They say “Knowledge is bliss” but is it really?
Does acquiring knowledge lead to transformation?
Does delivering all the necessary training give the desired results within an organisation?
Does knowledge about productivity, make a productive team leader?
Does teaching a baby cub the strategies of climbing a tree without falling, give us a baby cub that can climb that tree without falling?
You most likely answered, “not really.”
So, what are the missing ingredients that many organisations lack when trying to drive positive change?
I remember 20 years ago doing my Master’s in educational sciences, we learnt the theories and philosophies of early childhood education, the stages of the learning cycle, learning styles, didactics, lesson planning and so much more.
The aim of the education faculty was to produce great teachers that could serve the country.
Do hours of studying, learning and acquired knowledge make a great teacher?
“Not really” you may say. You would, of course, be right.
I don't believe in cookie-cutter formulas, but I do believe in structure. I feel the course creation market has lost its soul to gold diggers and make money quick schemes.
I also don't believe in perfection – I believe in impact. Creating and enhancing your learning programmes is a continuous journey. Focus on delivering transformation and impact rather than all the glitter, bells and confetti.
Organisations need to understand their values, their passion and train them with knowledge that is not only aligned but sparks genuine curiosity and passion for it to be applied on a cognitive, behavioural level for transformation to happen and exponential growth to occur.
The transformation formula
So what made me a Top 50 Most Impactful People on LinkedIn and transform hundreds of people’s lives in the process?
The answer lies within what I call the transformation formula:
Belief/values + passion + curiosity + acquired knowledge = application of knowledge = experience = change in behavior (empowered beliefs) = transformation
Here is the Formula applied in my life:
My Belief: Importance of empowering our future leaders.
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My Passion: motivating, inspiring, and helping others overcome adversities.
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Curiosity: How the human mind acts as a limitation to spiritual growth and ways to become the limitless potential we were innately born with.
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Formal and informal Acquired knowledge: Master’s degree in educational sciences methodology and instructional design, mindset and personal development coaching, courses in spirituality, Universal principles, marketing, communication, public speaking.
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Applied Knowledge: Teaching during my university years, teaching all age groups 3 years to 60+, becoming a blogger for Huffington Post and lifehack.org, vlogging, creating a community on social media, speaking my truth, creating content, speaking at events, writing articles, teaching, coaching, consulting.
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Change in behaviour: Acquired confidence, confidence in my voice, confidence in my ability to deliver results, empowered mindset, showing up consistently with a message to millions.
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Transformation: Voted top 50 most impactful people on LinkedIn, being part of a powerful ripple effect, helping hundreds of people to gain the freedom they seek both personally and professionally.
The very first step to go from giving knowledge to delivering transformation is to research the desired interests of your learners and incorporate your findings into the training.
Understand your people
To be able to implement positive change within organisations, we need to understand the engine that moves it forward, the people.
Organisations need to understand their values, their passion and train them with knowledge that is not only aligned but sparks genuine curiosity and passion for it to be applied on a cognitive, behavioural level for transformation to happen and exponential growth to occur.
The bottom line is our beliefs and values bring about transformation.
If the belief rejects the given information or knowledge, transformation can never happen.
Find your learner's interest
So how can we create training that is not solely aimed at giving knowledge, but lead to an ultimate transformation?
The very first step to go from giving knowledge to delivering transformation is to research the desired interests of your learners and incorporate your findings into the training. This provides fertile soil of already existing knowledge on which new knowledge can flourish.
Interested in this topic? Read What are your plans for 2022: Transforming L&D anyone?
