tag:blogger.com,1999:blog-537267519793805240.post8982317649390159130..comments2024-03-19T10:34:31.386+00:00Comments on Charles Jennings | Workplace Performance: Learning is Behaviour Change: why is it often so hard to help it happen?Charles Jenningshttp://www.blogger.com/profile/10220891611333165590noreply@blogger.comBlogger9125tag:blogger.com,1999:blog-537267519793805240.post-26455429310561235142014-05-05T10:36:21.823+01:002014-05-05T10:36:21.823+01:00Fantastic post, thank you Charles. Succinct, compa...Fantastic post, thank you Charles. Succinct, compact, and highly relevant.Nick Talenthttp://www.talent-technologies.comnoreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-26015461845983208482014-04-01T15:00:23.624+01:002014-04-01T15:00:23.624+01:00Charles, great article! I agree we need to spend m...Charles, great article! I agree we need to spend more time understanding their emotions and why they are resisting change. One needs to look at motivation factors behind why they should learn the new behavior and linking new experiences with positive emotions. The payoff of the desired behavior has to be greater than the payoff of the old behavior. I will keep these points in mind as I try to effect behavior change. <br /><br />Larissa<br />RU TRDV Student<br />www.rutraining.org<br />Larissanoreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-88043269385552013092014-03-31T23:16:51.720+01:002014-03-31T23:16:51.720+01:00Charles, great article! I agree we need to spend m...Charles, great article! I agree we need to spend more time understanding their emotions and why they are resisting change. One needs to look at motivation factors behind why they should learn the new behavior and linking new experiences with positive emotions. The payoff of the desired behavior has to be greater than the payoff of the old behavior. I will keep these points in mind as I try to effect behavior change. <br /><br />Larissa<br />RU TRDV Student<br />www.rutraining.orgLarissanoreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-52601481296017674382014-02-27T00:14:24.580+00:002014-02-27T00:14:24.580+00:00I find this post fascinating as I"m reading a...I find this post fascinating as I"m reading a book called the Willpower Instinct by Kelly McGonigal (also taking her Science of Willpower class.) There are two things that immediately jumped to mind from a cognitive science perspective.<br /><br />1) The Fish Bowl technique to motivate behavior change - these are for people who had serious addiction programs -- trying to get them to show up and complete a 12 week intervention program. Patients who pass their drug tests [i.e., are "clean"] win the opportunity to draw a slip of paper out of a bowl. There is one big prize ($100) and smaller prizes of $1-20. But half just say "keep up the good work." This works. In one study 83% of patients stayed in treatment vs. 40% of standard treatment group. This works better than paying patients. It's an unpredictable award, and our reward system gets more excited about this.<br /><br />2) When we create fear among smokers, etc, and share with them all the "bad things" that happens -- it strikes fear into their hearts -- and guess what? they reach for the thing that comforts them -- such as smoking or eating. Instead, what works is practicing self-compassion to try to help get folks to change. <br /><br />There's much we as learnign professionals can learn from psychology and the work going on in cognitive science. Exciting times! Love the post.Rani H. Gillhttps://www.blogger.com/profile/15748824658237273966noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-47755804941906399092014-02-13T22:00:11.669+00:002014-02-13T22:00:11.669+00:00Great article Charles. Emotions are powerful chang...Great article Charles. Emotions are powerful change agents. People need means to express emotions to help them 'self-realise' what it is they're feeling and experiencing, their own changes in behaviour. And these experiences voluntarily shared with others can become powerful motivators for change in others.<br /><br />And nothing motivates more than being part of something, not just an onlooker. Much of the learning we created in the past was pushed to people as onlookers. The modern business requires people to be motivated enough to actively pull learning to them when needed. I believe people will be more motivated if they have more means of self expression, to initiate discussion, conversation and knowledge sharing. In the digital age this means more online interaction through social media platforms and tools. <br /><br />I'm reminded of the power of testimony as evidenced in many churches. Any minister will tell you that a powerful personal testimony shared by a parishioner is far more powerful change agent than a sermon pushed to a congregation.Pete Dhttps://www.blogger.com/profile/04590241112249054992noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-35380629925377673152014-02-12T12:40:02.189+00:002014-02-12T12:40:02.189+00:00I absolutely agree with you, Tarik. People don'...I absolutely agree with you, Tarik. People don't change attitudes or behaviours by being told or 'instructed'. They change when they 'see the better' and feel the benefits.Charles Jenningshttps://www.blogger.com/profile/10220891611333165590noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-91297409403919293582014-02-12T12:37:01.972+00:002014-02-12T12:37:01.972+00:00I've changed the first link so it goes directl...I've changed the first link so it goes directly to the article.Charles Jenningshttps://www.blogger.com/profile/10220891611333165590noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-70237190333845292592014-02-11T15:52:34.891+00:002014-02-11T15:52:34.891+00:00Charles, change can be hard but not always. People...Charles, change can be hard but not always. People make exciting changes such as new jobs, marriage and moving house quite voluntarily even though these are among the most stressful things we can ever do. Why? The answer reminds me of the old joke: how many psychologists does it take to change the light bulb. Answer: one – but the light bulb really has to want to change,. If we are to produce behavioral change as a result of learning we need to shift our emphasis from L&D comfort zone of knowledge, design and delivery to the more complex and difficult area of motivation. And that will mean getting out of the L&D department and working with managers and individual employees within the organization. Tarik Tamanhttp://www.infor.comnoreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-28499313601713936362014-02-10T23:57:22.159+00:002014-02-10T23:57:22.159+00:00Charles, great, insightful article! Can you pleas...Charles, great, insightful article! Can you please provide a link to the Fast Company blog you mention as required reading? The link in your post goes to unrelated marketing that has no search capability.HFrog77https://www.blogger.com/profile/16090388972420106571noreply@blogger.com