Maximising your impact

The alternative approachJuly 2015

What really impacts human performance?

Examples of staff weaknesses• Presentation skills

• Negotiations skills

• Consulting skills

• Assertiveness skills

• Lacking professionalism

• Inability to position or posture one’s self, no impact

• Self esteem issues

• Lacking alignment

• Lack of belonging

Observation

Our previously successful level of operation is insufficient for the situation and challenges that we now face.

Mere change is not enough and will take too long.

A transformation or state change is required.

Have traditional teaching and training models delivered on

their promises?

So what method really has a lasting impact on human performance?

Traditional teaching methods leave us having to remember the concepts we were taught or trying to figure out how to apply them.

Lets look at how we learn

• We learn through our interaction with and experience of the world.

• Our individual levels of consciousness vary greatly and play a large part in how we observe the world around us

• We learn through the observation of ourselves and others

• Learning is a continuous process and people have individual learning strategies

How do we pitch teaching and development to make the required impact?

MYTHOLOGICAL collective unconscious

NON RATIONAL subconscious

RATIONAL consciousDomains of

knowing &

being

Rational/Conscious - Learned-logical - Attitudes, behaviors & strategies

Most change initiatives are pitched at this level

RATIONAL conscious

Non-rational/sub-conscious - Conditioned - Values, beliefs, personal story or philosophy - Jungian types

NON RATIONAL subconscious

Mythological - Born with it, can’t change it - Primal urges & needs - Collective unconsciousness

MYTHOLOGICAL collective unconscious

TRADITIONAL learning Facts

RATIONAL conscious

EXPERIENTIAL learning

Awareness

NON RATIONAL subconscious

MYTHOLOGICAL collective unconscious

TRANSFORMATIONAL LEARNING

Deep Insights

TRANSFORMATIONAL LEARNING expands awareness, producing INSIGHTS into how our logic

systems may at times produce unintended consequences. These insights then create a fundamental shift in

PERCEPTIONS and BEHAVIORS

EXPERIENTIAL LEARNING applies knowledge and introduces an action element to sharpen the senses, thus creating

AWARENESS

TRADITIONAL LEARNING focuses on conveying facts, techniques

and structures, thus creating KNOWLEDGE

know

Traditional learning methods enhance what we know

don’t know

and explore what we don’t know

don’t know that you don’t know

Transformational learning gives you access to what you don’t know that you don’t know.

Our aim

To design and conduct transformational learning programmes that will enhance the performance of our organization and its individual team members

What is transformational learning?

Transformational learning employs a method of enquiry that works with the domain of BEING, where values and beliefs are generated

Being Doing Results

How does it work?

Combining traditional, experiential and transformational learning we can generate insights that fundamentally alter perceptions and consequently behaviors

INSIGHTS ATTITUDE,BEHAVIORS RESULTSPERCEPTIONS

What is the difference between traditional and transformational

learning?Traditional programmes work in the domain of DOING, by introducing tips, techniques and theoretical models

Doing Results

Transformational learning, in addition, draws distinctions between what one is saying or doing and who one is BEING, in any given situation

Being Doing Results

What outcome can we expect?

• This process produces new levels of self generated responsibility and behavior, leading to previously unexpected performance

• As a bonus you will have a new and powerful context for what you have learned previously in life

Will it last?

• Unlike traditional learning, which relies heavily on memorizing new information, transformational learning produces a fundamental shift in our filters of perception

• This alters how we view our circumstances, which in turn increases our resourcefulness, ultimately improving performance

RESULTSRESULTSPERCEPTIONSINSIGHTS PERCEPTIONSATTITUDE, BEHAVIORS

The human condition

ATTITUDE, BEHAVIORS RESULTS

What we need is....

Perception alignment

Traditional models

Change management

Assertiveness

Consulting skills

Team building

People development

Presentation skills

Negotiation skills

Experiential learning models

Transformational models

Models that alter perception

and behavior

Models of behavior

Models of perception

Complete programme

Transformational learning models

Traditional learning models

Experiential learning models

In summary we need to take a different approach to developing our staff

The level of thinking that has gotten us into this situation is insufficient to get us out of it

Albert Einstein

Thank you