# data[].attributes.headline
7 tools to help you experiment and explore

# data[].attributes.subject
7 tools to help you experiment and explore

# data[].attributes.body
The following tools were created by Laura Overton, Michelle Ockers and Shannon Tipton as part of the Emerging Stronger collaborative research over the pandemic.

Each tool mapped into an area of L&D maturity that many struggled with.

Use them to experiment in the team and with your business.

And do let me know about how that goes! You can find me on LinkedIn and via email Laura@lauraoverton.org

PS: Charity Learning Consortium kindly helped us update the design of the tools in this series. Please email hello@learningchangemakers.com if you would like tools 8-10 sent you when they are ready.

# data[].attributes.body
If you're wondering how your L&D team and People Professionals can give back, why not investigate the Charity Mentoring Network and volunteer mentoring time?

https://charitymentoring.net/

# data[].attributes.body
Very keen to network with other L&D professionals and share and learn from each other

# data[].attributes.attachment_link.title
Jodie Pritchard - Barnardo's | LinkedIn

# data[].attributes.attachment_link.description
I lead an award winning L&D function, empowering my team to create quality learning… · Experience: Barnardo's · Education: AVADO · Location: Bromsgrove · 500+ connections on LinkedIn. View Jodie Pritchard’s profile on LinkedIn, a professional community of 1 billion members.

# data[].attributes.body
Follow Russell on linked

http://linkedin.com/in/russell-woods-7470b655

# data[].attributes.attachment_link.description
750 million+ members | Manage your professional identity. Build and engage with your professional network. Access knowledge, insights and opportunities.

# data[].attributes.body
Hi, for me community is vital, so I'd love to connect with you via LinkedIn at:

https://www.linkedin.com/in/andy-lancaster/

You can also find out more about what I do at my company website:

https://reimaginepeopledevelopment.com/

You can find lots of thinking and free resources there!

# data[].attributes.attachment_link.title
Organizational Learning Communities: Empowering Social Learning and Collaboration to Improve Performance

# data[].attributes.attachment_link.description
Organizational Learning Communities: Empowering Social Learning and Collaboration to Improve Performance : Lancaster, Andy: Amazon.co.uk: Books

# data[].attributes.attachment_caption
Driving Performance through Learning. This is a great resource to look at effective L&D practice by Andy Lancaster from the CIPD

# data[].attributes.attachment_link.readable_text
In a world of fast-changing work, Andy shows how L&D can strategically align and integrate learning into work to drive performance.

Mark Reilly, Head of Learning Content Design, Global Learning & Development, McDonald's Global Franchising Limited

# data[].attributes.attachment_link.description
In a world of fast-changing work, Andy shows how L&D can strategically align and integrate learning into work to drive performance. Mark Reilly, Head of Learning Content Design, Global Learning & Development, McDonald's Global Franchising Limited

# data[].attributes.body
THis is the original research that outlines the L&D Transformation Maturity model.

Follow up research can be found at https://mindtoolsbusiness.com/research-and-reports

# data[].attributes.attachment_link.title
The Learning and Development Handbook: A Learning Practitioner’s Toolkit

# data[].attributes.attachment_link.description
Buy The Learning and Development Handbook: A Learning Practitioner’s Toolkit 1 by Parry-Slater, Michelle (ISBN: 9781789663327) from Amazon’s Book Store. Everyday low prices and free delivery on eligible orders.

# data[].attributes.body
The GEAR model was ideated by Stella Collins, author of the book Neuroscience for learning and development (currently in its 3rd edition). It is based on Stella's knowledge of neuroscience and acquired experience, with more than 25 years in learning consultancy and over 10,000 people trained across various organisations and diverse countries.

