Voice over for video
Description
Vocal Characteristics
Language
EnglishVoice Age
Middle Aged (35-54)Accents
North American (General)Transcript
Note: Transcripts are generated using speech recognition software and may contain errors.
What's your organization? Pinning its hopes on technology automation and all the bells and whistles of the future are exciting. Yet the kingpin of organisational success rests in its people, and people need to learn right. It's true market demands, customer expectations and the acceleration of change have us on pins and needles. Do you feel it? Let's take a few minutes to pin back our ears, leave our Pinterest accounts alone and pin down three guiding principles to improve the effectiveness of people's learning and our organizations. Have you noticed by now that I seem a little hyped over this word pin, I think hit it in its three letters of P, I and End are three guiding principles. It begins with P for performance. People perform. Organizations perform. We measure performance. So if our learning initiatives air not focused on enabling behaviors that drive performance lost yet, let's be honest. It's really easy to become enamored with learning management systems courses and irrelevant metrics. Consider how a baby learns to walk. A baby is continually synthesizing and integrating all of the information it acquires through observation and experience and with some help from her inherent capabilities, continually adapts from me from rolling over, kicking her legs, crawling, standing, stepping until she walks across a threshold of performance and becomes a bonafide walker. So what are we doing to understand what behaviors will contribute to the performance of our organizations? And how are we adapting our learned interventions to drive towards actualizing these performance dynamics? The second letter in PIN is I for insight. We're really good in our organisations about focusing on information, and now we even have a wonderful collection of all kinds of learning strategies. We've got video based learning and micro learning, mobile learning and the list goes on. Yet are we really focused in helping people to discover insights? I believe that our behavior changes as a result of a shift literally in our imaginations and the best way that I know is through stories and is through in conversations and having people reflect on their experiences but future ones as well as current ones and passwords as a way of driving insight which will lead to changes in behavior. And we know that behavior and performs are linked very closely together. So let's work harder and perhaps stories or something you can put to work in your organization to dry insight based learning and not just information. There's one more letter in our pin. The mighty end n is for navigating. All too often, when I consult organizations on their learning strategies, I observed far too many broken relationships. It's the number one reason why learning fails to deliver on its potential to transform organizations and why learning professional struggle sometimes to win a seat of executive influence. People are neither nurturing key relationships with stakeholders. We're navigating them with flexibility. Try investing more energy and time in navigating the complex, ever shifting landscape of people, politics, power and competing performance agendas to ensure that learning interventions deliver results. Okay, so with Pin, you have a foundation for climbing to the pinnacle off, learning success but empowering performance, focusing more on insight, based learning and becoming tireless and wise in navigating relationships.