Original Performance

In my element helping you be in yours

Mans search for meaning

Highly recommend Viktor Franks’s ‘Mans Search for Meaning’

Here’s a doodle I drew to remind us of the importance of purpose…..


Negotiating? Never Split the Difference by former FBI negotiator @VossNegotiations #Sketchnotes #Summary

What if a negotiation is a dance, not a war – changing the metaphor changes the game. #sketchnotes#MetaphorsOfMovement by @andrewtaustin

Thought for the day….

Hat tip to Erickson Coaching

The Walk From No To Yes – William Ury #Sketchnotes #TedTalks

When you’re angry you’ll give the best speech you’ll ever regret…

Why ‘Reinforcing Change’ won’t work (and what will)

John, a manager wants to make a change.  He wants his people to start using a new software program, and stop using an old one.  John explains to his team:

‘This program will make your life easier, save you time, and it’s easy to use.  Here is an e-learning explaining how to use it, let me know if you have any questions’

Johns team, have a look at the e-learning, and they understand that John wants them to do it, they have a look at the e-learning and quickly get bored, and rapidly switch to watching YouTube videos of dancing penguins.

When John is walking around the office, everyone has the new program open, but when he is not looking they continue to do what they’ve always done, using the old system.

John decides that he needs to ‘reinforce the change,’ so he sits besides the team members one by one and demonstrates the behaviour expected, and re-iterates that he expects to see this behaviour in the future.

Obviously this doesn’t work either and here is why.


I believe there is a fundamental flaw with the premise to ‘reinforce change’ or ‘reinforce learning’ and that this flaw is an excuse to not look at ourselves as leaders, change agents or learning designers. Simply put.

Did John make people want to do it?

For you, for me, or for anyone to learn, or to practice what we’ve learned, we need to want to do it.  The idea of reinforcement comes in because the initial approach to change only looked at the behaviour – the what needs to change, and failed to look at why this change would be better, from the point of view of the participant or the learner. 

Milton Erickson, the famous psychologist, was a master of helping people make changes. Erickson had a basic premise, which is that, when people experience a better option, they will invariably go for the better option.

If the option looks like it makes no difference, or it is not clearly a better option, then why would I as a learner or someone who is part of a change management program want to take it, instead of doing what I am already doing?

We, you and I, as leaders, or learning designers, or change managers need to work harder with people to create an environment that respects people, that respects what they do already works, and that they already have an intelligent approach.

We need to ask ourselves is what we are proposing REALLY a better option.

‘Reinforcing learning’ assumes that the problem is with the learner or participant who is refusing to change (for whatever reason).  I think that the problem is with us, with our presentation of the options, or providing the experience of a better option.

It is worth considering questions like:

Why would someone want to do it, given what they do already works?

How can I show better options than are there already?

How can we work together to make some better options we can own together?

You might be wondering why the photograph above

Plants simply grow in the right environment. People are the same.


Tell us what life has taught you #Sketchnotes

There’s nothing new under the sun

Dale Carnegie’s ‘Effective Public Speaking’ contains a lot of insights still relevant today.

My #Sketchnote summary is attached – and having trained hundreds of people in various aspects of presentation skills I still found it interesting. Some examples include:

Fear prevents people from doing it

Practice reduces fear

Be your authentic self and reflect on what life has taught you, and connect this to what is relevant for the audience.

Identifying insights from particular incidents and relating the story with enthusiasm, a sense of suspense and with vivid details.

The Gandalf of presentations sharing his magic. 

Warning – advice from Dilbert cartoonist 

Don’t read the attached #sketchnote of ‘How to fail at almost everything and still win big’ by Scott Adams (of Dilbert fame), unless you want to live dangerously and follow a cartoonists advice. 

(Disclosure: Scott suggests cartoonist advice almost never ends well)

Having listened to Scotts advice on writing I decided to read his book. As you might suspect it has humour, a quirky worldview and takes unexpected twists.

Interesting insights are combined with autobiographical details from a persuasive writer with training as a hypnotist, who has an investment portfolio, and a history of starting businesses all while writing the juggernaut that is Dilbert. 

Attached are my #sketchnotes. 

Stop ‘brain golfing’ – read this

Lessons on being succinct, engaging readers, and being humorous from Dilbert author – Scott Adams – #sketchnotes

(Headline following his guidelines)

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