creating a transformative culture of learning
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Creating a Transformative Culture of Learning
Britt Andreatta, Ph.D.
Director of Learning + Development, lynda.comSenior Learning Consultant, LinkedIn
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Britt AndreattaLeadership consultant since 1989
PhD in Education, Leadership + Organizations
Professor and Dean at UC Santa Barbaraand Antioch University, teaching leadership and success skills
lynda.com Member > Author > Director of Learning + Development
Please view my seven courses on lynda.comCreating a Transformative Culture of Learning
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Creating a Transformative Culture of Learning
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Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Cultureof Transformation
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Your Learning Culture
You already have one
Humans are wired to learn
Learning is happening every day – are you tending it?
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Necessary for survival
Brain science research
Central + peripheral nervous systems
Wired for Learning
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Sources
Research by:
Richard Davidson
Carol Dweck
Daniel Siegel
Rudolph Tanzi
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Hippocampus
Amygdala
Basal ganglia
The Big 3
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The “data drive”
Moves learning into memory
Unites left and right hemispheres
Hippocampus
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Launches “fight or flight” response
When aroused, activates the hippocampus
Amygdala
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Where habits live
Routinized behaviors become “second nature”
Basal Ganglia
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Learn Remember Do
Three-phase Model
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The Neuroscience of Learning
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What Are They Learning?
Position (job skills)
Policies (and procedures)
People (relationships)
Power (influence)
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They Are Also Learning…
If leaders are trustworthy
If risk taking is rewarded
If harassment is tolerated
The real culture and values that drive the organization every day. Creating a Transformative Culture of Learning
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Questions to Consider
Who controls the learning?
Do your learning events match with their experience/reality?
How are you building value and trust with each learning experience?
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Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Cultureof Transformation
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Transformative Learning
The expansion of consciousness through the transformation of worldview and capacities of the self.
Changing how we see and do things.
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Transformative Learning
3 dimensions:
1. Psychological (change in understanding)
2. Behavioral (change in actions)
3. Convictional (revision of belief system)
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Transformative Learning
3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
Knowledge
Information
Models/theories
The “why”
Experience
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Transformative Learning
3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
Observation
Application
Experimentation
Practice
Habits
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Transformative Learning
3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
“Aha!” moments
Epiphanies
Flashes of insight
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The capacity to become or develop into something in the future.
Unrealized ability.
Potential
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Transformation @ Work
“Think of employment as an alliance: a mutually beneficial relationship.”
Managers should ask, “How will the organization be transformed by this employee?” And also, “How will this employee’s career be transformed by working here?”
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Transformative Learning Culture
People are encouraged to grow and develop
Learning is valued and promoted
Every level has vibrant learning opportunities
Good teachers are identified and cultivated
Change and innovation are embraced
Learning is designed to be transformative
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Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Cultureof Transformation
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Benefits of Transformative LearningActive participation
Authentic motivation
Ongoing improvement
Employee engagement
Retention of top talent
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Motivation
Creating a Transformative Culture of Learning
Autonomy opportunities to be self directed Masteryopportunities to learn and grow
Purposecontribute to something meaningful
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Continuous Improvement
Creating a Transformative Culture of Learning
Growth mindset
Dr. Carol Dweck
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Growth Mindsetleads to a desire to learn, so
tends to:
Believe that skills can always improve with hard work
See effort as a path to mastery and therefore essential
Embrace challenges and see them as opportunity to grow
See feedback as useful for learning and improving
Views setbacks as a wake-up call to work harder next time
Find lessons and inspiration in the success of others
As a result, they reach ever-higher levels of potential and performance.
Fixed Mindsetleads to a desire to look good, so
tends to:
Believe that most skills are based on traits that are fixed and cannot change
See effort as unnecessary; something to do when you’re not good enough
Avoid challenges because could reveal lack of skill; tends to give up easily
See feedback as personally threatening to sense of self and gets defensive
View setbacks as discouraging; tends to blame others
Feel threatened by the success of others;
may undermine others in effort to look good
As a result, they may plateau early and achieve less than their full potential.
