Train-the-Trainer: 6 CAP Principles
Australia: (CAP) Career Acceleration Program
In Melbourne, Australia in 1970, Michael Hewitt-Gleeson designed the generic Career Acceleration Program (CAP).
This was a train-the-trainer technology, for converting knowledge into skill. In training CAP instructors, six principles were emphasised. To become successful trainers they had to master these Six CAP Principles:
1. Learning By Teaching:
Learning by teaching means that if you have to explain something to someone else, then you must have already learned to explain it to yourself. So people are encouraged to teach their skills to each other, to their families, to friends, and so on.
2. Knowledge into Skill:
Developing a thorough understanding and conviction of the difference between merely having knowledge on a matter and owning a skill of performance in it. The virtue of virtuosity. Understanding the strategy of practice and repetition.
3. Measurement:
Unless one was deliberately willing to trade off the necessary time and energy needed to acquire a new skill – that is, logging the hours of practice and repetition – the trainee could never expect to go beyond the knowing stage and reach a level of operating skill. This means focusing on the process and measuring it in hours of practice (HOP) and key performance indicators (KPI).
4. Commitment to Action:
The skills must be useful in daily life. To assist the transfer of skills acquired in training to real life situations, trainees designed specific “action commitments” on special planners including times, dates, places, etc.
5. Effective Follow-up:
The monitoring of feedback and measuring results were an important part of CAP. Checking to see if what happened was what the trainee really wanted. This became a continuous part of the process.
6. Reinforcement:
Noticing increments of progress in acquiring new skills and then recognising them in an appropriate way by feeding back information–cybernetically–for positive reinforcement (CPR) were fundamental principles of CAP.
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Military Training Strategies
SOT uses two primary Scheyville Australian military leadership training strategies:
1. digital training and
2. daily training.
From 1967 through 1974 in Australia and South Viet Nam, Dr. Hewitt-Gleeson studied, as part of his military training and service, world-class Australian Army officer training in leadership, survival, confidence training, instructional techniques and military arts. He conducted further experiments while serving as an officer/chief instructor in the Royal Australian Air Force as a Reserve Officer.
As a result of this experience he designed CAP which was well received by trainees, trainers and educators for producing measureable results. Since then, continuous, focused development of the training technology in the marketing, business, and public training applications has brought its evolution to its current stage of development.
August 17th, 2010 at 2:14 am
Measurement…I think this will be extremely valuable to me, because I will focus on the process, and put in the (HOP) hours of practice to become an expert. This will help me continue practice, use repetition, and rehearse and continue the process. I think it instills discipline in me.
July 26th, 2010 at 1:53 pm
I have thought a lot about the CAP Principle of Knowledge into Skill. It seems to me that there is often a risk, with changes to technological solutions and theories about management – and for that matter, learning – that virtuosity may be undervalued. Changes and upgrades in approaches to utilising new skills, often considered interesting or exciting, need a leader to champion them. The focus can then become mastery and transferrence of a skill, with leaders offering support to achieve mastery. For example, traineeships versus apprenticeships have had a notiable impact on the quality and focus of skills in a number of industries (eg. optican technicians are few and the technical knowledge gained through apprenticeships, that once enhanced the profession, is lost with traineeships that focus more on sales and customer service skills).
July 26th, 2010 at 11:13 am
I think the principles are accurate and useful. I especially believe that being able to measure progress, give specific feedback and giving praise and encouragement are key features in development and leadership.
July 26th, 2010 at 10:38 am
It is difficult to identify that one particular CAP as contributing to effective leadership and these constitute a sequence of actions which are important to effective leadership. I think that the final point of reinforcement is particualrly interesting – incremental change can be in small steps and identifying the point at which a leader needs to provide reinforcement is not always easy.
July 22nd, 2010 at 11:50 am
No.5 Effective Follow Up. Attention to critical adherence to what the trainer wanted and whether it was in fact achieved should lead to the ability to perform unsupervised. This leads to a desire to acquire a skill for its practical applications. Proving it works makes it easy to pass on. The whole concept of CAP 6 is brilliant.JMD
July 20th, 2010 at 4:38 pm
i love learning by teaching…we encourage the students in our learning environment to “lend a skill” to others, so they too can articulate their thinking; knowledge into skill: an essential way to demonstrate understanding and skill acquisition; measurement: can be so difficult to gauge if you are not sure what you are looking for or how to measure…indicative of where a child is “at” with their learning at that particular time; commitment to action: always relevant to the learner!
effective follow up: always!; reinforcement: must always be positive!
