How Do You Get People To Do The Work?

The #1 question I get when rolling out cultures of continuous active learning.

Last week I shared the most vulnerable piece of writing I’ve ever published.

I wrote about how I realized I was wrong. How top-down training (often mandatory) is not the way people learn. How I discovered The Way.

As a regular reader, you’ll probably agree that The Way is to build systems for continuous, active learning sparked by curiosity and reinforced by human connection.

If knowledge is the compound interest of curiosity.

Then skill is the compound interest of knowledge put into action.

But how do you inspire people to take action?

Give People A Reason

First of all, people have to see a reason to take action.

We’re in a constant state of aspiring to change our state at work:

• get promoted

• get a bonus

• get a raise

So the first step is to create an aspirational vision of a role (‘what would the ideal salesperson at company X look like?’) that ties directly to skills, competencies, mindsets, and behaviors that can be developed through learning.

Here is one we created for account executives at a recent client.

Example competencies, mindsets, and behaviors from a recent client.

Give People A Map

Once you have the skills, competencies, mindsets, and behaviors you can design a curriculum, or learning pathway, for how to get there.

Pick the topics people need to know in order to have productive discussions. Below is an example curriculum we created for the same client.

The curriculum we designed for the same client.

Once you have your topics, set learning outcomes for each of them that:

1. Result in people doing something different.

2. Contain one core idea or action.

3. Are clear, concise, and compressed.

4. Are able to stand on their own.

5. Build on previous learning outcomes.

6. Can be measured.

These learning outcomes will allow you to design the content, reflection prompts, and live sessions to deploy Cohort Learning Experiences (here’s a step-by-step tutorial on how to do this).

Give People The Fuel

With a destination in mind, and a map for how to get there, three conditions need to be met to sustain any initial burst of motivation:

1. Autonomy - “I’m in charge.”

   • People need to feel in control of their own behaviors and goals so that they can take direct action that will result in real change.

2. Competence - “I’ve got this.”

   • People need to feel that they have the skills needed for success.

3. Relatedness - “we’re in this together.”

   • People need to experience a sense of belonging and attachment to others.

With these conditions satisfied, people become self-motivated to continue taking action.

Actions lead to momentum.

Momentum generates new information.

New information allows you to adjust the course.

That’s how a culture of continuous active learning takes root.