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Engagement
How much people are emotionally connected and committed to their organizations, and their willingness to go above and beyond the expectations of their jobs.
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In the US Around the World
Creating a Transformative Culture of Learning
% of US Workers
Engaged 30%
Not engaged 52%
Actively disengaged 18%
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The Power of Engagement
Creating a Transformative Culture of Learning
A disengaged employee costs an organization approximately $3,400 for every $10,000 of salary (Gallup).
Engaged employees are 127% more likely to be A performers than C performers (McLean & Company).
Highly engaged organizations have the potential to decrease employee turnover by 87% (Human Capital Institute).
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Retaining Top Talent
Creating a Transformative Culture of Learning
Cost to replace an employee is50% to 250% of annual salary+benefits!
SHRM’s “Cost of Turnover” Worksheet
• Lost productivity (position + others)• Offboarding• Recruiting > hiring > training• Time to previous employee’s performance
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Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Cultureof Transformation
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Create the Culture
Cultivate potential
Value learning
Reward growth
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Cultivate Potential
Creating a Transformative Culture of Learning
Potential + Support
= Performance
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Support
Creating a Transformative Culture of Learning
Opportunities to learn + grow
On demand resources
Coaching for improvement
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Opportunities to Learn + Grow
Creating a Transformative Culture of Learning
Offer vibrant and accessible learning events for every level of employee
Encourage risk taking and failure
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On Demand Solutions
Creating a Transformative Culture of Learning
Learning is retained most (“sticky”) when we can find our own answers
Allow people time to reflect (insight>convictional change)
Blended learning works “with” the brain’s wiring
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CONTENT
Before: Watch lynda.com course
During: Application activities+ peer discussions specific to our culture and context
After: Practice + deeper dive with readings, links, etc.
Flip Your Classroom
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Coaching to Peak Performance
Clear expectations
Skills coaching + clarity coaching
Appreciative Inquiry
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Coaching Map
Clarity CoachingGROW Questions
Skill CoachingWHWW Directions
Problem solving
Performance
Development
Career
SMART GoalsTeam Sourcing
Gap Assessment
AssessmentsInfluence Interviews
Stretch ProjectsCreating a Transformative Culture of Learning
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Appreciative Inquiry
What happens in your body…
Activate the success regions of the brain
Ask about: peak performances, best experiences, sources of pride
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Value Learning
Make it abundant and accessible
Role model it at every level
Make it safe to take risks and fail
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Reward Growth
Moving the needle matters
Recognize learning hunger and commitment
Reward improvement
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Enigma9-Box Model
Potential star
Future leader
DilemmaSolid
performer
Emerging star
Underperforme
rEffective
Trustedprofessiona
l
Performance: Achievements + Competencies
Pote
nti
al: H
unger
+ C
om
mit
ment
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Enigma9-Box Model
Potential star
Future leader
DilemmaSolid
performer
Emerging star
Underperforme
rEffective
Trustedprofessiona
l
Performance: Achievements + Competencies
Pote
nti
al: H
unger
+ C
om
mit
ment
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Score on 1-5
3.00
5.00
7.00
9.00
11.00Pe
rcen
tag
e C
orr
ect
Compare to Others Compare to Self
Score on 6-
10
Score on 1-5
Score on 6-
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Learn more at lynda.com
10,000+ hours of learning!
Instructional Design Essentials Series:❯ The Neuroscience of Learning with Britt Andreatta
❯ Flipping the Classroom with Aaron Quigley
❯ Models of Instructional Design with Shea Hanson
❯ Needs Analysis with Jeff Toister
Free webinars: www.lynda.com/webinars
Enterprise solutions: [email protected]
Creating a Transformative Culture of Learning
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Questions + Answers
Creating a Transformative Culture of Learning
BrittAndreatta.com
lynda.com