Wednesday 15 July 2020

The Magic of Methodology

In my writing this week of my Heart-leadership book part of my focus was on simplification.
A key component is methodology.

In 2005 I began applying research completed in 2004 by Dr. Brent Peterson from Columbia University. He found that 50% of learning happens after an event and 26% prior to an event.

The consequences of applying this research have been profound for my clients. I can confidently guarantee to my clients that working together will mean a minimum 10 times return on their investment when they do the pre and post event work.

Dr. Peterson's research found that 50% of event effectiveness happens after and event and 26% before.

Routinely now the following have become mandatory methodology for me:


I email participants something to read, watch or listen to (or all three) relevant to the focus of the event.

I have a 1:1 conversation with participants to glean their understanding of what I have asked them to read, watch or listen too.

I carefully ask participants about their expectation prior to the event and what I can expect their levels of engagement to be.


For me events are primarily 1:1 or small group mentoring sessions, 1:1 or small group conversations, and presentation/conversations for up to 30 people.


I  email participants a recording of the event and resources for taking action (more read, watch and listen).

For private clients I will undertake an after-action-review.

After-action-reviews are a game-changer and a methodology themselves because while every detail is still fresh in people’s hearts and minds is really the only time to effectively review performance.

This is why all the great sports coaches get their teams in the room privately straight after the game and before they speak with anyone else.

Of course on the training track during the week videos are being reviewed to increase the value of immediate after-action reviews.

I recommend the following 5 stage format for both informal and formal after-action-reviews. The 5 stages themselves are of course a further example of methodology.

1) Review one action at a time and answer the following questions what happened and why? what did we learn, relearn, and unlearn? How can we be better, wiser and more valuable in applying these learnings? Who will we become? What will we do next?
2) Determine with your colleagues how your answers will be integrated with what is already working well for you.
3) Upgrade your individual, team and organisational plans and co-promises on a page accordingly.
4) Reflect new perceptions in appropriate standard operating procedures, policies and practices.
5) Upgrade learning and development materials.

More on methodology and simplification in this Friday's post and podcast.

Be remarkable.

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