Reasons for not changing attitude
Impact on the 4 levels of individual change
The aim is to stimulate a change of habit. At the first level our approach focuses on changing knowledge, understanding and competence. Nevertheless, this is not sufficient for a lasting change. Sometimes, people tend to think this or that refrain them from trying something different or developing further. We therefore insist on working on those limiting beliefs and have the participants transform these into constructive beliefs. Now and again, it is the group (colleagues, N+1, company culture) that brings the participants back to past behaviours. It is therefore important to make sure the change widens out to the group level in order to be effective in the long-term.
Training/coaching adapted to needs
The intervention should take into account the reasons for “non-application” as well as the level of competences, motivation, interest and understanding of the team. Also, the various levels of improvement and the difficulties of implementation in the team’s reality should be considered. A training will be effective if the team members can apply on a day-to-day basis what they’ve learned.
Our intervention is based on concrete observations of what the participants are doing today (pre-training intake or on-site exercises). The outcome of the training is to make sure all future changes are tangible for each team member (how do I measure the change?).
Constructive and empowering
Our training encourages the participants to be autonomous. It drives them to challenge themselves AND to be able to self-correct. The responsibility lies in the hands of the participants themselves and the training should bring them to a 100% commitment.
In order to guarantee effective learning, interest and motivation, our training programmes are built in such way that the participants find out themselves what doesn’t work or works best for them and the team. Our method consists in asking the right questions and putting the participants in an appropriate context for deductive reasoning.
In order to facilitate an effective integration, we advise that the training be split over an adequate period of time. Implementation is key, allowing the individual to make attempts, mistakes and progress in the field. Being able to share difficulties, receiving feedback from others and being supported by a real group dynamic will make the change or improvements even stronger and longer-lasting.