Time for a new approach to learning in business?
Over the years I have looked at a number of books, blogs and articles and in various LinkedIn groups to do with training and developing people. Many of these are about management, leadership and developing people for the future.
There seems to be a common theme…. new ways of doing things. A reinforcement of the message that the old ways did not get what you wanted. Here is a new, improved and better way. A new and shiny approach if you like.
Have things changed?
The reality is that we have not ‘evolved’ as a species, and indeed the way our habits, skills and behaviours form has not changed in decades, if not a millennium.
Sure the rate of change has increased. The level of fight/ flight has changed. The result of change on our psyche is a little different from 500 years ago. But has the way we actually change, changed?
Why do we drop the last ‘thing’ and seek the ‘latest thing’ so quickly?
This was brought home to me dramatically yesterday. For the first time in a long time I went on a true training course. A course to teach me a new skill.
Real training for a change
That course was touch typing. I have been a 2 finger pecker for as long as I can remember. Well over 35 years. Time for change. OK the style of the course used modern accelerated techniques. At the end of the day, learning a truly new skill or set of behaviours is slow. It takes 100s if not 1000s of small changes. When under stress those behaviours revert to type (pardon the pun) as I stand here 2 finger typing.
I have learnt the first few steps of touch typing, but without a lot of baby steps over time, it wont change the way I work over night.
NOR DOES MANAGEMENT TRAINING!
There is no quick way.
There is no silver bullet.
There is no “new” way.. or short cut. It takes time, repetition and practice before behaviour really changes.
Why must we seek news ways of ‘developing’ people?
Why are we all so easily seduced by the new and sexy way of doing things? Why are we so keen to throw the baby out with the bath water?
Why because people do not change after a 1 week, a 2 day, a 1 day or a 1 hour workshop do we seek a faster and even less efficient way of not changing people?
Jist because you cannot produce a sculpture from a lump of marble does not make the tool the wrong one. It takes time to master the holding for the tool. It takes time mastering how to remove parts of marble in a controlled way… long before actually attempting to produce a sculpture that people recognise, let alone admire!
Why do we keep doing the same thing with management & leadership training?
Of course the STYLE and preference for certain management and leadership behaviours has changed over time. or has it? The way that the Quakers ran their businesses over 100 years ago, is still the way some of the worlds most successful businesses still run. With respect for people.
A style is just a style. a preference for one set of behaviours over another. So why do we believe that we can train one style faster than another?
Why this drive for faster and new?
Is it because we don’t give the ‘old ways’ enough time? are we seeking instant gratification where none can exist? The real solution is in front of us the whole time… take your time.
Little and often, lots of feedback and small changes in technique. never expect real change overnight, and as sure as eggs are eggs, learning a new set of behaviours has nothing to do with the ‘new’ techniques, but the QUALITY of the support you get whilst learning and adapting. It never happens over night!
Is it time
I have looked at a number of blogs and articles across the internet and in various LinkedIn groups. Many of these are about management, leadership and developing people for the future.
There seems to be a common theme…. new ways of doing things. A reinforcement of the message that the old ways did not get what you wanted. Here is a new, improved and better way. A new and shiny approach if you like.
Have things changed?
The reality is that we have not ‘evolved’ as a species, and indeed the way our habits, skills and behaviours form has not changed in decades, if not a millennium.
Sure the rate of change has passed. The level of fight/ flight has changed. The result of change on our psyche is a little different from 500 years ago. But has the way we actually change, changed?
Why do we drop the last ‘thing’ and seek the ‘latest thing’ so quickly?
This was brought home to me dramatically yesterday. For the first time in a long time I went on a true training course. A course to teach me a new skill.
Real training for a change
That course was touch typing. I have been a 2 finger pecker for as long as I can remember. Well over 35 years. Time for change. OK the style of the course used modern accelerated techniques. At the end of the day, learning a truly new skill or set of behaviours is slow. It takes 100s if not 1000s of small changes. When under stress those behaviours revert to type 9pardon the pun) as I stand here 2 finger typing.
I have learnt the first few steps of touch typing, but without a lot of baby steps over time, it wont change the way I work over night.
NOR DOES MANAGEMENT TRAINING!
There is no quick way.
There is no silver bullet.
There is no “new” way.. or short cut. It takes time, repetition and practice before behaviour really changes.
Why are we all so easily seduced by the new and sexy way of doing things? Why are we so keen to throw the baby out with the bath water?
