L&D TV VIDEOS

Recently I’ve spoken to quite a few change consultants, very few of whom had heard of Robin Dunbar. You know, Robin Dunbar, the internationally famous British scientist. Known for the Dunbar number. Emeritus professor of evolutionary psychology at Oxford. No?

When things go awry in an organisation – bad attitudes, non-compliance, or even a toxic culture – it can feel like trying to steer a sinking ship. These problems can be costly, whether through reduced productivity, legal risks, or even accidents. The instinctive response might be to clamp down with heavy-handed initiatives and training to enforce compliance. That might get you some results, but it rarely creates lasting change. Why? Because a top-down approach often reinforces an “us vs. them” mentality. What’s really needed is culture change – a fundamental shift in how the organisation relates to its people.

The landscape of Diversity, Equity, and Inclusion (DEI) in the United States is experiencing a significant shift. A series of campaigns led by right-wing activists have prompted several major companies to roll back their DEI initiatives. As UK businesses observe these developments, it’s crucial to understand the underlying factors and potential consequences to make informed decisions about their own DEI commitments…

In this newsletter I’ve collated some of my recent observations about the more common errors I see regularly in video drama for learning. I hope you’ll find them useful.

Drama is formed from conflict and it is articulated around decision-making. This is another reason that it is so useful for workplace communications. Our duty at work is to make continual decisions as an agent of the organisation. But we are not machines and our emotions are continually challenged by the demands of duty. Drama is one of the most powerful aids for facilitating productive conversation about the emotional elements of work. What TV show have you enjoyed that pertained to your workplace experience?

It was back in 2021 when I first entertained the idea of using the Gogglebox format in an L&D setting.

When things change, our world shifts, and we must adapt. Grieving illustrates this process vividly, shaking our emotional landscape and prompting us to reshape our understanding of events. The classic stages of grief – denial, anger, bargaining, depression, and acceptance – describe the emotional journey we undergo when facing significant change.

Our brains perceive a challenge to our belief system in the same way as a physical threat. This is why marketers tend to avoid direct challenges when they want you to change your behaviour.

Like the character in Talking Heads’ Once in a Lifetime, recently, I’ve been asking myself, “How did I get here?” As we roll out Drama for Change projects, they’re landing really well and having an impact. Our approach is quite novel, so I’m finally close to where I’ve been trying to get to. Of course, I never set out with this destination in mind, so today, I will share a hasty post-rationalisation of my life so far…

After months of reading and writing about the research and theory that Drama for Change is built upon, it’s time to sum it all up. This is Drama for Change!