Training Industry Magazine - September/October 2021 - 19

helps employees anticipate potential
gains in the future. The more they
understand the purpose and personal
benefits, the sooner employees can
shift their focus.
* Explain how the organization will arrive
at the destination. Include milestones
and signposts along the way to help
people stay on track and feel a sense of
progress and accomplishment. Taking
the entorhinal cortex into account,
create visual maps of places and people
to address impacts on the physical
workspace and social networks.
* Explain the habits and behaviors
employees need to change. Get
specific
about
what
employees
should do and say. Use learning
events to give people the opportunity
to practice and build up to the needed
40-50 repetitions.
Motivate with Recognition
and Rewards
Motivation is important for combatting
the brain's natural resistance to change,
helping address the various emotions
that are part of the transition.
* Center on purpose. People are
motivated by three things: Purpose,
autonomy (the ability to be selfdirected)
and mastery (the opportunity
to get better at things), according to
Dan Pink's book Drive. Since autonomy
and mastery can be threatened during
change, it's even more important to
connect change to a larger purpose.
* Shift from goals to problem-solving.
Most change plans rarely unfold
as expected, leading to a series of
failures. To avoid this, frame each
phase of the initiative as an exercise in
problem-solving, allowing employees
to be active participants. By activating
the reward-seeking part of the brain,
each solution to a problem translates
to success.
* Recognize effort and progress.
Communicating and celebrating
progress gives employees a boost
and is especially helpful for those who
SIGNS OF CHANGE
FATIGUE AT WORK
* Apathetic and emotionally
" checked out. "
* Lack of energy, staring into
space, sleeping at work.
* Leaving work early or taking
more sick days.
* Using poor judgment and
making poor decisions.
* Rising tension and conflict
between individuals and
groups.
* Growing complaints,
skepticism and resistance.
are resistant to change. The more
their effort is rewarded - whether with
high fives, encouragement like " Good
job! " , or prizes - the more quickly
their brains will adapt to change. Plus,
the brain sees rewards as part of the
habit loop, encouraging it to replicate
the behavior
Foster a Culture of Trust
and Empathy
Because change can be a disruptive
and
difficult
process
that
triggers
worry, anxiety and fear - and moving
through change requires risk-taking and
vulnerability - building a team culture of
trust and empathy is key.
* Start with empathy.
Since
the
transition aspect of change is so
emotional, empathy is critical. While
it can be challenging to identify with
others' feelings of anxiety, frustration,
and fear, leaders can learn to show
empathy in meaningful ways.
* Create psychological safety. Harvard
researcher Dr. Amy Edmondson defines
psychological safety as " a sense of
confidence that the team will not
embarrass, reject or punish someone for
speaking up with questions, concerns
or mistakes. It is a shared belief held by
members of a team that the team is safe
for interpersonal risk-taking. " As such, it
allows for vulnerability and builds trust.
* Empower social connections. Since
change can impact the social maps
built by the brain, identify when and
where people's social connections
are likely to be new, strained or
erased. Help build them up quickly
by creating social experiences in a
relaxed setting, or through formal
team-building exercises.
* Practice patience. Patience is crucial
when leading change. Leaders should
find ways to stay grounded, maintain
a sense of humor, and coach and
support each other.
Change comes in all forms, from the small
and annoying to massive shifts triggered
by a global pandemic. By understanding
the human brain, learning professionals
can help their organizations drive
real behavior change that paves the
way for enhanced adaptability and a
thriving workplace.
Dr. Britt Andreatta is an internationally
recognized thought leader who uses
her unique background in leadership,
neuroscience, psychology and education
to create brain-science-based solutions
for today's workplace challenges. Britt
is the former CLO for Lynda.com (now
LinkedIn Learning), and she has over
10 million views worldwide of her online
courses. Email Britt.
TRAINING INDUSTRY MAGAZINE - PERFORMANCE IMPROVEMENT I WWW.TRAININGINDUSTRY.COM/MAGAZINE
| 19
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Training Industry Magazine - September/October 2021

Table of Contents for the Digital Edition of Training Industry Magazine - September/October 2021

