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Monday, 12 February 2018 04:44

Create remembering rhythms for change to stick

Over 10 years ago, I started going to Bikram yoga. What was I thinking?  A sequence of 26 poses repeated in 40-degree heat for 90 minutes. Hello?!?

Each class was exactly the same – same poses, same sequence, same instructions from the teacher, everything exactly the same. So I thought I would learn the techniques pretty quickly. I thought I’d be cracking out a standing head-to-knee pose while waiting in line at the airport. Yeah, right.

It took a very long time to undo what I’d learned about exercising up until that point. I’d spent most of my life in action mode, running, swimming, and doing it all fast. But in Bikram I had to learn to do the opposite, to slow down and still the mind in order to stay in each pose for a full minute. And in such heat!

I had to drop my ego, stop showing off, and learn how to be still. Repetition was key. The more I went to Bikram, the better I became. I watched poses on YouTube for inspiration and read articles about techniques as well.

As a result, the rhythm of Bikram started to fall into place. That’s not to say I didn’t have good and bad days, based on what was going in in my life, or my body. But it became easier to remember what to do and how. 

The point?


If we want new skills to become natural then we need to set up ‘remembering rhythms’ for them to become easier.


When it comes to the workplace and learning new skills we have to make it easy for our people to embed these new skills. While people are not robots and cannot be automated, you need to have a strategy and process for your feedback to flow and become an organic rhythm in the workplace.

Learning does not just take place in a classroom, at a workshop or on an online program. What we do before, during and after the training should be strategic and intentional. It’s not just a set-and-forget activity.

In Why (Most) Training is Useless, management author and expert David Maister says, ‘Training is a wonderful last step in bringing about changed organizational and personal behaviour, but a pathetically useless first step.’

Companies that regularly send their people to training, often don’t have an environment that helps embed the learning from those training sessions.  So momentum at work is lost, which makes the training kind of pointless. We have a lot of work to do to create an environment that is genuinely committed to the change BEFORE we send our team to training.

If we ran great training programs in isolation of anything else it would be like turning up to your own wedding thinking you’ve got all the solutions for a successful marriage. That the hard work was organising the wedding and now you can sit back, eat cake and live happily ever after.


The good news is that creating feedback flow is easier than maintaining a marriage.

 I should know - I am divorced…


If you want to understand the type of remembering rhythms to embed a feedback culture, get a copy of my new book Feedback Flow in your hot lil hands.

Last modified on Monday, 25 June 2018 12:20

About Georgia

Georgia is obsessed with the power of great communication. She knows how great communication leads to great collaboration and helps create outstanding cultures.


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