# data[].attributes.headline
A refreshing skills experiment to inspire

# data[].attributes.subject
A refreshing skills experiment to inspire

# data[].attributes.body
Russell Woods shared this experiment he did on skills at Aster housing association - with not a lot he reached a lot and created opportunity to scale up a new approach to skills

# data[].attributes.attachment_link.title
#learninganddevelopment #skillssprints #learning #squigglycareers… | Russell Woods (Assoc. CIPD) | 46 comments

# data[].attributes.attachment_link.description
Want to support colleagues with their skill development, but budgets are tight? As part of a broader skills mapping initiative, I’ve piloted a new approach to developing power skills - Aster Group UK's first Skills Sprint. Colleagues who participated were invited to select 10 skills from a list of 25, with the most requested skills forming the foundation of the sprint. To support the data collection effort, participants also shared what they believed to be the top three critical skills essential to their role. I was hoping to get 20 colleagues on the pilot to test out the approach, so super chuffed when 73 signed up👍 Critical thinking, questioning, learning agility, strategic thinking, and focus were among the most in-demand skills from colleagues. With budgets tight and my time scarce, this is where the brilliant team at Amazing If - Helen Tupper, Sarah Ellis and Lucy Heyes came to the rescue, with their PDFs, 7-minute podcasts and videos specific to each skill. It’s freely available, so check them out at https://www.amazingif.com/ With great content provided, with actionable strategies for colleagues to implement, I looked at the structure of the sprint to support their learning experience. We focussed on one skill per week 💡 A Skills Sprint Teams Channel was created to provide colleagues with a community space to share their experiences, ask questions and build their network. 💡 Mondays started with a short story of an Aster colleague using the skill in action. This accompanied an image of the skill with the Squiggly Careers PDF, podcast and video options. 💡 Wednesdays, I shared reflection questions related to the actionable strategies. 💡 Thursdays, additional resources or sessions were shared related to the skill that they could access via our LMS to dig deeper into the skill. For the top three requested skills we had optional 45-minute discussion groups to create that shared learning experience. The critical thinking session had 35 colleagues! With the pilot now complete, I’ve been gathering data on changes for colleagues and identifying improvements for future sprints. Over the coming months, I’ll follow up with select colleagues to assess how the skills have been applied and measure the sprint's impact. I'm considering how we can create more opportunities to practice these skills and explore additional data sources to measure the impact of future sprints. “I have found the skills sprint really useful and beneficial. It was good to share our own experiences and pick up new tips and ideas along the way. I will definitely keep implementing what I have learnt going forward.” Aster Colleague Would love to hear what others are doing in supporting colleagues with their skill development on a tight budget 😀 #learninganddevelopment #skillssprints #learning #squigglycareers #amazingif #skilldevelopment | 46 comments on LinkedIn

# data[].attributes.headline
Making every resource count - today's slides

# data[].attributes.subject
Making every resource count - today's slides

# data[].attributes.body
Reflections and lessons learned

# data[].attributes.body
Neuroscience for Learning and Development - Stella COllins

How People Learn - Nick Shackleton-Jones

Evidence- informed learning design - Mirjam Neelam and Paul Kirshner

Make it stick - a classic by Brown, Roediger and McDaniel

How learning happens - Paul Kirshner and Carl Hendrick

# data[].attributes.headline
Keep in touch with Learning Changemakers

# data[].attributes.subject
Keep in touch with Learning Changemakers

# data[].attributes.body
Laura uses her extensive research background to challenge and support the next generation of learning changemakers - we share it via the #LearningChangemakers newsletter

# data[].attributes.attachment_link.description
Laura Overton | The inside track for progressive learning leaders focussed on adding strategic value

# data[].attributes.headline
Towards Maturity L&D benchmark - last independent study 2019

# data[].attributes.subject
Towards Maturity L&D benchmark - last independent study 2019

# data[].attributes.body
Part 2 of the original research behind the 4 stages of L&D maturity discussed in our session

# data[].attributes.body
Authors of Evidence Informed Learning design - they also share their latest discoveries and debates on their 3-star learning experiences site

# data[].attributes.body
Released 27th June 2023 - this study looks at:

1 How has workplace context and culture changed?
2 What resources, priorities and challenges are shaping workforce learning?
3 What methods and media are in our L&D kitbag?
4 How can we deliver more impact to our organisation?
5 How can we work with others to co-create value?
6 How equipped are L&D professionals to contribute value?
7 Recommendations

# data[].attributes.attachment_link.readable_text
Global challenges have created an uncertain and changing environment for workplaces. The focus for organisations is back once again on growth, cost reduction and productivity. With the shelf life of skill expected to continually decline, retaining the right people with the right skills is a top priority for all.

