the approach and application of Bob's cognitive apprenticeship process. Needs assessment occurs in three stages: 1) discovery call; 2) a deeper dive into problem and gap analysis; 3) presentation of learning recommendation. The cognitive apprenticeship stages are not listed in the order at which they occur. The approach was iterative and based on the task and level of complexity.Bob completed the cognitive apprenticeship activity and has moved on to become a consummate human resource professional that offers solutions at his current organization.AdviceTo ensure a successful apprenticeship, a clear vision must be established, and the individual must be willing to endure the learning challenges. The person leading the employee through the apprenticeship framework should exercise patience and recognize the skill level of the employee. Depending on the level of complexity, cognitive apprenticeship could take between six to twelve months. It is best to fade of easier tasks as soon as possible to open the opportunity to address the more complex tasks. The employee should take ownership of the task to ensure fading is completed.ImplicationsHuman resource development or learning and development professionals could offer this solution on a broader scale and should be formalized. Sponsors, mentors, or leaders could leverage this during interactions with individuals seeking your expertise. Explaining the thoughts and insights helps the individual acquire additional knowledge and skill. Cognitive apprenticeship stageApplicationModelingPrior to the call, Bob and I discussed the approach to discover client needs. I modeled the discovery of needs assessment call. The discovery call was followed up with a debrief explain the mental approach needed to conduct a discovery call. CoachingAs Bob completed calls/discussions, I provided coaching during debriefs and answered questions. Scaffolding and fadingI provided Bob with a template and model to use to prepare for calls. Instructed Bob to conduct a portion of the next call, gradually adding more responsibility to Bob. Faded away from joining calls. ArticulationBob developed a playbook for others to utilize based on learnings. ReflectionBob developed new approaches and techniques to host discovery and needs assessment calls.ExplorationBob expressed frustration during the learning process. Bob continued to debrief after calls and asked additional questions until he mastered the completion of a needs assessment. Bob continued to explore complex tasks and led the implementation of a learning recommendation.
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