Training Industry Magazine - November/December 2019 - 11

SRINI PIL LAY, M.D.

SCIENCE OF
LEARNING

HOW LEARNING LEADERS CAN
IMPLEMENT BRAIN-BASED TRENDS,
STRATEGIES AND SOLUTIONS
TO TRANSFORM CORPORATE L&D
The word "trends" has various meanings.
On the one hand, trends reflect a
pattern. On the other hand, they imply a
fashion. Both are highly subjective and
paradoxical. They could be indicators of
the future or a passing fad. Which brainbased trends have lasting value, and how
might learning leaders draw on brain
science to inform their learning strategies?
1. DON'T OVERHYPE THE RATIONAL
Being rational can be impractical.
You read that right. Over 90% of brain
function occurs outside the rational
realm. For example, organizational
behavior professor Richard Boyatzis and
his colleagues demonstrated in 2013
that goal-based coaching has inferior
outcomes compared to compassionbased coaching, because it overactivates the fight-or-flight response.

BEING SENSITIVE
TO THESE NUANCES
WILL MOVE L&D FROM
#BRAININVASION TO
#LOVELEARNING.
How to Implement: Design learning
to embrace the unconscious. Have
employees take the implicit association
test to explore their unconscious
biases. Provide frank feedback with
compassion for the individual at hand.
As I described in "Tinker Dabble Doodle
Try," learning to un-focus is as important
as learning to focus. A quick nap can give

you one to three hours of clarity. Why
push through your day if a short break
will make you more productive and help
you learn more effectively?
2. HAND OVER THE LEARNING
REINS
Brain research demonstrates that financial
advice does not activate learners' brains
unless they are actively involved. It also
shows the brain is more engaged as a
participant than as a spectator. So, if you
want engaged employees, engage them.
Engagement means developing a system
to enhance self-regulated learning. On the
one hand, you can't just trust that learning
will occur. On the other hand, learning
and development (L&D) experts must
develop environments where learning is
encouraged and inspired.
How to Implement: In 2018, Adobe
conducted a study that demonstrated
that interactive video learning is 10 times
more effective than non-interactive video
learning. Make learning as interactive as
possible to maximize engagement.
There is a place for passive learning,
but interactivity is key. To achieve it,
research the collaboration apps on
the market. Incorporate interactive
apps to better meet the needs of
your organization.
3. STOP MAKING TECHNOLOGY
EXHAUSTING
In 2014, Coca-Cola got rid of voicemail. I
called a client the other day and received

T R A I N I N G I N DUSTR Y MAGAZ INE -TRENDS 2020 I WWW.TR AI NINGINDU S T RY . C OM/ MAGAZ I NE

a message saying, "If it makes sense
to contact me, please text me. I don't
check voicemails."
This trend of distancing oneself from
technology stems from the burden it
places on the brain. Current technology
exhausts the brain, as it's largely not
human-centered. Every time you send
someone an email, you are literally
invading their bodies. Your message
becomes part of their brain tissue.
How to Implement: Limit the number of
communications you receive by asking
people to be sensitive to the fact that
they're entering your brain tissue without
permission. (There should be a hashtag
for this: #braininvasion). L&D leaders need
to understand that the very essence of
training is occupying the brains of others.
It's not just about less content. It's about
what L&D wants to be recognized for.
Balance serious learning with fun content.
Balance the intentional content with
"do what you want with this" content.
Balance boring experts (who still share
valuable information) with engaging ones.
Balance the mandatory content with
self-directed learning.
Being sensitive to these nuances will move
L&D from #braininvasion to #lovelearning.
Dr. Srini Pillay is the CEO of NeuroBusiness
Group. He is also assistant professor
(part-time) at Harvard Medical School
and teaches in the executive education
programs at Harvard Business School and
Duke CE. Email Srini.

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Training Industry Magazine - November/December 2019

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