Thoughtful knowledge = sound bite + (mindfulness x civility)

originofsoundbite For the last 26-31 years, we have been slowly teaching ourselves that sound bites are enough to educate us about everything in the world around us.  From what to eat (or not to eat), how to think, where to live, how to raise our children;  to who to vote for in the next election, a short sound bite is all we need.   It’s a perfectly choreographed dance of words structured together to form our opinion for us.  No thought needed!

Anything worth knowing can be absorbed and understood in 30 seconds or less, right?

Actually, current research indicates that the average adult only allots 8 seconds for somethinggold fish attention span to grab their attention, then we have approximately 4 minutes and 52 seconds until our attention spans are exhausted.  The average attention span has plummeted from 12 minutes a decade ago to just 5 minutes now, according to Fortune.com article, How-To Conquer Short Attention Spans by Leslie Belknap, January 7, 2015.

This growing lack of attention has risen over time with the boom of the Information Age.  We can access more, so we know more… right?

We can connect more… like through social media, so we’re more connected… right?

The speed at which we can access information or blurt out anything on our mind (social media) is continuing to increase, this has amplified our consumer demand for…… well everything, not just information.  Actually that demand is driving our social evolution.  Just look at Google’s “10 things”, #3 is “fast is better than slow”.  Google’s average search response is now just a fraction of a second.  We don’t wait for anything.

When I say social evolution, I’m not sure I’m spouting off rainbows and unicorns here.  It’s fantastic all the things that we can do faster but with all this speed…. We seem to be leaving our social niceties in the dust.  Where does civility live today?

I contend that there is a severe and growing lack of civility and empathy leading to frustration and anger in our society today.

instantgratification

As a small example, Frank Luntz explored the recent presidential election leading up to Election Day on November 8, 2016 and reported some interesting insights on 60 Minutes recently in a piece called, The National Mood.  He touched on many social outliers for the cause and effect that I sum up to a lack of mindfulness and civility.

mindfulness

Current Lesson:  In plain English… the age of the sound bite has not done us any favors.  The increasing need for speed in all we do is making us lose our basics of mindfulness and civility.  We should be concerned…. and mindful!

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Sonja Gladwin, Director, Corporate Training Group at Anne Arundel Community College and Regional Leader, Global Corporate College. She leads a group of innovative training professionals that solve business challenges, providing training and business solutions that attain measurable performance results.

To learn more about mindfulness and civility and/or find out more about taking advantage of AACC as your preferred training partner and full-service business support center, visit www.ctgaacc.com or call 410-777-2732.  Email: ctg@aacc.edu

 

Making the Leadership Journey Memorable

Today’s business world has greater competition, political uncertainty, unengaged employees, retiring “baby-boomer” leadership, quicker/smarter decision-making, and pressures to grow while becoming more efficient at the same time.  Proactive organizations often send leaders to highly rated training classes or give them access to a library of self-paced online learning.  The participants may return to their jobs inspired to change, but then “real work” happens, they forget most of what they learned and their leadership performance doesn’t improve.  What else can be done???

Becoming a great leader is a continuous learning process, not just a series of training events.  Why?  Two reasons:

The “forgetting curve”:  Our brains are wired to forget what we don’t use right away.  Neuro-science proves that we forget more than 50% of what we learn after just 1-day, if it is not reinforced.  (Ebbinghaus’ forgetting curve).  https://en.wikipedia.org/wiki/Forgetting_curve

70/20/10 Rule Morgan McCall, Michael M. Lombardo and Robert W. Eichinger working at the Center for Creative Leadership (CCL) originated the 70:20:10 ratio.  Based on a survey asking nearly 200 executives to self-report how they believed they learned, McCall, Lombardo and Eichinger’s surmised that:

Lessons learned by successful and effective managers are roughly:
•    70% from challenging assignments
•    20% from developmental relationships
•    10% from coursework and training

7-20-10 rule

Here are 11 tips to impact the 70/20 part of this development rule.

Before the training event:
1.    Discuss with your developing leader, what makes the best leaders in your organization so the training is relevant and they have ownership
2.    Use a scenario-based leadership assessment to identify leadership competency gaps for each individual leader
3.    Before the session discuss how the leader will apply it on-the-job; ask the leader to identify specific past challenges related to the training
4.    Attend the  program kick-off meeting to support your participant
5.    Ask what are the measurements of the program’s effectiveness in improving performance

After the training event:
1.    Have the participants complete and share their individual development plan- reinforce that they own their success
2.    Identify specific ways you will coach the leader as they work to improve specific leadership competencies
3.    Identify stretch assignments so the leaders can practice the competencies as they their “regular work”.
4.    Ask the leader for examples of what they are trying to change and give them feedback based on your observation of specific behaviors
5.    Suggest they observe/ talk with a peer who has a strength in the area they are trying to develop
6.    Participate in all requests associated with measuring the effectiveness of training
If you’re still not sure what coaching or on-the-job assignments would be best to develop specific leadership competencies or you are looking for a way to measure the effectiveness of developing your leaders- contact Anne Arundel Community College’s Corporate Training Group, your partner in performance improvement.  http://www.ctgaacc.com/