A webinar provided by Sebastian Bailey, co-founder of Mind Gym. The webinar began with the assertion that in traditional learning new practice only ‘sticks’ for around 15-20% of people, with the majority trying the new practice, or parts of it, for a little while before falling back into old habits and ways of thinking and working. The six tricks are all designed around the concept of reducing cognitive load, making it easier for what you are trying to teach to sink in.
1. Build belief in the early stages of change
Five stages of change were identified: Persisting > Contemplating > Preparing > Acting > Maintaining. Studies were then presented that showed that when people were given time to contemplate why the change was required or desirable the success rate was significantly increased.
2. Create emotional arousal
Demonstrated how learning retention and performance improves when someone is under positive stress, e.g. by making people do an exercise which is outside of their comfort zone. Care has to be taken to get the balance right, as too much stress leads to anxiety and reduced performance. To be successful with this approach you need to both sell the need and the positive consequences while providing people with concrete steps they can take immediate action on.
3. Use stories over facts
Demonstrated that retention is significantly improved if you use an emotional story rather than facts and figures. Cited a case study on how to get people to donate to charity, with one group being given facts and figures about poverty, the second group the story of an individual who was affected by poverty. The second group were shown to retain more information and donated more money.
4. Use written, shared, implementation intentions
Encourage learners to reflect on their goals and add implementation intentions such as ‘I am going to update my CV on such-and-such a date’, preferably phrased as ‘if-then’ statements which reinforces that there is a fall-back position. Finally, encourage learners to share their intentions, while noting that the act of sharing is not itself a significant step to completing the goal or task.
5. Set specific ‘missions’ built into the workflow
Demonstrated that people can only spot a limited number of changes in a given scenario, and to help them improve on this give specific cues and prompts, set specific missions or tasks in the workflow, and encourage mindfulness.
6. Prime the right mindset by providing tools
Showed that people’s behaviour adapts to match that of those around them and that you can take advantage of this by priming people into believing that they are better learners. In an example IQ test three groups were given the same test, with the second and third groups being primed to ‘think like professors’ and professors’s assistants respectively. Both groups scored higher than the control, with those who were told to think like professors scoring 15% higher.