If you want to deploy learning that will drive performance improvement, it must be tied to creating and/or improving employee habits.
Micro-learning has spawned thousands of efforts to create self-serve YouTube libraries. Still, others are taking old eLearning courses, chopping them up into smaller chunks, and calling that micro-learning. Some of these efforts may have some limited value for companies. But these efforts fail to get to the heart of most learning improvement program shortcomings—the lack of changing and sustaining employee habits.
After 20+ years of running various cutting-edge learning programs—our program practice data and the latest neuroscience understanding of human performance have led to four insights that drive predictable performance improvement in the digital age (see diagram below).
These insights made clear that the failure to act on one of these insights would lead to dramatically more inferior results. Micro-learning as a concept is popular because everyone is acutely aware that current longer-form corporate training programs underwhelm people. But, the problem is not just the size of the content—it’s translating the ‘knowledge into one’s habits.
All four insights require this habit-first perspective. And all four insights need to be accounted for in any effective performance improvement training solution.
For more information
Go to habitAMP.com or contact us at info@habitAMP.com
“To create a new habit, you must first simplify the behavior. Make it tiny, even ridiculous. Good tiny behavior is easy to do—and fast. ”
– BJ Fogg – founder of the Behavior Design Lab at Stanford University
Employees and managers feel the constant pressure to adapt and improve. New digital tools, data streams, constantly evolving customer needs, and competitor changes often make people within business organizations stressed and overwhelmed. More and more requests are added to their schedule every day.
More than ever, it is critical to find systematic ways to improve that take small investments and small improvements that stack over time. Tiny habits to improve the use of essential digital tools, making data easily actionable, or just simple improvement of the collaboration abilities of your team.
habitAMP is a solution tailored to these needs. Watch the following video introduction to get a sense of how habitAMP works its magic to improve performance with small efforts quickly.
The four components of the habitAMP platform help ensure that your performance improvement needs are met:
You might use the program to make concrete progress on:
- Culture change program
- Improve technology adoption of a new business application (or refresh a long-existing tool)
- Sustain or improve a just completed (or long ago completed) training program
The program aligns, engages, and motivates your teams on tangible business outcomes from day one of the program.
For more information
Go to habitAMP.com or contact us at info@habitAMP.com
Arnowitz Culture Agency announces the Launch of the habitAMP platform. The platform will launch with a series of turnkey subscription products targeted at improving team performance through the development of micro-habits. The program requires only five minutes per week of user’s time to get results.
The product will be sold as 12-, 24-, 36- or 48-week subscriptions.
It can be used for any size team over 15 members with customizable enterprise options for the team over 500 in size.
For more information about habitAMP
Go to habitAMP.com
For other questions, requests for information, or demo’s
please email us at email@example.com
New Upgrade builds on current success, further improving culture and learning programs for more than 1 million users in 117 countries, to be demonstrated this week at NAHRES20 event for select HR executives
Arnowitz Culture Agency (ACA) today announced the release of its twelfth-generation Arnowitz Culture Engine (ACE12). With ACE12, ACA introduces next-generation culture analytics, micro-learning, and rich mobile app functionality 1for Apple iOS and Android devices. The new capabilities build on the success of the Arnowitz Culture Engine ten-year history of improving company performance through culture change, employee engagement, and learning programs for more than 1 million users in 117 countries.
ACA, a sponsor of the North American HR Executive Summit (NAHRES20), will demonstrateACE12 at its booth throughout the event. The summit, for senior HR executives, is being held January 27-28, at the Omni Orlando Resort at Champions Gate in Orlando, FL.
CIOReview highlights companies that are at the forefront of offering employee engagement solutions as low unemployment rates drive organizations to think creatively
Sausalito, CA – November 20, 2019 – Arnowitz Culture Agency (ACA) today announced that the company has been named one of the “10 Most Promising Employee Engagement Solution Providers – 2019” by CIOReview. ACA and nine other companies were recognized in the CIOReview HR Edition, which was published on October 21, 2019.
