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Intelligence and talent isn’t enough - Master Class Four: 27th March 2013


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In the fourth 20 Minute Master Class of the series, Tom Smith explores the factors that drive performance. What influences a person’s capacity to learn? What does the mindset of a champion look like? …

In the fourth 20 Minute Master Class of the series, Tom Smith explores the factors that drive performance. What influences a person’s capacity to learn? What does the mindset of a champion look like?

Take a look at the tips for developing your learning mindset now.

Follow the series on Twitter using #20mmc

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  • 1. Intelligenceand talent justisn’t enoughMaster Class Four: 27th March 2013Tom SmithHead of Talent Management, Lane 4
  • 2. In this 20 Minute Master Class, Tom Smith of Lane4 exploresthe factors that drive performance. What influences a person’scapacity to learn? What does the mindset of a champion looklike? How can organisations create an environment wherepeople can achieve their potential?Tom introduces the Learning Mindset Framework andexamines why, when it comes to long-term success,ability just isn’t enough.WHAT CAN HR LEARN FROM THESPORTING ELITE?
  • 3. POTENTIAL (PO-TEN-SHAL)What can we learn from champions?In sport, an athlete’s capacity to learn is a greater determinant of successthan their knowledge or experience.adj. having or showing the capacity to develop into somethingin the futureFUTURE DEMANDSMAY INCLUDEDIFFERENT SKILLSFROM THOSEVALUED TODAY– THE ABILITY TOLEARN FROMEXPERIENCEMAY PROVE TOBE MOREIMPORTANT INTHE LONG RUN.Spreitzer,McCall &Mahoney(1997)Learning Strategy• Planning • Self-monitoring • Motivation to learn• Adaptation • Self-evaluation
  • 4. WHEN ONE COMPONENT IS LACKING…Ability PersonalResilienceLearningMindsetResult OutcomeNiche expertise but fails to adapt tonew tasksCan’t get promoted so reproduces strengthsin another companyLow tolerance for personal failureor negative perceptionFails to take risks, easily demoralised,performs badly under pressureFails to develop expertise or excel –Jack of all tradesCan’t progress in the organisation somoves sidewaysThe importance of a learning mindsetThe skills your business needs are likely to change over time, so it’s vital that people can learn from experience and repurpose themselves.ABILITY PERSONALRESILIENCELEARNINGMINSETREACHPOTENTIAL
  • 5. PERFECTIONISM: STRENGTH OR WEAKNESS?Perfectionists need to understand when to let go or risk having their career derailed!WANTING TO DOTHE BEST JOBYOU CAN:HEALTHYRELYING ONAPPROVALOR PRAISE:UNHEALTHYPeople with a high IQ areless likely to put themselvesin a situation where they arelikely to fail. Is pride comingbefore performance?
  • 6. THE LEARNING MINDSET FRAMEWORKFurther Reading: “Mindset: The New Psychology of Success” by Carol S DweckDo you value howcurious people are…or just how smart?A learningmindset isn’talways somethingyou have – it’ssomethingyou can cultivate.SelfPerceptionHow do we view our strengthsand weaknesses?How high is our self-esteemand confidence?How effectively do we applyour new skill or knowledge inthe workplace?How curious are we?DRIVE TOLEARNEMBRACE CHALLENGESEEKFEEDBACKREFLECTCOMMITTOPRACTISEEVALUATE IDENTIFY CHANGESDRIVETOTRANSFER
  • 7. Embrace challengeWHAT, WHY AND HOW...?Why should they do it?What should people do?Seek Feedback and ReflectEvaluate and Identity ChangesCommit to PracticeHow can you help?Able people are sometimes unwilling to makemistakes or stretch themselves through fear offailureEncourage considered risk-taking withpositive, constructive feedbackPeople need to understand objectively howwell they are doing to be able to reflect ontheir own performanceProvide high quality, comprehensive feedbackand highlight specific areas for improvementIn business, about 10% of time is devoted tolearning and around 90% to performancePractice makes perfect, but practicealso makes permanent – people needto unlearn to learnHelp identify appropriate areas in whichthey can apply the knowledge and skillsthey’ve acquiredEncourage the unlearning of unskilfulbehaviours first, and visualise change if theyaren’t able to practice in the workplace
  • 8. APPLYING THE THEORY FURTHER RESOURCESThink of a recent situation, event or task, and apply it tothe learning mindset framework by asking:Lane4 can help you access and developthe talent within your business.Visit the website for more details. I stretch myself? Have I embraced oravoided similar challenges since?How motivated have I been to learn fromthis experience?Did I seek feedback? How did I respond to it?What could I do differently to improve?Have I practiced enough to make a difference?
  • 9. FEED THEIR APPETITE FORLEARNING!If your employees have an appetite for learning, you can’t afford tolose momentum with a reactive and disjointed approach. You need toaddress their learning needs throughout the entire employment lifecycle.Today’s workers expect to find answers or tap into knowledge quicklyand easily, but that’s not always straightforward when those withexperience and expertise are scattered around the organisation.The ability to instantly capture and share insight is becoming amust-have if your business is to remain competitive and innovative.It’s also vital to continuously monitor and evaluate the impact of training,mentoring and coaching on performance. Standard annual appraisalprocesses aren’t timely enough to reinforce learning and positivebehaviours, or identify areas for short-term improvement. You needto be able to create a dynamic feedback loop between management,subordinates and peers, and access the performance informationnecessary to decide who to reward, retain or single out fortargeted development.SuccessFactors Learning combines formal, social and extended learningwith unmatched content management, reporting, analytics and mobileabilities. The result is learning that transforms the business and providesverifiable return on investment.To find out more about the tools and technologies that can helpyou readily apply these approaches to your own business:Call: +44 (0) 8450 742990Email: 20mmc@successfactors.comVisit: www.successfactors.comCarry on the conversation:LinkedIn: #20mmc