Tag: psychology

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Learning Strategy Skills

How To Overcome The AI And Tech Fear Gap

Everyone loves talking about technology disruption, but few take the time to understand the emotional challenges it brings.

I’m not talking about the current AI wave alone here.

Any new technology category and tool deployed into a workplace brings a challenge of both skill and emotions. We’re watching this play out in real-time with AI today.

Some are excited, others confused and a number are paralysed by fear.

Fear and misunderstanding are huge barriers to the adoption of anything. I’ve spent my career watching people not reach their career potential because, in their words, they’re “not good with tech”. I don’t believe that’s true.

What’s actually happening is fear of the unknown.

While we might get super excited about releasing a new learning platform, most employees are busy thinking:

  • What does this mean for me?
  • How will this impact my work?
  • What happens if I don’t use this?

Today, we’re exploring How To Overcome The Fear Gap with Tech, AI and anything Digital.

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How Do You Cross The Fear Gap?

A topic which doesn’t get nearly enough coverage despite its importance.

I first heard this phrase used by Andrew Huberman on his podcast when speaking with Tim Ferriss on how he approaches learning new skills and staying ahead of trends.

This got my old neurons firing all over the place. We all experience the ‘fear gap’. You may not always be conscious of it, but it’s always happening.

The Fear Gap Explained

It’s the process of when you don’t know enough about something, typically have doomsday-type thoughts about the thing and then eventually have a more balanced outlook once you understand what that thing is.

In other words:

Your lack of knowledge leads to an incomplete viewpoint, which for us as humans (not you AI), often makes us fearful.

The reason I moved into L&D tech was because of the fear I saw in many HR and L&D teams with modern digital technology.

This is still present, maybe even more so, as you read this. We have AI spinning our heads right now, yet most people I meet can hardly use their LMS/LXP.

Everyone experiences fear gaps.

So, it makes sense to know how to move yourself from terrified and confused to confident. 

Let’s pull at that thread ↓

Fear, Confusion and AI

An on-trend example of this (as I write these words) is generative artificial intelligence.

You’re either in the camp of “Judgement day is coming and we’ll be enslaved by the machines” or “There’s so much opportunity and I can’t wait to join the Matrix”.

Our media consumption fuels more of the doomsday perspective because we know, from a psychological perspective, that our brains are wired for survival. 

We search out threats before opportunities.

Look, I’m not blind to the valid concerns we all know about AI either. While you might not imagine it, I constantly grapple with applications and adoption of AI from an ethical and ‘tech for good’ perspective. 

But I can’t deny the ability for it to enhance work and create new opportunities in the right hands.

Basically, we have to balance caution with curiosity.

For us to reach the land of a balanced viewpoint to understand opportunities, not just risks. We have to cross THE FEAR GAP.

It’s easier said than done (isn’t everything). 

But if fear is stopping you from building the skills to navigate our modern world, we have a problem to solve. The time of proclaiming “I’m not good with tech” is dead.

We live in a world of code, algorithms and constant digital connectivity.

Obviously, AI is part of that.

So, if you’re in the camp of fear, confusion or just not knowing how to help yourself learn about the latest and emerging tech for learning, this is for you.

FYI, you can substitute ‘AI’ for whatever topic or skill is causing you nightmares.

The 5-Step Process To Cross The AI Fear Gap

I’m using AI as an example here.

However, you can use this framework as a template for crossing any fear of topics and skill acquisition.

1️⃣ Embrace your curiosity

Yes, that thing which most schools try to kill – unleash it. 

Approach the topic with a beginner’s mindset of natural curiosity. Leading with fear will just get you to that conclusion – fear of AI. Instead, ask questions, and seek points of view from both builders and consumers.

Here’s some quick resources to help:

2️⃣ Break it down

Don’t go crazy like some conspiracy theorist munching on all the counterculture content they can get. 

Consider the framework to best improve your knowledge. 

This could be the classic what, why and how structure, which for AI discovery, looks like:

  1. What is AI and Generative AI?
  2. Why should I use AI for L&D (or whatever industry you’re in)?
  3. When and where is AI most helpful to me?
  4. How can I apply AI in a meaningful way across my work?

3️⃣ Research and learn

Gather information from reputable sources (so not your mate Tim who is so far down the TikTok rabbit hole that short videos are life). 

The big publications and those who actually work in the field of the thing you’re trying to understand are your best bet. When it comes to AI for work, L&D or the industry you’re in, my advice is to find builders.