This survey report, aimed at learning professionals, and HR leaders and people professionals with a learning remit, looks at how learning practitioners are contributing to continually changing workplace demands. It explores the sentiment and perceptions of the L&D community: current priorities, challenges, how practitioners feel about their careers and professional development, and highlights potential changes in practice that will help them add value and thrive through disruption.

# data[].attributes.attachment_link.description
Global challenges have created an uncertain and changing environment for workplaces. The focus for organisations is back once again on growth, cost reduction and productivity. With the shelf life of skill expected to continually decline, retaining the right people with the right skills is a top priority for all.

# data[].attributes.body
Amy is the author of three compelling, multi-translation books –Make Your Brain Work, Neuroscience for Coaches, and Engaged: The Neuroscience Behind Creating Productive People in Successful Organizations– that show companies practical ways to approach people development through the lens of neuroscience.

This is her free Linked in newsletter

# data[].attributes.attachment_link.description
Amy Brann | Unleashing Potential with Amy Brann

# data[].attributes.body
Analyst | Coach | Sounding Board | Facilitator | Keynote speaker

I love to connect with like-minded people via Linked In and Twitter. DM me if you would like more information on how I might help you to use learning innovation to drive strategic value.

# data[].attributes.attachment_link.readable_text
I am an experienced international speaker, author and facilitator with a passion for exploring, challenging and sharing. I believe that the role of learning leaders in the changing workplace is to unlock the potential of business and people. My goal has always been to help learning leaders ensure that their organisations are equipped and ready through outcome-led and evidence informed practice.

Together we will co-create the future of learning - one where learning leaders will become business critical as they uncover new ways to add value. As the founder of Towards Maturity- I led a global research programme for 15 years, bringing a community of practitioners, policy makers, experts and suppliers together to investigate how learning innovation delivers business value.
I continue to investigate, to explore , to communicate insights and facilitate collaborative change in the industry through workshops, coaching and sounding board work via #LearningChangemakers and as co-founder of Emerging Stronger.

Tracking the L&D learning innovation journey since 2004, I have authored/ co-authored of over 70 major research reports and, as a regular contributor to industry publications I have written over 300 articles. I continue to play an active role in research working with the CIPD and other significant indusrty bodies.

As an industry change maker, I regularly share good practice findings as a keynote presenter at conferences around the globe and through masterclasses, webinars and seminars. I have served on several advisory boards including the original LPI Capability Map, the CIPD Professional Map and Learning boards, the Online Educa Global Council and the original Distributed Electronic Learning Group for the UK government.

I am an academic fellow of the CIPD, a fellow of the RSA and the first female recipient of the Learning and Performance Institute's Colin Corder Award for outstanding achievement. I was also the first recipient of the Learning Technology award for outstanding achievement and regularly appear in the top influencer lists for our industry.

I am always willing to work with LearningChangemakers across the industry so please contact me if you would like to find out more about my writing, facilitation, coaching or soundingboard work.

# data[].attributes.attachment_link.title
Laura Overton - London, England, United Kingdom | Professional Profile | LinkedIn

# data[].attributes.attachment_link.description
I am an experienced international speaker, author and facilitator with a passion for exploring, challenging and sharing. I believe that the role of learning leaders in the changing workplace is to unlock the potential of business and people. My goal has always been to help learning leaders ensure that their organisations are equipped and ready through outcome-led and evidence informed practice.

# data[].attributes.body
I strongly recommend taking a look at Redthread Research that operates out of the USA for independent thinking about latest ed tech tools and technologies

# data[].attributes.attachment_link.description
Find the red threads.We connect people, ideas, data, and stories [...]

# data[].attributes.headline
Follow Lauren Waldren - Learning scientist

# data[].attributes.subject
Follow Lauren Waldren - Learning scientist

# data[].attributes.body
Lauren shares widely on her linked in profile https://www.linkedin.com/in/lauren-waldman-learning-pirate-4666bab/ but she's also regularly interviewed about how understanding the brain helps us help people learn

# data[].attributes.attachment_link.title
Lauren Waldman, Learning Pirate - Learning Pirate | LinkedIn

# data[].attributes.attachment_link.description
Let's activate the brains in your organizations to learn, create and perform at new… · Experience: Learning Pirate · Education: The Johns Hopkins University · Location: Toronto · 500+ connections on LinkedIn. View Lauren Waldman, Learning Pirate’s profile on LinkedIn, a professional community of 1 billion members.

