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Tag: behaviour

Home Posts Tagged "behaviour"

World of Learning – Key Ingredients of Learning Impact

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This is a short blog post based on the notes I made during this session at the World of Learning Conference in October 2018. It may not be complete or totally accurate – it’s just what I took away. I have to say that this session was one of the most insightful and useful – based on transfer of learning, which is a topic that is very important to me. This was an interesting session about an area of learning that matters to me… transfer to the job. Ina Weinbauer-Heidel explained that in most traditional training, 15% of learners get a positive outcome in that they transfer learning to the job successfully; 70% attempt to transfer learning but (for a range of reasons) fail to do so; and 15% don’t even try. So what is the reason for this lack of transfer? Her research identified over 100 factors that influence transfer of learning… she focused on 12 factors that L&D professionals can influence, which she has called 12 Levers of Transfer Effectiveness. These Levers fall into 3 categories: Trainees, Design and Organisation – You can imagine my delight when the importance of training design (not delivery) was highlighted as one…

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FARE Training – Providing Vitamin D for Learning

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When the sun shines and it’s warm outside, I actually WANT to eat salad and fruit. This is good, because I’m carrying a few excess pounds and eating more healthily will help me to get back into shape. It’s harder to make healthy choices when it’s cold, wet and dreary, even though I know I should. The draw of a cheese toastie is just too much! the vitamin D in the sunshine does us more good than we realise. For me, it’s highlighted the importance of a vitamin D equivalent in learning, and the link between environment, feelings, actions and results, and how one affects the others: Your environment affects your feelings, your feelings shape your choices and actions, and your actions define your results. Of course, your results then feed into creating your environment, and around we go again. Most training interventions (understandably) focus on actions: what we do. What we do – our behaviours – have a direct impact on results so it makes total sense. Our behaviours are also the easiest to define, observe and learn, and they are within our circle of control. But we know that impact will be limited if we don’t spend time…

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The Same but Different

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Because we didn’t get back from our family holiday until late on Sunday evening, I did the weekly grocery shop yesterday (Monday) rather than on a Saturday when I usually do it. I went to the same place, at around the same time of day, and although everything looked the same, I quickly felt like I’d entered a parallel universe!!! The shop was quiet for a start, I mean audibly not just less busy. The regular staff (in my mind) were nowhere to be seen. But perhaps the biggest change was the behaviour of the shoppers. As a busy working mum, I have my list (written out in the order of the shop), I grab a large trolley, fill it up and am out again around an hour later. Yes, I check the sell-by dates, but it’s quite grab and go. This is normal for Saturdays. It’s what we all do. On a Monday morning the (mostly retired) clientele take their time. They go in pairs too. They discuss every potential purchase. One woman spent 5 minutes examining punnets of pears before putting on in her trolley. And it became very clear that they aren’t used to waiting at the checkout whilst a…

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Shhhh! It’s a Secret

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I was at the CIPD conference yesterday, and many of the seminars and discussions touched in some way on mental well being or neuroscience. In particular, how making mental well being a priority, and understanding how our brains work can help us to create happier and more effective workplaces. I don’t profess to be anywhere near an expert on these things, but I do have some knowledge and (largely due to my active involvement on social media) have been aware of the key concepts and benefits for some time. I suspect that many HR and training professionals are in exactly the same position. Yet, as I sat in a seminar about the importance of neuroscience in HR yesterday, a worrying thought hit me: “It’s all very well the HR/Training team knowing about these things, but almost everyone else in the organisation is completely unaware of what this is, let alone how important it is and how to use it”. It’s like this is a big secret we are keeping to ourselves…and I can understand why. Many senior managers are still resistant to ‘soft stuff’ so unless you can link it directly to hard and fast results, they will dismiss it as…

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When being the ‘best’ isn’t enough

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I don’t watch football, but I am very aware of  the outrage caused by Luis Suarez and his latest biting incident. This behaviour by itself is bad enough, but the fact that some people see fit to defend the player or try to play it down ‘because he’s a good footballer’ is just as bad, if not worse! If one man bit another in a the street he would (quite rightly) be charged with assault or GBH, for that is what it is. The fact that the attack happened on a football field should make no difference at all. If, as a society, we feel biting people is wrong then it is wrong full stop. The trouble is, people get blinded by short-term targets. They will forgive his behaviour if (within a 90 minute window) he scores enough goals to get a good result for the team. The same happens in businesses up and down the land. Particularly if those business are built around achieving short-term goals: the weekly sales target, the monthly profit margin, the daily output target. The ‘best’ sales person, the most ‘commercially-minded’ manager, the most productive operator are almost left to their own devices to achieve the…

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