So, why aren’t more teams rooting for marginal gains?
Despite business data changing quarterly, why are the teams striving for moonshot jumps?
Today’s aim at the moonshot will end in a decaying mass of slides. It has outdated information, and unlucky participants. These participants ignored the true elements of their job. They focused on the destination that changed midway.
Has there ever been a more rewarding approach to growth, other than by ‘doing the job’ and ‘improving on the go’?
If you are responsible for helping your people grow, consider marginal gains.
Break down your process into parts. Coach on the details of each part. Some details would be easy to understand, others won’t. But the key is to help them master one aspect at a time.
Help them apply the details at work. Help their managers visualize the change from the day they started. Help them take a step back after 15 days or a month, and show them the combination in action.
Continuous growth builds future-proof foundations. Most learning programs are nothing but marginal gains.
RapL is the marginal gain platform used by learning teams at Toyota, Shell, Casio, HUFT, Koko Black, etc. Get in touch with us, and we will help you develop your microlearning agenda.