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Creating a Transformative
Culture of Learning
Britt Andreatta, Ph.D.
Director of Learning + Development, lynda.com
Senior Learning Consultant, LinkedIn
2
Britt Andreatta
Leadership consultant since 1989
PhD in Education, Leadership + Organizations
Professor and Dean at UC Santa Barbara
and Antioch University, teaching leadership
and success skills
lynda.com Member > Author > Director of Learning + Development
Please view my seven courses on lynda.com
Creating a Transformative Culture of Learning
3
A Robust Online Training Library
Content in Business
Leadership, Management, Productivity, Software,
Communication, Career Development, and more.
3,400+ courses
Avg. 20 courses released per week
10,000+ hours of learning
Avg. 5 hours released per day
138,000+ videos
Avg. 750 released per week
Creating a Transformative Culture of Learning
4
Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Culture
of Transformation
Creating a Transformative Culture of Learning
5
Your Learning Culture
You already have one
Humans are wired to learn
Learning is happening every day
– are you tending it?
Creating a Transformative Culture of Learning
6
Necessary for survival
Brain science research
Central + peripheral
nervous systems
Wired for Learning
Creating a Transformative Culture of Learning
7
Sources
Research by:
Richard Davidson
Carol Dweck
Daniel Siegel
Rudolph Tanzi
Creating a Transformative Culture of Learning
8
Hippocampus
Amygdala
Basal ganglia
The Big 3
Creating a Transformative Culture of Learning
9
The “data drive”
Moves learning
into memory
Unites left and
right hemispheres
Hippocampus
Creating a Transformative Culture of Learning
10
Launches “fight or
flight” response
When aroused,
activates the
hippocampus
Amygdala
Creating a Transformative Culture of Learning
11
Where habits live
Routinized
behaviors become
“second nature”
Basal Ganglia
Creating a Transformative Culture of Learning
12
Learn Remember Do
Three-phase Model
Creating a Transformative Culture of Learning
13
The Neuroscience of Learning
Creating a Transformative Culture of Learning
14
What Are They Learning?
Position (job skills)
Policies (and procedures)
People (relationships)
Power (influence)
Creating a Transformative Culture of Learning
15
They Are Also Learning…
If leaders are trustworthy
If risk taking is rewarded
If harassment is tolerated
The real culture and
values that drive the
organization every day.
Creating a Transformative Culture of Learning
16
Questions to Consider
Who controls the learning?
Do your learning events match
with their experience/reality?
How are you building value and
trust with each learning
experience?
Creating a Transformative Culture of Learning
17
Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Culture
of Transformation
Creating a Transformative Culture of Learning
18
Transformative Learning
The expansion of consciousness
through the transformation of
worldview and capacities of
the self.
Changing how we see and
do things.
Creating a Transformative Culture of Learning
19
Transformative Learning
3 dimensions:
1. Psychological (change in understanding)
2. Behavioral (change in actions)
3. Convictional (revision of belief system)
Creating a Transformative Culture of Learning
20
Transformative Learning
3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
Knowledge
Information
Models/theories
The “why”
Experience
21
Transformative Learning
3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
Observation
Application
Experimentation
Practice
Habits
22
Transformative Learning
3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
“Aha!” moments
Epiphanies
Flashes of insight
23
The capacity to become
or develop into something in
the future.
Unrealized ability.
Potential
Creating a Transformative Culture of Learning
24
Transformation @ Work
“Think of employment as an alliance:
a mutually beneficial relationship.”
Managers should ask, “How will the
organization be transformed by this
employee?” And also, “How will this
employee’s career be transformed by
working here?”
Creating a Transformative Culture of Learning
25
Transformative Learning Culture
People are encouraged to grow and develop
Learning is valued and promoted
Every level has vibrant learning opportunities
Good teachers are identified and cultivated
Change and innovation are embraced
Learning is designed to be transformative
Creating a Transformative Culture of Learning
26
Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Culture
of Transformation
Creating a Transformative Culture of Learning
27
Benefits of Transformative Learning
Active participation
Authentic motivation
Ongoing improvement
Employee engagement
Retention of top talent
Creating a Transformative Culture of Learning
28
Motivation
Creating a Transformative Culture of Learning
Autonomy
opportunities to be self directed
Mastery
opportunities to learn and grow
Purpose
contribute to something meaningful
29
Continuous Improvement
Creating a Transformative Culture of Learning
Growth mindset
Dr. Carol Dweck
30
Score
on 1-5
3.00
5.00
7.00
9.00
11.00PercentageCorrect
Compare to Others Compare to Self
Score
on 6-10
Score
on 1-5
Score
on 6-10
Creating a Transformative Culture of Learning
31 Creating a Transformative Culture of Learning
Growth Mindset
leads to a desire to learn, so tends to:
Believe that skills can always improve with
hard work
See effort as a path to mastery and
therefore essential
Embrace challenges and see them as
opportunity to grow
See feedback as useful for learning and
improving
Views setbacks as a wake-up call to work
harder next time
Find lessons and inspiration in the success
of others
As a result, they reach ever-higher
levels of potential and performance.
