Learning something new is easy - applying it takes much longer
New Intelligence Programmes represent the cutting edge in training as a tool for behavioural modification and personal improvement. As with anything worth doing, it requires investment and commitment and we rarely amend or reduce the programme methodology.
A programme is a three stage development process that usually runs over approximately 8-12 weeks. It is designed to keep new information gained during the face to face training in the forefront of a participants mind for an extended period. We have used the programme methodology now for several years in Australia and internationally and have had overwhelming success with 95% of our clients transitioning to that model. The first stage combines a pre-course questionnaire with a short multiple choice examination on the material that will be delivered. Stage two will compromise a face to face training course. The embedding and behavioural change aspect of the programme is achieved in stage three where we will also collect information about attitude changes of the participants as well as any blockages they have experienced in implementing the training back in the workplace.
Stage 1 – Pre-course Preparation
The first stage will require the completion of a simple questionnaire and a short pre-course examination. The primary aim of the questionnaire will be to establish baselines for outcome measurement and to garner pre-course levels of skill and expectation to support the delivery component. We would expect the questionnaire to be no longer than 8 questions and delivered electronically. It would be a mandatory requirement for attendance at Stage 2 and we will request permission to refuse access to Stage 2 to anyone who has not completed it. Research shows that participants who are tested on potentially unknown content retain up to 20 percent more material even of they fail all aspects of the examination. Both will be conducted on-line.
The impact and subsequent value of the programmes would be significantly enhanced if we were able to provide briefings for the team leaders and even their managers. This will take less that one hour and provide the structure and expectations of the programme thereby ensuring that they understand their role is not a passive one. It will actively involve them in the programmes and signal that this is an initiative driven from the highest levels of the division.
Stage 2 – Face to Face training Course
We propose to use our standard training development and delivery framework “Train Like You Play” where participants are placed in scenarios similar to those in their workplace. This philosophy entails elements of High Stimulation Training (HST). HST is based on the research of Matsumoto, Konno, and Ha (2007) which examined the connection between emotion and stress in dynamic situations. It identified the “zone of optimal stress” and offers methods for training to deal with this and other issues ensuring behavioural and cognitive modification during training. Participants will be placed under controlled stress and emotional situations at various times throughout the course (i.e requesting participation in group activities where performance, opinion and comments are required in open forums). Whilst there is no intent to distress participants, New Intelligence accepts no responsibility for participants who are unable to deal with its training.
All face to face delivery is set up by a short introductory session on the cognitive and neural challenges associated with training and thinking critically. This session draws on the works of a number of significant scientists including Carole Dweck, Daniel Seigel, John Ratey and Daniel Kahneman and is designed to provide participants with an understanding of why the way they currently do things may not work and challenge their expectations about how thinking and learning occur.
The face to face training course will draw from the standard New Intelligence programmes which are yet to be decided but will be drawn from recommendations made during another process, the Behaviours Assessment.
Stage 3 – Embedding, Development and Assessment – Behavioural Change and Measurement
From our perspective this programme will not provide the required outcomes if two things fail to happen – if there is no buy-in from team leaders and the essential elements of Stage 3 are not adopted in their entirety. The very nature of the required outcome dictates that a training course alone will not provide the support and impetus to change behaviour at a noticeable level.
Post-course Prompts (PP)
PP are used in conjunction with the Training Action Log. They will be delivered primarily via email. The first prompt comes within 48 hours of course completion and required the participant to perform a small task to remind them of what they have learned. For example “Within the next 2 hours identify a situation where someone is confusing decision making with problem solving.” These continue to come at 4 day intervals over the quarter. They are designed to be quick activities that take up no more than 5 minutes and each reinforces a specific aspect of the training.
The questionnaire is identical to the pre-course questionnaire with a four question extension. This is designed to assess any changes in attitudes, beliefs for skills as well as identify any issues that are impeding or enhancing the implementation of the training. It is usually applied 10-12 weeks after the course and the results are used in the post-course workshop.
The Action Log is used to record a number of interactions where the participant outlines the particular situation, the techniques used and the results of the interaction. The participant will be required to complete a specified number of interactions before they can be certified as a Practitioner or Key Practitioner. Responsibility for the Log would rest with the participant and it should be made compulsory, however, this is at the discretion of the client.
The 2-4 hour workshop serves a number of functions. It refreshes some of the more important points of the training course. Using the questionnaire results it explores areas where participants felt are operational, policy or cultural impediments to implementing the learning. It also allows participants to bring real world examples to the table to work through the models and seek outcomes.
The post-course workshop provides an opportunity for collection of information about what has occurred in the workplace during the preceding 3 months. Participants are made aware the information from the pre and post course surveys is anonymous and is supplied to management. They are also advised that information gathered from the post-course workshop is provided to management under the same conditions. Participants are required to submit their completed action logs as measures of their commitment, involvement and progress. The final report aggregates all of this information.
We hope you enjoy the experience that we intend for our website. We do not intend for it to be a sales tool. We do not believe it should convince you that we are the answer to your problem. We want it to be somewhere for you to see if we are worth your interest and effort. If you are interested and prepared to expend a small amount of time, contact us and we will come and meet with you. We have the research, the applications, the people and the nerve to help you improve in entirely new ways.