Learn to Change / Change to Learn

AL designs learning as change. Change in leaders and their ability to lead, change in how we deal with conflict, change in how well we work across cultures, or change in our abilities to not only know how to do something, but to do it well in service of the business impact we are working toward. To facilitate change and sustain it in the field, Accelerated Learning provides tools and methods to:

Build on strengths, on the best in people and organizations

Interviews with a cross-section of people surface their thinking, aspirations, and where things are already working well in the "area of focus" now, as well as their ideas about the “ideal future” and their thinking on the critical steps to get there. Watch this video.

The pre-work encourages people to notice things they have not “really seen” before at work. It asks them to reflect on what they observe, their goals for the program and beyond, and their ideas on the ultimate ideal destination in the area of focus. Their answers provide the facilitator with insights into what makes the journey worthwhile, what can facilitate or
hinder progress forward. Watch this video.

Support learning through guided experience and reflection
AL provides carefully designed guided experiences in the classroom, online and on-the-job through observation activities, simulations, case studies, and experiments that allow participants to embody the learning, recognize the key elements that matter, and develop their skills and capacity in the area of focus. During the process, they observe their own reactions and recognize the role they play in the outcomes they achieve. Reflection enables a shift in thinking, the creation of a new plan of action, a correction in behaviors or a strengthening of key behaviors that will help them achieve consistent positive results.

Make learning fluid between the “classroom”, the field, and the system as a whole
The reality of the workplace is brought into the classroom through simulations, role plays, “jolts” or mini-experiences that act as an analogy to what happens in the real world.

On the job, participants apply the learning, share their experiences and insight with one another online, at meetings and in follow-up programs. Leaders ask key questions and provide opportunities to share learnings at each meeting.

Formal and informal conversations are encouraged and focused feedback is used to tweak the system and processes to enable the implementation of the learning in the field.

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