Our understanding of how humans learn has grown tremendously in the last 20 years. Providing an environment in which people have room to think, and the safety to experiment and adapt is key. We will review fundamental concepts of neuroscience and how they intersect with organizational behavior. We will also review how the agile mindset takes advantage of these concepts. From there, we can begin to envision the conditions that will provide the greatest opportunity for learning and continuous improvement. Together, we will share ideas on how we can start to transform our environments into safe spaces where teams can grow and thrive.

 
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Outline/Structure of the Workshop

We know so much more about how our brains take in, interpret and retain information than ever before. Yet we still rely on outdated notions of how learning works, and what it looks like. For example, I often hear my management clients lament that their enterprise training budgets are not robust enough to the support the education opportunities they would like to offer to their teams. Yet, they deter day-to-day learning by not supporting teams with encouraging the mental space to think, discuss, and experiment. In this talk, we will explore what it means to create psychologically safe spaces where teams can question, experiment and explore, as well as incremental changes they can make to help create those environments.

Session schedule:

05: Introduce myself and my passion for neuroscience, organizational behavior and fostering learning

05: Meet the attendees to understand what challenges they are facing in cultivating learning environments

10: Experience what learning looks like - individual exercise in learning a new skill, with group discussion to identify how we work through new/unfamiliar concepts

15: Understand what learning in a knowledge work environment looks like, and how an agile mindset can suppor an environment of learning

10: Reflect on our current environments - table discussions about what opportunities for learning we are taking advantage of in our workspaces already

10: Recognize negative spaces, e.g., environments which deter growth

10: Reflect on current environments - table discussions about what we are doing to get in the way of learning

10: Bridge the gap – table discussions to identify where we have gaps in our environments and define initial incremental steps we can take to improve

10: Summary of changes that can be taken back to workplace immediately following conference

05: Wrap-Up/Final Thoughts

Learning Outcome

  • Understand how we learn, and what learning looks like in the workplace
  • Recognize organizational infrastructures that are impeding learning and experimentation
  • Design environments that support learning and continuous improvement

Target Audience

Anyone interested in growing and working in a learning environment

Prerequisites for Attendees

None

schedule Submitted 6 months ago

Public Feedback

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  • Tathagat Varma
    By Tathagat Varma  ~  5 months ago
    reply Reply

    Thanks for your proposal Faye. No doubt, how is learn is an extremely important and yet unfortunately quite frozen in outdated ways. I am sure a session such a yours would be very relevant and useful for attendees.

    We have had several workshop proposals, and we are trying to finalize the same. What others ways coudl you deliver the key meesages. For example, instead of a 90min workshop, would you be able to deliver the key messages but shorter version of exercises in a 45min talk that has some interaction? I am trying to understand to explore any/all ways to build a right agenda for the conference.

    • Faye Thompson
      By Faye Thompson  ~  5 months ago
      reply Reply

      Tathagat --

      Thank you for the feedback.  Yes - I have presented several versions of this material, in varying lengths, including a 45-minute talk.  My presentation style is rather conversational, and I try to encourage interaction and sharing among attendees.

      Within that time box, the schedule looks more like what I have outlined below.  I use facilitation techniques that encourage each attendee to share individually, then in small groups, and then together as one large group.  In this way, we can share as many ideas as possible and learn from each other in this short time.

      05: Introduce myself and my passion for neuroscience, organizational behavior and fostering learning

      05: Meet the attendees to understand what challenges they are facing in cultivating learning environments

      15: Understand what learning in a knowledge work environment looks like, and how an agile mindset can support an environment of learning

      10: Reflect on our current environments - table discussions about what opportunities for learning we are taking advantage of in our workspaces already, and what in our environments might deter growth

      05: Summary of changes that can be taken back to workplace immediately following conference

      05: Wrap-Up/Final Thoughts

       

      Please let me know if you have any other questions or would like additional detail.

       

      Thanks,

      Faye