When I say builders, I don’t mean those building multi-million pound tools.

I’m referring to industry practitioners who are building with tools, so in the AI realm, those who can build custom assistants, create simple agents and show you how to do the same.

Avoid the armchair experts at all costs.

You know what I’m talking about. Those who could barely explain what an API was a month ago but they’re now “AI Strategists for ‘x’”. 

Of course, seek diverse perspectives to gain a holistic understanding. That means the good, bad and ugly. But much like feedback, who you get that from and if they’re actually credible to give it matters…a lot. 

Look for case studies, tutorials, and examples of real-world applications rather than just theoretical discussions.

My last piece of advice on this one – Always be the chess player, not the chess piece.

→ Being a chess player means being in control, understanding the tools, and making strategic decisions. 

→ A chess piece is passively moved or controlled by technology (and social media-hype merchants).

Here’s my list of trusted sources in the AI space:

  • Deeplearning.ai by Andrew Ng (Computer Scientist, Coursera Co-founder and former Head of AI @ Google)

4️⃣ Practice, experiment and explore

They say practice makes perfect, right?

With skills, engaging in practical activities related to the skill is going to help you, obviously. With different topics (outside the skill-building realm), it’s wise to experience this thing in whatever form that is.

Ultimately, experiment, apply your knowledge, and learn from your own experiences.

The best way to do that with AI, or any tech, is to get your hands dirty.

You don’t have to spend a dollar either. Many tools are free to use (just be mindful of your data, especially at work 😉). A few recommendations for ease and support, check out:

Experiments to try:

  • Try asking ChatGPT to summarize a complex article, generate a lesson plan, or brainstorm ideas for a project, and use my prompt templates to help you.
  • Use Sana AI to explore different concepts for a new resource and compare best practices vs previous work.
  • Experiment with Claude as a thought partner on an idea or share a piece of work to review together.

Once you go beyond the basics, you might want to experiment with more developer-focused tools to understand the potential of large language models.

There are a few ways to do this.

For L&D folks, you can check out my AI crash course, and you can join the waitlist for my once a year AI for work boot camp to take another group of humans through tools, strategies and how to upskill your company.

If that sounds like your thing, drop your email here.

5️⃣ Reflect and adapt

After spending some time on this, you’ll have a much clearer picture. of the topic and skills in the AI world that once filled you with such fear.

What’s next?

Simple – keep building on these basics.

Reflect and adapt based on the knowledge you absorb. Tech moves fast. You don’t need to know everything about everything. Just focus on how it impacts your work.

This is the secret, which is really not a secret, to move from fear to confidence with not just AI, but any topic.

Final Thoughts

The Fear Gap is a big part of transformation and change projects.

Forgetting this can lead to huge barriers to adoption, but you can recognise this and use the framework shared today to win hearts, minds and emotions.

→ If you’ve found this helpful, please consider sharing it wherever you hang out online, tag me in and share your thoughts.

Before you go… 👋

If you like my writing and think “Hey, I’d like to hear more of what this guy has to say” then you’re in luck.

You can join me every Tuesday morning for more tools, templates and insights for the modern L&D pro in my weekly newsletter.

Categories
L&D Tools Skills

How To Be a Data-Led L&D Professional

We all spend a lot of time with data.

Whether that’s at work, in our personal lives or with companies collating and using our data to influence us.

Data is everywhere and it’s more precious than oil (perhaps).

We use a wealth of data to inform our decision-making processes.

From using comparison sites to find the best home and car insurance, to company metrics to report on performance and growth.

It’s an essential component of how we live and work.

Beware the court of opinions

With access to so much data in the modern era. Decisions based purely on opinions and assumptions should be far rarer than they are.

Yet, what I call the court of opinions, is used as a matter of fact in too many personal and professional settings.

I’ve experienced this many times in my years in the HR/People/L&D space.

Too many decisions are based on opinions and assumptions!

We still have (and have had for some time) a constant call for those in the profession of the people world to be data-savvy and evidence-based.

And that makes a lot of sense considering those of us in this industry are making decisions to impact people’s lives.

So a court of opinions is a dangerous thing to entertain in these matters.

I’m sure my fellow friends in the world of Learning and Development often experience this when it comes to the capability requirements of an organisation.

I’ve often found this area littered with opinions and assumptions off the back of behind-closed-door conversations and isolated comments. 

