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Creating a Transformative Culture of LearningBritt Andreatta, Ph.D.
Director of Learning + Development, lynda.comSenior Learning Consultant, LinkedIn
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Britt AndreattaLeadership consultant since 1989PhD in Education, Leadership + OrganizationsProfessor and Dean at UC Santa Barbaraand Antioch University, teaching leadership and success skillslynda.com Member > Author > Director of Learning + DevelopmentPlease view my seven courses on lynda.com
Creating a Transformative Culture of Learning
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A Robust Online Training Library Content in BusinessLeadership, Management, Productivity, Software, Communication, Career Development, and more.
3,400+ coursesAvg. 20 courses released per week
10,000+ hours of learningAvg. 5 hours released per day
138,000+ videosAvg. 750 released per week
Creating a Transformative Culture of Learning
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AgendaLearning Culture
Transformative Learning
Benefits/ROI
Create a Cultureof Transformation
Creating a Transformative Culture of Learning
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Your Learning CultureYou already have one
Humans are wired to learn
Learning is happening every day – are you tending it?
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Necessary for survival
Brain science research
Central + peripheral nervous systems
Wired for Learning
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SourcesResearch by:
Richard Davidson
Carol Dweck
Daniel Siegel
Rudolph Tanzi
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Hippocampus
Amygdala
Basal ganglia
The Big 3
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The “data drive”
Moves learning into memory
Unites left and right hemispheres
Hippocampus
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Launches “fight or flight” response
When aroused, activates the hippocampus
Amygdala
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Where habits live
Routinized behaviors become “second nature”
Basal Ganglia
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Learn Remember Do
Three-phase Model
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The Neuroscience of Learning
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What Are They Learning?Position (job skills)
Policies (and procedures)
People (relationships)
Power (influence)
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They Are Also Learning…If leaders are trustworthyIf risk taking is rewardedIf harassment is toleratedThe real culture and values that drive the organization every day. Creating a Transformative Culture of Learning
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Questions to ConsiderWho controls the learning?
Do your learning events match with their experience/reality?
How are you building value and trust with each learning experience?
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AgendaLearning Culture
Transformative Learning
Benefits/ROI
Create a Cultureof Transformation
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Transformative LearningThe expansion of consciousness through the transformation of worldview and capacities of the self.
Changing how we see and do things.
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Transformative Learning3 dimensions:
1. Psychological (change in understanding)
2. Behavioral (change in actions)
3. Convictional (revision of belief system)
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Transformative Learning3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
KnowledgeInformation
Models/theoriesThe “why”Experience
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Transformative Learning3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
ObservationApplication
ExperimentationPracticeHabits
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Transformative Learning3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
“Aha!” momentsEpiphanies
Flashes of insight
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The capacity to become or develop into something in the future.
Unrealized ability.
Potential
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Transformation @ Work“Think of employment as an alliance: a mutually beneficial relationship.”
Managers should ask, “How will the organization be transformed by this employee?” And also, “How will this employee’s career be transformed by working here?”
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Transformative Learning CulturePeople are encouraged to grow and developLearning is valued and promotedEvery level has vibrant learning opportunitiesGood teachers are identified and cultivatedChange and innovation are embracedLearning is designed to be transformative
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AgendaLearning Culture
Transformative Learning
Benefits/ROI
Create a Cultureof Transformation
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Benefits of Transformative LearningActive participationAuthentic motivationOngoing improvementEmployee engagementRetention of top talent
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Motivation
Creating a Transformative Culture of Learning
Autonomy opportunities to be self directed Masteryopportunities to learn and grow
Purposecontribute to something meaningful
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Continuous Improvement
Creating a Transformative Culture of Learning
Growth mindset
Dr. Carol Dweck
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Growth Mindsetleads to a desire to learn, so
tends to:Believe that skills can always improve with hard workSee effort as a path to mastery and therefore essentialEmbrace challenges and see them as opportunity to growSee feedback as useful for learning and improvingViews setbacks as a wake-up call to work harder next timeFind lessons and inspiration in the success of othersAs a result, they reach ever-higher levels of potential and performance.
