Learning using
FEEL – THINK – DO model

Learning is most effective when we bring together our feelings, our thoughts and our actions.

At MCE, we have built our learning process around this thinking. During the learning process, learners ask very important questions and let’s look at those questions.

QUESTIONS LEARNERS ASK LEARNING PROCESS

FEELMCE-Feel-Think-Do-FEEL

WHY is this important to me? CONNECT with the learning
WHO do I need to help me? ENGAGE with others

THINKMCE-Feel-Think-Do-THINK

WHAT do I need to know? LOGIC and knowledge
WHAT IF I try something else? IMAGINE what can also be done

DOMCE-Feel-Think-Do-DO

HOW can I get better at this? PRACTICE for perfection
WILL it make a difference at work? APPLY in work and life

How Do We MCE Include This Model in Our Programmes?

  • FEELING what it is like to succeed or fail, learning from others, learning with others, giving each other feedback and sharing experiences.
  • THINKING about key knowledge, concepts and ideas, and having time to understand these in depth.
  • DOING a lot of activities, tasks, exercises, simulations or games. Having many learning opportunities and time to practice.

Changing Your Behaviour Using FEEL – THINK – DO

To learn to do something new, we need to recognize how we FEEL about it. We need to decide what we THINK and know, then we need to try and DO something differently.

When we interact with others, we have an immediate feeling; we experience an emotion. Almost at the same time, we have a thought about it. As a result of this, we act very quickly. We learn that a behaviour produces a result and a becomes part of our memory.

Doing something new or differently means making or modifying our memory. This means changing how we feel, changing what we know and the changing what we do.

Manager Development Using FEEL – THINK – DO

What a manager does affects what people feel. What people feel influences what they think. What people think determines what they will do, which has an impact on business results. It makes sense to recognize the importance of what people feel as well as think, because what people do as a consequence will affect how a manager will react. And the cycle starts again. Our approach is to help managers to identify these cycles, and change them.

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