# data[].attributes.body
Michelle ockers discussed practical solutions with practical people - always worth a listen

# data[].attributes.attachment_link.readable_text
Join Michelle Ockers and special guests each week on The Learning Uncut Podcast, a learning and development podcast packed with real conversations, real experiences, and real people. You'll find tools, inspiration, stories, advice, and ideas for beginner and advanced L&D professionals alike.

# data[].attributes.attachment_link.title
Learning Uncut Podcast | Learning & Development Insights

# data[].attributes.attachment_link.description
Join Michelle Ockers and special guests each week on The Learning Uncut Podcast, a learning and development podcast packed with real conversations, real experiences, and real people. You'll find tools, inspiration, stories, advice, and ideas for beginner and advanced L&D professionals alike.

# data[].attributes.body
The space where I'll be reflecting on research trends and ideas

# data[].attributes.body
If you like to learn lessons from the past vs repeating the mistakes of the past, then this page is for you. It explores the first 15 years of the L&D benchmark study. The page provides links to the first reports that uncovered insights on :

how learning innovation delivers impact

how organisations can journey to L&D maturity

the Learner voice

innovation beyond the course

Data and technology - use and misuse

Compliance and leadership

Engaging learners

# data[].attributes.attachment_link.title
The evolution of the L&D maturity benchmark – Learning Changemakers

# data[].attributes.attachment_link.description
In 2003 Laura Overton researched and authored the ground breaking Linking learning to business report that was launched at the Learning Technologies show in 2004. This study, now in its 21st year is known as the Learning Performance Benchmark run by Mind Tools for Business.

# data[].attributes.body
I've got some free toolkits on the Reimagine People Development website, particularly on facilitating successful learning communities at the following link:

https://reimaginepeopledevelopment.com/toolkit/

# data[].attributes.body
Do you want to design learning initiatives that work with your colleague's brains and add real value?

Would you like to understand your brain better?

If yes then check out Lauren Waldman's brilliant learning journey!

# data[].attributes.attachment_link.description
Explore your amazing brain, and how to become a better learner with this self-paced online course. Developed by triple-certified neuroscientist and learning designer, Lauren Waldman.

# data[].attributes.body
Packed full of brilliant resources (podcasts, videos, PDFs) you can curate and use to support others.

# data[].attributes.attachment_link.title
Making squiggly careers better for everyone

# data[].attributes.attachment_link.description
Helen Tupper and Sarah Ellis are the founders of Amazing If, an award-winning company with a mission to make careers better for everyone.

# data[].attributes.headline
Using Neuroscience for More Effective L&D

# data[].attributes.subject
Using Neuroscience for More Effective L&D

# data[].attributes.body
This insightful video course by Stella Collins shows how to use brain science to design more effective L&D initiatives

# data[].attributes.attachment_link.title
Using neuroscience in training - Using Neuroscience for More Effective L&D Video Tutorial | LinkedIn Learning, formerly Lynda.com

# data[].attributes.attachment_link.description
This program aims to give you a different view of learning and empower you to lead. This is most helpful for HR and L&D professionals. The course is valuable because it provides evidence-based tools to improve L&D programs’ effectiveness.

# data[].attributes.body
Natal's work on Agile ways of working in People Teams inspired Jodie to start doing things differently. Her Agile L&D book is a great read - and includes case studies of Jodie's work and other non profit organisations.

# data[].attributes.attachment_link.description
Agility is no longer a company buzzword, it’s a business imperative. Apply agile thinking, tools and processes to the learning function with this expert guide written specifically for learning professionals.

# data[].attributes.body
Natal Dank has some great visuals and templates that explain more about Agile L&D

https://www.pxoculture.com/agile-hr-asset-library

# data[].attributes.attachment_link.description
Agile HR templates, infographics, templates, recommended reading and other useful things. Great for your Agile HR and design thinking projects.