Fixed Mindset
leads to a desire to look good, so tends to:
Believe that most skills are based on traits that
are fixed and cannot change
See effort as unnecessary; something to do
when you’re not good enough
Avoid challenges because could reveal lack
of skill; tends to give up easily
See feedback as personally threatening to
sense of self and gets defensive
View setbacks as discouraging; tends to blame
others
Feel threatened by the success of others;
may undermine others in effort to look good
As a result, they may plateau early and
achieve less than their full potential.
32
Engagement
How much people are
emotionally connected and
committed to their organizations,
and their willingness to go above
and beyond the expectations of
their jobs.
Creating a Transformative Culture of Learning
33
34
In the US Around the World
Creating a Transformative Culture of Learning
% of US Workers
Engaged 30%
Not engaged 52%
Actively disengaged
18%
35 Creating a Transformative Culture of Learning
36
The Power of Engagement
Creating a Transformative Culture of Learning
A disengaged employee costs an organization
approximately $3,400 for every $10,000 of salary (Gallup).
Engaged employees are 127% more likely to be
A performers than C performers (McLean & Company).
Highly engaged organizations have the potential to
decrease employee turnover by 87% (Human Capital Institute).
37
Retaining Top Talent
Creating a Transformative Culture of Learning
Cost to replace an employee is
50% to 250% of annual salary+benefits!
SHRM’s “Cost of Turnover” Worksheet
• Lost productivity (position + others)
• Offboarding
• Recruiting > hiring > training
• Time to previous employee’s performance
38
Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Culture
of Transformation
Creating a Transformative Culture of Learning
39
Create the Culture
Cultivate potential
Value learning
Reward growth
Creating a Transformative Culture of Learning
40
Cultivate Potential
Creating a Transformative Culture of Learning
Potential + Support
= Performance
41
Support
Creating a Transformative Culture of Learning
Opportunities to learn + grow
On demand resources
Coaching for improvement
42
Opportunities to Learn + Grow
Creating a Transformative Culture of Learning
Offer vibrant and accessible learning events for every
level of employee
Encourage risk taking and failure
43
On Demand Solutions
Creating a Transformative Culture of Learning
Learning is retained most (“sticky”)
when we can find
our own answers
Allow people time to reflect
(insight>convictional change)
Blended learning works
“with” the brain’s wiring
44
CONTENT
Before: Watch
lynda.com course
During: Application activities
+ peer discussions specific to
our culture and context
After: Practice
+ deeper dive
with readings,
links, etc.
Flip Your Classroom
Creating a Transformative Culture of Learning
45
Coaching to Peak Performance
Clear expectations
Skills coaching +
clarity coaching
Appreciative Inquiry
Creating a Transformative Culture of Learning
46
Coaching Map
Clarity Coaching
GROW Questions
Skill Coaching
WHWW Directions
Problem solving
Performance
Development
Career
Team Sourcing
Influence Interviews
Creating a Transformative Culture of Learning
47
Appreciative Inquiry
What happens in your body…
Activate the success regions
of the brain
Ask about:
peak performances, best
experiences, sources of pride
Creating a Transformative Culture of Learning
48
Value Learning
Make it abundant
and accessible
Role model it at every level
Make it safe to take
risks and fail
Creating a Transformative Culture of Learning
49
Reward Growth
Moving the needle matters
Recognize learning hunger
and commitment
Reward improvement
Creating a Transformative Culture of Learning
50
Enigma
9-Box
Model
Potential
star
Future
leader
Dilemma
Solid
performer
Emerging
star
Under
performer Effective
Trusted
professional
Performance: Achievements + Competencies
Potential:Hunger+Commitment
Creating a Transformative Culture of Learning
51
Enigma
9-Box
Model
Potential
star
Future
leader
Dilemma
Solid
performer
Emerging
star
Under
performer Effective
Trusted
professional
Performance: Achievements + Competencies
Potential:Hunger+Commitment
Creating a Transformative Culture of Learning
52
Score
on 1-5
3.00
5.00
7.00
9.00
11.00PercentageCorrect
Compare to Others Compare to Self
Score
on 6-10
Score
on 1-5
Score
on 6-10
Creating a Transformative Culture of Learning
53
Learn more at lynda.com
10,000+ hours of learning!