July 12th, 2010 at 12:09 pm
Wow – how much of this is missing in the training schedules of companies I’ve been involved with. The follow up and repetition is the key but all too often the time investment is just not made.
July 5th, 2010 at 8:03 am
The six steps create a cycle of continuous self improvement – Practice what you learn, review your performance, create action commitments from your review then practice what you learn…..
June 24th, 2010 at 9:14 pm
the two that are morst pertinant to me are Commitment to Action and Effective follow up . There are hundreds of good ideas , courses etc available but none of them work without taking effective action and following up and following through. So I ‘m committing to getting those two under my belt .
June 1st, 2010 at 2:00 pm
The six skills (CAPS) make sense and are all things that leaders should do anyway. I guess the trick is to make them second nature so that we use them all consistently and without having to conciously think and check that we are doing them.
May 24th, 2010 at 7:15 am
A common sense approach which is powerful when applied:
Learn, Practice, Measure, Commit, Follow through and reinforce. What you need to do to turn concept into reality.
April 12th, 2010 at 7:35 pm
How do I keep CAP in mind?
Teach Skill, Measure, Act with Follow-up, and Reinforce for better & better Results.
I will continue to remember 6 CAP Principles
Thanks
March 30th, 2010 at 6:01 pm
It seems pretty straight forward to me…learn, practise, development, measure and feedback…it’s getting the constant flow and jumping the barriers placed in front of you that is the real challenge….hence CVS to BVS
March 14th, 2010 at 10:18 pm
A big work on for me will be that i need to provide effective follow up and be accountable to the plans i have set out. it would be great to learn how to give effective feedback or what is referred to as CPR because we all know feedback is the food of champions
March 1st, 2010 at 5:41 pm
Training Facilitators is what I do. Mentoring (CAP 1) and skills tranfer(CAP2) are the fundamentals of workplace skills development training. Just as important, but often neglected, are how well facilitators follow up and reinforce the important points when teaching the theory.
February 9th, 2010 at 12:30 am
To be an excellent leader you need to be versed in the CAP principles because they encapsulate everything a leader needs to know to lead a team or to command a force through the ability to teach, transfer and to take action through reinforcement.
January 19th, 2010 at 8:19 am
All six principles are essential for achieving improvement and change through the actions of others, however, in my experience; “reinforcement” is one which is often lacking in the workplace.
January 18th, 2010 at 10:25 am
4. As part of my establishment of a management training team within a larger work group I look for frameworks to use as areference for decision making and leadership within the group – a starting point is commitment to the team which in practice helps with problem solving especially when issues become complicated by emotion – so, CAP principles can be applied in this context as helping to provide a process for decision making under pressure.
December 18th, 2009 at 3:39 pm
I agree with the principles. The challenge is finding out what you want to apply them to. There is 2 sides to the coin of Learning by Teaching … you need to ensure you let the pupil become the master, teach themselves or risk micromanaging. From my perspective the principles need to be applied from a holistic level to be of true value. Steps 3-6 are often the most difficult with quantitative understanding of impact and consequence / reward the effect will be diminished.
If you context CAP for a start-up business, where survival is the imperative, the consequences of not delivering points 3-6 is bankruptcy. For a large public organisation the consequences are less severe in the short term but underperformance in the long term could lead to extinction.
We need to be Capable, Responsible and Accountable.
December 14th, 2009 at 9:17 am
I see a lot of these 6 principles in the workplace, it is stuff we do with our staff on a day to day basis. A new learning for me was identifying that I need to apply these to myself as a manager and leader.
December 14th, 2009 at 7:48 am
You cannot be a virtuoso at everything. With the amount of training and commitment required, you cannot spread yourself too thinly (ie “jack of all trades, master of none”).
Wouldn’t it be great if all the various training courses we do had these 6 elements? Most of the $billions spent by organisations each year on training and development is wasted.
December 10th, 2009 at 9:09 am
Like others, the Effective Follow-up is always the hardest to achieve. We lead busy working lives and tend to work through issues and then sail on to the next one. Measuring the impact of decisions isn’t something many of us consciously do on a timely or consistent basis and we probably should! That will be the most important lesson I will take away from today’s session.
