inside FEATURES
I saw my role as building courses where I could enthusiastically and dynamically deliver all this content to others, transferring my knowledge in an accessible way so they could then utilise this in their roles and become better at their jobs. All the while, like many people who work in training, I didn’t actually understand learning at all. Five years ago, all of that changed. I ditched my obsession with content
and decided to start building experiences for people. Experiences where people could feel what it was really like to lead in times of stress and uncertainty, experiences where people had to influence challenging stakeholders, or how it felt to have meaningful conversations around performance with someone who is emotionally vulnerable. Our results went through the roof. No longer did we have happy people
filled with knowledge that didn’t transfer to their behaviour. We had people proactively getting in touch with real stories of how they had changed their relationships, their behaviour and confidence, and made lasting, meaningful improvements in performance back in the workplace.
Over the years we have refined several core principles to build experiences which enable results. Here are our top three:
SKILLS & TRAINING
‘We learn to
meet emotional needs and we
1. Don’t be afraid to take people outside of their comfort zone – in fact insist upon it We feel ‘comfortable’ usually because we feel with a high degree of certainty that what we already know is enough to navigate the challenges ahead. The fact is that learning is uncomfortable, and it feels that way because there is reduced certainty of success. If people are comfortable they’re probably doing what they already know. Some of our best results were putting people through uncomfortable experiences. Be brave and the rewards can be rich indeed.
change behaviour in line with this’
Any experience you design should look to recreate the emotional states they experience when trying to perform the same skills back in the workplace.
2. If people don’t get emotional – they’re not learning Learning is an emotional process. We have been learning since the day we were born. We learn to meet emotional needs and we change behaviour in line with this. Think back through your life, think about school, you probably recall emotional moments much more than the content of the lessons you attended. If people can connect at an emotional level with the experience, their brains are much more likely to extract the learning from it.
3. Practice, practice practice At Ingenious Performance, we use actors to recreate workplace scenarios then immerse people in these situations to help them understand how they feel in the moment. This way they can then try and navigate authentically through a behavioural challenge. With skilled coaches, it allows us to give very specific feedback on how people respond in these situations and then give them a chance to practice the situation multiple times to refine their approach. This way they leave the room fundamentally changed, confident that they can navigate similar situations back in the workplace.
28 insight JULY/AUGUST 2018
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