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TRAIN-TO-INGRAIN Reinforcement-Centered Leadership Development Technology A Five-Phase Integrated Process That Produces Lasting Changes in Leader Behavior.

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Presentation on theme: "TRAIN-TO-INGRAIN Reinforcement-Centered Leadership Development Technology A Five-Phase Integrated Process That Produces Lasting Changes in Leader Behavior."— Presentation transcript:

1 TRAIN-TO-INGRAIN Reinforcement-Centered Leadership Development Technology A Five-Phase Integrated Process That Produces Lasting Changes in Leader Behavior

2 TRAIN-TO-INGRAIN “We agreed that our managers knew the business, but most of them weren't very effective with people. We noticed friction and a lack of cooperation. Disagreements and arguments festered. You could sense the tension out there. Morale was low in many areas. It wasn't the positive, high-energy culture we wanted. We lost several of our best people.” A Familiar Tale of Woe

3 TRAIN-TO-INGRAIN “We concluded that our managers needed to be better leaders, and we decided to bring in a top- flight leadership effectiveness program. The trainers were fantastic and our managers raved about it. We were satisfied that it was money well spent.” A Familiar Tale of Woe

4 TRAIN-TO-INGRAIN “In the months afterward, we saw an improvement in several managers, but we noticed that most of them weren’t using the new skills. To be honest, these were the same folks doing the same things.” A Familiar Tale of Woe

5 TRAIN-TO-INGRAIN “A year later, I look around and can’t say there’s been much change at all. It’s hard to believe that a program of such high quality didn’t get better results in the long run. It’s been a huge disappointment.” A Familiar Tale of Woe

6 TRAIN-TO-INGRAIN Two important questions… Why have executives seen so little change in the behavior of their leaders? Why do organizations achieve such poor returns on their leadership development investment? A Familiar Tale of Woe

7 TRAIN-TO-INGRAIN Two critical answers… Often executives and organizations do not understood how skill learning actually happens – in the brain. They haven’t appreciated that reinforcement is the essential key to producing lasting changes in leader behavior. A Familiar Tale of Woe

8 TRAIN-TO-INGRAIN The truth about skill development… Leadership skill development is a gradual process in which extensive repetition and reinforcement stimulate neurons to grow and connect, forming an efficient pathway in the brain. This process takes time. How Skill Development Happens in the Brain

9 TRAIN-TO-INGRAIN Anatomy of a Neuron How Skill Learning Happens in the Brain

10 TRAIN-TO-INGRAIN Synaptic Connections How Skill Learning Happens in the Brain

11 TRAIN-TO-INGRAIN Before Ingraining No neural pathway Effort is conscious, concentrated Slow, hard work After Ingraining Neural pathway built Effort feels like second nature Automatic and efficient How Skill Learning Happens in the Brain

12 TRAIN-TO-INGRAIN People Skills Mostly learned in life, ingrained for decades Old patterns compete with new learning When new patterns feel awkward, learners fall back on comfortable old patterns Technical Skills Mostly learned at work Few old patterns to compete with new technical skills With repetition, new technical skills become ingrained habits How Skill Learning Happens in the Brain

13 TRAIN-TO-INGRAIN Suppose… A heart specialist told you that you had to change some lifestyle patterns or die, could you do it? The odds against your being able to do it are nine to one according to Dr. Raphael “Ray” Levey, founder of the Global Medical Forum in November 2004 at IBM’s Global Innovation Outlook” Conference. (As reported in Fast Company, May 2005) Dr. Edward Miller, Dean of Medical School at John Hopkins University said: “They must make changes to live, but they can’t seem to do it. We’re missing a link there somewhere.” Just How Hard Is It To Change?

14 TRAIN-TO-INGRAIN Conclusion… Conventional Wisdom…Crisis is a powerful motivator. What could be more of a crisis than impending death? So…what is missing? Dr. Dean Ornish (Founder - Preventative Medicine Research Institute) says giving people information about what they are doing wrong is important but not sufficient. He used support groups with weekly reinforcement group meetings to achieve a 77% SUCCESS rate… compared to a typical 90% failure rate Just How Hard Is It To Change?

