ATvisor™ stands for Intentionally Being Different. What do we mean by that? One cannot achieve different results by doing the same things. Doing things differently however, means challenging the way we think, challenging the way our minds have been set. In other words, looking at things intentionally different, creates different thoughts, hence different behaviors and results. Here are two examples how we can work together on Intentionally Being Different:
- Move from “Learning by PowerPoint” to “Powering the Learning Point”: Listening to a facilitator while looking at PowerPoint and reading a handout / guidebook creates a cognitive overload, causing participants to miss the point. Instead, we generate the learning point from within the participants, together. At ATvisor™ we believe that learning and development is an inside-out rather than an outside-in process. To “develop” originally means to “unfold”. Hence, development is more about unfolding the wisdom that lies within us rather than filling new knowledge into us. In our sessions, we share learning approaches based on behavioral theories and neuroscience. Only through the understanding ‘why we are where we are’, combined with insights on ‘how we learn’, will we be able to unlearn and relearn in order to change sustainably. We further suggest to move from training sessions of 1-2 days to shorter interventions over a longer period of time to improve retention and support lasting behavior changes of participants.
- Move from “Personality Assessments” to “Personal Engagement”: Psychometric Tests and Personality Assessments (here used synonymously) have become a half a billion dollar business, with increasing trend. While psychometric tests can be useful if applied careful, they carry more risks than benefits. Based on methodologies and algorithms unknown to us, we code, categorize and label people. While these labels can be false, they will stick for long. Since people tend to believe what they read, a black-on-white assessment report can overwrite personally experienced aspects and characteristics of the assessed person. Personality tests deliver the complexity of interpersonal office dynamics, but lack the intimate process of actually speaking and interacting with the person to determine their issues and preferences. Human behavior is too multifaceted and dependent on our emotional and biological state to come to a conclusive outcome by answering some questions that overly simplify reality. In fact, some psychometric tests lack of validity due to oversimplification. Other psychometric tests lack of test-retest reliability, meaning people obtain different results when retaking the test after some weeks, or even days. Hence, such test outcomes taken seriously, can cause quite some harm. Psychometric tests try to be efficient with people. However, as the late Stephen R. Covey rightfully said, “you cannot be efficient with people”. When it comes to people, fast is slow and slow is actually fast. While psychometric tests may have their isolated use cases, they must not replace deeply engaging conversations with the individual to truly understand her/his personality. To truly understand people, we have to invest time to individually engage with them on a personal lesson. This takes time, time which some may not be willing to take – or simply don’t have. Looking at personality tests to safe this time, could be a dangerous shortcut. With the help of ATvisor™, move from personality assessments to personals engagements.
For more examples of intentionally being different, kindly read through some of our past posts:
- Move from “Being Experienced” to “Being Experimental“
- Challenge “Corporate Misnomers“
- Move from “Intercultural Training” to “Embracing Diversity with many Aha! Moments”
- Put “Character over Competence” with a Focus on “Trust“
“If it’s something different we want to get, we must start with a different mindset.”
Choose ATvisor™ – Live & Lead wiser.
Like, share and comment this post on Facebook.
© ATvisor™; Picture Source: BlogSpot.com