Leaders may not have ‘trainer’ on their JD – but developing their team comes with the role.
What’s training for?
To cause a permanent change in behaviour
How do trainers do that?
By introducing and facilitating new knowledge, skills and mindsets/attitudes in an environment and via methods that help learning go in – and stay in
How do we learn?
By hearing, seeing and doing
How does learning by doing work?
We have an experience, react and reflect then have another go
How much learning do we get by doing?
70% doing – practice, exercises, have a go, do a task
20% social – talking, reflecting, feedback, coaching, observing
10% formal – lectures, reading, e-learning
How do our brains learn?
Each new experience creates a new connection
If repeated, the connection strengthens and strengthens
The activity gets easier and more comfortable until it’s second nature
By setting their own objectives and goals
Committing to learning
Putting it into practice at work
But the process can be uncomfortable, unsettling and imperfect
Resistance and anxiety can be strong
How do leaders support and promote learning?
Persistent messaging – being clear about the why as well as what and how, while role modelling the desired behaviour yourself
Creating an environment where learning can be put into practice, where mistakes are allowed and seen as development
Sharing feedback and coaching to support the transition, praising and recognising success
Learning is a community activity – and it’s part of a leader’s job to promote it.