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.
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.
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.
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.