Diagnosing Learner Needs
Table of Contents
Level Setting Performance Improvement versus Training
Responsible Applications of Performance Support Technologies
Performance Improvement is Inside Out
3 Levels of Performance Improvement
Using Science to Create Real Behavioral Change
Fostering Better Engagement Among Multiple Levels of Experiences
Improving Retention and Application of Learning with Continuous Learning Journeys
Tipping the Scale: The Secrets of Super-Performers
Driving Success in Organizational Design: A Seat at the Table for Learning and Development
Make Training Relevant - Diagnose Performance First
Your Mentor Is Waiting: Leveraging Technology for Knowledge and Skills Sharing
The Training Advantages of Combining Behavior and Knowledge Mapping
Don't Manage Performance, Manifest It! 5 Keys to Transform Learning into Legacy
Using Learning Initiatives to Drive Employee Engagement
Experience-based Learning: Transforming While Performing
Performance Improvement and the Brain
Learner Mindset
GP Strategies and Learning Technologies Group Join Forces to Accelerate Workforce Performance Transformation
Company News
Training Industry Magazine - September/October 2021 - Intro
Training Industry Magazine - September/October 2021 - 1
Training Industry Magazine - September/October 2021 - 2
Training Industry Magazine - September/October 2021 - CT1
Training Industry Magazine - September/October 2021 - CT2
Training Industry Magazine - September/October 2021 - Diagnosing Learner Needs
Training Industry Magazine - September/October 2021 - 4
Training Industry Magazine - September/October 2021 - 5
Training Industry Magazine - September/October 2021 - Table of Contents
Training Industry Magazine - September/October 2021 - 7
Training Industry Magazine - September/October 2021 - 8
Training Industry Magazine - September/October 2021 - Level Setting Performance Improvement versus Training
Training Industry Magazine - September/October 2021 - 10
Training Industry Magazine - September/October 2021 - Responsible Applications of Performance Support Technologies
Training Industry Magazine - September/October 2021 - 12
Training Industry Magazine - September/October 2021 - Performance Improvement is Inside Out
Training Industry Magazine - September/October 2021 - 14
Training Industry Magazine - September/October 2021 - 3 Levels of Performance Improvement
Training Industry Magazine - September/October 2021 - Using Science to Create Real Behavioral Change
Training Industry Magazine - September/October 2021 - 17
Training Industry Magazine - September/October 2021 - 18
Training Industry Magazine - September/October 2021 - 19
Training Industry Magazine - September/October 2021 - Fostering Better Engagement Among Multiple Levels of Experiences
Training Industry Magazine - September/October 2021 - 21
Training Industry Magazine - September/October 2021 - 22
Training Industry Magazine - September/October 2021 - 23
Training Industry Magazine - September/October 2021 - Improving Retention and Application of Learning with Continuous Learning Journeys
Training Industry Magazine - September/October 2021 - 25
Training Industry Magazine - September/October 2021 - Tipping the Scale: The Secrets of Super-Performers
Training Industry Magazine - September/October 2021 - 27
Training Industry Magazine - September/October 2021 - 28
Training Industry Magazine - September/October 2021 - 29
Training Industry Magazine - September/October 2021 - Driving Success in Organizational Design: A Seat at the Table for Learning and Development
Training Industry Magazine - September/October 2021 - 31
Training Industry Magazine - September/October 2021 - 32
Training Industry Magazine - September/October 2021 - 33
Training Industry Magazine - September/October 2021 - Make Training Relevant - Diagnose Performance First
Training Industry Magazine - September/October 2021 - 35
Training Industry Magazine - September/October 2021 - 36
Training Industry Magazine - September/October 2021 - 37
Training Industry Magazine - September/October 2021 - Your Mentor Is Waiting: Leveraging Technology for Knowledge and Skills Sharing
Training Industry Magazine - September/October 2021 - 39
Training Industry Magazine - September/October 2021 - The Training Advantages of Combining Behavior and Knowledge Mapping
Training Industry Magazine - September/October 2021 - 41
Training Industry Magazine - September/October 2021 - 42
Training Industry Magazine - September/October 2021 - 43
Training Industry Magazine - September/October 2021 - 44
Training Industry Magazine - September/October 2021 - Don't Manage Performance, Manifest It! 5 Keys to Transform Learning into Legacy
Training Industry Magazine - September/October 2021 - 46
Training Industry Magazine - September/October 2021 - 47
Training Industry Magazine - September/October 2021 - Using Learning Initiatives to Drive Employee Engagement
Training Industry Magazine - September/October 2021 - 49
Training Industry Magazine - September/October 2021 - 50
Training Industry Magazine - September/October 2021 - 51
Training Industry Magazine - September/October 2021 - 52
Training Industry Magazine - September/October 2021 - Experience-based Learning: Transforming While Performing
Training Industry Magazine - September/October 2021 - 54
Training Industry Magazine - September/October 2021 - Performance Improvement and the Brain
Training Industry Magazine - September/October 2021 - 56
Training Industry Magazine - September/October 2021 - Learner Mindset
Training Industry Magazine - September/October 2021 - GP Strategies and Learning Technologies Group Join Forces to Accelerate Workforce Performance Transformation
Training Industry Magazine - September/October 2021 - Company News
Training Industry Magazine - September/October 2021 - 60
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