“Collaboration allows us to know more than we are capable of knowing by ourselves.” Paul Solarz
The Peer Learning Group Model is based on U-theory, so it looks like this:
The peer learning groups form (engage) to discuss a specific management challenge, using module materials that we provide.
Every module involves two 90-minute sessions, a practice session in the intervening time, and a post-session. In Session 1, the managers share their knowledge and experience and learn new techniques. More specifically, group members: identify their problems and … Read the rest
“The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.” Brian Herbert
In past Tips, I have mentioned that I was starting a new business (an offshoot of Laurel and Associates, Ltd.) It is called the Peer Learning Group and I would like to tell you more about it.
You may have heard of peer learning groups. In our model, a peer learning group provides an opportunity for managers to learn from each other and validate their experience as they build more expertise. It has a skill-building results-oriented goal.
Six managers at the same level, but from different departments in the organization, meet onsite in two 90-minute sessions … Read the rest
“We’ve got to put a lot of money into changing behavior.” Bill Gates
In the two previous Tips, we addressed the first two reasons why management training fails: it focuses on skill deficits instead of performance, and it occurs outside the manager’s organizational context and culture. In this Tip, we focus on the third and final reason for the failure of management training.
The third reason why management training fails is because it does not reinforce application of new knowledge or a change in behavior.
Once managers leave a training class, they are highly unlikely to apply what they have learned because they do not feel confident enough in their new skill. There is also nothing to ensure … Read the rest
“The culture of a workplace- an organization’s values, norms and practices- has a huge impact on our happiness and success.” Adam Grant
In last week’s Tip, we looked at the first reason why management training fails: It focuses on skill deficits rather than performance. In this Tip, we will focus on the second reason, and address the third and final reason in next week’s Tip.
The second reason why management training fails is because It occurs outside of the managers’ organizational context and culture. When managers attend off-site workshops, the instructor does not know and cannot incorporate reference to the individual managers’ organizational policies or procedures. It is unreasonable to expect otherwise. Unless the training program provides … Read the rest
“It’s all to do with the training: you can do a lot if you’re properly trained.” Queen Elizabeth II
There are three key reasons why management training fails:
- It focuses on skill deficits rather than performance,
- It occurs outside of the managers’ organizational context and culture, and
- It does not reinforce application of new knowledge or behavior.
In this Tip, we’ll focus on the first reason. We’ll cover the remaining reasons in subsequent Tips.
Reason #1 for management training failure: it focuses on general skill deficits rather than specific performance.
Unless the training program is exclusively for one organization or an intact team, typical management training is concerned with developing managerial skills rather than tackling performance problems within … Read the rest
“Authentic Leaders are not afraid to show emotion and vulnerability as they share in the challenges with their team. Developing a solid foundation of trust with open and honest communication is critical to authentic leadership.” Farshad Asl
There are a lot of articles bemoaning the fact that employees aren’t engaged. These articles explain why employees may disengage from their organization. They don’t necessarily identify a framework to help those organizations become and remain attractive to their employees.
According to Rob Goffee and Gareth Jones in their book, Why Should Anyone Work Here?, employees today are much more focused on accountability, transparency, responsiveness, and the opportunity to grow and develop. They suggest that organizations that are authentic and have integrity will … Read the rest