Excerpt from Chapter 4: The Deep Learning Process
The Deep Learning Process guides us into the fascinating territory of the
human development process. It enables the coach to approach with confidence
those situations which others might avoid as intractable. It helps unleash
the potential of those who have accomplished much and are highly valued, but
have stalled. And it provides reason to hope for those about whom most
others have already given up hope.
The reason it is so effective is that it addresses not simply that aspect of
the mind which we define as 'rational', but the mind in all its fullness. It
attends to emotions and instinctive responses, to memories, beliefs,
assumptions, values, and principles. It allows us to connect equally with
that greater part of which we are not even conscious, the deep and powerful
flow of the unconscious mind which sometimes sweeps us through our lives
without our ever noticing it.
This is a process universally applicable. It encompasses not just techniques
of human development (what to do, when, and how) but equally the more subtle
motivations of personality (why we cling to archaic behaviour, why we
change). It enables the leadership coach to respond, with respect and
effectiveness, to the complexity of human nature. Rather than simply
resolving external problems located in the workplace, it helps people to
change their lives.
Central to the Deep Learning Process is the conviction that human beings in
their natural condition have an insatiable urge to grow and to learn. We are
intensely curious about what we can accomplish, and we have more power to
develop than many think.
In some people that may be less obvious, usually because traumatic events
have hidden or frustrated this drive. Think, for instance, of the person who
was told repeatedly as a child that she or she would never learn, or who is
struggling for emotional survival within a poisonous work environment.
Without the stimulation offered by outside help, such people may never
realize that they have an innate capacity to exceed the limitations of
personal history and circumstance.
They may not recognize that they can harness their essential genetic
programming to keep on developing. For even when it has been clouded by
cruel circumstances, the ability to grow remains a foundational aspect of
our humanity. The Deep Learning Method enables leadership coaches to be ever
hopeful and effective, because it addresses and harnesses the fundamental
qualities of those with whom we work.
The colourful truth about human beings is that we bring much more to any new
learning situation than the demands of the job. Within ourselves we carry
individual intelligence, unique memory-driven behaviours, and a complex of
emotions. Frequently these factors tug us in opposing directions, making the
process of learning complicated, increasing the possibility of failure and a
backward slide into familiar routines.
Our natural human condition is a mix of motivation and apprehension,
enthusiasm and complacency, confidence and diffidence, energy and
resistance, vision and fear, future-oriented thinking burdened with past
memories. The Deep Learning approach reminds coaches to keep our eyes wide
open to the complex reality of human nature and behaviour.
Because the Process provides an in-depth framework for the coach's work, the
coachee is guided more deeply into reflection and is supported in exploring
underlying hindrances to successful performance.
The Deep Learning Process is powerful because coachees learn how to learn.
As a result, the likelihood of their retaining accomplishments is greatly
increased. Gradually the patterns that lead to success become habitual, even
in cases where they did not initially expect to make deep personal changes.
Deep Learning not only addresses human ambiguity, but brings additional
benefits. Learning about learning is high on the list. The coachee comes to
understand how she learns best, how to manage her learning, how to reinforce
her changes.
That means that the learning is transferable. The next time the
meeting-challenged person runs into relationship problems in the
workplace -- whether meeting-related or not -- she is likely to apply what
she learned through the coaching experience. Not only that, but she may
apply it in the family or the community, and the more she grows in those
areas, the more her workplace performance will improve.
Learning in this way demonstrates substantial career benefits, as it helps
the person become a better manager with better individual relationships,
better team relationships, a better bottom line, and better promotability.
And because the person gains in both self-awareness and an understanding of
her effect on others, the learning is not here today, gone tomorrow. It will
last and continue to affect her work and relationships throughout his
career.
Characteristics of Deep Learning
- Not a goal we reach but a path we follow
- Based on professional and ethical principles
- Addresses the problem of retention of learning
- Builds on an understanding of the human mind
- Requires us to assess the individual qualities of the coachee
- Is willing to engage at the level of personal issues
- Sees beyond the conscious mind
- Is powered by love
- Requires the coach's commitment to personal growth
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