5C’s Learning Framework
5C’s – A Proven 5 Part Formula for Overcoming the Barriers to Outstanding Performance
I work with managers and executives to improve individual and team performance. As a learning and leadership specialist I have discovered there are consistently five barriers that get in the way of producing outstanding performance and I have created a five part learning framework to overcome these barriers.
The result is maximum impact on behaviour and results with minimal disruption to core operations.
- Lack of clarity – Organisations often lack a clear picture of where they are aiming to get to and/or have no route map showing them how to get there. I use a practical, robust tool to help you identify exactly what an outstanding leader would look like for your specific business. We then benchmark each manager’s strengths and areas for development against those competencies. Then we create simple and sustainable personal develop plans. The Result? –CLARITY
- Lack of skill – Managers the world over are often promoted based on their functional expertise rather than their people management skills. Many don’t have any specific management training or they’ve had training that was ineffective at building and sustaining those skills over time. I help learners build their skills one skill at a time, one month at a time with space and support in between to practice, experiment, reflect and learn. The Result? –COMPETENCE
- Lack of will – Too often people are sent on training courses that they perceive as irrelevant, and getting in the way of the real work. I aim to engage and involve the learners from the outset so they get their “what’s in it for me?” issues addressed early and make an active contribution to the success of the programme. I design the learning to suit different learning styles and business priorities, with a range of delivery options including webinars, tele-seminars, face to face bite sized sessions or longer retreats. I increase retention, learning transfer and application using brain friendly learning that engages all learning styles and the latest neuroscience findings. The Result? – COMMITMENT
- Lack of support – This can mean unsupportive colleagues and line managers, lack of accountability, or organisational systems and processes that undermine development and change. I work with programme sponsors to ensure as far as possible that a supportive developmental environment is created.
‘The most important predictor of how well learning is transferred back into the workplace is not the design of the training; the trainer’s skills; or the interest level of the learner but the attitude of the learner’s boss.’
– Dr Sam Goldstien
I also offer membership of a collaborative online learning community which enables sharing of goals, successes, learning and advice with other learners in their group and, if preferred, across the wider JK leadership Development learning community. The Result? – COMMUNITY/CULTURE
- Lack of self-belief – Most training focuses on developing new skills, but transfer of the new skills is often hindered by the mind-set of the learner. We go beyond skills and knowledge training and address the thinking and beliefs that get in the way of changing behaviour, through coaching, journaling, or in-house action learning sets. The Result? – CONFIDENCE
‘Ordinary training typically increased productivity by 22% while training combined with
coaching increased productivity by 88%’ (Sunday Times 7 Jan 2001).