Our aim with all the learning interventions – training courses, workshops, team- and individual coaching – is to change the behavior of participants and thus to contribute to the development of organizational performance.
To fully understand the methodology of development, it is necessary to understand the process of individual development. Everybody follows the same process no matter where they are heading.
Before acquiring certain skills we are all in a „not conscious – not competent” state. In this state we do not even know what it is that we do not know.
In the first stage of development, in the learning phase we learn the theoretical background, the rules and the way we have to behave at our workplace. At the end of this phase we will have a complete set of rules that will guide us in various situations.
However, knowing these rules does not mean that we are able to successfully integrate them into our behavior, so we need some practice. In this next phase, the so-called practice phase we apply the rules we learnt in the learning phase, in various situations. As a result, by the end of the phase we will got to a „conscious – competent” state, meaning that we can use what we learnt, but we have to think of the rules every time, that is, our behavior is a series of conscious steps.
“He knows it by heart”, we say, meaning that he does not need to make a conscious effort, and still know what to do. As a result of the application phase we can get into this „not conscious – competent” state by behaving as we have learnt to behave, and a certain skill becomes a routine as we practice it every day.
By applying it, we get to the routine phase, that is, we do not need to think about a certain knowledge or skill when performing it.
Does development stop here? – No!
As time passes further improvement of the expected behavior and the necessary skills are the natural consequences of changes in the market environment and in the clients’ expectations. Introduction of a new system, job extension, and changes of customer needs create a new situation where the existing routine is not enough anymore – we should start another learning process, where in accordance to the new expectations and skills we find ourselves in the ”not conscious – not competent” state.
It is a cliché to say that getting into learning is very difficult! – But even though, why is it so?
In all learning processes the so-called routine-development trap can be found, which usually develops in those employees who have been working in a certain working area for very long time. Even if the name of the job does not change, but its contents and the expectations about it do change then according to this, the employee should start a new learning cycle, which is difficult for many people to accept and to make that step. In our case, natural resistance and changing of negative attitude receive great attention at the beginning of the development process.
The second trap lies between the stage of ”practice” and of ”application”, and we call it knowing-doing trap. It is vain hope to believe that after practice we are truly capable of accomplishing what we have learnt without a hitch. If all the steps of our behavior are calculated then we will often reach worse results comparing to carrying out the old time honored routine, even though that is out-of-date. It is not easy to overcome this trap however we should take this risk and the possible initial failures because this is the only way to get into the ”routine” state which fulfills the new expectations and by which we can perform better results.
DEVELOR training courses lead you through the phases of learning and practice, and we will support you in the application too.
The process is our responsibility, the open mindset and effort to make the change happen is yours.