4 Modern Methods for Education

Education doesn’t standstill. With the greater influence of TikTok, Instagram, and other social media, it gets harder to make children get interested in learning and going to school.

That’s why more teachers use gamification making their lessons similar to real money casino games. However, that’s not the only way to make kids and children study. Here are 4 more technologies used in schools and colleges today. 

Why Forms of Education Are Important

It used to be that people received one education and mastered one profession for life.

But the world and the labor market have become more complex: after receiving a classical education, people increasingly change professions and qualifications, or develop new skills in the same career path. One has to learn throughout life – this process is called lifelong learning.

In this approach, the learner becomes the producer of his or her own education. He or she sets goals, determines the desired outcome, and chooses forms, formats, and programs.

For example, he decides: to go to a communication training or to ask an older colleague to tell him how to communicate with clients. What form of training the student chooses determines his results.

Globally, all training comes in:

  • Formal – learning theory.
  • Social – learning through interaction with other people.
  • Practice-oriented – through action or solving new problems.

The new and most interesting forms of learning combine these or are based more on practice and interaction. These are the ones we will talk about.

Learning in the Community

Community learning is when we learn in professional groups or interest clubs with other people. It is in communities where people with burning eyes and a desire to talk about what they love to do come together. It’s where books, cases, and articles are exchanged, and where people help and support each other.

But if the community isn’t focused on learning, it can end up being all about engaging conversations.

To learn in the community, you can set up meetings with a facilitator. This is the person who manages the discussion and helps the group members achieve their goals. Or set a goal for the meeting from the beginning and schedule the training.

Here are some options for community learning.

Mastermind groups are group meetings of like-minded people who regularly support each other and help with personal and professional problems.

Usually, there are three to five people in such a group, so everyone will feel comfortable actively working. Group members agree on the frequency of meetings – from one to four times a month.

At each meeting, they choose a topic and take turns in discussing it. For example, a difficult case in the work of one of the participants or a common issue for all. The meeting ends with a clear plan of action, which is drawn up on the basis of the discussions.

Networking at conferences or meetings is a good opportunity to find new contacts. You need to network with people at large meetings and in professional communities.


Campus retreats and summer school events provide not only short-term interaction, but also shared experiences.

It can be compared to a children’s camp where everyone comes back from a grown-up, with new friends and new experiences. This works on adult campuses as well – they help create strong bonds between people.

Immersive Learning

Immersive learning is learning through total immersion in the environment in which the student is to work and live. An example is Minerva University, whose students travel with their classmates to another country and do local projects for six months.

The advantage of immersive learning is the interactivity and active position of the student. From an observer, the student becomes an actor in the educational process, receives instant feedback and an individual learning experience.

The potential of immersive learning is in VR technology, especially for non-standard situations that are difficult and expensive to recreate.

For example, airlines use VR simulators to teach crews how to act in emergencies or learn the design features of different types of aircraft. And schools use them to “move around” in different countries.

Workplace Learning

Imagine that you have a new task in your workflow that you do not yet know how to accomplish. For example, for the first time, you need to draw up the department’s budget for the year.

Most likely, in such a situation you will watch how your colleagues do it, ask for some advice and do it yourself, and then ask for feedback from your supervisor.

Workplace learning is seamless. It’s hard to separate personal life, work tasks, and self-development. That said, there is still goal-setting and reflection here.

Workplace learning techniques can be explored on the Singapore Workplace Learning Center website. Here are some of them:

  • Buddy system. An assistant accompanies the newcomer while he or she adapts to the company. He helps immerse himself in the company’s internal processes and introduces the colleague to the team.
  • Peer observation. For example, you can listen to other managers’ meetings to identify and adopt successful strategies.
  • Directed reflection – questions to oneself and one’s own development.

Mentoring and Coaching

Mentoring is the least formal type of mentoring, where an experienced person passes on his or her knowledge, experience, and skills to a less experienced person.

Mentoring is based on a partnership position and voluntary work. For example, in order to attract an investor, the founders of a startup come to a mentor.

He helps substantiate the idea with numbers draws up a plan for the company’s development and shares the contacts of investors he knows.

In these programs, the mentors don’t have a relationship with their mentors, but rather with their mentees:

  • A voluntary style of working.
  • The mentor tries to listen and get to the heart of the request or to help formulate the mentee’s request.
  • The mentor encourages autonomy.
  • The mentor does not always have ready answers to all questions;

The mentor’s role is to help the mentee understand the mentor’s role and to help him or her with the mentee’s questions.