Instructional Design Essentials Series:
❯ The Neuroscience of Learning with Britt Andreatta
❯ Flipping the Classroom with Aaron Quigley
❯ Models of Instructional Design with Shea Hanson
❯ Needs Analysis with Jeff Toister
Free webinars: www.lynda.com/webinars
Enterprise solutions: sales@lynda.com
Creating a Transformative Culture of Learning
54 Creating a Transformative Culture of Learning
55
Questions + Answers
Creating a Transformative Culture of Learning
BrittAndreatta.comlynda.com

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Creating a Transformative Culture of Learning

  • 1. 1 Creating a Transformative Culture of Learning Britt Andreatta, Ph.D. Director of Learning + Development, lynda.com Senior Learning Consultant, LinkedIn
  • 2. 2 Britt Andreatta Leadership consultant since 1989 PhD in Education, Leadership + Organizations Professor and Dean at UC Santa Barbara and Antioch University, teaching leadership and success skills lynda.com Member > Author > Director of Learning + Development Please view my seven courses on lynda.com Creating a Transformative Culture of Learning
  • 3. 3 A Robust Online Training Library Content in Business Leadership, Management, Productivity, Software, Communication, Career Development, and more. 3,400+ courses Avg. 20 courses released per week 10,000+ hours of learning Avg. 5 hours released per day 138,000+ videos Avg. 750 released per week Creating a Transformative Culture of Learning
  • 4. 4 Agenda Learning Culture Transformative Learning Benefits/ROI Create a Culture of Transformation Creating a Transformative Culture of Learning
  • 5. 5 Your Learning Culture You already have one Humans are wired to learn Learning is happening every day – are you tending it? Creating a Transformative Culture of Learning
  • 6. 6 Necessary for survival Brain science research Central + peripheral nervous systems Wired for Learning Creating a Transformative Culture of Learning
  • 7. 7 Sources Research by: Richard Davidson Carol Dweck Daniel Siegel Rudolph Tanzi Creating a Transformative Culture of Learning
  • 8. 8 Hippocampus Amygdala Basal ganglia The Big 3 Creating a Transformative Culture of Learning
  • 9. 9 The “data drive” Moves learning into memory Unites left and right hemispheres Hippocampus Creating a Transformative Culture of Learning
  • 10. 10 Launches “fight or flight” response When aroused, activates the hippocampus Amygdala Creating a Transformative Culture of Learning
  • 11. 11 Where habits live Routinized behaviors become “second nature” Basal Ganglia Creating a Transformative Culture of Learning
  • 12. 12 Learn Remember Do Three-phase Model Creating a Transformative Culture of Learning
  • 13. 13 The Neuroscience of Learning Creating a Transformative Culture of Learning
  • 14. 14 What Are They Learning? Position (job skills) Policies (and procedures) People (relationships) Power (influence) Creating a Transformative Culture of Learning
  • 15. 15 They Are Also Learning… If leaders are trustworthy If risk taking is rewarded If harassment is tolerated The real culture and values that drive the organization every day. Creating a Transformative Culture of Learning
  • 16. 16 Questions to Consider Who controls the learning? Do your learning events match with their experience/reality? How are you building value and trust with each learning experience? Creating a Transformative Culture of Learning
  • 17. 17 Agenda Learning Culture Transformative Learning Benefits/ROI Create a Culture of Transformation Creating a Transformative Culture of Learning
  • 18. 18 Transformative Learning The expansion of consciousness through the transformation of worldview and capacities of the self. Changing how we see and do things. Creating a Transformative Culture of Learning
  • 19. 19 Transformative Learning 3 dimensions: 1. Psychological (change in understanding) 2. Behavioral (change in actions) 3. Convictional (revision of belief system) Creating a Transformative Culture of Learning