# data[].attributes.body
Jodie found this TedTalk really thought provoking. Phil talks about how experimentation and curiosity changed his approach to art – ‘to be limitless, first you have to be limited’

# data[].attributes.attachment_link.title
Embrace the Shake | Phil Hansen | TED Talks

# data[].attributes.body
This is designed to help you have a more strategic conversation with the business

# data[].attributes.attachment_link.readable_text
Introducing the Emerging Stronger toolkits

Since 2003, I've been exploring why some L&D practitioners are more successful than others. Who is getting active buy-in for new ideas, who is improving making an impact on the areas that matter to business leaders?

More importantly, what are they doing differently?

Much of what we discovered wasn't about the tools and technologies used but HOW we used them. The data showed that these principles behind effective L&D are discussed by many but practised by few.

As part of the Emerging Stronger collaboration I teamed up with Michelle Ockers and Shannon Tipton to design a number of tools to help Learning Changemakers do things differently.

The first in this series is the Needs Analysis Tool.

Principle: work on what matters to the business!

Much has been made of us being order takers - responding to requests for content and courses. For many years now I have been asking L&D practitioners the question 'Do you analyse the problem before recommending a solution?'

Consistently, 80 - 90% of the top performers say yes compared to 30 - 50% of the rest of L&D*

Now, L&D regularly report that they are overwhelmed and overworked which may be why this core principle of lining up might be overlooked. But it makes a difference to what we work on, how we work and how we can be better positioned to track impact.

Getting started

If you want to make sure your courses add the most value, make sure they address the real underlying problem. In reality, sometimes they don't. Just because someone asks for training, it doesn't mean that training is the best thing for them. In fact the standard Training Needs Analysis (TNA) conducted by larger L&D teams tends to assume that training is the best way to address a need when it might not be.

That's where a simple, robust needs analysis process can really help. Ultimately it will save you time, and target attention and effort to what matters most.
Effective Needs Analysis is a way of systematically investigating a request for a course or content to identify and understand the underlying problem or opportunity, why it matters to the organisation, and whether learning is the best (or only) solution.

A tool to help!

As part of our Emerging Stronger work, Michelle Ockers worked on this tool for L&D professionals to improve our impact by guiding us through a simple, broader analysis process that starts with considering the need from a business perspective.

Use the Needs Analysis Tool to have an initial conversation to understand the real need when you

receive a request for a course or content

are engaged to support a business project or change

identify a performance issue or opportunity in the business

# data[].attributes.attachment_link.title
Tool 1 - Needs Analysis | Learning Changemakers

# data[].attributes.attachment_link.description
Since 2003, I've been exploring why some L&D practitioners are more successful than others. Who is getting active buy-in for new ideas, who is improving making an impact on the areas that matter to business leaders? More importantly, what are they doing differently?

# data[].attributes.body
If you'd like to learn more about our work with Children and Young People or even donate, then check out https://www.barnardos.org.uk/

Thank you

# data[].attributes.body
Our mission is to enable the better lives of 1,000,000 people by 2023 by combatting the causes and effects of poverty.

# data[].attributes.attachment_link.description
The Aster Foundation is the work we choose to do over and above our work as a landlord and developer.

# data[].attributes.body
The 2nd tool tackles our content overload challenge head on!

# data[].attributes.attachment_link.readable_text
The second tool in the Emerging Stronger toolkit tackles our content overload challenge head on!

Principle: Keep relevant - be useful!

Most of us are suffering from content overload. Offering more content doesn't help ...unless it is clearly relevant and useful.

In Laura Overton's previous studies with over 50,000 workers we explored what motivates individuals to learn online - to become more self directed. Without fail the top reason for workers of all tenures and seniority was ' to do my job faster and better '.

For L&D to connect with our workers, we need to be able to help them get to what they need to do their job faster and better.

That's where curation comes in. Curation is more than aggregating all your content assets into one place with a single sign on. Its is about surfacing the right content for the right person in the right context.

And it is something that high performing learning teams are increasingly skilled at.