“The world of HR software is rapidly evolving as low unemployment rates are driving organizations to think creatively when it comes to attracting and retaining employees,” Justin Smith, CIOReview managing editor, observed in the HR Edition Editor’s Note. “Acknowledging these trends, CIO proudly presents its special edition on HR solutions providers that are transforming the business landscape with its innovative solutions. At the focus of this edition is Arnowitz Culture Agency—a company that designs, implements and provides impact metrics for solutions encompassing cultural change, employee engagement, corporate cause, talent management, and corporate communications.”
HR Tech Outlook magazine highlights the innovative employee engagement solution providers who are at the vanguard of accelerating the digital transformation of the industry.
Sausalito, CA – May 20, 2019 – Arnowitz Culture Agency (ACA) today announced that the company has been named one of the “Top 10 Employee Engagement Consulting/Services Companies – 2019” by HR Tech Outlook. In determining this year’s list, the magazine turned to a panel of chief executive officers (CEOs), chief human resource officers (CHROs), and analysts. The panel selected ACA and nine other companies “based on their passion to drive innovation in the field of employee engagement and their commitment to guiding organizations to the next level.” The 2019 list was published on April 19, 2019 in the HR Tech Outlook Employee Engagement Special edition.
“Several studies and research over the last few years have shown that organizations that dedicate themselves to employee engagement have outpaced their competitors,” Hanna Wilson, HR Tech Outlook managing editor, observed in the Employee Engagement Special edition Editor’s Note. “In this new era of new age technologies, we highlight the innovative employee engagement solution providers who are at the vanguard of accelerating the digital transformation of the industry.”
The growing complaints from workforces and customers across the world is amazingly similar no matter the industry.
- “I do not have enough time.”
- “They are throwing too much training (or reports, or customer data, etc.) at me.”
- “Goals are changing too fast (or not fast enough).”
- “No one cares what I think and/or know.”
Employees and teams struggle to keep up with the blinding speed of the delivery of information, big data insights, disruptive technologies, evolving communication channels, and cultural diversity issues.
The digital transformation strategy was meant to help employees battle these issues, but in many ways, it has accelerated the problems. Employees need the right habits to prioritize, collaborate, create and curate actionable information into successful business results. Businesses often focus on speed and excellence in using and acting on customer insights. Instead, how about acting on employee development insights? The employee journey (investments in developing habits) ensures employee collaboration, engagement, creativity, and innovation can quickly adapt to organizational and market changes. Aligning employee and customer journeys has become the most critical challenge facing global business today. Succeeding in only one of these two journeys creates a severe competitive disadvantage.
Why are leadership development programs failing at most companies? Deborah Rowland helps answer the question with insights on why classroom-based learning models must be replaced by “journey-based” models. The current failures of traditional leadership development training/programs are rooted in the industrial training methodologies of the university. Ms. Rowland’s research and practice have supported the need to evolve leadership training into experiential programs that aim to change the habits and behaviors of future leaders. We agree that emotional intelligence theory has a great role to play in this new learning, but ACA research and practice has determined that cultural intelligence theory is a more powerful predictor of superior leadership performance and results. Still, Ms Rowland’s work is clearly a powerful improvement over the status quo.
Why is corporate culture now seen as the leading engine of company performance? That’s the topic of Ricardo Semler’s Ted talk, which has been seen more than 2 million times. He proposes that corporate culture and the foundation of learning must realign to the new realities of the digital age: people’s humanity, not machine efficiencies are the core competitive advantage. As Peter Drucker said, “doing the right thing,” deliberating and choosing what to do or not do next is the humanizing decision that defines great cultures with aligned values. Semler looks to redefine that process. How can your company culture be hacked toward this new thinking?
George Westerman is a principal research scientist with the MIT Sloan Initiative on the Digital Economy. He is at the forefront of digital transformation research driving companies all over the world. He discusses the impact of technology changes on business management in this recent Management Review article. His nod to the importance of corporate culture is noteworthy. People, and the organizational culture that contains them, are always at the heart of sustained business success, Technology and data-driven innovations must be accompanied by corporate culture innovations to build and sustain their positive impact.