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Developing People

In these economically challenging times, there is a persistent call from leaders and CEOs; everyone needs to do more with less. But, how is it possible to turn this mantra into a practical approach that all councils can utilise?

At pixelfountain, we believe the answer lies in quality. If you reduce quantity then there needs to be a step change in quality to achieve more from less. Specifically, organisations should concentrate on improving the quality of their workforce. As a Chief Executive of a Metropolitan Borough Council once said in our workshop, “It’s the people, stupid”. We totally agree. Developing your people is not optional extra, it is a key part of the solution.

“Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage,

both because it is so powerful and so rare...” - Patrick M. Lencioni

Our Approach to Innovative Learning

What I hear, I forget, what I see, I remember; but what I do, I understand - Confucius 451BC

Research indicates that we retain only 10% of what we hear; 20% of what we see; 65% of what we hear and see; but 90% of what we hear, see, and do. Our solution are often anchored around a learning simulation (serious game) that create “real world” situations. They are active, and allow delegates to explore issues within a resource management scenario. Delegates construct their understanding of root causes & wider impacts, and share knowledge.

Our solutions support multiple dialogues within the teams, between teams, at group level, and with the facilitators. The approach creates dialogue and builds relationships. These stories not only inform, they inspire and ultimately improve performance through collaborative decision-making.

Our approach also brings everybody to the table (including community participation) to ensure the best decisions are made and that duplication is avoided.

Transactional Analysis

Our workshops also embed the principles of Organisational Transactional Analysis. Specifically, we consider how individuals can interact with one another (transactions) in ways that are constructive rather than playing out outdated scripts. We show how individuals and teams can avoid non-productive competition and conflict, and instead develop more effective communication, interactions and problem solving strategies.

Programmes:

Pikes Laws of Adult Learning

Learning Styles

How Benefits are Achieved in Private and Public Sectors

All delegates actively participate in our workshops.
Delegates are given a different hat for the day.
Solutions like learning simulations (serious games) reward long term thinking and joint working.
The consequences of decisions are shown immediately.
The interdependence of decisions are built into the learning simulations and can be modelled.
Our workshops / programmes and tools are action orientated.

Planit is seen as a way of “Securing the Regions’ Futures” (A report from Dti, ODPM & Defra - Page 27 & 41 or search for Planit). And for a non-pixelfountain take on serious games take a look at our serious games page.

LSP Board meetings should be more like this, in fact all meetings could be more like this!

I think the aim of improving understanding of sustainability and
collaborative working was achieved and that valuable connections were made.
- Russ Glennon (Head of Policy, Wirral Council)

Cheshire Housing Partnership playing the Regen-IT learning simulation.

Exercise was very task/work solution focused

Pikes Law	Learning Simulation
Law 1: Adults are babies with big bodies.	Learning Simulations are games that allow delegates to learn quickly, on a relevant exercise, without the pressure of the day job.
Law 2: People do not argue with their own data.	Learning Simulations based workshops allow delegates to construct their understanding. The workshop is not about telling people what to do; instead it is showing them what they could do.
Law 3: Learning is directly proportional to the amount of fun you are having.	Learning Simulations (serious games) are fun. We pride ourselves on the fact that people leave our workshops with a smile. But, the real proof of the pudding is that we have had individuals do the same simulation a number of times!
Law 4: Learning has not taken place until behaviour has changed.	Learning Simulations accelerate understanding and shift thinking. Long-term evaluation of our programmes shows that learning outcomes have been sustained and changes incorporated. Follow on work, in the organisation, enables the delegates to take the learning forward.
Law 5: Fu Yu, WuYu, Wzu Tu Yu (Knowledge transfer)	Our workshops are action orientated providing delegates with a rationale to disseminate the knowledge gained and decision made throughout the organisation.

VAK Style	Description	In our workshops these learners…
Visual	learn through seeing...	Respond to graphic changes and the visual reports.
Auditory	learn through listening...	Respond to group discussions and analysis by the facilitator.
Kinesthetic	learn through moving and doing	Generally get out of their seats quickly and start negotiating.