train-to-ingrain reinforcement-centered leadership development technology a five-phase integrated...
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TRAIN-TO-INGRAIN
TRAIN-TO-INGRAINReinforcement-Centered Leadership
Development Technology
A Five-Phase Integrated Process That Produces Lasting Changes in Leader Behavior
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
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
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
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
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
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
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
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Anatomy of a
Neuron
How Skill Learning Happens in the Brain
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Synaptic Connection
s
How Skill Learning Happens in the Brain
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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
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
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?
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?
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
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
TRAIN-TO-INGRAIN
The TRAIN-TO-INGRAIN Technology
Phase 1: Commitment…
• Acquiring resources
• Assigning roles
• Defining responsibilities
…to support assessment, training, reinforcement
and integration
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
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
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
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
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
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
Vital Leadership Curriculum
20/20 Insight
Gold
Train To Ingrain Organizational
Consulting
TRAIN-TO-INGRAIN
TRAIN-TO-INGRAIN
Vital Learning Corporation
Performance Support Systems
TRAIN-TO-INGRAIN Consulting Network
Ingrained Ingrained Behavior Behavior
ChangeChange
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
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!
TRAIN-TO-INGRAIN
TRAIN-TO-INGRAINReinforcement-Centered Leadership
Development Technology
A Five-Phase Integrated Process That Produces Lasting Changes in Leader Behavior