Getting started

Understanding the problem at hand was something we tackled in the Needs Analysis tool [Link]. Shannon Tipton, a co-founder in the Emerging strong team used this as the starting point - our ability to curate successfully depends on how well we can answer these questions:

1. What problem are you trying to solve?

2. Audience readiness, what should people be able to do with the information?

3. Available resources, what content sources will be used?

4. Accessibility, how will information be shared?

5. Content potential and validate content as fit for purpose.

A tool to help!

Shannon went on to develop this tool to help work through the 3 main stages of successful curation. Download and use it to help you:

define curation goals

source relevant content

validate content as fit for purpose

organise and contextualize content

share content in a discoverable format

# data[].attributes.attachment_link.title
Tool 2 - Curation Decision | Learning Changemakers

# data[].attributes.attachment_link.description
Most of us are suffering from content overload. Offering more content doesn't help ...unless it is clearly relevant and useful. In Laura Overton's previous studies with over 50,000 workers we explored what motivates individuals to learn online - to become more self directed.

# data[].attributes.body
The 3rd tool is one to help you get smarter at getting the message out and getting your message heard!

# data[].attributes.attachment_link.readable_text
The third tool in our Emerging Stronger toolkit is one to help you get smarter at getting the message out and getting your message heard!

Marketing and L&D is a hot topic right now, and rightly so. For too long we've expected our services just to be found and our recommendations listened to.

Principle: communicate, communicate, communicate!

It's not useful to adapt your learning offering to specific performance needs and then just hope that people will find it. For your programme to be genuinely useful and relevant your audiences need to know about it. That means you need to communicate!

Communicate why this is useful & worth their time

Communicate how they can get started and involved

Communicate to harness the influence of stakeholders

The latest Mind Tools for Business benchmark shows that high performing teams do not leave this to chance. Compared to those in the bottom quartile of the Organisational Learning Index (OLI) they are 3x as likely to be building their marketing skills as well as their learning skills.

They communicate with intent.

Getting started

You've invested your time and budget in a new programme and initiative - so it's important that it starts well.

Which means you need a plan and Shannon Tipton, as part of the Emerging Stronger team has created this plan to help you launch your programme successfully.

Your communication plan should not be an add on. You should be planning ahead and thinking about how to communicate:

prior to program development (part of the program kick-off)

as part of program creation and

prior to program launch

Download and use this tool to help you

# data[].attributes.attachment_link.title
Tool 3 - Communication Plan Launch | Learning Changemakers

# data[].attributes.attachment_link.description
The third tool in our Emerging Stronger toolkit is one to help you get smarter at getting the message out and getting your message heard! Marketing and L&D is a hot topic right now, and rightly so. For too long we've expected our services just to be found and our recommendations listened to.

# data[].attributes.headline
Cultivating Learning in Workplace Communities Tool

# data[].attributes.subject
Cultivating Learning in Workplace Communities Tool

# data[].attributes.body
The 4th tool helps us get out more!

Too often L&D operate in our own spaces created by our classrooms, programmes, LMS’s and libraries. But our people are gathering and working in completely different spaces and communities. Spaces where they are learning, growing and practicing new things...

# data[].attributes.attachment_link.readable_text
The fourth tool in the Emerging Stronger toolkit helps us get out more!

Too often L&D operate in our own spaces created by our classrooms, programmes, LMS's and libraries. But our people are gathering and working in completely different spaces and communities. Spaces where they are learning, growing and practising new things.

Principle: work within the business!

People are increasingly using online collaboration tools like MS Teams or Slack to work together. We can use these tools for learning, sharing and growing. C ommunities dedicated to learning can be set up, but existing communities and teams can also provide fertile ground for growth.

Getting started

The whole of the Emerging Stronger team had great fun working on this tool. We explored the evidence with a horticultural lens to help you ensure learning thrives in your online communities.

Follow the steps to help you:

Prepare - understand which workplace communities create the best growing conditions

Sow - what seeds do you need to sow to support learning and performance

Nurture - how do you water, fertilise, weed and prune for learning to thrive

Harvest - how to recognise and gather the fruits of your labour!

A tool to help!

Use an existing workplace community to

share relevant content to seed learning

build and strengthen skills

troubleshoot problems

improve processes

strengthen workplace practices or performance

# data[].attributes.attachment_link.title
Tool 4 - Cultivating Learning in Workplace Communities | Learning Changemakers

# data[].attributes.attachment_link.description
The fourth tool in the Emerging Stronger toolkit helps us get out more! Too often L&D operate in our own spaces created by our classrooms, programmes, LMS's and libraries. But our people are gathering and working in completely different spaces and communities. Spaces where they are learning, growing and practising new things.

