Modern Learning Myths are Wasting your L and D Budget!

WEFTHE 2015 WORLD ECONOMIC FORUM survey says an alarming 86% of 2,000 experts from different fields and countries see “a crisis of leadership” as one of the world’s most pressing problems.

These findings are mirrored by business school professors, who suggest that breaking leadership into a disembodied set of skills is leading to a growing rift between leaders and their followers. Even top management magazines are querying MBAs and the process of sending senior executives and high potentials to remote courses. They are calling this out-of-the-business methodology “out of context and out of date.”

The response to disillusion may lie in 21st century leadership development, including an understanding of how the brain works, which is also proven to give the best return on investment. Its value lies in embedding sustainable learning in the workplace and within organisational culture.

danielle summer 2010-4025LeaderShape Director, Danielle Grant, explores inaccurate, outmoded assumptions on organisational training that are wasting time, money and talent – what commentators are calling the “modern learning myths.” Danielle opens up the discussion in this Thought Leadership conversation.

Q.  The phrase modern learning myths – what does it mean?

A. THERE’S A WHOLE SET of ideas that are popular, but wholly inaccurate- as proven by research. In particular, new brain scanning techniques are opening up a world of understanding in fields such as training and leadership development. For example, we know that your personal preferred learning style is not fixed and that you can learn new ways of looking at problems; also, we now realise there is not one critical window of  learning in youth, there is no age-limit to learning and the idea a proportion of the brain is idle is nonsense, too – because of neuroscience, we can begin to work out how to access more of our talents.

Q.  How is research exploding old mythologies about learning preferences?

A.  WELL, A MAJOR PIECE OF US research differentiated learning for students according to their preferred styles. What they discovered is that when they offered only visual or auditory, for example, whatever seemed best for individual candidates, the results were.. no better!

By contrast, the more hooks to learning, the better the retention and implementation of preferred behaviours. The analogy is like comparing one big hook and eye to the stickiness of Velcro!

research_smLet’s take this idea further: Author John Medina (Brain Rules) made his subjects stand in the sea, where they engaged all their senses. He then tried to get them to recall the experience of their development work in the classroom. Recall of the learning when they were later taken back to their original, seaside environment was dramatically higher. What this proves is that you must situate the learning in the place where it is implemented – this brings a greater ability to embed it. Learning in the workplace offers greater retention.

Q. How do LeaderShape’s research-based methods challenge the status quo and help development work move forward?

A. WHEN WORKING BOTH ONLINE and offline with organisations such as keyringKeyring , feedback to LeaderShape showed employees valued the application of learning to their  needs, because they were able to use it immediately in the workplace.

In order to create new habits we have to create stable neuropathways in the brain. By focus and frequent practise of new skills, we create a desired new habit.

Paying for a 5-day intensive leadership course in a luxury environment brings delegates some great speakers and contacts, a fat training manual – and none of it is contextual to the learner’s workplace. The moment there is any pressure the manual is stuffed away and they revert to earlier default behaviour because they have been given nothing they can apply, to do anything differently. Telling people what they ought to do, doesn’t work – the brain resists being told.

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Exploding Learning Myths; Maximising Your Training Budget.

LEADERSHAPE HAS DEVELOPED key IP and methodologies, based on 15 years of research, backed by Universities and respected Think Tanks. This LeaderShape development can demonstrate how it brings greater benefits to clients and their organisations than much of the outdated corporate training currently on offer.  LeaderShape has developed a range of proprietary tools to take advantage of the latest principles of neuroscience. They can be accessed on and offline by individuals, teams, boards and whole organisations. Here is a taste of what we offer:

blended learningThe ALIVE© process includes self-led study, MasterClasses and calls to address targeted needs in the workplace. It offers many hooks to retention of learning. Delegates enjoy the blended learning, using a range of techniques, proven to have strong foundations in neuro research. ALIVE© is devised in brief, brain-friendly sections, contextually related to the client’s work situation, for long-term, sustainable outcomes.

The online questionnaire, LEIPA® (Leadership & Emotional Intelligence Performance Accelerator,) provides individual with behavioural snapshot of themselves in context. So that they can they can pinpoint the areas to build on existing strengths (which is very important) and also address small, precise areas of behaviour that will enhance performance across the board in their role.

apptitleThe highly accessible LeaderShaper app is a personal check-in tool, to keep seeing how your self-perception measures against other people’s. It’s the first step of developing awareness of your natural styles and how you behave at work. We also use the tool across teams and whole organisations as a simple way of cascading ideas. You want everyone in the organisation to be talking the same language of leadership. It’s practical to let everyone do the LeaderShaper – to help embed a culture of emotionally intelligent leadership in the organisation.

We’d be delighted to show you how these cost-effective tools and processes can give you a great deal more return for your L&D budget. Why not call us on (0)330 323 0275 or contact us here.

 

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