YES! I WANT TO IMPLEMENT LEARNING TEAMS!

Hey! 

Our Learning Teams Implementation Case Study Group is on next week, and I'm looking for a handful of people to work with to become successful case-studies who implement learning teams. 

The reason why, is simple.  When I’m working with people directly over a period of time, during which you implement what you learn, the results are amazing.  Don't underestimate the gap between intention and action - almost everyone who is interested in learning teams doesn't actually implement them. 

So I would like to work with you to get learning teams up and running successfully. Simple! 

I'm aiming to enable you to plan, facilitate and follow-up at least one successful learning team, if not more.  I'll give you everything you need to make that happen, and nothing you don't.  

We're going to solve the 4 biggest problems people face getting learning teams working effectively: low support from management, low engagement to get people to attend, low input during the learning team, and low traction for change afterwards.  

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First, let's tackle low support from senior management.  It doesn't matter how great our idea is, if we don't have the backing of senior management.  Let's set you up so you get the right people (the 'sponsors') to sign up to your idea.  

1. We'll start with the learning team 'topic'.  "What are we going to learn about?" is the $64,000 question.  You need to be able to clearly and confidently develop a topic which naturally leads to a leader saying "Yes, let's do that".  I will share my 'Learning Team Topic Formula' that will ensure your efforts bear fruit. 

2. Next, with options for learning team topics in hand, we plan your conversation with managers about the actual real life learning team you want to run.  We anticipate what the 'sponsor(s)' will want to know, and the objections they might raise.  We get you ready to get the YES's you need to proceed.  

The result? You'll be engineering your success from the very beginning, with confidence that you have the backing of senior leadership who want to see you succeed.  

The second problem we'll solve together is low engagement from the people you want (and need) to be part of your learning team.  

Whenever you are planning something to do with health and safety and need other people's involvement, it can be really difficult to get the engagement you need for it to work well.  You might end up with the wrong people, you might end up with the right people who aren't engaged, or you can't get anyone interested enough to bother coming along at all.  We want the right people to SHOW UP to your learning team, both physically and metaphorically ready to engage.  

3. First by figuring out WHO is best placed to be part of your learning team.  Our process helps you carefully identify and invite the best people.  Seems simple, but there is some nuance I'll teach you, so they not only participate but are enthusiastic about contributing.  

4. Next, we start to plan the space you will create for learning.  Whilst we teach you how to do learning teams both physically and virtually, the 'space' you need to create is more than just setting up a few chairs or a MS Teams call.  Using our 'Learning Team Planner' we will design a welcoming, productive and psychologically safe space for learning.  

The result? You'll be 100% confident that you have the optimum setup for your learning team whether that is done physically in the same room, or virtually over videoconference.  

The third problem we'll solve together is low input from people during your learning team. The facilitators nightmare!

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You've worked so hard to refine a learning topic, you've got leaders on board and expecting great things, and a room of people now wondering what happens next.  You don't need to be a performer, or a public speaker, or a court-room lawyer in a closing argument.  Frankly, you need a few simple models, tips and questions up your sleeve so your learning team doesn't just fill up with learning, it positively overflows! 

3. First up, you need a way to engage the group in learning dialogue.  I'll share with you our proven Learning Teams Process, which guides your facilitation from the first thing you say to the last.  The process makes facilitation easy, since you'll know what to do at what time, and why.  

4. Then, we break down how you 'read the room' and respond as it unfolds.  The biggest fear of a facilitator is feeling like you won't know what to do once the learning team gets started, or worse how to get your learning team back on track if you're having trouble.  I'll give you my 9 best strategies for reading and responding to the learning dialogue, which prepares you for almost any eventuality.  

The result? You'll be in charge of a learning process without needing to control it, you'll be surprised by how much you learn and discover opportunities to improve, and as a facilitator you will feel both productive and relaxed.  

The 4th and final problem we'll solve together is low traction for the actions and change agreed to in your learning team.  How often do you feel like you are pushing uphill to get people to do what they said they would, to make the change happen EVEN WHEN everyone has agreed to it? Instead of low traction, we design our learning teams approach so there are TWO kinds of effective follow-up.  

3. First by being very deliberate about HOW we capture the notes taken during the learning team to create motivation for change even before the learning team is over.  Plus, the notes are critical for the sponsor to commit to change even when they weren't involved in the learning team itself.  Our experience is people walk away and start making change even when no one has asked them to!   

4. Finally, we build on this to create a wholistic plan for enabling all this goodness to spread in your organisation.  Not only do specific actions coming from your efforts spread the learning and improvement, we've built out an approach which basically guarantees your next learning team will be ready to follow your first, without hassle or being pushy - people will come to you and ask you to do more learning teams! 

This is how you successfully get started with learning teams, or tune-up your existing approach.  

Any ONE of these things can move the needle quickly for you, if you are dissatisfied with your existing health and safety approaches which DON'T give you enough learning and improvement, and you see the potential for the learning teams in your toolkit.   

My experience is that you quickly work out which aspect of what I cover gives you the best result where you need it, and which one presents the biggest challenge. 

I've called this our Learning Teams Implementation Case Study Group, because that's our only focus here.  

You get what you need to actually implement learning teams (for real!).  

This next couple of months I will be working with health and safety professionals who want to become a real case study for yourself.  It involves a little teaching, and a HUGE amount of coaching, questions, clarification and feedback….and I only want to work with those committed people who can implement, test, and report back on the results. 

This is NOT some generic training someone dreamed up from theory or using someone else’s examples or hypotheticals - I will translate my experience into your organisation, your situation as you apply these strategies. 

I am ready to get you started, so I'm inviting YOU to join the Case Study group. 

Here's how it will work….

There are EIGHT pieces of the puzzle you need.   Each piece is one of the success strategies. 

Each week we focus on one of the pieces.  I explain what you need to know, give you the models and tools and templates.  

Then, we'll get together weekly as a group to talk about it.  I will coach you through specific solutions for your challenges and share your success with other group members.  

We already have some awesome case studies of success, implementing learning teams through this case study group program.  I really want you to become a great case study too.  I will be engaging one on one with you to make sure I maximise your results.  

The more you implement….the more I work with you. 

You will be working closely with me and your fellow group members, so I'd like you to be sure you have 2-3 hours a week to dedicate to this over the next 8-10 weeks. Some people move quicker, others need more time.  

If you are ready to do this, I'd love to work with you.  

Answer the questions below (in the big box), fill in your details and I will get you all the details!  

Cheers

Andrew

PS. Any time you invest time and money to work with an external provider, like a consultant, coach or trainer, there's a risk, right? What if it doesn't work? What if it's not as good as he said? What if Andrew is a beardy liar?

Let's look at the best and worst case scenarios:

Best Case: Over the next 10 weeks, you design and implement a rock-solid learning team approach.  You're guaranteed to get at least one learning team done, but you may do more (which is more than most people who do traditional learning teams training or read books).  You learn the strategies and lay the foundations for the next learning team, and the one after that.  Your success spreads and attracts more interest, leadership attention, and resources.  Best of all you're using learning as a mechanism for your organisation to get safety improvement results which have alluded you in the past. 

That's the best case. 

But what about the worst case?

Worst case: maybe it doesn't work.  Maybe you're a few weeks in, and you decide it's not for you.  Or the content's not quite right, or maybe you jumped too soon, or you decide that men with beards should be avoided in general... 

In which case I'll buy it back from you at full price.  You get to keep all the materials we've covered.  All of the plays.  You'll be smarter, and still have the strategies up to that point….but you won't have lost any money in the process. 

So there's no risk to getting started, is there?