Why because people do not change after a 1 week, a 2 day, a 1 day or a 1 hour workshop do we seek a faster and even less efficient way of not changing people?
Jist because you cannot produce a sculpture from a lump of marble does not make the tool the wrong one. It takes time to master the holding for the tool. It takes time mastering how to remove parts of marble in a controlled way… long before actually attempting to produce a sculpture that people recognise, let alone admire!
Why do we keep doing the same thing with management & leadership training?
Of course the STYLE and preference for certain management and leadership behaviours has changed over time. or has it? The way that the Quakers ran their businesses over 100 years ago, is still the way some of the worlds most successful businesses still run. With respect for people.
A style is just a style. a preference for one set of behaviours over another. So why do we believe that we can train one style faster than another?
Why this drive for faster and new?
Is it because we don’t give the ‘old ways’ enough time? Are we seeking instant gratification where none can exist? The real solution is in front of us the whole time… take your time.
Little and often, lots of feedback and small changes in technique. never expect real change overnight, and as sure as eggs are eggs, learning a new set of behaviours has nothing to do with the ‘new’ techniques, but the QUALITY of the support you get whilst learning and adapting. It never happens over night!
I have looked at a number of blogs and articles across the internet and in various LinkedIn groups. Many of these are about management, leadership and developing people for the future.
There seems to be a common theme…. new ways of doing things. A reinforcement of the message that the old ways did not get what you wanted. Here is a new, improved and better way. A new and shiny approach if you like.
Have things changed?
The reality is that we have not ‘evolved’ as a species, and indeed the way our habits, skills and behaviours form has not changed in decades, if not a millennium.
Sure the rate of change has passed. The level of fight/ flight has changed. The result of change on our psyche is a little different from 500 years ago. But has the way we actually change, changed?
Why do we drop the last ‘thing’ and seek the ‘latest thing’ so quickly?
This was brought home to me dramatically yesterday. For the first time in a long time I went on a true training course. A course to teach me a new skill.
Real training for a change
That course was touch typing. I have been a 2 finger pecker for as long as I can remember. Well over 35 years. Time for change. OK the style of the course used modern accelerated techniques. At the end of the day, learning a truly new skill or set of behaviours is slow. It takes 100s if not 1000s of small changes. When under stress those behaviours revert to type 9pardon the pun) as I stand here 2 finger typing.
I have learnt the first few steps of touch typing, but without a lot of baby steps over time, it wont change the way I work over night.
NOR DOES MANAGEMENT TRAINING!
There is no quick way.
There is no silver bullet.
There is no “new” way.. or short cut. It takes time, repetition and practice before behaviour really changes.
Why are we all so easily seduced by the new and sexy way of doing things? Why are we so keen to throw the baby out with the bath water?
Why because people do not change after a 1 week, a 2 day, a 1 day or a 1 hour workshop do we seek a faster and even less efficient way of not changing people?
Jist because you cannot produce a sculpture from a lump of marble does not make the tool the wrong one. It takes time to master the holding for the tool. It takes time mastering how to remove parts of marble in a controlled way… long before actually attempting to produce a sculpture that people recognise, let alone admire!
Why do we keep doing the same thing with management & leadership training?
Of course the STYLE and preference for certain management and leadership behaviours has changed over time. or has it? The way that the Quakers ran their businesses over 100 years ago, is still the way some of the worlds most successful businesses still run. With respect for people.
A style is just a style. a preference for one set of behaviours over another. So why do we believe that we can train one style faster than another?
Why this drive for faster and new?
Is it because we don’t give the ‘old ways’ enough time? are we seeking instant gratification where none can exist? The real solution is in front of us the whole time… take your time.
Little and often, lots of feedback and small changes in technique. never expect real change overnight, and as sure as eggs are eggs, learning a new set of behaviours has nothing to do with the ‘new’ techniques, but the QUALITY of the support you get whilst learning and adapting. It never happens over night!
Is it time for a new approach or do we need to master what we have?
Is it time for a new approach to learning and training?
What do you think?
Is it time for a new approach to training and developing our people?
Right Hand HR says
29/04/2015 at 12:22Could it be that we want instant ready made solutions rather than learn how to change?
Mike Morrison says
01/05/2015 at 15:57Hi Right Hand HR
thanks for your comment.
maybe its not one or the other but both?
We know that people are reluctant to change, although at the same time we need to change and adapt all of the time!
Your comment suggests that a ready made solution will avoid the need for change – I am not convinced that is true