Britt Andreatta, Lynda.com Organizations that flourish and succeed create a transformative culture of learning. Employees naturally seek mastery and leaders who know how to harness that natural drive bring out the best in their organization and their talent for years to come. Dr. Britt Andreatta, author of The Neuroscience of Learning, Wired to Grow, and Leading Change, will share how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation. Leave this interactive session with new strategies for intentionally building the professional capacity of people across all functions of your organization. Session highlights: Discover the benefits creating a culture of learning based on the growth mindset. Learn how to maximize employee motivation and engagement. Discover key learning design principles that lead to long-term behavior change. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

2. ​Britt Andreatta, PhD
​CEO, Andreatta Consulting
Author + former CLO, Lynda.com
Create a Culture of Learning
to Transform Your Organization

3. © Britt Andreatta© Britt Andreatta
Britt Andreatta
CEO, Andreatta Consulting
PhD in Education, Leadership + Organizations
MA in Communication/Media
Professor + Dean at UC Santa Barbara
and Antioch University
Lynda.com member > Author > Chief Learning Officer

4. © Britt Andreatta© Britt Andreatta
Britt Andreatta
CEO, Andreatta Consulting
PhD in Education, Leadership + Organizations
MA in Communication/Media
Professor + Dean at UC Santa Barbara
and Antioch University
Lynda.com member > Author > Chief Learning Officer

5. © Britt Andreatta© Britt Andreatta
Pathway
The Science of Potential
Culture of Learning
Growth Mindset
Motivation + Engagement
6 Stages

6. The Science
of Potential

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Potential
​Having the capacity to
become or develop into
something in the future.
​Unrealized ability.

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Wired to Grow
​Humans are wired to learn
from our experiences and
environments.
​We seek to:
Survive. Belong. Become.

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The Neuroscience of Learning
​How the central nervous
system and the peripheral
nervous system work together
to create and retain new
knowledge and skills.

10. Culture of
Learning

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Culture of Learning
​You already have one!
​Stated values and norms
​Leaders, supervisors, peers
​Learning events
​The “real” values and norms

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2 Key Qualities
​POSITIVE:
​Moves the organization
forward in a healthy and
sustainable way.
​TRANSFORMATIVE:
​Changes how we see and do
things for the better.
​Expands our consciousness
and capabilities.

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3 Parts of Transformative Learning
​Psychological
​(change in
understanding)

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3 Parts of Transformative Learning
​Knowledge
​Information
​Models/theories
​The “why”
​Experience
​Psychological

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3 Parts of Transformative Learning
​Knowledge
​Information
​Models/theories
​The “why”
​Experience
​Psychological
​Behavioral
​(change in
actions)

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3 Parts of Transformative Learning
​Knowledge
​Information
​Models/theories
​The “why”
​Experience
​Psychological
​Observation
​Application
​Experimentation
​Practice
​Habits
​Behavioral

17. © Britt Andreatta© Britt Andreatta
3 Parts of Transformative Learning
​Knowledge
​Information
​Models/theories
​The “why”
​Experience
​Psychological
​Observation
​Application
​Experimentation
​Practice
​Habits
​Behavioral
​Convictional
​(revision of
belief system)

18. © Britt Andreatta© Britt Andreatta
3 Parts of Transformative Learning
​Knowledge
​Information
​Models/theories
​The “why”
​Experience
​Psychological
​Observation
​Application
​Experimentation
​Practice
​Habits
​Behavioral ​Convictional
​“Aha! Moments”
​Epiphanies
​Flashes of Insight

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​Do you see the young girl?
​Do you see the old woman?

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Insight
​Nearly unforgettable
​Permanent change
in brain

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Creating Insight
​Introduce range of concepts
​Let people learn on their own
​Give time for reflection

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Reflect: creating transformation
​In pairs, take 5 minutes to discuss how you can boost an
upcoming learning solution with the 3 parts of transformative
learning.

