In a change process we need to take into account our human need for security and understanding of our role in a context. It’s natural for the individual to react with increasing negativity in the beginning. Show respect for these reactions, find ways to meet them and show the way forward with the right tools in your internal implementations.
Continuous internal implementations
The most successful companies and organisations look at change as a living process without an end. The organisations constantly need to change to adapt and live up to new demands from the surrounding environment. That’s why it’s imoportant with a continuous dialogue and on an ongoing basis to give feedback regarding results, new conditions and goals. When everyone feels involved in the progress and understands the new challenges and feels a part in how to meet them, you create a positive spiral of valuable life force for the future.
Interactivity is important
Good learning processes can be supported in self-studies with a large element of interactivity. Through e-learning the individual can, at their own pace, take onboard material, think about, react and define their own role in the change process. Tailored computer games are often used to practice a new way of acting in different situations. Tailored working material helps the group reflect and discuss to continue both their own and the joint process. To formulate and try arguments together in exercises and find solutions, gives every individual the possibility to feel a part and make the change process their own.
Create understanding and anchoring
Navigator has specialist competence in adult pedagogics. We have worked with implementation concepts for many of our clients throughout the years, with a focus on learning within organisations. It has often been about creating commitment and understanding in business critical questions such as customer care and brand building. Most of the concepts have been created for internal implementations with a focus on ethics, branding, business models and marketing communication, but we have also conducted ”educational activities” with external target groups for some of our clients, concerning complex questions that demand more than ”just” a sales meeting.
Our view on learning
Our view on learning is that it’s at its best when it’s fun, active and rich in possibilities for new knowledge and perspectives. Learning is a process that should have bearing on one’s own and other’s experiences. Adults in an organisation learn most easily by seeing the benefit of what is being taught and connecting this to real-life situations. You need to give space to the often rich bank of experiences and knowledge (informal knowledge) that adults have. They need to take their own initiatives and their own responsibility. It’s also important to see grown-ups’ desire to identify themselves with and act from the small group rather than the larger group.
Active and committed
That’s why we’ve developed tools and methods that build on reflection and learning in smaller groups. We make use of different tools/materials depending on the purpose of the course and the composition of the participants. We often make use of something we call ”working canvases”, large print-outs in A1-format that contain tasks for the participants to solve together. But we have made use of everything from humoristic films that describe situations that the participants need to decide on, games that the participants compete in together or against each other. Quite commonly there is a log book connected to the exercise that can document the activities and be used to take home the most important learnings.
Discussion and reflection
The number of participants per implementation can vary from 20 to 100 people. Our methodology builds on working in smaller groups with 4-6 people. To create pace, drive and motivation in the exercises we often make use of different competitive parts where the groups compete against each other. To get the right dynamics the groups do well in being mixed so that they can share their everyday experiences with each other. The exercises build on problem solving through discussion and refllection.
The task with implementations is often for participants to relate new information to their daily work and based on this change their attitudes or actions. Through a mixture of play and seriousness they can realize the advantages of working in a certain way and create a whole picture of their business. In this way, they get the opportunity to see where and how they can contribute in the work of building a brand and creating more satisfied customers.
The foundation for our pedagogical material and our view on learning has been devised by an experienced pedagogue and teacher who previously worked for us. To take our methodology further and be able to tailor our implementation material for our different clients, most of our creatives have been educated in Adult Pedagogics (10-20 credits) at Malmö University.
Example of tools for learning
- Workshop – Groups work with exercises that encourage reflection, discussion and planning. In particularly discussion is a very powerful method to get individuals to take onboard something new.
- E-learning and computer games – The individual learns through interactivity, where he or she is given time to think through and react to the contents. The goal can be to develop knowledge or the possibility to practice in different situations.
- Dialogue – We create a forum for an open, goal-directed dialogue that is created through physical or digital meetings, for example on the intranet.
If you would you like to know more about how Navigator can help you with your internal implementation, you are very welcome to get in touch.