Sheep dip anyone?
2nd January 2007There is a belief that attitudes and skills can be developed overnight almost like upgrading the operating system on a computer. What often happens is that the speed at which managers expect to see change in processes and systems is also applied to people. Attempts to get employees to think and behave differently by sheep-dipping often have the opposite effect. This is because people are unlike processes and systems.
- Some create and enjoy change, others avoid and resist it.
- Some like to make their own decisions, others are happy to follow the herd.
- Some are happy sticking to a procedure whilst others get bored doing the same thing twice.
- Some want to have a part in creating the future whilst others only see problems to avoid.
- Some like to consider until all angles are covered whilst others just want to get on with it.
These are just some of the differences that cause conventional sheep-dip type courses to be mainly ineffective. If you teach everyone the same things in the same way only some of them will get it. Sheep-dipping tends to alienate as many people as it may motivate. You only get through to some of the people.
What people need in order to change
The late David McLelland of Harvard Business School emphasised how people need only 3 conditions met in order to change their thinking and behaviour. These 3 conditions are:- To know how to change
- To have the opportunity to change
- To have the desire to change
So what we need are more trainers, coaches and managers who are able to connect with individuals such that they create their own desire. Then the individual needs to know he or she has an opportunity to utilise what is being learned. Then the know-how is a matter of engaging each individual in such a unique way that they acquire new skills easily.
Current models of training
Some people will be drawn to courses that are designed to an academic and intellectual model, where the lecturers are probably featured with a long line of accreditations after their name. Some personal development may take place during the course, but the emphasis will be on knowledge and intellectual rigour. Assimilation of learning is left to the individual to manage after the event.You may find yourself drawn to the big name guru seminars which are more akin to entertainment than personal development - it is sometimes a job to tell one from the other. It feels great to tell other people that you have seen so-and-so and you did some highly impressive or even dangerous task. Very memorable, but personal benefit is often short-lived. These seminars tend to be high on inspiration and initial motivation, but low on lasting benefit.
You could choose courses that others have recommended. If it sounds ok then it probably is. The smart choice ... as long as you have asked enough questions to get to the detail, and the person doing the recommending has clearly gained positively from the experience. Make sure you can see the change in attitude and behaviour, and not just accept what a person says as gospel.
Some have little choice other than what the HR team has selected for them. This approach works when individual needs are addressed rather than group needs. You may have no choice at all, but if you do, ask the supplier to put you in touch with previous customers and find out how it went for them. If you really have no choice, then arrive at the course in a positive learning state - you can learn from every experience.
When you attend a course there is usually a topic, a schedule for learning and some may also offer exercises to practise skills, and maybe case examples. If your needs fit the topic and schedule than you are likely to get some value out of it.
Coaching
Coaching is a growing profession, and organisations are taking up coaching as a method of developing people - instead of the more traditional 'go on a course' approach. Whilst courses have their place in personal development, choosing one to meet your needs can be daunting because of the wide variety, and because most people do not know how to choose from what is available.Coaching is becoming a preferred alternative to training because the topic and schedule don't determine what you will learn. It is a personal experience which will help you with whatever you say is the aim. But the limitation with coaching is that in any 1:1 encounter there are only ever the perspectives and skills of 2 people. As a coach you don't get to stand back and watch your client in action, you are always part of the process.
Group coaching
Group coaching and facilitation is gaining popularity as a further alternative to conventional training. The benefits over 1:1 coaching are that as a participant you have the perspectives of a group of people whom you get to know extremely well - it is common for very strong friendships to form during a small group coaching event. Group support for individual learning is very high. It also allows the trainers/coaches to observe your behaviour over a number of days and offer you more effective interventions than might be possible in a 1:1 session.Group coaching also hits David McLelland's 3 conditions for change. It offers the individual new insights and skills (know-how), plenty of practice (opportunity) and desire tends to grow by the hour as new awareness develops and new possibilities emerge. The Real Success Programme is a small group coaching programme designed to meet these criteria.
The next time you invest in your personal development - take a look around and ask some questions before accepting something that sounds formal, impressive or entertaining. It's your time - spend it wisely.
David Molden.
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