The Experiment - Mastering the Art of Continuous Learning And Solving Brain Drain

Welcome to the November edition of The Experiment.

Based on 16 plus years of field research across 200 projects and the successful development of over 2000 people, The Experiment takes insights and lessons from the trenches and shows you how to create a workplace of genuine, continuous learning. ?

Beyond the talk.

If you’re a purpose led Leader committed to solving organizational brain drain this newsletter is created for you.

Let’s fix the leaks that exist within L & D and stop wasting wisdom in our workplaces.

Here’s to a different type of learning and development future.

WHAT’S IN THIS EDITION?

1.????? Transform Tasmania is off and running – come join us ?

2.???? Quick Fire Advice – Weaknesses or Capability Gaps?

3.???? Short Video – Organizations Stop Making it So Hard To Learn

4.??? Food For Thought - What Exactly is Brain Drain and Why Should You Care?

5.???? Recent Post - Introducing the Circular Workplace and High Value Work

6.???? A blog from the website – Don’t want to be vulnerable in business – start here.

TRANSFORM TASMANIA IS OFF AND RUNNING – COME JOIN US

If you are in HR, L & D, OD or Change and have an interest in how we experience work read on.

The Transform Hobart Chapter launched late October in a rather awesome location in Tasmania.

What also was awesome was the genuine interest in what we will be creating and the level of conversation and connection throughout the evening.

The Transform Global Ambassador program has over 50 chapters throughout the world and you don’t need to be in a specific region to join a chapter.

As we establish the Tasmanian chapter there will be different ways to engage in the experience so if you are interested in becoming part of the global community, and ours, please use the link below.

https://plus.transform.us/join?invitation_token=b1d207480fefb8e313d46345484526d2208756f2-407b960b-dd40-4665-9b79-a44c440feedd

It’s free to join as an Insider at Transform Plus and will allow you to keep across what is happening within the community.

As well as access valuable content.

Any questions please contact me Ali Uren, Hobart Ambassador via email [email protected] or send me a DM on LinkedIn.

QUICK FIRE ADVICE FROM THE L & D FRONTLINE

Weaknesses or Skill/Capability gaps – what's it going to be?

I recently had a conversation with someone on LinkedIn and was talking about my point of view (POV).

The fact that growth and opportunities come from thinking and responding differently to gaps, threats and risks. And not just strengths.

They said I’m going to need to disagree with you.

Great tell me more.

They once worked in a place where their Manager highlighted their weaknesses in a way that was extremely unhelpful and made them feel less than. I said let me give you some context around my approach.

This is why I am always considered and considerate in my language. I haven’t used the word "weakness" since entering the L & D space in 2006 and use skill or capability gaps instead.

People are always more open to working on capability gaps, but weaknesses it’s a different story.

Capability gaps are not a personal attack and solutions feel possible.

Weaknesses on the other hand don’t evoke the same response.

Three key lessons I’ve learnt from working out in the field and in complex environments.

1??

Language will determine a Learner’s action which determines the outcomes and impacts.

2??

The style and manner in how you deliver your message can’t be underestimated.

3??

Always make sure the message (what you are saying) is aligned to the method ( how you are saying it)

Without these two factors working in support of one another you can’t communicate in a way that has meaning and value to others.

SHORT VIDEO - ORGANIZATIONS STOP MAKING IT SO HARD TO LEARN

If you’ve got a little under three minutes free I’d encourage you to look at my latest video.

In it I share the most common roadblocks to people being able to not just learn but fully utilize skills and talent.

How many exist in your own workplace?

I’ll continue to unpack the how in future content so please continue to follow me.

FOOD FOR THOUGHT? - WHAT EXACTLY IS BRAIN DRAIN AND SHOULD YOU CARE?

I'm speaking a lot about brain drain and reducing the wasting of wisdom through the Circular Workplace approach so thought it time to define what it is.

Let's start with a typical definition below ?? Investopedia.com defines brain drain as follows:

“Brain drain is a slang term that refers to?the loss of human capital from one area to another or from one industry to another. It usually happens when skilled individuals and professionals leave their home countries, often developing nations, and go elsewhere to take advantage of better opportunities”

When I write about brain drain from a continuous learning perspective, I am focusing on professional, lived experience at a team and organizational level. And coming from a slightly different angle.

Brain drain for me shows itself as

?? the inability to fully leverage people's potential while employed

?? the lack of current systems to fully leverage skills and expertise

?? having no means to share internal wisdom within the organization

?? the commercial impact and loss of revenue when talented staff leave and the above is not addressed

Brain drain can be covert at first and you may not even recognize it.

The reality is it's extra hard, stressful and costly to resolve when you are in the middle of it, so de-risk the risk and be proactive in your response.

INTRODUCING THE CIRCULAR WORKPLACE AND HIGH VALUE WORK ??

The Future of How We Develop People Is Circular ??

When we work with a circular mindset we adopt a continuous approach to learning and development. One where wisdom and expertise is captured and not wasted.

Regardless of role, team or position.

I’m excited to capture my approach visually and thank Reanne Besa for her creative flair.

Here’s to not being obsessed with skills for skills sake, but creating the environment and people to fully leverage these.

So what's high value work in a Circular Workplace?

High value work is best described as follows ??

Delivers measurable and durable outcomes AND impacts.

?

Achieves commercial goals AND people growth ( yes these are not exclusive)

?

Reflects what teams, clients and partners value in terms of experience, product or service.

?

De-risks the risks that have the greatest consequence/and are most likely.

The benefit of getting clarity around high value work early in the planning phase is that you

1??

Won't be wasting precious talent, finances and resources in areas that deliver little return.

2??

Making poor decisions that are costly and painful to try and walk back from.

DON’T WANT TO BE VULNERABLE IN BUSINESS? START HERE.

It seems counterintuitive but the only way from my extensive experience is to address skill gaps, threats and risks head on to reduce vulnerability.

Strengths have value but not every strength is going to help solve the challenges and problems of now and the future.

In this blog I unpack why it matters and the different questions you can ask to successfully nd confidently start the process with your team.

Link to blog https://www.kiikstart.com/dont-want-to-be-vulnerable-stop-focusing-on-strengths/

CURIOUS TO LEARN MORE?

For Leaders interested in creating continuous learning environments, and stopping the wasting of wisdom in their teams, please take time to visit kiikstart.com

Here you’ll find original and practical blogs, videos and podcasts.

All inspired by the experiences of delivering out in the real world. The good, bad and sometimes real ugly.

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CONNECTING IN

-??????? Make a time to speak via the link on my featured section on LinkedIn www.dhirubhai.net/in/aliuren

?-??????? Send me a DM you’ll find me at www.dhirubhai.net/in/aliuren

?-??????? Message me via the website kiikstart.com

?-??????? Email me directly at [email protected]

ABOUT THE AUTHOR

In 2008 I founded Kiikstart so purpose led brands have the capability and conditions to make continuous learning and experimentation part of everyone’s role.

And have a space to generously share insights and lessons learnt within teams and cross teams.

Why?

Expertise and insights being developed leave the building when people move on to their next role. Or retire.

So, I’ve dedicated the last 16 plus years creating the circular workplace where L & D is fair and equitable and wisdom is 100% leveraged regardless of role, team or function.

Making people growth and commercial impact part of every L & D initiative. Seamlessly.

I look forward to you joining me on the trip. ?

?Regards,

?

Ali Uren

Founder – Kiikstart

Designer of The Circular Workplace ??

PS This newsletter is not a solo gig, so please speak up and let me know what topics you want me to focus on.

THE MOST IMPACTFUL L & D IS NEVER TRANSACTIONAL