23. Growth
Mindset

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Growth Mindset
​Stanford psychologist
​Dr. Carol Dweck
Ref: Dweck, Mindset (2008)
Growth Mindset
leads to a desire to learn, so tends to:
Believe that skills can always
improve with hard work
Fixed Mindset
leads to a desire to look good, so tends to:
Believe that most skills are based on traits that
are fixed and cannot change

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Growth Mindset
leads to a desire to learn, so tends to:
Believe that skills can always
improve with hard work
See effort as a path to mastery
and therefore essential
Embrace challenges and see them
as opportunity to grow
Fixed Mindset
leads to a desire to look good, so tends to:
Believe that most skills are based on traits that
are fixed and cannot change
See effort as unnecessary; something to
do when you’re not good enough
Avoid challenges because could reveal
lack of skill; tends to give up easily

26. © Britt Andreatta© Britt Andreatta
Growth Mindset
leads to a desire to learn, so tends to:
Believe that skills can always
improve with hard work
See effort as a path to mastery
and therefore essential
Embrace challenges and see them
as opportunity to grow
See feedback as useful for
learning and improving
View setbacks as a wake-up call
to work harder next time
Fixed Mindset
leads to a desire to look good, so tends to:
Believe that most skills are based on traits that
are fixed and cannot change
See effort as unnecessary; something to
do when you’re not good enough
Avoid challenges because could reveal
lack of skill; tends to give up easily
See feedback as personally threatening to
sense of self and gets defensive
View setbacks as discouraging;
tends to blame others

27. © Britt Andreatta© Britt Andreatta
Growth Mindset
leads to a desire to learn, so tends to:
Believe that skills can always
improve with hard work
See effort as a path to mastery
and therefore essential
Embrace challenges and see them
as opportunity to grow
See feedback as useful for
learning and improving
View setbacks as a wake-up call
to work harder next time
Find lessons and inspiration in
the success of others
As a result, they reach ever-higher levels
of potential and performance.
Fixed Mindset
leads to a desire to look good, so tends to:
Believe that most skills are based on traits that
are fixed and cannot change
See effort as unnecessary; something to
do when you’re not good enough
Avoid challenges because could reveal
lack of skill; tends to give up easily
See feedback as personally threatening to
sense of self and gets defensive
View setbacks as discouraging;
tends to blame others
Feel threatened by the success of others;
may undermine others in effort to look good
As a result, they may plateau early and
achieve less than their full potential.

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Yet…

29. Motivation +
Engagement

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Human Motivation
Autonomy
opportunities to be self directed
Mastery
opportunities to grow and improve
Purpose
opportunities to make a meaningful
contribution

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The MAP of Motivation
Mastery Autonomy Purpose
• Learning
• Training
• Practice
• Coaching
• Mentoring
• Stretch Projects
• Job Rotation
• Coaching &
Developing
• Delegation
(8 levels)
• Learning/Training/P
ractice
• Vision
• Mission
• Values
• Contribution
• Community
• Learning
• Growing

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Employee Engagement
​Engagement is how much
people are emotionally
connected and committed to
their organization, and their
willingness to go above and
beyond the expectations of
their job.

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Engaged 30%
Not engaged 52%
Actively disengaged 18%
Percent of US Workers

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ROI of Engagement
Disengaged
employees cost
an organization
approximately
$3,400 for every
$10,000 of salary
(Gallup).
Engaged employees
are 127% more likely
to be A performers
than C performers
(McLean & Company).
Highly engaged
organizations have
the potential to
decrease employee
turnover by 87%
(Human Capital Institute).

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The Drivers of Engagement

39. 6 Steps to Create
a Transformative
Culture of Learning

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1. Honor the ever-
present nature of learning.

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2. Value learning as
a path to mastery.

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3. Teach your
managers
how to coach
effectively.

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4. Value growth and
improvement in your
performance system.

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5. Make learning
easily accessible.

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6. Use blended learning
to maximize your options.

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Reflect: create your culture
​In pairs, take 5 minutes to discuss how you can
implement the 6 steps in your organization.
1. Honor the ever-present nature of learning.
2. Value learning as the path to mastery.
3. Teach your managers to coach effectively.
4. Value growth/improvement in performance system.
5. Make learning easily accessible.
6. Use blended learning to maximize your options.

47. Learn more at Lynda.com
Recommended Courses:
❯The Neuroscience of Learning with Britt Andreatta
❯Flipping the Classroom with Aaron Quigley
❯Blended Learning Fundamentals with Chris Mattia
❯Instructional Design: Adult Learners with Jeff Toister
Book — Wired to Grow:
Harness the Power of Brain
Science to Master Any Skill
© Britt Andreatta
Flipping the
Classroom
Blended Learning Fundamentals
The Neuroscience
of Learning

48. Questions +
Comments

49. Thank you!
BrittAndreatta.com