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How can you ensure your digital coaching program leads to real, sustainable behavior change? That's the question every L&D practitioner is looking for the answer for. This post explores some of the key differentiators of a successful digital coaching program that's more likely to result in lasting behavior change.
No matter how well executed your change management program is, if it doesn’t appeal to the learner on a personal and deeply emotional level they won’t be motivated to follow through with the desired behavior. This post looks at the behavior science behind change and how to turn an emotional understanding into an actionable commitment.
A great UX is one of the key differentiators in an online learning program. Done right, it's what gets people returning to your platform again and again. And it all begins with creating a seamless and hassle-free onboarding process.
By understanding and appreciating the wider context of your work, you're more likely to find meaning in what you do. Digital coaching helps you to uncover that meaning, and see the impact every action you take has on the greater whole. In so doing, you assume an active role in your own learning and become responsible for your own career and life growth.
Nearly 60% of change management initiatives fail to meet their objectives. What are you doing to give your change program the best possible chance of success?
The purpose of digital coaching is to open up new possibilities in the ways in which we think, act, and innovate. Much like Lego building, where a new combination of pieces, connected in unique ways, opens up infinite new opportunities for creating things. Apply these three lessons from Lego to build a solid foundation for digital coaching success.
How has Bruce Springsteen managed to achieve peak performance over his nearly 50-year career? In his autobiography, Born to Run, the rock legend reveals what it takes to stake his claim among the best performers on the planet for five decades.
Guiding people to find meaning and purpose in a learning initiative is what every L&D professional hopes for, but traditional teaching methods often fall dismally short of this. Here are four ways that digital coaching can bring about sustainable learning – and at great scale.
Are you a CLO looking for ways to maximize the learning gains of your digital coaching program? Here are seven habits that any learner can cultivate to set themselves up for online coaching success.
As an L&D practitioner, you’re probably familiar with the benefits of coaching. You may have explored executive coaching and already be reaping the rewards for your business. But how do you take coaching deeper into the organization and with a limited budget? What’s all the buzz about digital coaching and how does it compare with traditional one-on-one coaching?
Working with a number of specialist providers in the design of your learning program can be a breeding ground for innovation, but not without its challenges. Take the headache out of cross-company collaboration with these tried-and-tested methods for successful elearning project management.
At every stage of the learning design process, we need to ask ourselves if we're creating the conditions for a good relationship between our content and our users. For it is only through a mutually respectful and trust-based relationship that effective digital coaching can take place.
A beginner's mind makes the learner more receptive to powerful new ideas and can expand their thinking, self-awareness and insights. By approaching the design of your next elearning program with a beginner's mind, you'll open up a world of possibilities for the learner.
Digital coaching is a highly adaptable and responsive platform used to deliver learning and change management initiatives at scale. But for it to be successful, the learners and relevant stakeholders need to take ownership of the program and ensure everyone is swimming in the same direction.
Human beings are wired to tell stories. It’s how we interpret and make sense of our experiences over a lifetime. Narratives, like stories, have the power to open us up to rich personal insights and shift the way we see the world.
Many of the founders of the United States would have been recognized by the power of their words. Their reflections on the profound issues of the day helped others to gain a deeper understanding of the world they lived in. They were educators, not entertainers.
We've all seen the face of employee disengagement: boredom, apathy, frustration. As learning practitioners, it's all too easy to pin our organization's values or ideals on the learner, but the results are lackluster at best. So how do we go about creating digital coaching programs that respect where the learner is and drive engagement?
With Halloween upon us, we dress up in our favorite costumes and adopt new roles and activities in the spirit of the holiday. Let's consider how we can apply the same kind of transformative framework to a change management project – and make it last.
A Eureka moment has the power to transform a learning opportunity into something more memorable and personal, which can shift the way you see things. From Ancient Greece to the present day, here's how self-realizations have been shaping the way that we learn.
To go beyond information-based learning to truly engage employees and deliver the greatest benefit to the organization, you need a hyper-personalized approach to leadership training and a two-way social learning experience.
The secret to any successful learning program lies in asking the kinds of questions that generate powerful insights. So how do you make sure you’re asking the right ones?
This post tackles strategy #5 in our series of 36 strategies to improve your elearning or change management projects: Shift mental models! People are capable of great change when they're inspired by powerful ideas. So how can you transform those ideas into actionable tasks at scale?
This post tackles strategy #4 in our series of 36 strategies to improve your elearning or change management projects: Lead out! Why do so many elearning programs fail? Because they treat users as objects to be filled up, instead of individuals with ideas and feelings of their own, who are looking for opportunities to contribute.
What's the secret to a great elearning program? This post explores the framework for setting up a program designed to create lasting and sustainable behavior change.
This post tackles strategy #3 in our series of 36 strategies to improve your learning, elearning or change management projects: Get people talking! If you want to create great learning experiences, make sure you encourage your learners to chat.
Too often, organizations go to the extremes with training – all online or all offline. But sticking to one loses you half the benefits, and you need a fair bit of both to achieve really sustainable behavior change.
This post tackles strategy #2 in our series of 36 strategies to improve your elearning or change management projects: Pose questions! Want to create a better elearning or change experience? Then seek out the most thought-provoking questions you can ask people to help drive behavior change.
This post tackles strategy #1 in our series of 36 strategies to improve your learning, elearning or change management projects: Develop thinking! If you want to create a better learning experience, or change that sticks, you need to think about the thinking that underpins it all.
Over the years we've collected many ideas that have helped us to change the thinking of more than half a million people. And we would like to share these ideas with our colleagues in the fields of learning, elearning and change management.