Learning Rebels Podcast

It all started with a question: Why do SMART goals fail to work?

SMART goals may be good for project management, such as when you are trying to achieve a very specific goal for a very specific outcome. However, they fail us when trying to create larger goals for our personal and professional growth and development.

We need to dig deeper.

Where's the stretch?

Where's the motivation?

Where's the flexibility?

Start with Big Hairy Audacious Goals

What are BHAG's?

BHAG (pronounced bee-hag) stands for Big Hairy Audacious Goals. The term was first coined in 1994 by Jim Collins and Jerry Porras in their book "Built to Last: Successful Habits of Visionary Companies."

The issue with SMART goals is that when written and followed explicitly, they are way too constrictive. When we fall outside the boundaries of the SMART goal, it all looks like failure. If you don't achieve the goal by the "date," does that mean you've failed? If you don't achieve the measurement, does that mean you've failed? That's a lot of failures to pile into one goal.

This Coffee Chat will help you to set yourself up for success and here are the resources to support you.

Download the Big Rock Planner here

How-to video: Completing the Big Rock Goal Sheet

Andrew Jacobs ABCDE Goal Setting Method

Get the Coffee Chat recording here

Get your copy of the chat messages here

Get the live transcript here

Extras!

Forbes: SMART Goals, 5 Shocking Reasons why they may be dumb.

Asana: Do the Impossible with Big Hairy Audacious Goals

Read these!

How to Set Goals with Kaizen & Ikigai: Focus, Cure Procrastination, & Increase Personal Productivity

Goal Setting: Forget SMART Goals Try SMARTER Goals by Martin Formato

Your Best Year Ever: A 5-Step Plan for Achieving Your Most Important Goals by Michael Hyatt

How to Begin: Start Doing Something That Matters by Micheal Stanier

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Host: Shannon Tipton 

Have you ever wondered what the BLEEEEEP is a Learning Ecosystem? Well, JD Dillon wrote a book!

“The Modern Learning Ecosystem” is the brainchild of JD. And in this Learning Rebels LIVE, JD walks us through his journey to writing this, his love of all things “Back to the Future” and are L&D professionals really Batman in disguise.

Sit back and enjoy the ride.

All the Resources!

Watch the live video on LinkedIn:

Get the LIVE transcript here

Buy the Book! https://amzn.to/3uCm2O6

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Visit the Learning Rebels website to learn more about how Learning Rebels can help you make your training stick!

Host: Shannon Tipton 

It all starts with a question: How can we find, nurture and support organic workplace communities?

With the increasing adoption of workplace collaboration technology such as Microsoft Teams or Slack, there are more communities organically taking root in our organizations.

Today’s chat left us with a plethora of helpful information! The gardening puns & analogies were deep and fruitful (see what I did there?), so hopefully, you will begin to walk the digital hallways and find information to share.

All the Resources!

Get the video here

Get your copy of the chat message box here

Get the LIVE transcript here

Download

Download the Cultivating Workplace Communities here

Download Cigna Loneliness and the Workplace Report here

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Visit the Learning Rebels website to learn more about how Learning Rebels can help you make your training stick!

Host: Shannon Tipton 

It all starts with a question: How can we inspire people to take ownership of their own professional development?

According to Malcolm Knowles, self-directed learning “describes a process by which individuals take the initiative, with or without the assistance of others, in diagnosing their learning needs, formulating learning goals, identifying human and material resources for learning, and evaluating learning outcomes.”

In Learning and Develop the case becomes, “You can lead a horse to water, but you can't make it drink”.

However, you can add sugar to the water to make it tastier.

Meaning we can do things on our end to encourage and support those who want to dive in and begin the process of taking ownership of deepening the level of their knowledge.

So what can we do to encourage people to take more ownership? This is what we discussed today.

• Together can we build a map to help people out?

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Get the full audio transcript here

Resources:

Download these!

Self-Directed White Paper by SparkLearn

Self-Directed Learning a Cognitive Perspective: Research Paper

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Visit the Learning Rebels website to learn more about how Learning Rebels can help you reimagine workplace learning.  

Host: Shannon Tipton 

It all starts with a question: How can we make training more effective for sales teams?

According to the Marketing Research Organization, ES Research, “between 85% and 90% of sales training has no lasting impact after 120 days. At the same time, companies are spending billions of dollars on sales training each year. That’s billions of dollars wasted on training that disappoints and only produces short-term boosts in sales”.

There’s nothing Sales Leaders hate more than wasted time and wasted money. So how can we move the needle on Sales Enablement?

It all starts with the mentality of “No fluff, no extra stuff!”

From there we must get creative to build energy, and be smart so that we aren’t creating disruption and frustration.

Get the video recording here

Get your copy of the chat message box here

Get the full audio transcript here

Resources:

Read: The five things sales-growth winners do to invest in their people

Read this Report: The Difference Between Good and Bad Sales Training

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To contribute and be part of the community, join our Patreon Page here 

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Visit the Learning Rebels website to learn more about how Learning Rebels can help you reimagine workplace learning.  

Host: Shannon Tipton 

Sticky Learning: Creating Sustainable Learning After the Fact

It starts with a question: What can we do to help learning stick?