December 10th, 2009 at 7:55 am
Having been in a teaching position in University I thoroughly agree that you “learn by teaching”. Having to teach someone else can force you to think more deeply about a subject or technique and go beyond the dogma or act of carrying something out to a greater understanding of the underlying principals.
November 24th, 2009 at 1:41 pm
Learing to teach will make me a better leader as it will help me explain the principles that are required to complete project goals.
November 20th, 2009 at 6:39 am
You cannot just read a book and drive a car. Only by practicing to drive you get the skill of driving.
Similarly in life every thing you learn is put into action by practicing repition and rehearsal.
You can perfect it by dedication and effort.
November 18th, 2009 at 11:59 am
Having the knowledge is important, and applying the knowledge is part of leadership. Teaching other is a good way to learn, and convincing them to practice the new learning is leadership.
November 12th, 2009 at 9:28 am
you cannot expect the reward (Knowledge/Skill) if you do not put in the effort (practise and repetition)
November 4th, 2009 at 11:48 am
For me it is knowledge into skill – repetition of of not only knowing but measuring the doing that counts
October 22nd, 2009 at 4:10 pm
All 6 points helps to reinforce the CVS to BVS concept & contributes to achieve positive results in the process.
Measuring outcomes after the “hard yakka” (HOP) does
give satisfaction , specially when it helpes us to move forward
towards our defined goals.
October 21st, 2009 at 5:36 pm
“A man’s gotta know his limitations”. Dirty Harry reminds us that there is a difference between what we know and what we can do (i.e. knowledge vs. skill). Just because we know how to kick a football or drive a car doesn’t qualify us to play AFL or race at Bathurst. Even these gifted athletes need to practice (train) regularly to not only hone the skills they already have, but to gain new knowledge and then turn that knowledge into new (or better) skills. Knowledge into skill by practice and repetition will allow us to go beyond our current limitations and achieve new and great things.
October 21st, 2009 at 1:17 pm
I find that passing on what I have learned to others has actually increased my understanding and effectiveness of the given subject.
October 20th, 2009 at 4:30 pm
If you don’t have a thorough understanding of what you learn what is the use if you want to apply the knowledge but cant
October 20th, 2009 at 3:07 pm
Learning by teaching helps get a thorough understanding. The equally important part of the process is commitment to action & others including an effective follow-up feedback process
I use most of the 6-cap principles in my daily life, and would like to improve on all.
October 20th, 2009 at 6:51 am
These very precepts are used proficiently in trade apprenticeship training. Mentoring (CAP 1) and skills tranfer(CAP2) are the fundamentals for progression to the CAP’s 3 thru 6.
October 19th, 2009 at 8:08 pm
For me the key elements of this methodology are:
Gain commitment from the learner and develop indicators of success and progress
Provide them with the time to learn, practice and repeat
Measure their progress
Provide them with positive feedback on their progress
Make the learner accountable for demonstrating to their colleagues
October 19th, 2009 at 4:04 pm
Once I have shown someone the why, how, when of a particular task, I can then gauge their performance and understanding on their progress, which allows me to gauge my own performance making modifications to my own teaching methods. Is this not a form of learning by teaching?
October 19th, 2009 at 8:56 am
learn by teaching provides me with the opportunity to show what i’ve learned to others and get feedback on how well I have communicated based on my understanding of the concept
October 19th, 2009 at 7:31 am
Reinforcement provides the impetus to drive home positive change. Personal reinforcement is easy to get – you just need to do it. You can also practice on others you interact with.
October 19th, 2009 at 6:22 am
Learning by teaching is an effective learning tool which I use in my life. The other five points of CAP are items which I will also use (and improve on) throughout my life.
October 16th, 2009 at 12:10 pm
Learning by teaching just makes sense!
October 14th, 2009 at 4:23 pm
Receiving feedback on our professional presentations to deliver knowledge are rarely sought but very essential. As stated above it is essential and worth the time to seek feedback – how often do we ask to see the evaluation forms that are collected??
October 12th, 2009 at 11:05 am
As someone who has the responsibility for training others, the CAP principles are part of my daily life. They work.
