Stop training Start transforming

Using innovative blended learning techniques to successfully drive the adoption and maintenance of new behaviours at work.

Here is why standard leadership training is ok but in our view…

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“Just as there is a learning curve there is also a forgetting curve.”

In a traditional workshop, you’ll increase your knowledge. You’ll learn some key insights and be excited to implement the 5-10 new learnings into your leadership toolkit immediately. However, as many individuals have experienced, inevitably, you won’t be able to put all of these new techniques into action.

After two or three weeks, you might remember the concept but not how to implement the idea, and with the best will in the world you’ll be lucky if you retain even two of the ten key points from the session. Just as there is a learning curve there is also a forgetting curve. Research shows that adults typically retain 20% of what they hear in workshops just 6 days after the event. Cramming all the key messages into a one or two day workshop makes logistical sense, but it greatly restricts learning retention.

Standard leadership training at any level is aimed at giving leaders new skills — at helping them change their behaviours in order to develop into a collaborative leader. One that makes things happen, with the ability to lead transformation and attract fans and followers as you go. As a leader, your success is dependent on the success of the people you’re leading. It’s quite a shift in perspective. Simply learning what to do over the course of one to two days doesn’t lead to behaving differently in the long run.

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Time elapsed (days) Source: Hermann Ebbinghaus, Memory: A Contribution to Experimental Psychology

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The Forgetting Curve

Immediate Recall

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That’s why over the last 3 years we’ve developed a unique approach to ensure learning and behavioural change is truly embedded.

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blended learning approach that drives a real change to the way people behave.

Pulling upon neuroscience, we’ve created a

Our brains aren’t wired to adopt a new habit quickly. No matter how engaging a facilitator’s workshop is, habit formation takes time, and happens when individuals are ‘nudged’ into practicing a new way of doing things over and over.

Each time you practice a new behaviour, neurons in your brain are firing and creating new pathways. The more you practice, the stronger the neural pathway becomes and the easier it is for you to adopt new behaviours.

When you’re practicing new behaviours back at work it’s important that you get real time feedback from those around you, so you can adapt and adjust when necessary. Often, real-world practice after a workshop doesn’t go as planned. Something goes wrong or it feels incredibly uncomfortable. It’s a little like trying to

ride a bike for the first time… you’re going to fall off. You need to reflect on what went wrong, what could be improved and where you need to tweak things so you can get it right going forward.

When you are making even small changes in your behaviour it is critical that you are supported with regular nudges which provide small suggestions and positive reinforcements around the behavioural goals you’re looking to achieve. Nudges are vital in this process.

Behaviour change doesn’t just happen

By supporting and encouraging people to behave in ways that will help to achieve their goals, and, more importantly, are in their own best interest, make them far more likely to ultimately adopt and exhibit a behaviour.

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How to

transform behavioursthrough unique blended learning techniques.

Pre module micro learn

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Stop training, start transformingt-three’s innovative blended learning approach is so much more than a workshop and supporting videos. From pre module micro learning through to goal mentor feedback

and post workshop nudges, individuals are continually supported to practice and embed new behaviours.

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Pre module micro learn

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Face to face modules

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Goal mentor feedback

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Content delivery is where most traditional workshops spend 90% of their time. We only spend 15% of any workshop on the knowledge-building phase. It’s simply not as crucial as the application.

Participants receive the key skill or model through uniquely created pre-module micro learning, placed firmly in your context and reality.

This carefully designed online content allows participants to learn:

• The skill itself, why it’s valuable and how great leaders apply it in the workplace• How they currently measure up – completed through a micro self assessment that will then be built upon in the face to face module

1 Pre module micro learning & micro assessments

Face to face modules

The face to face module asks participants to put their micro learning into practice and apply the skill in their working context, within a supported and safe environment. By working on applying the new skill, and reflecting on how it can be

improved, the participants are activating and strengthening neural pathways. They receive feedback before going away to try it out in their personal real world ‘Goal Challenge.’

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Applying the new skill outside of the safety of the workshop brings a whole new element to learning. It’s no longer structured. The personal real world goal challenge takes each manager out of their comfort zone, which is exactly where growth occurs. Before individuals leave the workshop they are asked to do the following:

1. Set a personal goal for the module and nominate goal mentors through the app. Line managers are instantly notified of their direct reports’ unique goals. 2. Plan Teach Backs for when back at work (fundamental in supporting goal challenge)

Goal setting and practice planning3

Between modules, participants:1. Complete their practice challenges2. Receive timed online learning nudges which support the participant with their practice challenge as well as their personal goals.

3. Participants complete an online challenge reflection log which they present back in the next module

Practice & support between modules4

The reflection phase is held at the beginning of each subsequent face to face workshop, and serves two purposes.

1. It holds participants accountable to completing their goal challenge. 2. It allows for the leaders to assess and evaluate how they did through their goal mentor feedback and how they can better apply the new skills in future interactions. This stage includes: • Personal debrief of goal challenge and collective review (supported by reflection log). • Online review of personal goal mentor feedback. • Reset & define commitments to sustain and take forward.

Goal mentor feedback & carry over

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Behavioural changerequires a strong commitment from your business.

Our unique blended learning methodology

The methodology we use has been developed according to what our clients are looking to achieve in their organisation, and is designed to get your leaders practicing skills, committing to behavioural goals and putting them into action.

The quicker and more frequently a leader can take a new tool, apply it to a real-life situation and dissect their performance through goal mentor feedback, the quicker a new skill becomes a habit.

Organisational change occurs when the behaviour of individual leaders changes. It starts here, by working with your leaders on adopting the habits that will make your business successful.

At t-three we help partnering organisations get to where they want to go, one behaviour at a time. We are not a training provider – we’re award winning behavioural change experts who specialise in programmes that embed and sustain learning to deliver tangible and

measurable successes into your business. Everything we design is built on our proven Provoke, Plant, Practice methodology and created in partnership with you, resulting in a bespoke programme with years of our practice and research at their foundation.

What we do at t-threeLeaders | Teams | Transformation

Clients we partner with

t-three.com