  • 20. 20 Transformative Learning 3 dimensions: 1. Psychological 2. Behavioral 3. Convictional Creating a Transformative Culture of Learning Knowledge Information Models/theories The “why” Experience
  • 21. 21 Transformative Learning 3 dimensions: 1. Psychological 2. Behavioral 3. Convictional Creating a Transformative Culture of Learning Observation Application Experimentation Practice Habits
  • 22. 22 Transformative Learning 3 dimensions: 1. Psychological 2. Behavioral 3. Convictional Creating a Transformative Culture of Learning “Aha!” moments Epiphanies Flashes of insight
  • 23. 23 The capacity to become or develop into something in the future. Unrealized ability. Potential Creating a Transformative Culture of Learning
  • 24. 24 Transformation @ Work “Think of employment as an alliance: a mutually beneficial relationship.” Managers should ask, “How will the organization be transformed by this employee?” And also, “How will this employee’s career be transformed by working here?” Creating a Transformative Culture of Learning
  • 25. 25 Transformative Learning Culture People are encouraged to grow and develop Learning is valued and promoted Every level has vibrant learning opportunities Good teachers are identified and cultivated Change and innovation are embraced Learning is designed to be transformative Creating a Transformative Culture of Learning
  • 26. 26 Agenda Learning Culture Transformative Learning Benefits/ROI Create a Culture of Transformation Creating a Transformative Culture of Learning
  • 27. 27 Benefits of Transformative Learning Active participation Authentic motivation Ongoing improvement Employee engagement Retention of top talent Creating a Transformative Culture of Learning
  • 28. 28 Motivation Creating a Transformative Culture of Learning Autonomy opportunities to be self directed Mastery opportunities to learn and grow Purpose contribute to something meaningful
  • 29. 29 Continuous Improvement Creating a Transformative Culture of Learning Growth mindset Dr. Carol Dweck
  • 30. 30 Score on 1-5 3.00 5.00 7.00 9.00 11.00PercentageCorrect Compare to Others Compare to Self Score on 6-10 Score on 1-5 Score on 6-10 Creating a Transformative Culture of Learning
  • 31. 31 Creating a Transformative Culture of Learning Growth Mindset leads to a desire to learn, so tends to: Believe that skills can always improve with hard work See effort as a path to mastery and therefore essential Embrace challenges and see them as opportunity to grow See feedback as useful for learning and improving Views setbacks as a wake-up call to work harder next time Find lessons and inspiration in the success of others As a result, they reach ever-higher levels of potential and performance. Fixed Mindset leads to a desire to look good, so tends to: Believe that most skills are based on traits that are fixed and cannot change See effort as unnecessary; something to do when you’re not good enough Avoid challenges because could reveal lack of skill; tends to give up easily See feedback as personally threatening to sense of self and gets defensive View setbacks as discouraging; tends to blame others Feel threatened by the success of others; may undermine others in effort to look good As a result, they may plateau early and achieve less than their full potential.
  • 32. 32 Engagement How much people are emotionally connected and committed to their organizations, and their willingness to go above and beyond the expectations of their jobs. Creating a Transformative Culture of Learning
  • 33. 33
  • 34. 34 In the US Around the World Creating a Transformative Culture of Learning % of US Workers Engaged 30% Not engaged 52% Actively disengaged 18%
  • 35. 35 Creating a Transformative Culture of Learning
  • 36. 36 The Power of Engagement Creating a Transformative Culture of Learning A disengaged employee costs an organization approximately $3,400 for every $10,000 of salary (Gallup). Engaged employees are 127% more likely to be A performers than C performers (McLean & Company). Highly engaged organizations have the potential to decrease employee turnover by 87% (Human Capital Institute).