October 12th, 2009 at 8:22 am
The 6 CAP principles make perfect sense to me. I have been pondering the ‘knowledge to skills’ principle lately, being generally well informed on many issues. I have been challenged with the question of “what’s the use of knowing all that ’stuff’ if you are not using it?” Perhaps ‘general knowledge’ is a little too broad for what is intended here, but nevertheless, are we making good use of our everyday learning?
October 11th, 2009 at 2:23 pm
As they say, “practice makes perfect”. I wonder exactly what we’ll be practising??
October 10th, 2009 at 6:33 am
.Teaching a known skill is good.
.doing the skill is better
.measureing the skills outcome [confirmation]
.commitment made to confimed outcome off the aquired skill.
.followup to the outcomes enables 10x better teaching.
.reinforcement. classic sdntcvs2bvsqrhprr REPITITION 10X per day
October 9th, 2009 at 6:29 pm
I have been interested in item 2, Knowledge into skill, for many years now. I have called it “Turning out a ‘product’”. A ‘product’ can be anything: a research report, a paper for publication, a box of matches ready for sales, or any idea turned into a ‘product’ that can be marketed or otherwise shared with others.
It takes a lot to turn even a simple idea into a simple product. Let alone a complex idea resulting in an intricate product. However, this is what you mostly do not learn at school, particularly not at the academic level. It is a “skill” acquired by doing (after having passed some sort of supervised “apprenticeship”).
More than anything else, the apprenticeship and the subsequent individual ‘product’ production, depends on doing things, even simple operations, time and again. Call it repetition, or whatever.
The goal is to develop as much “tacit knowledge” as possible, and amplify the operational knowledge by including certain routine operations into it.
October 8th, 2009 at 11:08 am
I think learning by teaching is a very effective way of learning the skill as you have to understand it and teach yourself before you can teach others.
October 6th, 2009 at 6:17 pm
I am constantly learning from my students: more teaching – more learning. It particular helps when I am not sure-students will always direct me to the interesting direction
October 6th, 2009 at 1:40 pm
[...] ••• To review the 6 CAP Principles click here … [...]
October 6th, 2009 at 6:35 am
1; adopt ideas or concepts in order to teach them
2; practise to be fluent in utilising your knowledge
3; measure training to maintain focus on the daily training
4; use what you have learned in action
5; check the results and modify 1 and go through 2 to 5 again if necessary
6; reward to emphasis wanted behaviour
Expressed with my own words, to comply with 1;
It really make sense.
September 28th, 2009 at 11:54 pm
Just 2 comments…
1.Learning by teaching. Yes, one needs to know the subject matter well, in order to teach others. When I give a talk (on a particular topic) I need to know the subject matter well; as opposed to say, leading a discussion, where I can ask a question to spur discussion, and not necessarily know the answer.
2. Measurement. This is not always easy. If you are a Sales Dept. progress can be easily measure in terms of volume (units or $) of sales. But (as mentioned in previous lesson) if you are a trainning dept., your contribution to the company may not be easily quantifiable.
September 24th, 2009 at 12:41 pm
OK. These are all interesting steps in learning a new skill and are mostly what we all get told when we attend a training course. The successful ones are those who actually follow through with the repetition and putting the skill to practical use.
September 24th, 2009 at 10:18 am
Love the learn by teaching idea – I’ve tried this in the past its very effective. If you going to stand up in front of a group and try and teach them new skills/knowledge, you’d better know that stuff bloody well.
September 23rd, 2009 at 7:23 am
I very much enjoy learning by teaching and try to apply that in my working life. It reinforces your own knowledge and skills and develops leadership through the empowerment of colleagues.
September 22nd, 2009 at 12:59 pm
Learning and then implementing that learning has to be one of the hardest things to do but the most rewarding.
And it never stops.
September 22nd, 2009 at 8:47 am
Learning by teaching is also a good method for determination of ones strengths and weaknesses. Rust never sleeps.
September 21st, 2009 at 6:37 pm
Effective follow-up – an important part of my current role is reveiw of what we deliver and what difference/impact we made thus demonstrating the value of the original investment. I can see the analogy with leadership training where we need to monitor what we have learned to ensure its understood, valued and making a difference.
September 19th, 2009 at 5:46 pm
Leadership is about making positive change happen. Knowledge helps but nothing actually happens without the application of skill. A better understanding of the difference between having knowledge and developing a skill through repition will help my leadership.
