Is your company still struggling at change?

Interestingly, I have recently started a conversation with a global training organisation that is interested in taking their L&D function to the next level.

I am a coach. What do I know about L&D? And why would they be interested in having a conversation?

So I did some research and came across an article by Forbes, titled: "Why Your Traditional Approach To Learning And Development Won't Cut It In The 2020s" which states that "despite the belief, focus, and investment in training, many organizations fail at implementing the type of learning culture and training experience that will truly elevate performance and provide significant returns on investment." Then it goes on saying that "75% of managers (registration required) are dissatisfied with their company’s L&D function".

Having worked with professionals both inside and outside organisations, I can share that solely acting at the level of 'skill' unfortunately often makes very little difference.

Above the surface v below the surface

Although there are variances in how people act when by themselves in comparison to when in a social (group) setting, ultimately people's goals, aspirations, and challenges tend to be similar.

What traditional learning struggles to do is understand (and address) the distinction between above the surface v below the surface.

If you are an individual or organisation that has invested in training or personal development before (for instance a training programme, accelerator, online learning and so on...), you might have noticed that you gained access to valuable information you did not possess previously.

Shortly after you realise that the training is not yielding its expected benefits (ROI in behavioural change). You may be tempted to give up , or more simply do not apply the knowledge effortfully acquired. The reason is this:

If 'information' that does not turn into 'insight', it will not affect behaviour. It has to 'land' first. And then be reinforced.

'Landing' in this context is like the difference between 'hearing and listening'. You know when someone is 'listening' to you, versus when there are just hearing your words.

The value of learning can only be realised if we act both above the surface and below the surface.

It is not worthwhile otherwise.

Acting below the surface means removing the invisible barriers that are often embedded in many organisations, team cultures and dynamics.

In practice 'below the surface' means addressing mindset, limiting beliefs, habits, while creating personal awareness, and accountability. These cannot be taught; they are to be experienced. And it is difficult to do it alone.

Although I still do not know the ideal practical solution - we will find out as the conversation unfolds - I am very much looking forward to uncover where this path leads.