- This topic has 14 replies, 11 voices, and was last updated 2 months, 2 weeks ago by Change Consult Ltd.
-
AuthorPosts
-
-
October 7, 2020 at 12:42 pm #12865Change Consult LtdKeymaster
Now have a think about your own experiences:
Q1. What are your experiences of the ‘learning dip’?
Q2. How did this experience affect you and others?
Q3. What would have helped you through the ‘dip’?
-
May 30, 2022 at 6:54 pm #14782Lena DankbarParticipant
Q1: One good example of my learning dips is the work with Excel. Before I had any training I got frustrated almost every time I had to work with it, because I didn’t know the functions and formulas.
Q2: This learning dip changed my mood quite often and the work took even longer than it should have.
Q3: Training before the use would have helped a lot as I could directly apply my learnings.
-
August 10, 2022 at 8:11 am #14899KIM YAN CHENParticipant
Q1. From my own experience in adopting new CRM platform in my company, our team encountered the stages of learning dip of unconscious competence at the beginning of using old CRM system, while they became “unconscious incompetence” when they first touch base on that, and then transformed to be “conscious incompetence” as they had no idea what they needed to learn of that platform. Finally, after training and best practises provided, they entered into “unconscious competence” again as they build skills and knowledge on how to use it.
Q2. It gave me an actual experience that there is a process of new skill learning of that Learning Dip theory.
Q3. It also helped me to understand that there are some key elements to support people for adopting changes in business world.
-
August 23, 2022 at 4:18 pm #14941Michael GillParticipant
Q1 I do contract work so often move between companies and have to deal with new systems and processes each time. With experience, the depth and duration of the dip is less. That’s because I am aware that it doesn’t take too long to learn the new systems and processes and I’m aware of the frustration when you have to tread a new path. Hence, the unconsious incompetence is less as, although I am not aware of what I don’t know, I generally know what to look for and the questions to ask. Then I move on to the consious incompetence where I’m learning what buttons to push and codes to use. Most companies aren’t that good at onboarding so moving on to consious competence is often quite hard as they don’t have adequate support and/or training to get through this part. The reality is that it is OTJ training that helps you to transition through to unconsious competence.
Q2 The main impact is on not getting too frustrated during onboarding – often hard when there isn’t the support. Generally, I make myself a pain by asking a lot of questions.
Q3 Cheat sheets, instructional videos, online user guides. Maybe a mentor for the onboarding. It’s difficult as I normally come in to a company outside of a normal intake so there is little formal onboarding set up.
-
September 22, 2022 at 5:10 pm #14970Patrícia PiresParticipant
Q1: Learning how to work with Adobe Illustrator and Adobe Photoshop (ok, with almost any adobe tool) was very challenging.
Q2: It was very fustrating at first due to the complexity of the tools and it took some time to learn and ultimately feel comfortable with it.
Q3: Knowing how and where to search for the information, or even having someone knowledgeable enough to teach me.
-
October 28, 2022 at 10:41 am #14995Roberto AsensioParticipant
Q1. What are your experiences of the ‘learning dip’?
Changing companies or merges, not knowing the organization and culture might be quite challenging.
Q2. How did this experience affect you and others?
Frustration, conflicts and misunderstandings were frequent.
Q3. What would have helped you through the ‘dip’?
A shadowing process.
-
January 11, 2023 at 10:15 am #15179Joel OsborneParticipant
Q1 – Adopting new tools in my workflow. I.e. I have grown up using PPT, Excel and Word. Adopting Google’s equivalents was easy as there was enough similarity with my experience to accelerate learning. Using a different tool like Bubble.io, Tableau, ClickUp etc. is more difficult for me to stick with.
Q2 – Frustration at the speed of learning and where things don’t work as expected or desired. Avoidance (often unconsciously). Retrenchment back to the known tool and process.
Q3 – Dedicated time and space to learn about and work through the new tools and to apply them into my working. So I have ready made case studies/ scenarios/ examples on where to apply them. Positive memories to support this. Quick access to support and learning material.
-
January 11, 2023 at 8:20 pm #15185Change Consult LtdKeymaster
Great feedback so far from everyone!
Summary of techniques to help others through the dip:
1. Shadowing or simple knowledge transfer – Pre-planning can help this go smoothly
2. Quick access to support and learning material – FAQs, Briefing packs, Dedicated info websites are very useful
3. Cheat sheets – 1 pagers are AWESOME
4. Videos/user guides – Use of different mediums is always great. Videos are very popular in this digital age.
5. Training -
March 14, 2023 at 11:12 am #15217Alan DunlopParticipant
A1. What are your experiences of the ‘learning dip’? Frustrating, received knowledge, skills & attitude – but when things did not go exactly as presented found lack of immediate support made it difficult to resolve immediate problem and then one that followed after.
A2. How did this experience affect you and others? Frustration, delayed meeting the set attitude.
A3. What would have helped you through the ‘dip’? Immediate support, documented scenarios.
-
July 9, 2023 at 10:41 am #15266Change Consult LtdKeymaster
Alan,
Thank you for your contribution and we are in absolute agreement with support!
Support is key and often overlooked or minimum effort is put into this area. IT support staff should be knowledgeable about all system implementations and ‘go live’ dates, so they can adequately support staff from day 0. They should be included in comms and also business readiness activities performed by the Change Manager. These resources and change agents can definitely make the learning dip a bit less stressful.
-
-
May 12, 2023 at 2:14 pm #15235Emma FultonParticipant
A1. Experience of learning dip. Trained as a coach and needed to ‘coach coach coach’ but first you have to find clients!
A2. Tricky to find clients and so lots of anxiety about forgetting learning, not getting enough practise and so forth.
A3.Ability to find clients more quickly -
June 17, 2023 at 7:03 pm #15244Joly BabuParticipant
Q1. Empathetic trainers/managers helping with the learning has mostly been my experience with the learning dip. Sometimes there was a lot of pressure to learn fast so that business could continue.
Q2. On the negative side it led to more mistakes and greater resentment towards the change. Where there was patience and time given, we were more engaged with the learning and fewer mistakes were made.
Q3. Where there was a negative experience, more planned contingency to manage the dip during the change and communication to all that this was something new to the team.-
July 9, 2023 at 10:47 am #15267Change Consult LtdKeymaster
Joly,
Excellent points!
Learning well is definitely key! It builds confidence, reduces errors and time spent on fixing mistakes in the long run.
It is important that leaders understand that people need a bit of time in the learning process and this will be different for everyone. Teamwork can also help others through the learning dip.
-
-
June 20, 2023 at 1:50 pm #15248Maggie ElstobParticipant
Q1. What are your experiences of the ‘learning dip’?
I experience the learning dip every time I start on a new project due to the changing nature of consulting work.
Q2. How did this experience affect you and others?
It makes me nervous and makes me doubt my abilities. It also makes me experience imposter syndrome, thinking I’m not qualified to do my job.
Q3. What would have helped you through the ‘dip’?
Supportive colleagues, training, time to adapt.
-
July 9, 2023 at 10:57 am #15268Change Consult LtdKeymaster
Maggie,
Thank you for your contribution!
This is an interesting angle on the questions so thank you for your honesty!
Learning new things can bring up insecurities and cause anxiety, so this is normal. Having that support mechanism in place is crucial and it seems like you have that through supportive colleagues which is great. Giving yourself time and being gentle with self can help us navigate the complexities of learning. As well, understanding how, where and when we learn best can make the process less stressful.
-
-
-
AuthorPosts
You must be logged in to reply to this topic. Login here