September 17th, 2009 at 7:06 am
Effective follow up means that the outcomes of tasks and activities are important to both leader and follower.
September 15th, 2009 at 11:41 am
Commitment to action
This is the big challenge. Without action there is no point in training.
September 14th, 2009 at 5:28 pm
Learning by Teaching – I enjoy seeing others develop and hence transfer of skills and experience has always been an approach I have enjoyed. Being a parent and ex-military the principles Michael teaches are somewhat familiar.
Importantly, I find by having my staff know how I work and think provides a significant boost in effectiveness and also makes work more enjoyable. Also, by teaching those that report to me they can come up with the answers most of the time!
July 29th, 2009 at 7:53 am
I can apply the first princple of CAP immediately to increase my level of understanding and confidence at university.
June 23rd, 2009 at 4:51 pm
I chose 3 Measurement. If you do not measure then you cannot manage. By keeping records you can look back and see where you need to put more time and thought process in to. Measurement also means that you can think widely so that different aspects can be measured.
June 15th, 2009 at 2:37 pm
It is difficult to teach experience but when teaching, dont just pass on the how to do the task, try to pass on the knowledge and skill to actually do the task.
May 5th, 2009 at 10:22 am
hmmm..
today, for me, initially, it’s a toss-up beween
2. knowledge into skill (I’m in the midst of planning a performing arts event)
and
6.Reinforcement – how I will know when we’ve really ‘got’ it, understood it etc.
May 1st, 2009 at 3:31 pm
Perhap Mr. Dechadenedes doesn’t realize that what may appear be chaos in his “subordinates” (a telling phrase) is a creative process or a process quite different (non-linear, etc.). Simply by viewing another process as “subordinate” disounts that person as proceeding in a less valid way than his.
Plotting methodically and systematically discounts other, greater systems.
Of course when plotting becomes an end in itself and the goal is simply to get away with anything, no matter what it may cost another…that’s an entirely different issue that discounts values.
March 31st, 2009 at 9:55 am
Some interesting concepts here, and after 25 years in consulting to management around the world, I see great merit in may. The ideal of course, would be to have more than a mere grasp on ’some’ aspects, and go on to understand, and have converted the ‘all’ to a way of life rather than an oft times followed discipline.
March 16th, 2009 at 4:36 pm
you cannot teach others if you don’t understand it yourself -otherwise they might as welll read the book – however through teaching your understanding also deepens oftern in quite unexpected ways.
March 13th, 2009 at 12:31 pm
This is probably one of my favorite SOT pages…good process to follow
March 9th, 2009 at 8:29 pm
the more I do SOT the more I do it
March 6th, 2009 at 10:36 pm
Learning by teaching, start with yourself, the only way !!
“Whatever we well understand we express clearly, and words flow with ease.”
Nicolas Boileau.
March 5th, 2009 at 9:40 am
I have an approach to planning and carrying out tasks, both large and small, that I need to teach to those I supervise. I have observed that many people don’t actually have a systematic approach of any kind, but that they instead simply start doing things, apparently hoping that this will reach the desired result within the time allowed. Sometimes it does, sometimes it doesn’t, as you can imagine. I think it would be good for me to train one of my subordinates in my approach with the idea that she could in turn train several others.
March 4th, 2009 at 8:08 am
Focus on the process:
CAP ..Learning by teaching ,Knowledge into skills,Measurement,Commitment to action,Effective follow up,Reinforcement.
March 3rd, 2009 at 10:25 pm
6 CAP (Career Acceleration Program) Principles;
“Learning by Teaching” to transform “Knowledge into Skill”, “Measuring” “Action” with “Effective Follow-up” to “Reinforce” LEARNING for Career Acceleration.
February 23rd, 2009 at 7:50 am
Cap training is a very similar cyclic learning tool much the same as how I encourage students to employ Bloom’s learning taxonomy. In developing skill you are, as a consequence of this action, attempting to improve knowledge, comprehend the knowledge and apply the knowledge in the improved form. In order to further improve your knowledge there must be a form of critical thinking and in Bloom’s form this is an analysing, evaluating and synthesising of your results or stage of progress. Cap training makes sense, it is easily explained, easily applied and requires a personalised ownership in order to get fully engaged. However, I am a firm believer that to maximise all process learning tools and other strategy forms, a persistent task commitment is the common thread that all participants do require.
