Our Difference
We understand the common, unconscious and hugely powerful human traits and beliefs that limit the potential for people to learn, develop and grow.
We therefore design learning programmes in a way that specifically addresses this challenge and builds three core beliefs in the minds of learners that unlock their desire and willingness to change what are often deeply ingrained behaviours and habits.
Belief 1: “I am confident I can do what is being asked of me”
Real confidence comes from a deep sense of belief in one’s own capability. We strengthen confidence by incorporating the following into all our programmes:
Developing the growth mindset that underpins the willingness to improve skill and change behaviour.
Repeated practice experiences within a ‘safe’ learning environment to hone technique and skill.
High-quality feedback and guidance from ‘experts’ that learners respect and who have been there, done it and got the tee-shirt.
Simple, realistic and safe approaches to applying learning in real life.
Belief 2: “It is worth me making the change”
At a conscious level, the benefits of developing new behaviours or skills may be very logical. However, at an unconscious level, there is a game-changing emotional trade-off at play……”Is the ‘gain’ I am going to make by doing something different worth the ‘pain’ - i.e. the time, effort and risk - involved?” In many cases, the ‘pain’ wins out.
We place the ‘What is in it for me?’ at the heart of the learning journey so the desire to participate is compelling. In addition, we minimise the gap between the learning environment and real life so learners can quickly see and feel the ‘What’s in it for me?’ taking place. This, in turn, lights the fire for ongoing development and growth.
Belief 3: “It is important that I change”
Intellectually, people may understand the importance of change. However, this belief needs to be reinforced by the people, processes and systems around them. Is my manager talking to me about it on an ongoing basis? Does someone really care if I do this or not? Am I regularly being asked about it, coached on it, assessed on it or recognised for it? Are processes and systems I use every day supporting the change or not?
We help clients align the relevant system, process and leadership levers that convey the belief to learners that their organisation is supporting and committed to the change expected of them.