Articles and Whitepapers
Before you make yet another New Years resolution that you’ll forget about by February or March, what if you made a New “EARS” Resolution instead.
A New EARS Resolution is a commitment to more purposefully listen, collaborate, and partner with others in ALL your relationships so you and they can create greater value in any endeavors. It’s has four elements:
(and much more).
The topic of unconscious biases, their influence, and how to address them has been circulating the HR / learning and development field for quite a while now. The conversation tends to focus primarily on “social biases” – diversity, equality, racism, and prejudice – biases about other people. The 2017 “Starbucks incident” in Philadelphia that resulted in the company closing the doors of over 8000 stores in US and Canada for an entire day of “anti-bias training” brought the issue to a whole new level.
At Axiogenics, we are experts in the field of applied neuro-axiology. Neuro-axiology is the fusion of mind-brain-behavioral sciences (cognition, emotions, motivations, habits, decision-making, brain change, and learning) and formal axiology – the science of value/goodness, how we make value judgments and decisions, and how those value judgments translate into behavior and performance. It’s the science of measuring and maximizing the quality of people’s thinking as a means to maximizing value generation, performance, and quality of life.
This whitepaper is not about the problems that unconscious biases can cause nor the obvious need for training on the topic. It’s about our cutting-edge, science-based approach to L&D that not only reduces or eliminates problems associated with unconscious social biases but that helps eradicate all forms of cognitive biases that cause cultural toxicity, increased stress and conflict, underperformance, and lost potential at both the individual and organizational levels.
Our approach does require a bit of a “tweak” to the behavior-based paradigm of mainstream L&D. But by integrating Cognitive Self-Leadership and our cognitive remodeling approach into L&D, organizations will realize a much greater ROI from ALL their learning and development efforts from onboarding to anti-bias training to talent and leadership development.
Hopefully, in this white paper and within the context of “unconscious biases,” we’ll be able to make our case for going outside the box of mainstream L&D “best practices” without triggering any conscious or unconscious biases you, the reader, may have for staying in that box. 😊
An Open Letter (and Invitation) to Learning Leaders
(and other Senior Leaders Concerned About The ROI of Leadership and Talent Development)
Dear Learning Leaders,
Thirteen years ago, my first wife passed away from cancer. Thanks to new diagnostic and treatment technologies, the form of cancer she had is much more curable today than it was then. I don’t blame her doctors for not saving her – they did the best they knew how with the technology they had at the time. Since then, medical science has made some breakthrough in their ability to diagnose and treat the underlying cause of cancer – not just the symptoms.
I believe mainstream learning and development, especially in the areas of soft skills and leadership development, is in a situation similar to where cancer treatment was 13 years ago – doing the best you can with the technology “best practices” you have. But it’s not been good enough.
The fact remains:
If you want to win a “seat at the table” you need to start producing better results.
What mainstream L&D needs is the critically important ability to identify, measure, and improve what really drives learning and performance:
Do you know the #1 reason people struggle to achieve the things they want, or plateau in their performance, or have trouble making their relationships work better, or feel stuck in their current circumstances?
It’s that they get stuck in their ways of thinking and don’t know how to get themselves unstuck. Ironically, many people don’t know they are stuck. Most people are quite convinced that their way of thinking is “right” or “best.” And yet, they still struggle to achieve the things they want.
George Bernard Shaw wrote, “All progress requires change and those who cannot change their minds, cannot change anything.“
How well you think determines how well you live.
If you want to live different/better, you need to learn how to think different/better. And by the way, “thinking positive” isn’t necessary better!
Setting the Stage
What really drives performance?
Most people would say knowledge, talent, skills, actions, and behaviors are the key drivers. In reality, …
… thinking is the catalyst that turns potential (knowledge, talent, skills) into performance (actions and behaviors).
If you want to elicit
you need a way to elicit
The fastest and most effective way to elicit better performance, is to elicit better thinking. Thankfully, most people are already capable of far better thinking – they just need a way to tap into that potential.
The quality of your life is greatly determined by the quality of your relationships. In both life and business, one extraordinary partnership can be the most valuable asset you have. Yet, such extraordinary partnership are incredibly rare simply because few people know how to create them.
Extraordinary Partnerships don’t happen by chance, they are created on purpose.