January 19th, 2009 at 1:34 pm
Michael,
My name is Troy Hinchco, I used to be with Think Appliances when you were involved in expanding the management teams – and the companies – horizons a few years ago.
I’m know working for myself in a similar feild and have enjoyed building something from scratch with the CVS – BVS, Check – Uncheck and x10 software I learnt from you.
I hope your mission is going well.
Take care
Troy Hinchco
December 12th, 2008 at 10:47 am
Again this reaffirms the ‘practice makes perfect’ belief; showing that any knowledge or skill can be mastered with this regime; a perfect entree and ‘de-anxietyfying’ technique to these principles. An asserted successful psychological introduction to these concepts of instilling knowledge. Ultimately, a self supporting, confidence instilling precise of the principles of CAP and digital training. Reading these principles instantl
December 11th, 2008 at 5:23 am
Developing a thorough understanding and conviction of the difference between merely having knowledge on a matter and owning a skill of performance in it. The virtue of virtuosity. Understanding the strategy of practice and repetition.
Turning knowledge into skill
December 9th, 2008 at 2:59 am
I select ‘learning by teaching’ because I was recently required to teach and mentor a new employee who is hearing impaired. Graham is a fast learner and to see him complete his assigned tasks with expertise is a pleasure.
November 23rd, 2008 at 2:46 pm
I always believed that learning by teaching is the only way. CAP reinforces my belief. When teaching I face on an average 30 students and have to be prepared for cumulative questioning / inquiries of 30 intellects on the topic taught. . Perfect Preparation and Practice, Practice is the way out and one learns to be ‘perfect teacher’ at that given time
November 3rd, 2008 at 11:31 pm
As one of the 6 CAP, i think no.4 is really important. If you don’t have the commitment to action, it means that you are halfway with you goal. To accomplish your goal, you must take action.
A to do list to accomplish your goal will help you tremendously. A lack of commitment to action is the reason why most people fail in life.
October 15th, 2008 at 7:13 pm
Learning by teaching should be mandatory in media buisness. No. 5 is one of the most thing regarding the feedback. Teaching is more important and with point 5 and 3 one can achieve perfect practice instead of just practicing.
September 10th, 2008 at 7:45 pm
I will say learning by teaching is the best tool to trained people if only they are ready to learn a skilled
Learning by teaching, in my experience, is key to self reinforcement of a skill. It provides the trainer clear insight into the operation of the principles of the knowledge to skill process itself, specifically when the trainer must create several different approaches to communicate this process to others in order that each person receives and understands the message.
August 27th, 2008 at 5:44 pm
“Teaching” is more active than simply studying. The Teacher takes responsibility & this typically results in motivation & energy. Teaching increases awareness of our shortcomings & lack of skill or knowledge.
This will help us focus on areas for improvement.
Teaching always results in interaction & feedback.
August 25th, 2008 at 8:59 pm
Learning by teaching is the foundation of Training and instructing. As both Trainer and Instructor I do it everyday. At every class I ask my students to teach someone else. If they are able to do this, then they know the basics of what they are teaching and demonstrating. Also by being with another student as Teacher they are learning often without realizing it. Perfect Preparation Prevents Poor Performance. Practice, Practice, Practice and Practice again.
August 25th, 2008 at 3:43 pm
An understanding of principle 2 will help me to become a better leader by showing me that to simply know a thing does not give the ability to do that thing. It takes time, practice, and repetition to take knowledge into skill.
August 25th, 2008 at 12:57 pm
learning by teaching i have found in my experience to be the most powerfull way of learning, as not only do you have to know the subject but also have to be very fluent in the topic to be able to pass on the knowledge and answer questions which are on different lines from the way one person normally thinks.
August 25th, 2008 at 3:38 am
No. 1 really stood out to me! How can you debate a point to win the other over to your way of thinking if you don’t ‘know it internally’ yourself!
But I also realize the need to return to the written daily planner for tasks, activities, etc.
Thank you!
August 25th, 2008 at 2:48 am
Learning by teaching, in my experience, is key to self reinforcement of a skill. It provides the trainer clear insight into the operation of the principles of the knowledge to skill process itself, specifically when the trainer must create several different approaches to communicate this process to others in order that each person receives and understands the message.
