We are currently seeing a large amount of extremely complex challenges affecting us and requiring us to change and adapt significantly as humans. Among these are environmental emergencies and catastrophes as well as transformative changes brought about by artificial intelligence and technology.
I, like many I know, feel overwhelmed and I realize that we cannot respond to these complexities just by thinking in a new way, they require us to actually DO things differently as individuals and organizations. Knowledge alone does not help anymore.
Change what?
So what are the behaviours we as individuals have to change to actually BE more sustainable and become “future-ready humans, powered by AI”?
When reflecting on this question during my summer break my friend Dr. Holger Dierssen recommended to me the “Inner Development Goals” (IDG) framework as a fantastic starting point to understand what the human qualities are that we need to focus on to evolve.
The Inner Development Goals Framework (IDG)
The IDGs offer a transformative framework with 5 dimensions and 23 skills for sustainable development. It’s an open-source, free field-kit, beneficial for all, especially leaders, addressing the UN´s Sustainable Development Goals (SDGs), accelerating progress towards a prosperous future for humanity.
Innerdevelopment Goals Framework
They are summarised in the picture above and represent a great basis for reflection on where we need to start. The five simple categories are: Being, Thinking, Relating, Collaborating and Acting and if you read the entire IDG report they provide you with also questions and exercises to start working on these respective areas in their IDG toolkit.
Good-bye old-world learning
As a life-long learner I ask myself how could we best LEARN to adapt these behaviours and change the way we do things? In my 20 years’ experience in corporate learning, I’ve come to realize that most training courses fall short of creating lasting transformation.
Too often have I attended courses that proved to be nothing more than a wasted investment, as I failed to apply the learnings in practice.
The current complexities demand more than just regurgitating information; they require us to actively engage and adapt. The key to addressing these issues lies in a paradigm shift in the way we learn. Linear, pre-defined content and one-time training events no longer suffice in a world where adaptability and resilience are paramount. We need a new way of learning to better suit the demands current times.
New world, New Learning
By “new learning,” I refer to an approach that breaks free from the confines of traditional training. It needs to be dynamic, continuous, and centred on reflection, experimentation, and peer-driven collaboration. We must move away from the conventional trainer-student dynamic and embrace a collective learning experience. After all, no single individual possesses all the answers, but together, we can unlock the potential for innovative solutions.
Over the past few weeks I have developed a bespoke learning model (shown below), which is based on Kolb´s learning cycle as well as my practical experience with Design Thinking, that I think could help in establishing a learning paradigm. In this model the trainer is “just” the process facilitator, and the group becomes responsible for the outcomes by trying out topics, reflecting, building ideas and solutions jointly and testing these in their environments to get feedback.
Get inspired from an expert
(video or live)
Try it hands-on and experiment
Reflect on how it went with your peers
Brainstorm on potential scenarios for your context
Design your specific prototype or enhanced process
Try it out in your team and organization
Share your feedback with your peers & get input
Copyright: Innov8 Consulting Learning Model
Innov8 Consulting Learning Model
In such a peer-driven learning environment, we draw from the collective wisdom and experiences of our peers. Through open dialogue and constructive feedback, we can nurture a culture of collaboration, enabling us to tackle challenges more effectively. This approach empowers us to experiment fearlessly and learn from our failures, ultimately leading to more sustainable and beneficial outcomes.
I will continue to evolve this model and build learning experiences particularly for leaders on this basis BUT: I would be very happy to hear from you, what your thoughts are and if you would like to collaborate around the IDGs.
Feel free to reach out for an informal chat or drop me a note here. I look forward to hearing your thoughts.
See this article also on LinkedIn.
