38. Why People Change “ The study has already revealed an unintended consequence of antismoking health warnings. They appear to work mainly as a marketing tool to keep smokers smoking . ”
39. Why People Change Behavior changes in response to a positive emotional connection to what could be.
69. Simple — find the core of any idea Unexpected — grab people's attention by surprising them Concrete — make sure idea can be grasped & remembered Credibility — give an idea believability Emotion — help people see the importance of an idea Stories — empower people to use an idea through narrative Made to Stick Deleted Scenes
Editor's Notes
How is everyone tonight. Big Day! Have fun? Learning a lot? I’m want to talk to you tonight about effectiveness, specifically: methods, strategies and tips that will help you be effective trainers But also: How the principles of effective training can also apply in other areas of your life You can apply these ideas/principles to be an effective leader And to simply live your life more effectively. Effectiveness Key Points: Begin with the end in mind Align your thoughts and behaviors toward your goal Evaluate and adapt as necessary Presenting Key Points Formatting Matters Questions Engage Answer: What’s in it for them
Why you should care You tell me. I assume you’re all here at TTT to become better trainers. But I don’t want to assume anything. Why are you here? What did you hope to get out of this experience? Why I care Life is short I want to use my time here to make a difference
Effectiveness: Bringing about the change you desire
Bringing about the change you desire By beginning with the end in mind
To be Effective is to Bring About the Change you desire by Beginning with the end in mind And aligning all your actions toward that goal That Sounds Simple Right??? So how come more us aren’t doing this consistently?
I think the missing piece that leads to greater success is having a practice of continual evaluation We forget to revisit our goals and see if our thoughts/actions are aligned. We Forget to evaluate whether our choices are moving us forward. We lose focus Let me tell you what I mean by a practice of continual evaluation
Let me tell you what I mean by continual evaluation Asking these questions Consistently Adapting as necessary. What’s working What’s not working What can I do differently? One of my goals tonight is to help you see the value of consistently asking yourself these questions, so that you will begin asking it on a regular basis.
I believe, and it is my experience, that if you develop the habit of asking this “What is my goal, and are my thoughts/actions aligned with it?) You will create/deliver better trainings/presentations Use less energy too do so More easily create the changes you want to see in your organizations More easily create the changes you want to see in your lives The challenge is to find a way to remember . To ritualize the behavior of evaluation To repeat the behavior until it becomes a habit Find a way that works for you QUESTION: WHAT HAS WORKED FOR YOU? How do you remember? Answer : I set reminders on Google calendar and tape things to my bulletin board
Now again while this workshop focuses on training, I want to point out that the principles that underlie effective training are the same principles that underlie Effective Leadership. In short: Strategic thinking QUESTION: What is strategic thinking? Solicit answers ANSWER: As a result of X I want Y to happen. What choices can I make that move me closer to my goal? I believe that good trainers and good leaders share a similar skill set and way of approaching a problem or task.
To be a good trainer and a good leader , it is also necessary that you have some basic understanding of people
Specifically: Ways in which we are the same and Ways in which we are different . For right now, let’s look at ways in which we are the same. Now most of us aren’t quite as the same as these two who share the same DNA and the same upbringing But as human beings we do share something in common [click]
BUT… We all have one of these. All of our brains are basically wired/coded in the same way Coding may be differ culture to culture But we basically process information in similar ways Particularly the way we process written information visually
The brain likes H E A D L I N E S Readable Fonts Formatting Indents Lists Colors
Use headlines to grab and focus attention . QUESTION: WHAT DO HEADLINES DO???
Choose your font for readability San Serif is generally considered more readable on screen I think it’s generally more readable in print too. Consider using: Verdana Arial/Helvetica Tahoma Trebuchet
Subheadings and indents help the brain process information quickly by suggesting relationships.
Use Color to draw attention and increase engagement Use: Bolding/italicize/underline to emphasize Use lists to suggests relationships and improve scanability QUESTION: Why might you choose to use numbers instead of bullets?
The B r a i n likes c o l o r The Brain Sees yellow first Makes text more readable Improves retention Lastly, remember our first slide, and consider breaking paragraphs up into smaller units even if it’s not grammatically correct. (is it our goal a gold star in grammar or that anyone can read and understand what we’ve written?)
I believe that the formatting of your materials should be guided by your ultimate goal . So what happens when you lose track of your goal ? Let’s watch So what was their goal? Were they successful in achieving it? Why not? What could they have done differently?
LET’S REVIEW! Effectiveness means bringing about the________you desire Continually evaluate by asking What is___________? Increase readability and retention by using these formatting techniques:________________
Ok, so far we’ve been focusing on General effectiveness Formatting of materials. Let’s look at some effective presentation strategies .
