Changing the Game in Compliance Training

Changing the Game in Compliance Training: Part 5 - Make Learning Playful

Fri, 31 May 2024 21:25:41 -0000

In this concluding Episode 5, we discuss how making ethics and compliance training playful can enhance learning. Our learning brain likes games. When people shift into a playful state of mind, they immerse themselves more deeply into the learning activity. Their mood brightens, their mind opens up, and they are intensely focused and more receptive to new information. Playful learning supports a deeper understanding of concepts, better recall of knowledge, and better transfer of skills to novel problems.

They explore the concept of the 'Magic Circle' in gaming, which engenders an immersive, playful state of mind that fosters openness and engagement. By employing game-based learning experiences like the 'Ethics Kit Find Your Path' card game, the discussion showcases how ethical scenarios can be addressed in an interactive, fun way.

Through the use of commitment, action, and resource cards, employees engage in collaborative problem-solving related to their organization's ethical dilemmas. The episode emphasizes the importance of experiential, social, and strength-based learning, arguing that an engaging user experience (UX) in training not only makes learning enjoyable but also more effective in reinforcing ethical behaviors within organizations.

Carsten Tams on LinkedIn

Tom Fox

Changing the Game in Compliance Training: Part 4 - Make Learning Social

Fri, 31 May 2024 21:22:21 -0000

In this Episode 4, we discuss making learning social and collaborative so that learners work together to search for understanding, meaning, or solutions. Social learning refers to learning with each other, from each other, and about each other. Social Learning Theory tells us that a lot of learning consists of observing and emulating others. Collaborative learning also affords participants with the opportunity to gain unique insights and skills. Cooperative learning allows participants to develop their social-emotional and interpersonal skills. They can practice ethical voice, simply by discussing an ethical situation with each other.

During collaborative learning, participants can establish new social ties with other learners or deepen existing ties. Learners can discover that other participants care about the same ethical values. Learners can foster trust among each other and a shared expectation of mutual support in moments of difficulty. During collaborative learning, participants can experience that they can augment their problem-solving capabilities by combining their respective resources (e.g., experience, ingenuity, networks). These learning benefits are difficult, if not impossible, to acquire through individual learning.

Tom and Carsten explore the concept of social learning, referencing theories by Lev Vygotsky on social constructivism and Albert Bandura on vicarious learning and self-efficacy, to explain how behaviors and ethical values are acquired through social interaction. They emphasize that learning ethics and compliance can be more effective in a social context, whether it is through discussing ethical dilemmas, observing others' behaviors, or learning from shared experiences.

The dialogue also touches on the importance of building social capital through ethical discussions, which helps in crafting solutions to ethical challenges as a team. Furthermore, they argue that every aspect of work has an ethical dimension and that recognizing the ethical implications of seemingly minute actions can significantly contribute to an organization's ethical resilience. The episode concludes with anticipation for the next episode, focusing on making compliance training fun.

Carsten Tams on LinkedIn

Tom Fox

Changing the Game in Compliance Training: Part 3 - Make it Experiential

Fri, 31 May 2024 21:19:03 -0000

In this Episode 3, we discuss the concept of experiential learning to enhance overall learning scope, motivation, retention and transfer; emphasizing its importance over conventional learning methods. Experiential learning means learning by doing. When we are passive learners in front of a screen, clicking on the forward button or checking boxes, learning remains shallow. Experiential ethics learning is not simply about feeding abstract information about an ethics topic into learners’ minds.

It is instead about the tight coupling of thinking with doing. An experiential learning activity is about posing a problem that is relevant to the learner. It is then up to the learner to tap into their existing knowledge and use their ingenuity and creative problem-solving skills to find a feasible solution for the problem at hand.

Using practical examples, Carsten explains how experiential learning engages learners in problem-solving and hands-on experiences, leading to better retention and application of knowledge.

They explore the historical roots of the concept, drawing from thinkers like Aristotle, Confucius, John Dewey, and modern cognitive research. The discussion also covers ways to implement experiential learning in organizational settings, addressing potential concerns about documenting these methods for regulatory compliance.

Resources:

Carsten Tams on LinkedIn

Tom Fox

Changing the Game in Compliance Training: Part 2 - Focus on Strengths

Fri, 31 May 2024 21:16:00 -0000

In this Episode 2, we discuss the concept of focusing on strengths within compliance and ethics training as opposed to traditional deficit-based methods that highlight potential misconduct. When we instruct people about prohibited behaviors and how the company detects and disciplines misconduct, employees often feel mistrusted and alienated. They tune out. This is deficit-based learning. It approaches the learner as a risk factor or potential delinquent. It aims to constrain unwanted behaviour.

When employees can learn how to effectively shape and safeguard the ethical workplace they aspire to, they feel inspired and tune in. This is strength-based training. It approaches the learner as a valued partner in maintaining integrity.

It assumes that people have capabilities, It aims at eliciting and strengthening the positive ethical faculties already present in most people.

Tom and Carsten urge a shift in perspective so that learners are viewed as valued partners, drawing upon the principles of self-affirmation theory and strength-based approaches found in various sectors like healthcare and education. This approach aims to engage learners by acknowledging and enhancing their capabilities, ethical values, and problem-solving skills, thus fostering a sustainable ethical culture within organizations. Examples of successful applications of this approach, including innovative training methods and programs like UNESCO’s card game and the 'Giving Voice to Values' curriculum, are highlighted. The conversation underscores the importance of designing training that not only prevents misconduct but also supports and develops employees' strengths, thereby enhancing overall company culture.

Resources:

Carsten Tams on LinkedIn

Tom Fox

Changing the Game in Compliance Training: Part 1- The Problem

Fri, 31 May 2024 21:14:00 -0000

How can you make your compliance training memorable. Over this short, five-part series, we will introduce the problem and challenges and then provide you with four game-changing strategies you can employ for success in your compliance training.

In Episode 1, we provide the lay of the land, explain when ethics training needs some fresh ideas, discuss some of the challenges ethics training is facing and conclude with a summary of the solutions we see.

Tom and Carsten take a deep dive into why traditional E&C training often fails to engage employees and lacks impact on their behavior, despite significant investments. This episode sets up the problem by exploring the historical context of E&C training, the difference between European values-focused and American rules-regulation approaches, and how these methods have evolved.

Their discussion highlights several barriers to effective training, including training being seen as a checkbox exercise, the deficit-focused nature, passive learning methods, isolation, and a lack of playfulness. They also touch on the promising findings that training can be effective when it delivers a positive user experience, emphasizing the need for innovative approaches to improve engagement and behavioral impact. The podcast series aims to explore solutions and strategies for making E&C training more engaging and effective, grounded in four proven principles of learning design.

Carsten Tams on LinkedIn

Tom Fox