I have produced my first video based on ‘Human at Work’ © technology. This video is on mindfulness. But why ‘Human at Work’ and what does that do for organizations that L&D does not? Although good work is done within L&D we often see too many initiatives without adequate resources to accomplish the job. Naturally, what slips through are programmes that are not themed for corporate key learnings and we also then see an element of ‘tick box’ programmes where whole groups are put in training when in reality, some of them should not be in the training room at all. They will get little or nothing from it and their view of HR will be compromised.Sign up for your FREE access to all ‘Human at Work’ © technology updates here!
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If we have the luxury of going back to basics, then we can think acutely about the ‘Human at Work’ © – specifically, how different executives need different learning opportunities at different times. When we do this, we find (as in the case of mindfulness) that many executives are NOT ready for the programme – instead, we place those on an 18-24 month period of L&D interventions to bring these executives to the point where the mindfulness (thinking and behavioural changes) can take place. Structured learning journeys, over time, allow personal development processes to take place at the pace of the human; anything faster is a waste of time and effort. It’s akin to telling a teenager to ‘grow up’ – we all know that growing up is life-journey and the real impact of personal development invariably takes at least 18 months to integrate and be observable in behaviours/performance. Of course, the structured learning-journey needs to address the key elements of personal development that will challenge and create the will to learn. This then is the heart of my ‘Human at Work’ technology and it is these considerations that then advise what we need to do and what we need to measure.
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