Getting to behavioral change

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Presentation at ASTD 2011 by Maureen Orey, CPLP

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  • Great presentation Maureen! Thank you for sharing your knowledge and perspective.
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  • Personal Ownership leads to Personal Accountability.Think about a time when you wanted to learn something. What created the desire and willingness to learn? When I ask participants in my training programs this question, I usually receive answer such as “I wanted to challenge myself”,“I wanted to (or, had to) accomplish a new task”“I was aspiring to achieve a personal goal”. A desire and a willingness to learn is imperative to the learning process. Next is a willingness to change. This step is harder….
  • The simple view…
  • Yo compitieron en un cuerpo de la capacidad de competencia
  • Getting to behavioral change

    1. 1. Getting to Behavioral Change<br />Accountability<br />& Level 3 Evaluation<br />Presented by: Maureen Orey M.Ed., CPLP<br />President, Workplace Learning & Performance Group<br />
    2. 2. Keep an open mind!<br />100% Input<br />Prejudging<br />Old Paradigms<br />10% value<br />100% Input<br />Creatively<br />Seeing New<br />Opportunities<br />100%+ value<br />OR<br />
    3. 3. Accountability and Level 3 Evaluation<br />Session Objectives:<br />Define the organizational systems needed to support behavioral change<br />Identify the role of the manager to empower action<br />Explore the five key factors to individual accountability<br />
    4. 4. You can lead a horse to water…<br />
    5. 5. Icebreaker Questions<br />How do you define learning?<br />Can you compel behavioral change?<br />How do you define accountability?<br />What systems do you have in place to support and reinforce learning<br />
    6. 6. How do you define learning?<br />
    7. 7. How do you define <br />Accountability?<br />
    8. 8. Learning Defined<br />Definition: verb<br />to acquire knowledge or skill: to learn rapidly<br />2. to become informed (usually followed by of ): <br />to learn of an accident<br />Source: Dictionary.com<br />
    9. 9. Accountability Defined<br />Definition: noun<br />1. the state of being accountable, liable, or answerable. <br />Source: Dictionary.com<br />
    10. 10. Why do we learn?<br />“I wanted to challenge myself”,<br />“I wanted to (or, had to) accomplish a new task”<br />“I was working to achieve a goal”<br />“It was important to me” <br />
    11. 11. Four Factors of Managing Change<br />
    12. 12. How does your organization support accountability??<br />
    13. 13. Best Practices in Organizations Supporting Accountability<br />A Positive Learning Culture <br />Learning Reinforcements <br />(wiki’s, apps, videos, job aides…)<br />Learning Contracts<br />Peer Support Groups<br />Professional Development Plan (IDP’s)<br />Corporate Learning Transcripts<br />
    14. 14. The Role of the Manager<br />The #1 KILLER of… <br /> behavioral change!<br />
    15. 15. What a Manager SHOULD do…<br />Assess learner readiness<br />Understand and reinforce <br />Empower learning<br />Monitor progress<br />Encourage testing (permission to fail?)<br />Reward attempts<br />Trust<br />
    16. 16. Team Dynamics<br />
    17. 17. Team Support<br />Collaboration<br />Discussion<br />Peer Support<br />Project Goals<br />Synergy <br />Action<br />
    18. 18. Individual<br />Results oriented<br />Focused<br />Motivated<br />Engaged<br />Relevant<br />
    19. 19. Assess Yourself!<br />What are you doing to be more accountable?<br />
    20. 20. Change or Die??<br />Only 10% of the population will change their behavior even <br />Changing the behavior of people isn't just the biggest challenge in health care. It's the most important challenge for businesses trying to compete in a turbulent world. - John Kotter, <br />
    21. 21. Motivated to Change<br />Nov 2006<br />
    22. 22. Sustainable Change<br />Reframe – change your thinking or perspective<br />Relate – get support<br />Repeat<br />
    23. 23. Five key factors of individual accountability <br />Ready<br />Willing<br />Able<br />Motivated<br />Action Oriented<br />
    24. 24. Key Factor #1 - Ready<br />Assess learner readiness<br />Supervisor input<br />Self assessment<br />Resources needed?<br />Technology, Staff, Budget, Permission?<br />Pre-learning prep<br />
    25. 25. Key Factor #2- Willing<br />Attitude check… are you onboard<br />Attitude adjustment… can you get on-board?<br />Willingness to learn AND <br />a willingness to change<br />Risk tolerance<br />
    26. 26. Key Factor #3 - Able<br />Skills<br />Knowledge<br />Resources<br />
    27. 27. Key Factor #4 - Motivated<br />WIIFM? <br />Are they motivated to make change? <br />Can they be compelled to change?<br />Does this align with their personal or professional vision?<br />
    28. 28. Key Factor #5 – Action Oriented<br />Time Management<br />Project Planning<br />Implementation<br />Just Do it!<br />
    29. 29. Get Transformational Results!<br />Oct 2009<br />
    30. 30. ASTD 2011 - Personal Action Plan<br />Questions to Ponder:<br /> What is one idea you will implement?<br /> What resources do you need to do this?<br />What barriers will keep you from success?<br />Are you Ready? Willing? Able?<br />What is your first step?<br />What are the consequences of inaction?<br />
    31. 31. Consequences of In-action<br />
    32. 32. Results of Focused Action<br />Ernestine Sheppard<br />74 Years old<br />
    33. 33. Be the change you <br />want to see in the world.<br />Make the changeyou want to see in your work, life, business, team...-Maureen Orey, CPLP<br />

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