# data[].attributes.headline
L&D Playbook for Enabling Busy Managers Tool

# data[].attributes.subject
L&D Playbook for Enabling Busy Managers Tool

# data[].attributes.body
The 5th tool in the series tackles the persistent issue of management engagement.

# data[].attributes.attachment_link.title
Tool 5 – L&D Playbook for Enabling Busy Managers – Learning Changemakers

# data[].attributes.attachment_link.description
The fifth tool in the series tackles the persistent issue of management engagement.

# data[].attributes.body
The 7th tool in the series is to help you continually improve the impact of your learning solutions.

# data[].attributes.attachment_link.title
Tool 7 - Improving Impact | Learning Changemakers

# data[].attributes.body
The 6th tool is designed for managers to integrate regular discussions about what the team has learned and what they need to do next into the rhythm and routine of work.

# data[].attributes.attachment_link.readable_text
The sixth tool is designed for managers to integrate regular discussions about what the team has learned and what they need to do next into the rhythm and routine of work.

It's a simple 'meeting in a box' for line managers to hold team meetings that bring out the POWER of their team, unlocking their team's:

- by honouring the effort and interest of the team as we each take steps to improve- by encouraging sharing in pursuit of progress- by surfacing what we know so that we can become smarter in addressing challenges- by providing permission and visibility to experiment and try something new Potential
Outcomes
Wisdom
Exploration
Relationships - by building relationships and trust as we help each other grow

... and who wouldn't want that?!

Principle: equip managers to do their job

It is one of the 9 plays outlined in the Playbook for enabling busy managers but we dig in deeper, providing templates and guidelines for you to adapt.

The tool kit provides:

Ground rules for getting the best out of their Power Hour

Steps to help managers and individuals prepare for the Power Hour

A structure for the Power Hour that includes collecting stories (a great source of impact data by the way!)

Getting started

This tool aims to tackle the thorny application of learning. A great place to start will be to encourage its use over a fixed time period to support a specific skills initiative. If it is useful, managers will continue to use the format to create a psychologically safe environment.

It was part of a blend designed to shift behaviours and habits over time and the tool helped managers coach and support new behaviours back in the workplace. You can read Kelly's original story Fun Fact: I got the inspiration for this tool from a great skills initiative at Thomson Reuters back in 2011. Kelly Thomas, Global Head of Sales and Service Learning, introduced a Power Hour as part of a new sales academy to reskill their teams. here.

A tool to help!

Use the Power Hour Tool when you want to help managers

carve out time and create rhythm

build trust and create permission to learn and explore

understand interests and create opportunity to practise

accelerate results and create new pathways of success

support self-directed learning - and create new habits for growth.

# data[].attributes.attachment_link.title
Tool 6 - Power Hour | Learning Changemakers

# data[].attributes.attachment_link.description
The sixth tool is designed for managers to integrate regular discussions about what the team has learned and what they need to do next into the rhythm and routine of work.

# data[].attributes.attachment_link.readable_text
Risk checker

1 in 8 men will get prostate cancer. If you're over 50, or you're black, or your dad or brother had it, you're at even higher risk.

Prostate cancer is not always life-threatening. But when it is, the earlier you catch it the more likely it is to be cured.
Answer three quick questions to check your risk.
Check your risk

# data[].attributes.attachment_link.description
We want to stop prostate cancer being a killer. We fund groundbreaking research, drive improvements in treatment, and fight injustice in care.

# data[].attributes.attachment_link.readable_text
Our Mission

We are a global Christian organisation leading the fight against leprosy. Following Jesus Christ, we seek to bring about transformation; breaking the chains of leprosy and empowering people to attain healing, dignity and life in all its fullness.

# data[].attributes.attachment_link.description
We are a global Christian organisation leading the fight against leprosy. Following Jesus Christ, we seek to bring about transformation; breaking the chains of leprosy and empowering people to attain healing, dignity and life in all its fullness.