We know that people are working at speeds not seen prior to the COVID19 pandemic. The way business operates has changed, therefore the way we work within businesses has changed. Ultimately this means in order to help learning gain traction means changing how we view developing and implementing training to include reinforcement learning after the fact.

But where do we start? Fortunately, the community had A LOT of thoughts.

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Get the transcript here

I encourage you to download the chat there were many actionable ideas included.

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Visit the Learning Rebels website to learn more about how Learning Rebels can help you reimagine workplace learning.  

Host: Shannon Tipton 

Our second Learning Rebels in 15 has landed! 

There are many ways to boost your creativity, and some of them might surprise you! This conversation may even have you rethinking your definition of creativity as a whole. 

Link to original episode here

Stay curious & take over the world!

Shannon

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Visit the Learning Rebels website to learn more about how Learning Rebels can help you reimagine workplace learning.  

Host: Shannon Tipton

For Laura Overton, it all started with a question: When you talk about the value L&D is providing to your organization, what narrative of success do you use?

Laura’s research found that L&D professionals focusing on business value were better positioned to harness learning innovation to deliver business results. Click here to view the Learning Value Spectrum chart.

On one end we have Learning Value: "Our connection with and activity around our programs: hours, engagement, and efficiency."

At a time when L&D has the opportunity to connect with business leaders with the skills agenda being one of the highest priority needs for business today, who can leaders depend on?

Hopefully us. 

Read more about the Learning Value Spectrum here:

I encourage you to download the chat. So many supportive comments and action ideas.  

Get your copy of the chat messages here

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To contribute and be part of the community, join our Patreon Page here 

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Visit the Learning Rebels website to learn more about how Learning Rebels can help you reimagine workplace learning.  

Host: Shannon Tipton 

The Good, the Bad and the Potential of L&D

It was very interesting getting the Coffee Chat view on how L&D can leverage their superpowers of collaboration and ideation to build fresh solutions to strengthen skill building. 

Wonder Twin Powers ACTIVATE!! 

Today’s question on the table was all about “How can L&D harness our momentum with businesses today, to add greater business value?”

L&D is seeing a transformation like nothing in the past! Learning Professionals are busting through traditional silos to collaborate on more holistic visions to create stronger connections between learning and business goals.

The LinkedIn Workplace Learning Report shared that L&D leaders agree that L&D has become more influential over the past year. This also means that the demand is greater for results.

From ideas about activating management to how to change our vocabulary, there were many solid, actionable steps we can take TODAY to improve our relationship with business leaders. 

Get the LinkedIn Workplace Learning Report here

Watch the live video here

Get more information by downloading the Chat Message Box

Or download the full transcript here

Books: 

The Squiggly Career by Helen Tupper

The Learning and Development Handbook: A Learning Practitioner's Toolkit by Michelle Parry-Slater

Design Thinking for Training and Development by Sharon Boller

Lynch Pin: Are you Indispensable by Seth Godwin 

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Support the Learning Rebels Community

To contribute and be part of the community, join our Patreon Page here

Hire Learning Rebels

Visit the Learning Rebels website to learn more about how Learning Rebels can help you reimagine workplace learning.

Host: Shannon Tipton

How can we best treat failure as a positive aspect of life, rather a negative?

This was the question on the table as we discussed learning from failure.

This was an interesting chat – there were many directions to take, as people process failure in a variety of different ways. Some people go internal, and dig deep into themselves to consider what may have gone wrong that they can control, while others process failure as a data collection exercise.

Where do you fall on the continuum?

Two takeaways:

From Dickson – Sometimes we turn the “why not’ question into a way to find out “why NOT”. However, Dickson tells us that the adventure begins with why not. Sometimes “why not” is scary, and can most certainly be intimidating – but is take was treating “Why Not” as the beginning of a journey, and when doing so, you find some of the most remarkable things. So put your fear of failure to the side and treat it as an exercise in “why not”. 

From JD - "Be Kind to Yourself" Being self-aware that failure happens – EMBRACE the SUCK! Time tempers failure, be kind and realize that things happen. Surround yourself with positive people and environments. Failure is not the end-all be-all it’s part of the continuum of live. Stop putting pressure from yourself.

Let’s remember that failure is only bad if we treat it as something bad. Reframing how we think about failure will take our mental health to a place that is more managable. It’s not necessarily failure, but simply making a mistake and moving on.

Stay Curious! Shannon

All the Coffee Chat Resources!

Get the live video recording here

Check these out!

HBR: Strategies for learning from failure

Ball State University: Learning from Failure Research Paper

All the Books!

Failing Forward: Turning Mistakes Into Stepping Stones for Success by John Maxwell

Chasing Failure: How Falling Short Sets You Up for Success by Ryan Leak

Join the conversation

You can have an opportunity to be part of the live chat! Sign up here.

Support the Learning Rebels Community

To contribute and be part of the community, join our Patreon Page here

Hire Learning Rebels

Visit the Learning Rebels website to learn more about how Learning Rebels can help you reimagine workplace learning.

Host: Shannon Tipton