We’ve all heard of Software as a Service. But at ADVISA, we’re redefining SaaS to Science as a Service. And when we say science, we’re talking about the science of behavior.
Just like a software application that makes life easier, we believe behavioral science can help leaders understand the learning styles of their team to accelerate learning potential. And next, it empowers them to transform that learning into meaningful behavior change.
At ADVISA, we believe that we haven’t learned if we haven’t changed—and behavior change is evidence of learning. Let’s look at Lessonly’s Learn, Practice, Perform model for 3 ways behavioral science makes learning transformational:
People are complex. Behavioral science explains how different people learn.
Behavioral science tells us how people are motivated differently. When our inherent motivating needs are met and reinforced, we gain confidence|
Behavioral science gives managers real-time insights into how to best manage performance. Remember the golden rule, “Treat others the way you want to be treated?” Behavioral science tells us to treat and coach people the way they want to be treated in order to yield confidence, and perform at a higher level.
So, how do we get started?
Behavior change starts with self-evaluation
Everyone learns differently—some through doing, some through observing, some through information, and others with a process. Unlocking this puzzle begins with self-awareness. Assessments like the Predictive Index Behavioral Assessment reveal inherent motivating needs. As adult learners, then, we can self-manage to ensure that our motivating needs are met throughout the learning journey. For instance, some of us need clarity and structure. Others need freedom and flexibility. Learners empowered with insights from self-knowledge are empowered to ask for what they need and proactively manage expectations with their leaders and peers.
Self-management in the learning process is where our power resides. When our inherent motivating needs are met, we feel confident and start to close the “knowing-doing” gap with new mindsets and behaviors. Understanding our native behaviors (i.e. the ones that flow naturally when our motivating needs are met) and making smart choices about behavioral adaptations improves our relationships with other people. This matters a great deal. Business results are achieved more quickly and profitably when people effectively engage with one another.
Let’s look at a few examples of how understanding the science of behavior helps employees Learn, Practice, and Perform at the optimal level:
Making a great first impression on new employees and accelerating their learning depends largely on the manager’s ability to understand and meet their inherent motivating needs. Remember, confidence and productivity increase when our inherent motivating needs are met.
Imagine that you have personality data on a new hire that shows they need more control in their environment. Giving that employee some independence right away will activate their native problem-solving and analytical behaviors. Perhaps there is another employee who joins the company the same day and has a strong need for familiarity. By allowing this individual uninterrupted time to get familiar with people and processes, they will likely activate their native ability to organize and sequence information.
Successful onboarding encourages natural and instinctive behaviors from day one. Leaders who embrace differences among team members create psychological safety and build employee confidence—dramatically accelerating learning potential.
Sales and product training
As technology continues to rapidly evolve, many organizations need to rapidly enable employees on new products or processes. The faster salespeople adopt new sales behaviors and product positioning, the more agile and competitive the company will be. Predictive Index gives sales leaders insight into four different learning quadrants that correlate with the needs and drives of their team members. While some individuals learn through trial and error, others learn “by the book.”
Navigating the unique learning styles of your team accelerates new product adoption, decreases time to close, and increases deal size. Individual learning tips built into assessment software also allow employees to better self-manage as they translate new information into sales behaviors out in the field.
Click here to download the Predictive Index Learning Quadrants
In the midst of organizational change, behavioral science helps leaders accelerate adoption and collaboration among teams. When leaders consider the personalities of every team member they are more likely to analyze group dynamics and trends, which is key to performance.
A team with high drives for familiarity and stability will likely resist being hurried into something new and different. On the other hand, a team with a high-collective drive for impact might dive right into something new without adequate preparation. Mapping all the personalities on the team at once helps managers and leaders understand how to strategically plan for change— and reduce the disruption and organizational costs of change. It also enables them to reduce the stress that change often creates.
The work of learning and development is too important to leave to chance. If you’re already using a behavioral tool, leverage the data and to uncover the learning styles of your team members. If you’re looking for a tool that unlocks learning styles, connect with us. Like our pals at Lessonly, we’re passionate about helping leaders engage and develop their people to do better work. And, as the bar for “better” continues to rise, we know that transformational learning is what it’s going to take to stay competitive and retain top talent. Let us show you how Science as a Service can give you the competitive edge you’ve been missing in your own Learn, Practice, Perform journey.
More about ADVISA
Leadership lives and people thrive with ADVISA. We believe that if you grow your leaders, you’ll grow your organization. Their tools, resources, and programs drive customer loyalty—and leaders and managers are important catalysts in employee engagement. Learn more here