My gift to you

I have been coaching people the last few days, noticing  there is genuine fear and anxiety out there amongst some people, but with others a revelation that this may be a moment to pause and reflect. Wherever you are and whichever end of the spectrum, I will be praying for peace throughout this crisis. I will be praying that from each individuals perspective at least one good thing comes out of it to make a better future.

I haven’t blogged for a while for a number of reasons:

  • World weary from being on this treadmill we call life
  • Disillusionment with social media and the negativity it often brings
  • Filling my social media buffer feels like a chore, it is not really connecting with people, even though people respond and react
  • There has not been a burning desire to share a ‘nugget’ with all my connections

In this last few week I have seen a lot of worry and panic. This has almost been palpable and it feels like it is still rising. People are losing jobs, life has changed from what we know it to have been and we fear that we might lose loved ones. For some of us that may have already happened.

So why blog now? What’s changed for me? Work has stopped, almost and I am not good when I have not much to do. In a crisis, I often will ask myself “But what CAN I do?”

Coaching is a passion and it is a gift to receive it as well as offer it. In my years of coaching people, I have often been blessed by the transformations I have witnessed and inspired to make changes in my own life. The answer to my question was “Why not see if people want a free coaching session?”

It made sense and it would occupy me and hopefully distract me from the panic surrounding me. As soon as I put the offer out a few people contacted me. I have been humbled by their honesty and grateful to have been of what little help I can be.

The offer still stands, if you are struggling and need a conversation, some non-judgmental time for you to mull over what the possibilities might be, then contact me. We can set up a time to suit both of us. 

While coaching one person, I realised some of the questions and the order in which I asked them may, be useful to others. If you need some time to reflect now the pause button had been pressed, then maybe these questions might help reflect, recalibrate and plan a new brighter future once this crisis subsides.

Here are those questions:

  • What is your biggest fear?
  • What makes you think it is true?
  • What could you do to help yourself thrive at this time?
  • What will you do?
  • Thinking about these things how does it make you feel?
  • In six months time when (hopefully) we are through the other side what stories would you iike to be sharing?
  • Going through this crisis, what permanent changes would you like to see in your life for the good?

Blooming Marvellous!

When I discovered Blooms Taxonomy first of all…. I was confused, then frustrated and now I absolutely love it!

The first thing that frustrated me was the word TAXONOMY – it just means classification so why use something that sounds so complicated?

 

The next thing was the names of the domains:

  • Cognitive (Knowledge)
  • Affective (Attitudes)
  • Psychomotor (Skills)

Again , why make it sound so complicated when it is so easy?

What I love about it, is the way I use it to determine the gaps in peoples knowledge, skills or attitudes and then the level to which they need to get better. Having determined that a need is down to a gap in learning and not in resources, relationships, processes etc I ask myself a question:

Is this a knowledge, skill or attitudinal gap?

I can determine the answer to this question (and whether it is a combination of 2 or 3) by thinking:

Is it something that has to be in peoples’ heads? A knowledge thing? Something you will only know if they have got if they, describe, explain, list or tell you about it?

 

Or is it a skill thing? Something that you will see them doing or that there is some visible output? It may be a physical skill (hence the ‘hands’)


Or is it the way they should be doing something? A heart thing? Their attitude?

 

Or is it a combination of all three?

Once it is clear in my mind which domain the learning falls into, then it requires some thought for the level of the learning. A simple example would be GDPR(General data Protection Principles) mandatory training. This is both a knowledge thing and also an attitudinal thing. It might even become a skill thing depending on which level you operate in the organisation.

Mandatory training for all staff can be tedious and if you make it generic it may not hit the mark with a lot of people. Let’s examine for different groups of people what they might actually need:

For colleagues you might want them:

  • To be able to explain what their responsibilities are with regards their role and GDPR 
  • As a team to be able to identify possible data security risks in their own team 
  • Follow the GDPR policy and advocate its use to other team members 

For line managers:

  • To be able to explain what their responsibilities are with regards their role and GDPR 
  • As a team to be able to identify possible and actual data security risks in their own team 
  • With other line managers, outline a GDPR plan for their team to ensure that their approach is regularly reviewed 
  • Follow the GDPR policy and advocate its use to other team members 
  • Be role model for GDPR

For the Data Protection Officer:

  • To be able to explain what their responsibilities are with regards their role and GDPR 
  • To be able to identify data security risks within their own team and the organisation
  • With other line managers, outline a GDPR plan for their team to ensure that their approach is regularly reviewed 
  • Put together and communicates a policy which safeguards the data within the organisation according to GDPR
  • Be role model for GDPR
  • Inspires others to follow the GDPR policy 

From the above you can see that some of the learning could be used for all levels, but for some you need to take them to the next level and maybe beyond. Looking at the picture at the top of the article therefore Blooms Taxonomy can be used to determine the level of learning but also map out a path for learning for different groups of individuals. It is worth noting that you cannot just leap to the top level in any domain without spending some time at the lower levels.

