Getting back into the swing of things, taking stock of where you’re at with your L&D initiatives and where to next, we have a question for you:
How will you ensure that, after training, people implement their learnings back in the workplace?
If that question makes you feel uncomfortable, then you may find the following reassuring…
First of all, you are not alone. Science and applied research have shown that implementation does not automatically follow learning. One reason for this is because as much as 90% of what we do every day is based on habit rather than reason, so we act without thinking much of the time.
Here at Do Something Different, our founding psychologists are experts in the art of changing human behaviours. They have spent their academic lives researching why people find it hard to embed what they learn, know and think.
Even with the best intentions in the world, and feeling as though you’ve made choices, decisions, used free will, the reality is that your brain is hard-wired to switch to autopilot most of the time. People in general, will continue to repeat past behaviours and do what the environment triggers their brain to do.
None of us really like to hear this. Especially if you’ve spent hundreds of thousands from your L&D budget on various interventions which claims to be the real deal, bringing lasting change to your organisation. The fact of the matter is that organisations and their culture are huge habit webs. Many repetitive behaviour sequences and environmental triggers, both positive and negative are in place making lasting change a difficult process.
The Good News…
It is possible for change to be made to both systemic culture and individual behaviours. Behavioural science shows we have to start by disrupting the many entrenched routines, procedures and habits that are holding people back.
Getting people to behave differently back in the workplace, once they’ve completed their training or personal development course (not just think differently) is the key to unlocking lasting behaviour change in the individual which will also impact the organisation at large.
This has been found to be far more effective than trying to get people to adopt a different mindset in the hope that change will follow. It’s literally putting behavioural science to work and applying what we know about how the brain works.
How can learning circumvent old routines, systems and habits and lead to change?
The Do Something Different model of behaviour change underpins behaviour change interventions that maximise the impact on a whole range of issues affecting people in their everyday lives.
It’s different. It’s digital. It’s build on research and solid evidence.
To make a real impact this autumn and encourage your people to take responsibility for their own learning, it will pay to adopt a behavioural approach to your L&D. As behaviour change experts, we have the tools and evidence of impact to help you turn your learning into doing. Take a look at our new digital L&D Portal. It provides on-the-job learning by delivering small do-able actions to mobiles, and it gets great results. (View the video below to see what we mean…)
You too can support your workforce in making lasting change, helping to embed their learning! For more information on the range of learning and development solutions that can fit into your L&D plans now and in future, visit us at dsd.me/business.
