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Tip #769: Trial and Error

On April 22, 2019, Posted by , In learning, By , With Comments Off on Tip #769: Trial and Error

“Anyone who has never made a mistake has never tried anything new.” Albert Einstein

No one ever does something perfectly the first time they try something new. But when we talk about behavioral change, we don’t mention that trial and error are a natural part of the process and that repetition until they get it right is important and necessary to build a new skill.

We say that “practice makes perfect” or perfect practice makes perfect, but we don’t acknowledge that practice means repetitive attempts that will frequently involve missteps on the path to success.

It may seem obvious, but caught in the stress of change it is unlikely that employees recognize and calmly accept that repeated failure and … Read the rest

Tip #766: Why We Need WhiteSpace

On April 20, 2019, Posted by , In learning, By , With Comments Off on Tip #766: Why We Need WhiteSpace

Take 5-15 seconds of whitespace before every important meeting, phone call or conversation to focus on the task, situation and people at-hand.” Juliet Funt

Juliet Funt is the CEO of WhiteSpace at Work. She gave a keynote address at the 2019 Training Conference promoting whitespace, which she defines as “the strategic pause taken between activities.”

WhiteSpace at Work has found that 95% of people are interrupted over 5 times per hour; 69% of workers feel highly overworked; 86% of employees agree that taking breaks would make them more productive; 61% of workers feel significant stress about the ever-present pressure of work email. And, as a result, 54% of employees are disengaged and have simply checked out.

According … Read the rest

Tip #763: Why You Are Neotenic

On March 11, 2019, Posted by , In learning, By , , With Comments Off on Tip #763: Why You Are Neotenic

“I have no special talent. I am only passionately curious.”  Albert Einstein

I just read this article about “Why Are So We Curious?”by Tom Stafford. Rather than attempting to paraphrase, let me quote the salient parts that explain why we are neotenic- and why that’s a good thing.

“Evolution made us the ultimate learning machines and the ultimate learning machines need to be oiled by curiosity.

… We humans have a deeply curious nature, and more often than not it is about the minor tittle-tattle in our lives. Our curiosity has us doing utterly unproductive things like reading news about people we will never meet, learning topics we will never have use for, or exploring places we will … Read the rest

Tip #761: The HOW is Important

On February 25, 2019, Posted by , In learning, By , , With Comments Off on Tip #761: The HOW is Important

“A good teacher…is understanding of needs and challenges and gives tools to help other people succeed.” Justin Trudeau

As facilitative trainers, it is our responsibility to help our participants discover WHAT to do in certain types of situations and WHEN and WHY it is important. But our most significant task is to help them discover HOW to implement their new knowledge and skills.

For example, we can provide a checklist for how to conduct a meeting that indicates the do’s and don’ts. If one of the items on the checklist is “ensure no one dominates the conversation,” our participants need to know HOW to do that. Should they sit on the offending dominators, tell them to shut up, ask them … Read the rest

Tip #754: Holding Learners Accountable

On January 7, 2019, Posted by , In learning, By ,,, , With Comments Off on Tip #754: Holding Learners Accountable

“At the end of the day we are accountable to ourselves-our success is a result of what we do.” Catherine Pulsifer 

There is a lot of information these days about how to measure the impact of a training program, including Kirkpatrick’s model, return on investment and return on expectations. All of this is well and good. But they all depend on the learners’ commitment to using what has been learned- and changing their behavior for better performance. Other than getting the learners’ supervisors to reinforce and monitor the application of new learning, there is little advice regarding how to instill in the learners themselves a commitment to change.

I’ve written about the Peer Learning Group model that involves two 90-minute … Read the rest