Why use questions? Possible answers Engage the audience (no sleep) Respect adult learning principles Draw on hive mind The 10 steps to asking questions so you get an answer every time http://www.speakingaboutpresenting.com/audience/asking-questions-audience/#more-2197 Warm up your audience first Don’t let them settle into a passive mode Move from easy to more challenging questions through your presentation Signal Your Question Frame your question so that people know exactly what you want Ask your question slowly and clearly Make it easy for people to answer Wait for answers Use the answers you get Do not humiliate anyone
Bad Questions=Bad answers
Good Questions are: Not too easy Not too hard Just right
For example, say I was giving a presentation on “ Overcoming your fear of public speaking ” I could use this matrix to come up with progressively more challenging questions. I would start with questions from the bottom-left corner. These are easy questions which will get me and my audience on a roll. But if I only asked questions like this they would soon become trite and boring . So as you move through your presentation move towards the top-right corner and ask more challenging questions which will get your audience thinking . Questions Tips Use them to warm up your audience first (where you from?) Don’t let them settle into a passive mode (let them know they’re part of the show) Move from easy to more challenging questions through your presentation Signal/Frame Your Question (so they don’t think it’s rhetorical) Ask your question slowly and clearly Make it easy for people to answer Wait for answers Use the answers you get Do not humiliate anyone
And speaking of asking questions
Effective Training answers the question: What’s in it for them?
Variations on the theme of: LEARN THIS BECAUSE IT WILL HELP YOU KICK ASS
Important to know your audience (and people) because you need to craft message: what’s in it for them
What are some ways in which people differ that might affect our choices as trainers… Possible answers Cultural background Learning Styles Education level Personality style More
People have Different learning styles Craft your training to appeal to those who learn by Watching Listening Doing
How might an awareness of personality styles affect our choices as trainers?
Brief commentary, then click to show “let’s do it together.”
When developing and presenting your training it’s important to take into account that People have: Different learning styles Different personality styles STRATEGIES: Necessary to talk “around the DISC” Appeal to those who learn by Reflecting Watching Listening Doing, and Doing together (today’s gen Y) Recommend MBTI DISC Enneagram
OK, we’re going to do another exercise; Let’s get into groups again and then we can review the instructions Please count off (1-5) Pass out golden rod handouts Going to ask you to look at your class topic and list Key ideas for the workshop What’s in it for them (list many circle top 3) Three objectives (list many circle 3) Three questions you can ask Review the SCUBA Class example (or have them review it on their own Who wants to time: 7: 52 seconds on the clock. Any questions? And go…. Debrief: Go through each
Since “effective training” is ultimately about bringing about a change in participants (feeling, thought or belief) It’s helpful to understand a bit about what motivates people to change (or not change) Look at these two posters The on the left says “smoking kills” The one on the right says “more doctors smoke camels” Take a guess—just for fun: How effective do you think this one (smoking kills is) Howe effective do you think this one is (doctors smoke) Here’s the mind-blower: research suggests that they are equally effective: in stimulating a desire to smoke!
Each subject lay in the scanner for about an hour while we projected on a small screen a series of cigarette package labels from various countries — including statements like “smoking kills” and “smoking causes fatal lung cancers.” We found that the warnings prompted no blood flow to the amygdala , the part of the brain that registers alarm, or to the part of the cortex that would be involved in any effort to register disapproval. To the contrary, the warning labels backfired : they stimulated (you guessed it) the nucleus accumbens , sometimes called the “craving spot,” which lights up on f.M.R.I. whenever a person craves something, whether it’s alcohol, drugs, tobacco or gambling. study has already revealed an unintended consequence of antismoking health warnings. They appear to work mainly as a marketing tool to keep smokers smoking.
"Change or Die": By Alan Deutschman. Statistics don't motivate people to change. Deutschman studied people who were facing death unless they changed to a more healthy life style (morbid obesity, heart problems.) He found that 9 out of ten will not change their lifestyle after coronary bypass or angioplasty surgery-even if their life depends on it. Amazingly, people won't even keep taking a pill which has a good chance of saving their life. A study of 37,000 patients who were prescribed statins found that nearly everyone took the pills for a month or two, Deutschman relates, but by the third month about half had stopped, and one year later only "one fifth to one third" were still taking the statins, "which they were supposed to keep taking for the rest of their lives.“ Facts and fear no matter how sound, don't work People with severe heart problems don't respond to statistics or fear. They respond to positive emotional motivation. This is internal
Change or Die: (the reasons we change) Book recommendation.
Two other books I highly recommend Predictably Irrational (how we make choices) Made to Stick (how we remember) This is your brain on music (but that has less training value unless you’re going to sing your lessons.)