August 24th, 2008 at 2:57 pm
Catching people doing the ‘right thing’ as opposed to catching them doing the ‘wrong thing’ is a powerfulleadership and teaching tool
August 22nd, 2008 at 4:05 pm
With every overall objective there needs to be a strategy, actions and an outcome. The 6 CAP principles makes this achieveable and consistant.
August 20th, 2008 at 11:16 am
Effective follow up is essential. It makes staff feel valued and it provides you, the trainer, with important feedback so that you can tinker with your program. An absolute necessity. To not do it is to have your head in the sand!
August 20th, 2008 at 2:35 am
6 CAP principles make great sense in building a personality.
August 19th, 2008 at 1:46 am
I hear and I forget
I see and I believe
I do and I understand
Confucius
All 6 stages are necessary for a successful implementation of putting learning into action.
I would count step 1 teaching as crucial for the thorough understanding of knowledge.
By repetition and feedback, a person can progress to skilled or even genius level in a particular endevour.
July 8th, 2008 at 1:43 pm
So very true, i think they are all like loops of a long chain of success, you cannot reach your goal of success without even one loop left behind. We should follow sequence too. Love.
July 7th, 2008 at 10:52 am
If you want to really know something, then teach it. The 6 CAP Principles will help one to become a much better trainer.
Knowledge is only knowledge until it is used then it becomes a skill. And this skill needs to be measured using hours of practice and key performance indicators.A skill needs to be used on a daily basis,and feedback given to assess progress.
July 1st, 2008 at 10:34 am
This thinking reenforces my belief that to truly be a leader you must first have the commitment to internalise the knowledge (by following steps 1-6), and a belief in the product, service, technique or training you are trying to pass on to those who will carry out the day to day tasks required to reach the desired outcome. If there are no clear guidelines an KPI’s to guage success or failure (the leaders Job), there isn’t likley to be a measurable outcome and suborninates need positive feedback to continue to follow.
June 27th, 2008 at 3:22 pm
Powerful stuff. Most training sessions hyped you up but leave you hanging and this have become like a yo yo effect.. a vicious cycle, whereas these 6 principles when applied appropriately will ensure success.
June 27th, 2008 at 6:00 am
when u read, u know nothing. when u write, u start learning, when u TEACH, Learning goes 2 Brain.
Attitude helps in Learning but quite Useless unless U develop APTITUDE!
Aptitude will help 2 acquire Specialized SKILL and then only Action will start to produce something, then only d question of AUDIT.
ATTITUDE+APTITUDE>WORK>RESULT>AUDIT
REPEAT D PROCESS
Carry on….
June 27th, 2008 at 5:48 am
All of them are important; numbers 1and 2 I identify very much with; number 3 , I find sometimes a bit confusing to implement , and 6and 6 are necessary to “get to the other end of the pipeline”, that is, KNOWLEDGE INTI SKILL
April 18th, 2008 at 11:58 pm
What is digital training?
March 6th, 2008 at 6:15 am
Learning by teaching is a principal I like because I like to learn new things and gain benefits from feedback from others, trainees. Such a neat idea.
January 11th, 2008 at 2:56 pm
I believe that continuous programming is what one needs to do to give oneself a stream of plans to life succeed or fail. Keep doing it and you are through life.
January 2nd, 2008 at 2:05 pm
The above principles are good basic tools for success.I use 1-3 in my daily life.Iwould like to
develope the skill to THINK and im looking forward to receive my first lesson of sot.
December 21st, 2007 at 1:30 pm
I agree with the principles. They follow a logical process. Each successive principle seems to validate or reinforce the previous principle.
December 18th, 2007 at 7:31 am
All of these principles are vital to develop knowledge and expertise. Based on my experience, most people are familiar and can handle 1-4 but most lack 5 & 6. These are the skills that are difficult to practice because they really ask us to be honest with ourselves and with others.
December 16th, 2007 at 2:24 pm
Practical, relevent and comprehensive……
December 15th, 2007 at 11:24 pm
I would choose No 6. Reinforcement.
As far as working online is concerned, much of what I learn and apply lacks external feedback. I can do my own test and measurements, but there is no third party feedback. Some thing I look forward to with this course.
