Future Mind Learning is driven by key beliefs about human development
We are wired for social: Human beings have a biological need for connection and belonging. This means learning is most effective in social situations where we share ideas, generate insights and design solutions together.
Learning lies in co-creation, not just consumption: There is a great deal of content available through different media. However, high-value learning comes from working with others to create new and better ways of doing things.
Ask great questions and really listen to what follows: Asking the right questions is one of the most effective ways to trigger insight and accelerate learning and collaboration in teams.
Don’t just give feedback, ask for it: We know from research in neuroscience that our brains react to feedback the same way they reacts to threats in our environment, like hearing footsteps behind us on a dark night. When we hear “Can I give you some feedback?”, our brains concentrate our resources on avoiding the threat. Taking control and asking for feedback removes much of the fear and opens us up to listening, learning and taking action to change.
Make it sticky: Learning experiences that aim to create new skills and behaviors should include support and opportunities to apply the learning in the workplace. Learning that does not lead to lasting behavior change is truly a missed opportunity.
Leadership development programs supported by coaching greatly enhance leaders/teams ability to sustain action needed to grow and change.