If this is slowly starting to make sense or needs more clarification then watch this short video or chat to me

 

 

Blackberry picking …. and life in general

This morning I had a magical bank holiday wander around our village Bramhope, in West Yorkshire. Armed with water, a rucksack and a container with a lid, I set out for walking and blackberry picking.

As I walked and wandered, I pondered. It’s a day for pondering and new beginnings; with my youngest son moving into his new flat in Birmingham and my eldest probably going to settle in New Zealand.

As I picked the blackberries I saw many parallels to blackberry picking and life in general…….because I love metaphors I thought I would stretch this one to the limit and share ten things about seizing opportunities:

  1. The best ones are usually surrounded with nettles, be careful, tread carefully
  2. Don’t pick where everyone else picks, find your own place
  3. The biggest ones are not always the sweetest
  4. Don’t stretch too far to reach them, because you might fall in the ditch
  5. Slow down and just look and wait and as if by magic they seem to appear from nowhere
  6. Stop when you have enough to make something you enjoy
  7. The crumble tastes better when you can share it with others
  8. When you look at what you have gathered, you might have a few scratches and stings, but it’s worth it
  9. The joy can be in the picking as well as eating the crumble
  10. Remember there is always enough for everyone out there, gather what you will use

The Transformation Curve from Towards Maturity

I read this a while ago but have only just created this visual. It is hard to condense such a dense report and so I have been giving it some thought. I  think the key things to take away from this are:

  • To become more ‘mature’ as an organisation you can follow this curve
  • The starting point is a discussion between you and stakeholders about the barriers and benefits to improving your maturity index
  • The curve is actually a series of 4 steps
  • Between each step is a transition to the next step called a ‘pivot of change’
  • Each pivot point gives you some indicators as to when is a good move onto the next step, these are shown above but more detail van be gleaned from the report
  • Many of the points in stage 4 can be reached by following the steps in my book ‘How Not To Waste Your Money On Training’

 

 

LTSF19 – Finding the Story in the Data

June the 11th 2019 was the date of the Learning Technologies Summer Forum in ExCel London. I was honoured to run a session on “Finding the Story in the Data” and here are some of my notes and thoughts about the session. 

This session was a practical nitty gritty sort of event. I think people did forgive me if I was teaching my grandmother to suck eggs but I do hear from a lot of L&D people who just don’t know where to start. Data is all over the place and you can easily get swamped. So the purpose of this session was to get people started and get some confidence in looking at data in a practical way. 

I started by asking a question: “Why bother collecting or analysing data?”.

Here are some of the reasons collected from the Learning and Skills group webinar by the same name the week before. 

The chart was put together by Laura Overton and reproduced with her permission.

The two main reasons as you can see are to improve the user experience and also understand the effects or benefits. Not surprising really and in a report by Towards Maturity from 2018 they speak about 91% of the top deck saying that their learning interventions were aligned to the business goals. In order to do that, you need to be measuring what you are doing.

Other reasons may be:

  1. Credibility
  2. To check if things are going to plan
  3. Demonstrate the value brought by L&D
  4. Transition from learning provide to performance enhancer
  5. Avoid the sheep dip approach
  6. It is expected
  7. Stakeholder buy-in

My engineering brain….. in a former life I was a chemical engineer and fuel technologist and if you think that it is all about data and analysis with no room for intuition, then let me share a little story:

As an engineer, gathering data to site wind turbines, I became very skilled at finding appropriate sites just by looking at a map. This helped me to narrow down where to look from a myriad of places, that might be suitable. I would look at the maps, gather data from a mast and correlate it to the nearest met station. It is no different in L&D. You can use your intuition to see where things might be going wrong, from the data that you are already collecting and from your stakeholders. This means you can collect limited and focussed data to confirm your suspicions, to begin to find the story in the data.

Understanding the link between data and performance is crucial, as per the diagram below.

Knowing when to collect quantitative or qualitative data is also important.

Working through a case study helped participants decide when it was appropriate to gather quantitative data and then qualitative. A crucial part of this thinking was to think broader than the case study which is a great piece of advice to anyone doing their own analysis. Look and see what is happening in your industry just in case the sudden drop in sales is industry wide and not just a blip in your own organisation. It could save you a lot of time!

I then challenged the participants to say what they saw in a number of different graphs , encouraging them to be playful to find the story in the data. Sometimes the graphs raised more questions than they answered but it certainly gave everyone an insight into how easy it is to use Excel and simple charts to uncover that story.

 

I just had to share this picture from LTSF19 – Rachael Orchard, my fabulous host for the session, kindly brought her stormtrooper so we could endlessly make Star Wars puns and then playful Don Taylor agreed to pose with us both!

 

 

 

 

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