December 15th, 2007 at 4:58 pm
After earlier sessions with the good doctor Michael, where I was lucky enough to work with him in a small session, I have most strongly utilised the knowledge into skill principle. I was spending a lot of time working with people, presenting great knowledge content. They liked it, acknowledged it and went away with a great degree of positiveness, only to go back to what they had always done. This was not because of poor attitude, only that I had not taken the time to show them how to implement it and to work with them when it took longer to inculcate (sometimes it was just letting them know it was okay to go backwards before they went forwards). Similarly, I now try when being taught to ensure that I understand why something needs to be done, what it is and how to do it, and seek commitment from my teacher to work with me as I incorporate the learning.
December 12th, 2007 at 9:53 pm
I think that all of these principles are extremely valuable. I would, however, feel the greatest affinity to principles 1 and 2, because I have come to the same conclusion on my own a long time ago and since then I see that those principles are both extremely fruitful and difficult to implement.
No 2 is, in my opinion, more important. I used to call it “making a product”, which usually is more difficult than what it looks. It requires both additional trimming and packaging. For instance, it is not enough to “know” something. Anyone who tries to put in words what he knows, for instance write a paper, immediately discovers that he needs a whole lot more: some experimental results, processing these results, drawing valid conclusions, commenting on the results (all this blends in with principle 1), citing references, formatting the paper, etc. Otherwise it would hardly come into question for acceptance. Anyone who wants to make a wooden box must have a lot of skills in woodworking – the more the better. But being able to make a box does not yet make the box saleable. It must have a pleasing shape, finish and packaging. In this manner one could procede ad infinitum.
December 12th, 2007 at 2:51 pm
Michael I have used your CAP whilst working with Salespeople to great effect…I will try to adapt them to my golf game..
December 12th, 2007 at 2:30 am
I feel all the six CAPs are of equal value and complementary to each other.
December 10th, 2007 at 10:38 am
Leaning by Teaching is very true, by teaching to someone else, things get sorted out in the logical way and you as the trainer remember and understand more.
December 8th, 2007 at 8:37 am
I would like to focus on knowledge into skill: most people are taught how to do something before understanding or knowing what they are doing. The focus in education is “just in case” teaching/learning not “just in time” when the students are ready/open and willing to learn
December 6th, 2007 at 5:38 am
These are excellent training tips. I will use them in preparation for an upcoming promotional oral exam for fire suppression Battalion Chief. Which requires rapid thinking ability.
November 15th, 2007 at 4:24 pm
Good steps to follow – it would be nice to have in laid out as a nuemonic.
November 4th, 2007 at 6:25 am
I’m hoping for the best.
March 31st, 2007 at 3:50 pm
The master first knows, understands, percieves, then simply points out the place from where he got all that to the desciples. That is the true master.
March 28th, 2007 at 9:28 pm
please enlighen me on how to improve my thinking habit
March 28th, 2007 at 9:25 pm
i love the way you guys handle things as it concerns thinking
March 28th, 2007 at 9:08 pm
i would like you guys to keep me posted on the new moves of developing my thinking in various psychological ways of life.
Okeke Harry
March 20th, 2007 at 1:57 am
I am a fine artist and I have been asked to start teaching in fact everyday I get new request to do so my next step is to just start the classes. Reading the items above makes me think after each class have a question page to help me learn what is missing in my classes to help teach them better.
March 16th, 2007 at 7:57 pm
It is very glad to meet SOT. I expact to make some changes for me through SOT.
Thank you!
December 24th, 2006 at 7:44 am
Thank you! This information is coming handy at a great time for me. I am presently driving a truck and have been listening to Napoleon Hill’s 17 principals of sucess for the last 6 mos. once a week. this seems like the next logical step along with the Secret. What can I say the repitition works for me. Again, Thank You!
November 24th, 2006 at 8:25 am
I am overwhelm by your guide to thinking. thank you very much. Already I have sent it to my friends to enjoy. thanks, bye1
October 25th, 2006 at 1:04 am
This course sound great to me and it is also impressing me very much. Therefore, I would like to take this opportunity to learn from it. Anyway, I find it useful and full advantages for all people who really want to increase their level of thinking something, which is so-called the Innovation Intelligence;
In short, I strongly support your services for free-sample online. I really appreciate your most helpful, kindness and your integrity to increase the human resouces around the world. Nothing is worth as your help and your free thinking-skill course.
On behalf of this-program watchers, I would like to thank for all of you contributing the old and new program, updated daily to meet human needs and keep pace with uncompetable and modern technology.
Thanks…