Fixed Mindsetleads to a desire to look good, so
tends to:Believe that most skills are based on traits that are fixed and cannot changeSee effort as unnecessary; something to do when you’re not good enoughAvoid challenges because could reveal lack of skill; tends to give up easilySee feedback as personally threatening to sense of self and gets defensiveView setbacks as discouraging; tends to blame othersFeel threatened by the success of others;
may undermine others in effort to look goodAs a result, they may plateau early and achieve less than their full potential.
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EngagementHow much people are emotionally connected and committed to their organizations, and their willingness to go above and beyond the expectations of their jobs.
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In the US Around the World
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% of US Workers
Engaged 30%
Not engaged 52%
Actively disengaged 18%
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The Power of Engagement
Creating a Transformative Culture of Learning
A disengaged employee costs an organization approximately $3,400 for every $10,000 of salary (Gallup).
Engaged employees are 127% more likely to be A performers than C performers (McLean & Company).
Highly engaged organizations have the potential to decrease employee turnover by 87% (Human Capital Institute).
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Retaining Top Talent
Creating a Transformative Culture of Learning
Cost to replace an employee is50% to 250% of annual salary+benefits!
SHRM’s “Cost of Turnover” Worksheet• Lost productivity (position + others)• Offboarding• Recruiting > hiring > training• Time to previous employee’s performance
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AgendaLearning Culture
Transformative Learning
Benefits/ROI
Create a Cultureof Transformation
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Create the CultureCultivate potential
Value learning
Reward growth
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Cultivate Potential
Creating a Transformative Culture of Learning
Potential + Support = Performance
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Support
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Opportunities to learn + grow
On demand resources
Coaching for improvement
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Opportunities to Learn + Grow
Creating a Transformative Culture of Learning
Offer vibrant and accessible learning events for every level of employee
Encourage risk taking and failure
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On Demand Solutions
Creating a Transformative Culture of Learning
Learning is retained most (“sticky”) when we can find our own answers
Allow people time to reflect (insight>convictional change)
Blended learning works “with” the brain’s wiring
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CONTENT
Before: Watch lynda.com course
During: Application activities+ peer discussions specific to our culture and context
After: Practice + deeper dive with readings, links, etc.
Flip Your Classroom
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Coaching to Peak PerformanceClear expectations
Skills coaching + clarity coaching
Appreciative Inquiry
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Coaching MapClarity CoachingGROW Questions
Skill CoachingWHWW Directions
Problem solving
Performance
Development
Career
SMART GoalsTeam Sourcing
Gap Assessment
AssessmentsInfluence Interviews
Stretch ProjectsCreating a Transformative Culture of Learning
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Appreciative InquiryWhat happens in your body…
Activate the success regions of the brain
Ask about: peak performances, best experiences, sources of pride Creating a Transformative Culture of Learning
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Value LearningMake it abundant and accessible
Role model it at every level
Make it safe to take risks and fail
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Reward GrowthMoving the needle matters
Recognize learning hunger and commitment
Reward improvement
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Enigma9-Box Model Potential
starFuture leader
DilemmaSolid
performer
Emerging star
Underperforme
rEffective
Trustedprofessiona
l
Performance: Achievements + Competencies
Pote
ntia
l: Hu
nger
+ C
omm
itmen
t
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Enigma9-Box Model Potential
starFuture leader
DilemmaSolid
performer
Emerging star
Underperforme
rEffective
Trustedprofessiona
l
Performance: Achievements + Competencies
Pote
ntia
l: Hu
nger
+ C
omm
itmen
t
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Score on 1-5
3.00
5.00
7.00
9.00
11.00Pe
rcen
tage
Cor
rect
Compare to Others Compare to Self
Score on 6-
10
Score on 1-5
Score on 6-
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Learn more at lynda.com10,000+ hours of learning!Instructional Design Essentials Series:❯ The Neuroscience of Learning with Britt Andreatta❯ Flipping the Classroom with Aaron Quigley❯ Models of Instructional Design with Shea Hanson❯ Needs Analysis with Jeff Toister
Free webinars: www.lynda.com/webinarsEnterprise solutions: [email protected]
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Questions + Answers
Creating a Transformative Culture of Learning
BrittAndreatta.com
lynda.com
