shooksvensen are innovators in developing people and teams. We deliver change that sticks.
Our philosophy is a blend of neuroscience, systems thinking and experiential learning. Here we describe each of these three fundamentals and how they inform the content, design, delivery, implementation and coaching in our programmes.
Neuroscience helps us understand what motivates us, how we get stuck in habits, why we react to certain things or people and a lot about how we interact with each other. It helps us understand how teams become dysfunctional and how organisational cultures can change.
How Neuroscience informs our programmes:
Content: Each of our programmes includes a section on how the brain works and how it creates emotions in people. This helps people understand more about themselves and those they work with.
Design: We know how the brain learns, so our designs are brain-friendly – making it easier for participants to engage fully and embrace new concepts.
Delivery: We know what people need in a training room or team coaching space, from us and from each other, so we create optimal learning environments.
Implementation: We know what it takes for people to really learn and change behaviours, i.e., how to make change stick, so we can set up appropriate follow-up plans and structures during a programme.
Coaching: Our coaches are adept at helping their clients understand themselves better and making the changes they want to make.
shooksvensen uses science to take the soft out of soft skills.
Systems thinking is about seeing a team, a department or even an entire company as a whole system. We are social animals and our brains are designed for us to exist in social groups.
How Systems Thinking informs our programmes:
Content: It is teams that produce results. We help leaders understand systems dynamics and how to think systemically in order to lead successfully in the 21st century.
Design: We design each programme with the whole system in mind whether it be a large-scale change programme, a leadership programme or a team development programme.
Delivery: We include the whole system in the change programme. Leaders learn and change with their teams.
Implementation: To make change stick, we ensure that behaviours are practised together over time.
Coaching: We use team coaching to develop teams and to help them implement new skills and behaviours, using ORSC™ technology which is deeply rooted in systems thinking.
Humans are social beings
We have developed our own experiential training technology because we know that when human beings learn, they use different memory regions for different things:
- Semantic: for facts and figures, like birthdates
- Episodic: for experiences, like what happened yesterday
- Procedural: for remembering how to do something, like riding a bicycle.
Effective trainings will engage all three types of memory. First, the concept is explained, storing it in the semantic memory. Then we facilitate a positive experience of using the concept, thereby creating an episodic memory. As this new way of doing something is practised, procedural memories, or habits, are formed.
How Experiential learning informs our programmes:
Content: A combination of facts, concepts, skills and behaviours forms the basis of each programme, providing the full range of learning experience for participants.
Design: We use short lectures – just enough facts and information as necessary for participants to understand the concepts. Then we engage participants in activities that help them successfully use new skills and behaviours in order to start creating their procedural memories.
Delivery: Experiential delivery is an art form and our trainers are experienced in our training technology. We create a positive learning environment where participants feel safe to try new things and fail: the focus is always on learning. The trainers are supportive and appropriately challenging.
With our delivery style, participants enjoy learning and gain enough experience to use their new skills. When people have positive feelings about their learning, they are motivated to use what they have learned.
Implementation: Implementation actually begins in the experiential programme as the practising of new behaviours starts to form new habits. Participants leave our programmes with an implementation plan to help form long term habits, which only occur with practice over time.
Coaching: Coaching is an experiential technology. Our expertise in understanding how people learn and how to implement learning helps us to coach our clients effectively.
Experiences do not create new habits; commitment to a plan does
Putting it all together
These three elements of neuroscience, systems thinking and experiential learning have become intertwined and integrated for us. Our brains are social brains, so neuroscience helps us understand more about systems. Neuroscience has contributed immensely in honing our training and delivery style. Systems theory also helps us create great experiential learning environments by understanding that the learning group is actually a system.
All of it works together to help us create change that sticks