Sticky Learning Lunches #27: Making Learning Stick & Making a Difference

Today's topic, After Training Courses and They Nothing Different Part 1. Discover 7 ways to help your people to achieve behavioural change, and make learning stick after a training course.

You Can Read the Full Transcript Below:

Nathan Simmonds:

There we are. Good afternoon. Welcome to Sticky Learning Lunches. Just given it the last minute for people to arrive. Got a couple of minutes before we start. Good afternoon people. Hello, Susan. Good to see you. Hello, Matt. Love to see you. Hi. Hello, Hailey. Sorry. New faces, new names. Good to see you again. Colin, thank you very much for being here. Benjamin, back again. I see you just waiting for the last few people to arrive. Good to see you. Tim. Colin's reminding me to go full screen. Not yet, Colin. Just making sure everyone knows they're in the right room before we switch the, to the, to the main camera. Wonderful people arriving.

Nathan Simmonds:

Let's make sure we set you all up for success right now. Just as the last few people turning up. Let's make sure we've got all the phones on flight mode. So let's see the phones. Hold 'em high, put 'em on flight mode, zero out the distraction, as I always say, zero out the distraction and get a hundred percent attention on you, your development and this moment right now. Super important that we do this. If you've got email open, et cetera, get that closed down. Get your social media closed. Get yourself back into this room

Nathan Simmonds:

With me. Let's make sure that, yeah, I've got my email closed. We are good to go. Also, make sure you've got a drink available. Keep yourselves hydrated. Let's do this. There might be a few more people arriving. Good afternoon, Karen. Good to see you again. Make sure I can see everybody. Let's do this.

Make your learning stick with our sticky learning lunch

 

Nathan Simmonds:

Welcome to today's Sticky Learning Lunch with me, Nathan Simmons, senior leadership coach and trainer for MBM Making Business Matter, the Home of Sticky Learning. We are the leadership development and soft skills provider to the grocery and manufacturing industry. These sticky lu lunches are all about giving you great content in short bursts that are gonna help you be the best version of you in the work that you do right now. Whether you are at home or preparing to return back to the office.

Nathan Simmonds:

I wanna give you some skills and some ideas that are gonna really push your thinking and help you to create a bigger impact in what you do on a day-to-Day basis. Today we're talking about how we make learning Stick, which is the USP, the unique superpower of making business matter. That's what we do when we deliver content. When I'm teaching, when I'm sharing, when I'm coaching, it's all about making sure that this stuff up here that I have is gifted to you in a way that makes sure that you've got it in there or you take hold of it, you put it in here and you're also making use of it.

Nathan Simmonds:

So it's really vital for us and you know, it's a, a key passion for me in the nicest possible way. I'm not gonna stand in front of a classroom and just blow off hot air and, and, and content if it's not gonna be made use of, you know, it is vital. These things that I've learned from my experiences from training courses, from the work that I've done, from the epic failures and the huge successes I've had, I wanna share those with people and make sure that those people do something with it.

Nathan Simmonds:

Go and create impact on their own terms with that content in the best way for them. These two days is, as you've learned from me over the last few weeks, some of it's about mindset and the way that we approach this, some nuances in the things that we do, and also some technicalities of how I and we at MBM make sure that we put those mindsets and nuances in place so people can pick it up and run with it.

Nathan Simmonds:

A little bit of, it's gonna be a little bit of a behind the scenes look into what goes on in, in my head as well as Darren's and Andy's and the team from MBM and giving you some of those inside techniques and tools and tricks that are gonna help you to be able to do that for yourself when you are watching them and, and taking part in the training with us, and also how you deliver conversations to people in the future. That's what we're gonna deal with. So today we're gonna look at, I've got three key points I wanna talk about, key concepts around how we approach certain things that are gonna help you make that impact right now as the people are still just arriving as a couple more coming into the room right now.

