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Change
This year’s report may well be our most robust, now including data from 6000+ training sessions and 39,000+ participants.
Here are three of my biggest takeaways from the report.
The goal of the learning that happens in your leadership sessions is the creation of a change within the organization that hired you. The goal of this change is the development of a lasting effect. And finally, the goal of the lasting effect that you’ve sparked is a translation into true business impact. So how […]
It might be true that some strategic priorities are advanced through training investment. But how would we know? The current methods of sustaining and measuring training program efficacy are largely broken. Over $358 billion was spent globally on corporate training last year, with an estimated $41 billion of that figure being spent on leadership training […]
If you’ve been a leadership development consultant, coach, or facilitator for a while, you may very well be able to recognize the moment that realization sparks within your participants. It’s an “aha!” moment that we sometimes call the “facilitator high.” Participants’ eyes might light up, they might even physically lean forward, but they’ve definitely reached […]
One of the biggest trends in L&D right now is having access to technology that can measure program results. There’s a growing movement around habit tools of all sorts—from habit trackers and stackers, to habit applications, to behavior change tools. This makes sense. Leadership development consultants are eager to help participants establish new habits after […]
80% of NewYear’s resolutions “fail” by mid-February1. Reasons for their failure include anything from lack of clarity to over-ambition when setting the goal. This leads to the question: what makes a good habit commitment? You probably wonder this same thing when helping participants create action plans coming out of your learning interventions. How can you […]
Here is the million-dollar question for every training program: “How can I get my participants to take action on the things I’m teaching them?” In answering this for ourselves, it’s important to remember that you can lead a horse to water, but you can’t make it drink. Similarly, you can present a participant in a […]
How do you get participants’ managers on board with supporting the change that your programs are designed to create? It’s a mouthful for sure. The context is you have participants currently enrolled in your program and they are learning new things. They are excited to put said new things into practice. They’ve landed on why […]
Would you consider yourself an impact-focused consultant? Most of the consultants I speak with on a weekly basis claim to be. Meaning, they aren’t just about the event in the room, they’re focused on making a true difference for the people that are in the session. If that describes you, fantastic. This is the future […]
How do you increase the likelihood that your program participants are going to put the content from your session into practice after they leave the room? There are a number of components that come into play such as language and microreflections – those will be the subject of future posts – in this post we’ll […]
My 5 year old son is obsessed with volcanoes. Almost every night at bedtime we are reading books about volcano facts. It’s an exciting journey for him, and I really admire the focus that he brings to bedtime story time. As it turns out, reading books about volcanoes leads to books about earthquakes, which, in […]
Of course, without first noticing, change is very difficult, if not impossible. Noticing is a prerequisite to growth and learning.
If you were to engage in one intentional act every work day for a whole year, you would have repeated that one thing 250 times.
So, what makes a good behavior change commitment? Make it measurable and specific—and make it small and important to you personally.
Front line workers know what KPIs they’re being evaluated on, but typically lack understanding about how they are linked to the overarching strategic goals.
For organizations that are seeking changed behavior, tapping into the power of habits is an effective strategy for ensuring that change sticks.
If you’re serious about making a change, for your organization, your team, or yourself, make an investment of your time and your energy to make it happen.
A key first step in any successful learning or behavior change initiative is to identify the return on expectations—begin with the end in mind.
If we allow the stimuli we’re exposed to every day whisk us into a state of distraction—we may be putting our health, productivity, and humanity at risk.
For organizations to achieve meaningful change in a sustainable way, they need to create the conditions for behavior change at an individual level.
Clarity is what we want for our organizations, and is the critical first step in behavior change. Resistance to change is often the result of unclear goals.
“Luck” happens because the person has used a systematic approach to ensure progress toward their dreams and goals. It’s not as simple as just getting lucky.
Working to create a robust learning culture will help develop the skills required to increase agility and navigate a world of constant change.
I decided to end my focus on goals, something I’ve called ungoaling. This means developing habits for activities that will contribute to my overall success.
Nothing moves people into immediate action quite like necessity. When the danger of NOT doing anything is strong, people are willing to try anything.
It’s important that we protect the most valuable asset that we have: our attention and focus. Here are the three areas that I am working on at the moment.
Organizational agility provides a competitive advantage. As organizations adopt initiatives to keep pace with change, success will hinge on agile teams.
Committing to the one action leads to change, and often triggers or sets in motion other changes that have impact on the team as well.
There’s nothing wrong with being optimistic or making big plans. But to truly change, you also need a healthy dose of realism: if you think it can happen overnight, you’re setting yourself up for failure.
We are excited to announce a collaboration with Dave Gray, and have launched a new module on our Conversations platform inspired by Liminal Thinking.
At Actionable, we know that when it comes to fostering employee engagement and cultivating behavior change, regular conversations beat once a year performance reviews hands down.
Remember that your current behaviors are getting you the results you’re seeing—to see a change you will have to make a change.
Focusing on the language I use—with myself, with my children, and with my clients—has helped me create positive results.
Whether you are managing a team, searching for strategies to improve, or seeking more creativity in your day to day life, you can harness the science of behavior change to see positive results.
We were delighted to host Jenny Blake for an Actionable webinar to discuss her book Pivot. Alyssa Burkus sat down with Jenny for a live chat with members of the Actionable community.