  • 37. 37 Retaining Top Talent Creating a Transformative Culture of Learning Cost to replace an employee is 50% to 250% of annual salary+benefits! SHRM’s “Cost of Turnover” Worksheet • Lost productivity (position + others) • Offboarding • Recruiting > hiring > training • Time to previous employee’s performance
  • 38. 38 Agenda Learning Culture Transformative Learning Benefits/ROI Create a Culture of Transformation Creating a Transformative Culture of Learning
  • 39. 39 Create the Culture Cultivate potential Value learning Reward growth Creating a Transformative Culture of Learning
  • 40. 40 Cultivate Potential Creating a Transformative Culture of Learning Potential + Support = Performance
  • 41. 41 Support Creating a Transformative Culture of Learning Opportunities to learn + grow On demand resources Coaching for improvement
  • 42. 42 Opportunities to Learn + Grow Creating a Transformative Culture of Learning Offer vibrant and accessible learning events for every level of employee Encourage risk taking and failure
  • 43. 43 On Demand Solutions Creating a Transformative Culture of Learning Learning is retained most (“sticky”) when we can find our own answers Allow people time to reflect (insight>convictional change) Blended learning works “with” the brain’s wiring
  • 44. 44 CONTENT Before: Watch lynda.com course During: Application activities + peer discussions specific to our culture and context After: Practice + deeper dive with readings, links, etc. Flip Your Classroom Creating a Transformative Culture of Learning
  • 45. 45 Coaching to Peak Performance Clear expectations Skills coaching + clarity coaching Appreciative Inquiry Creating a Transformative Culture of Learning
  • 46. 46 Coaching Map Clarity Coaching GROW Questions Skill Coaching WHWW Directions Problem solving Performance Development Career Team Sourcing Influence Interviews Creating a Transformative Culture of Learning
  • 47. 47 Appreciative Inquiry What happens in your body… Activate the success regions of the brain Ask about: peak performances, best experiences, sources of pride Creating a Transformative Culture of Learning
  • 48. 48 Value Learning Make it abundant and accessible Role model it at every level Make it safe to take risks and fail Creating a Transformative Culture of Learning
  • 49. 49 Reward Growth Moving the needle matters Recognize learning hunger and commitment Reward improvement Creating a Transformative Culture of Learning
  • 52. 52 Score on 1-5 3.00 5.00 7.00 9.00 11.00PercentageCorrect Compare to Others Compare to Self Score on 6-10 Score on 1-5 Score on 6-10 Creating a Transformative Culture of Learning
  • 53. 53 Learn more at lynda.com 10,000+ hours of learning! Instructional Design Essentials Series: ❯ The Neuroscience of Learning with Britt Andreatta ❯ Flipping the Classroom with Aaron Quigley ❯ Models of Instructional Design with Shea Hanson ❯ Needs Analysis with Jeff Toister Free webinars: www.lynda.com/webinars Enterprise solutions: sales@lynda.com Creating a Transformative Culture of Learning
  • 54. 54 Creating a Transformative Culture of Learning
  • 55. 55 Questions + Answers Creating a Transformative Culture of Learning BrittAndreatta.comlynda.com

Editor's Notes

  1. 11:05
  2. :05
  3. :06
  4. :06
  5. :07
  6. :07 A renaissance is occurring -- we are learning more everyday about this body we inhabit and how to maximize its potential
  7. :08
  8. :09 Learning as natural as breathing Hippocampus Amygdala Senses (optical, aural, olfactory) Basal ganglia
  9. :10
  10. :11
  11. :12
  12. :13 3 phase model Learn first > recall info > change behavior.
  13. :13 We are unlocking this course for you until July 3rd – code is at the end of this webinar
  14. :13 My new role at LinkedIn
  15. :14
  16. :15-16 Story about onboarding (entitled and difficult employee was teaching the new hires how to be) Story about mgmt training – needs to prepare them for the real context and culture, not the ideal
  17. :17
  18. :17 http://en.wikipedia.org/wiki/Transformative_learning
  19. :17 http://en.wikipedia.org/wiki/Transformative_learning
  20. :18 Knowledge sharing Transparency
  21. :19 Learning has a purpose Opportunities to take risks and even fail
  22. :20 Can’t mandate this but can lead folks there I cover in Neuroscience of Learning
  23. :21 We’re talking about potential Learning is how we get there. Learning has to be retained and recalled.
  24. :22
  25. :23-:24
  26. :25
  27. :25 Let’s look at these
  28. :26 TED talk, RSA animate video
  29. :27
  30. :27 Mindset changes performances True in performance evals too Sal Khan, Khan Academy, has amazing stats too
  31. :28-29
  32. :30
  33. :31
  34. :31
  35. :32
  36. :32
  37. :33 http://www.shrm.org/templatestools/samples/hrforms/articles/pages/1cms_011163.aspx
  38. :33
  39. :34
  40. :34
  41. :35
  42. :36
  43. :37
  44. :38
  45. :39
  46. :40-:41
  47. :42-43
  48. :44
  49. :45
  50. :46-47
  51. :46-47
  52. :48
  53. :49
  54. :49 I’m speaking at CSTD
  55. :51-00