Nathan Simmonds:

If we are looking at how we make learning stick, how you get people in your meetings, in your training sessions to take action on what you are saying and to make sure they embed their learning. What would you like to get out of today and tomorrow's training sessions? What would your personal goal be to out of these two sessions to help you get your learners and your teams to make sure they take action and they learn what you are sharing with them in the question box. Let me know what you would like to get, what are your goals for these two days?

Nathan Simmonds:

How to move from training to practice. Nice. Thank you very much, Christopher. Good to see you again. What are the goals? Have you got? What goals have people got from today's session and tomorrow's session to help you make learning stick and turn words into action? How many key learning topics or topics are too many for one session? We'll come into that as well. So finding out for yourself for, for your learning objectives. We're gonna look at some more technicalities tomorrow.

Nathan Simmonds:

How we structure certainly certain things when we're delivering content. Primarily we look for one, we look for a single learning objective, literally that making it stick. Karen, we're gonna help you with that. Haley, what have we got here? Easy ways to find out the impact the learning has had. We can look at that, some of the technicalities in that as well. For me personally, it's more, it's that return on expectation rather than the return on investment.

Nathan Simmonds:

It's the emotional buy-in. It's the tangibility of seeing certain things happening and seeing that relationships shift between leaders and team and, and departments. Making sure that they're able to remember and use what we discussed. Absolutely good today. Mindset, nuances and, and, and some approaches. We're gonna get. We're gonna feed into some of these goals and then tomorrow we're gonna look at some of the technical details and the strategies and tactics that we use to make sure that when we're delivering those things are picked up and made use of.

Nathan Simmonds:

Let's do this. So we've got about 15 minutes. The first thing is, is more of a pitfall and it's a, a common mistake that we make as leaders and as trainers, and also as HR professionals when we're setting up training for people. This is one of the key reasons why learning doesn't stick with him. Who here knows what fin stands for? Let's light up the questions box. What does with them stand for?

Nathan Simmonds:

What's in it for me? Colin's on fire. Ba bam, bam. In good. What's one of the first things they teach in influencing skills? What's in it for me? What they say is, put yourself in the other person's shoes and ask yourself, what's in it for me? Has it yes or no? Have people experienced this? Has everyone heard this one liner in their influencing skills? Yes. Good, good, good, good. I'm not surprised, but the problem is with, with them is with food. Good. We're gonna, we're gonna touch on a shift in that as well.

Nathan Simmonds:

What we, the challenge that we have in influencing skills is we go into the training course and they teach us, yes, remember what's in it for me? Put yourself in their shoes and what, what's in it for me? So we leave the training room, we go, oh yeah. So the thing that I picked up is what's in it for me? And we walk into that into the next conversation, or the next project or the next session or whatever it is. And we still have that in our head. What's in it for me?

Nathan Simmonds:

And due to kind of human nature and behavior, we tend to be naturally selfish in the way that we approach certain things. And the what's in it for me just reinforces the behavior. So what happens is, is when we start to design learning and development programs, and we're going into this, what's in it for me? What I'm concerned about is, okay, what does the bottom line look like? If I put these people on a training course, what's in it for me? What results do I get? How does it affect my performance? If we don't do this, do I look good or bad? So we get stuck in the fin.

Nathan Simmonds:

The way that we adjust this and the way that we change this and we nuance this in ourselves, it's the best acronym I could come up with was wtt and what's in it for them. If we make them number one, first and foremost, we're gonna change the way the conversation happens. And you may have learned this from me over the last few weeks, and if it's the first time you're here, one of the key things I ask people when I'm teaching how to give feedback or doing coaching or leadership skills is, who is the most important person in the conversation? If you are giving feedback or you are doing coaching, who is the most important person in the conversation? Who do you think it is?

Nathan Simmonds:

It is always gonna be them. And this is the most important part that we seem to miss, is when we're designing a program, when we're designing a conversation, when we're wanting to create impact or changes in our business, is we need to take it away from me and make it about them. We, we change the me to we, we make the conversation, the content about them. What's important to them,