15 TRAIN-TO-INGRAIN The bottom lines… Without extensive reinforcement, new neural pathways won’t establish themselves Without new neural pathways, new behaviors won’t become comfortable and habitual If new behaviors don’t become comfortable and habitual, leaders will fall back on old behaviors How Skill Learning Happens in the Brain

16 TRAIN-TO-INGRAIN TRAIN-TO-INGRAIN is… A five-phase process that produces lasting changes in leader behavior: 1. Commitment 2. Assessment 3. Training 4. Reinforcement 5. Integration The TRAIN-TO-INGRAIN Technology

17 TRAIN-TO-INGRAIN The TRAIN-TO-INGRAIN Technology Phase 1: Commitment… Acquiring resources Assigning roles Defining responsibilities …to support assessment, training, reinforcement and integration

18 TRAIN-TO-INGRAIN The TRAIN-TO-INGRAIN Technology Phase 2: Assessment… Establishing pre-training performance baseline Identifying priorities for development Focusing motivation …to prepare learners for training and reinforcement

19 TRAIN-TO-INGRAIN The TRAIN-TO-INGRAIN Technology Phase 3: Training… Providing context and knowledge Presenting models, methods and techniques Facilitating safe practice with coaching …to introduce developing leaders to desired skills and behaviors

20 TRAIN-TO-INGRAIN The TRAIN-TO-INGRAIN Technology Phase 4: Reinforcement… Ongoing learning Ongoing feedback Coaching Learner, manager and executive accountability …to ingrain the skills learned in training

21 TRAIN-TO-INGRAIN The TRAIN-TO-INGRAIN Technology Phase 5: Integration… Examining organization policies Evaluating standards and protocols Updating related business practices …to make them compatible with and supportive of desired leader behaviors

22 TRAIN-TO-INGRAIN The TRAIN-TO-INGRAIN Technology… The TRAIN-TO-INGRAIN Technology Addresses how leaders develop skills Produces lasting changes in leader behavior Achieves maximum return on investment

23 TRAIN-TO-INGRAIN The TRAIN-TO-INGRAIN Technology A Structured Process Commitment Prepare & Commit Preparing a detailed plan of action that commits leadership, human resources, and participants to a reinforcement- centered learning process is a critical first step toward achieving behavior change. Assessment Assess & Motivate Meaningful participant skill assessment provides powerful, insightful feedback prior to training and develops understanding of individual skill strengths/gaps and builds personal motivation to want to learn. Training Learn & Train High impact training provides awareness of possibility, new ideas and methods to apply, and structured, and safe opportunity to rehearse the use of new skills. Reinforcement Reinforce & Practice Continued structured reinforcement that focuses on ongoing learning, ongoing feedback, coaching, and accountability ingrains the training in ways that overcome old patterns of behavior. Integration Integrate & Implement Integrating methods learned in training into daily business practices and organizational policies ensures continued reinforcement of behavior change. Train To Ingrain Organizational Consulting 20/20 Insight Gold Vital Leadership Curriculum 20/20 Insight Gold Train To Ingrain Organizational Consulting

24 TRAIN-TO-INGRAIN Vital Learning Corporation Performance Support Systems TRAIN-TO-INGRAIN Consulting Network Ingrained Behavior Change The TRAIN-TO-INGRAIN opportunity… Qualified consultants The Supervision Series curriculum and ongoing learning resources 20/20 Insight GOLD assessment and ongoing feedback technology TRAIN-TO-INGRAIN Integration guides TRAIN-TO-INGRAIN Integration tools

25 TRAIN-TO-INGRAIN The Opportunity TRAIN-TO-INGRAIN is your opportunity to achieve… Permanent changes in leader behavior Measurable improvements in workplace performance Positive impact on business results to hit the leadership development target!   

26 TRAIN-TO-INGRAIN Reinforcement-Centered Leadership Development Technology A Five-Phase Integrated Process That Produces Lasting Changes in Leader Behavior


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