With little regard for data in these matters, it can be hard for us L&D folk to get clear on what’s actually needed.

Before I go on to share a few pointers on creating a more evidence-based culture amongst your stakeholders. Let me first highlight that the very situation above is why I don’t do any TNA (training needs analysis) ever!

That might come to shock many people, but here’s why.

A TNA is the equivalent of asking a 5-year-old to write a wish list for Santa.

This means it’s full of a bunch of crap that is designed to excite for a short moment but often has no real long-term need or value. (Sorry to all the 5-year-olds out there, I’m sure your parents take the list seriously 😒).

Basically, IMO a TNA is asking for trouble. 

Your giddy-eyed leaders will ask for stuff that’s fun vs actual impact, and you’re going to have a series of difficult conversations in explaining why your local L&D Santa is not going to deliver little Jimmy that 5-day leadership jolly in Dubai.

What people want and want they need are often two very different things.

Ok, rant over…

Let’s focus on how each of us can influence a culture of evidence-based conversations within a court of opinions.

How to ask better questions

For me, this all comes down to asking better questions in the role of a coach.

We could call this coaching for L&D folks!

The first question in a scenario like this has to be “Do you have any data to support these opinions?”.

You can of course make that sound much friendlier than I have.

If the answer is Yes, then great. An easy decision tree and you can break down the data to get a deeper understanding of the potential problems at hand.

But if it’s a No (and 9 times out of 10 it is), then we have some work to do.

If we reach a No, ideally the outcome is to encourage a pause in the discussion and seek that data.

Yet, I imagine, this probably won’t be an option that your stakeholders take a liking to.

However, we can deploy a series of questions in the moment to either:

  • Point to a real need for that data before any decisions are made or 
  • Wipe the opinion off the table completely.

Now, a certain finesse in the delivery of this will be needed. You’ll have to make that assessment yourself based on the recipients. 

Here’s a list of questions you could use to get to either outcome.

  • What are we trying to solve?
  • What exists today?
  • Why is this important?
  • Is your audience aware of x problem?
  • How will you measure x?
  • What’s your metric of success?
  • Do you have any data on that?

Often I’ve found the right combination of these questions helps in landing at A or B.

By frequently bringing this inquisitive mode of challenge to the court of opinions, you can start to shape the culture in which decisions are made toward a more data-based approach.

The goal here is to influence behaviours towards a data-first line of investigation.

In making this more conversational at first, you can build a sense of credibility and trust among your stakeholder groups.

Over time the introduction of outputs of any data gathering tools you use can be integrated to validate decisions made from your conversations.

Challenging perceptions, opinions and assumptions are all part of not just the modern learning professionals day to day but in anything we do.

If like me, you’ll probably find this spills into your personal life and go as far as to question whether one chocolate brownie is better than the other based on data from reviews and nutritional info.

To be clear, I’m not saying that perceptions, opinions and assumptions are evil.

They can be useful forms of what I call emotional data when used with the right intention. 

However, they can be deceiving. Especially to those who hold them tightly. 

As always, these are just my two cents on the subject.

I hope these thoughts might be of help in your own work and who knows? Other areas of life too!

(P.S…learn more about the consulting approach of a performance engineer here).

Before you go… 👋

If you like my writing and think “Hey, I’d like to hear more of what this guy has to say” then you’re in luck.

You can join me every Tuesday morning for more tools, templates and insights for the modern L&D pro in my weekly newsletter.

Categories
Career Development Skills

This Is Why You Don’t Grow (And How To Change)

Generally, everyone is open to growth.

They’re excited about it and strive for more of it once they understand the benefits it can bring.

Yet, the problem I’ve always encountered is that we all love the idea of growth and the benefits it brings, however not many are willing to go to the zones of discomfort where real growth exists.

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Learning Strategy

The power of purpose

So, tell me, why do you rise in the morning? 

What a deep and personal question to start us off – how often do you ask this ? I imagine not too often.

It’s not a trick question, think about it for a moment…

Continue reading “The power of purpose”
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Daily Thoughts

How To Turn Your Inner Critic Into A Performance Coach

We all have that familiar voice in our head, which creeps up to tell us what we can’t do.

You know, when it tells you, you’re not smart enough, not tough enough or you’ll never be capable of anything. We all have that voice and we all struggle with it.

Continue reading “How To Turn Your Inner Critic Into A Performance Coach”
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