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This MDP consists of 8 modules. 5 focus on key areas of accountability: performance, relationships, resources, problems and self. An additional 3 relate to the wider world of culture, change and context.
20% complete

...in this programme:

  • modules
    • Managing Performance
    • Managing Relationships
    • Managing Self
    • Managing Problems
    • Managing Resources
    • Managing Context
    • Managing Change
    • Managing Culture
For anyone who wants to see their organisation, team or themselves work effectively to achieve a positive, healthy and sustainable JEDI culture and set of behaviours.
17% complete

...in this module:

  • pods
    • Bias
    • Disability
    • Diversity
    • Equality & Equity
    • Inclusion
    • JEDI:Taking Action
    • Justice
    • Prejudicial Behaviour
    • Psychological Safety
    • Valuing & Respecting Others
    • Perception
    • Beliefs
For anyone who wants to know more about behavioral science, and the ways in which understanding and anticipating human behaviour can be used to powerfully and positively to influence behaviour.

...in this module:

  • pods
    • Marginal Gains (LTMABD)
    • Nudge Theory:'Affect' (Emotion)
    • Nudge Theory:Background & Key Principles
    • Nudge Theory:Commitment
    • Nudge Theory:Default
    • Nudge Theory:EAST & DUSI
    • Nudge Theory:Ego
    • Nudge Theory:Incentive
    • Nudge Theory:Messenger
    • Nudge Theory:MINDSPACE
    • Nudge Theory:Norms
    • Nudge Theory:Priming
    • Nudge Theory:Salience
    • Perception
Sample
This pod explains the 4 main reasons why do people perform poorly - and how to prevent it happening in the first place...
Sample
A 2 model feedback framework: BOOST identifies 5 factors to getting the 'what to say' right, and SBIA provides a useful structure for how to deliver it.
Sample
The crucial relationship between provocation and response, why language matters, and a practical demonstration of its application taken from NLP: the donkey button.
Sample
What do customers really want?... How many of these 11 are you already covering, and can you close any gaps?... Because who doesn't want happy customers?!
Sample
How to get others to do what's helpful, and stop doing what's not, without recourse to instruction, sanctions or rewards...
Sample
What is growth mindset, and why is it so important? Try the creative crossword to discover how much your mind is fixed or growth...
A key part of organisational life, that is typically done far less effectively than it should be. Here is a guide for effectively giving and receiving briefs.
Are you, or do you work with, a perfectionist? If it gets in the way of getting things done, and quickly, here's a powerful technique to help...
Emotion beats reason, often unhelpfully… unless you manage it… We look at preventing emotional hijack and how to move yourself, and others, from emotion to reason.
Sample
This pod explores important and common types of bias - conscious and unconscious - to help you identify and address these traits in yourself and others.
Sample
People must feel safe at work, especially if we want them to speak out… We look at the role that different groups/people can play in creating this culture.
You can’t always prevent stress, so this pod focuses on strategies to reframe your experience of ‘stress’ and deal positively with it if it occurs.
Sample
An overview of Golman’s EI, including his 5 key elements and sub-elements: self awarness, self regulation, motivation, empathy and social relations.
Sample
This pod explores important and common types of bias - conscious and unconscious - to help you identify and address these traits in yourself and others.
For anyone who wants to see their organisation, team or themselves work effectively to achieve a positive, healthy and sustainable JEDI culture and set of behaviours.
17% complete

...in this module:

  • pods
    • Bias
    • Disability
    • Diversity
    • Equality & Equity
    • Inclusion
    • JEDI:Taking Action
    • Justice
    • Prejudicial Behaviour
    • Psychological Safety
    • Valuing & Respecting Others
    • Perception
    • Beliefs
Sample
This pod explains the 4 main reasons why do people perform poorly - and how to prevent it happening in the first place...
Sample
A comprehensive and integrated approach to high quality customer service across every aspect of product or service delivery.
Sample
This pod explores important and common types of bias - conscious and unconscious - to help you identify and address these traits in yourself and others.
Sample
What do customers really want?... How many of these 11 are you already covering, and can you close any gaps?... Because who doesn't want happy customers?!
Sample
A comprehensive and integrated approach to high quality customer service across every aspect of product or service delivery.
Sample
What is growth mindset, and why is it so important? Try the creative crossword to discover how much your mind is fixed or growth...
Sample
If you're a manager, how do you manage? Do you have a particular approach, or style, suitable for all occasions, or do you vary it - and if so, how, and why? This pod will help you decide...
Sample
This pod explains the 4 main reasons why do people perform poorly - and how to prevent it happening in the first place...
Sample
How to get others to do what's helpful, and stop doing what's not, without recourse to instruction, sanctions or rewards...
Sample
The crucial relationship between provocation and response, why language matters, and a practical demonstration of its application taken from NLP: the donkey button.
Sample
People must feel safe at work, especially if we want them to speak out… We look at the role that different groups/people can play in creating this culture.
Sample
A toolkit of skills and techniques to help you listen actively, and make it clear to others that you are listening to them.
Sample
An overview of Golman’s EI, including his 5 key elements and sub-elements: self awarness, self regulation, motivation, empathy and social relations.
Sample
A 2 model feedback framework: BOOST identifies 5 factors to getting the 'what to say' right, and SBIA provides a useful structure for how to deliver it.
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