getting to behavioral change
DESCRIPTION
Presentation at ASTD 2011 by Maureen Orey, CPLPTRANSCRIPT
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Getting to Behavioral Change
Accountability& Level 3
Evaluation
Presented by: Maureen Orey M.Ed., CPLPPresident, Workplace Learning & Performance Group
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Session Objectives:
Define the organizational systems needed to support behavioral changeIdentify the role of the manager to empower actionExplore the five key factors to individual accountability
Accountability and Level 3 Evaluation
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
You can lead a horse to water…
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Icebreaker Questions
How do you define learning?Can you compel behavioral change?How do you define accountability?What systems do you have in place to support and reinforce learning
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
How do you define learning?
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
How do you define Accountability?
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Learning DefinedDefinition: verb
1. to acquire knowledge or skill: to learn rapidly
2. to become informed (usually followed by of ): to learn of an accident
Source: Dictionary.com
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Accountability Defined
Definition: noun
1. the state of being accountable, liable, or answerable.
Source: Dictionary.com
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Why do we learn?
“I wanted to challenge myself”,“I wanted to (or, had to) accomplish a new task”“I was working to achieve a goal”“It was important to me”
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Four Factors of Managing Change
Organization Manager
Team Individual
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How does your organization support accountability??
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Best Practices in Organizations Supporting Accountability
A Positive Learning Culture Learning Reinforcements
(wiki’s, apps, videos, job aides…)Learning ContractsPeer Support GroupsProfessional Development Plan (IDP’s)Corporate Learning Transcripts
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The Role of the ManagerThe #1 KILLER of… behavioral change!
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What a Manager SHOULD do…
Assess learner readinessUnderstand and reinforce Empower learningMonitor progressEncourage testing (permission to fail?)Reward attemptsTrust
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Team Dynamics
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Team Support
CollaborationDiscussionPeer SupportProject GoalsSynergy Action
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Individual
Results orientedFocusedMotivatedEngagedRelevant
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Assess Yourself!
What are you doing to be more accountable?
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Change or Die??
Only 10% of the population will change their behavior even with a deadly prognosis
Changing the behavior of people isn't just the biggest challenge in health care. It's the most important challenge for businesses trying to compete in a turbulent world. - John Kotter,
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Sustainable Change
Reframe – change your thinking or perspectiveRelate – get supportRepeat
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Motivated to Change
Nov 2006
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Five key factors of individual accountability
ReadyWillingAbleMotivatedAction Oriented
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Key Factor #1 - Ready
Assess learner readinessSupervisor inputSelf assessment
Resources needed?Technology, Staff, Budget, Permission?
Pre-learning prep
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Key Factor #2- Willing
Attitude check… are you onboardAttitude adjustment… can you get on-board?Willingness to learn AND
a willingness to changeRisk tolerance
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Key Factor #3 - Able
SkillsKnowledgeResources
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Key Factor #4 - Motivated
WIIFM? Are they motivated to make change? Can they be compelled to change?Does this align with their personal or professional vision?
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Key Factor #5 – Action Oriented
Time ManagementProject PlanningImplementationJust Do it!
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Get Transformational Results!
Oct 2009
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
ASTD 2011 - Personal Action Plan
Questions to Ponder:1. What is one idea you will implement?2. What resources do you need to do this?3. What barriers will keep you from success?4. Are you Ready? Willing? Able?5. What is your first step?6. What are the consequences of inaction?
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Consequences of In-action
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Ernestine Sheppard74 Years old
Results of Focused Action
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Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP Copyright © 2010 All Rights ReservedMaureen Orey, M.Ed., CPLP
Make the changeyou want to see in your work,
life, business, team...-Maureen Orey, CPLP
Be the change you want to see in the world.