Ivan Palomino, Managing Partner at PeopleKult, is a distinguished Learning Strategist and Behavioral Designer dedicated to helping organizations cultivate human-centric work cultures. With a wealth of experience and a profound understanding of behavioral science, Ivan has co-authored the book The Rough Guide to Awesome Leadership: A Brain-Friendly Approach to Take Action and Be an Inspiring Leader. This work underscores his commitment to actionable and inspiring leadership strategies.
Ivan has been instrumental in aiding hundreds of companies to embark on their business transformation journeys by prioritizing cultural change. His approach ensures that employees not only embrace change but also possess the mental processes necessary to actualize it. By focusing on the transformation of organizational culture, Ivan fosters environments where people are motivated and equipped to drive lasting change.
Below are highlights of the interview:
Can you tell us about your journey into the education sector? What motivated you to pursue a career in education?
It wasn’t always my plan to be in education! For 18 years, I actually cut my teeth in the corporate world, working in corporate strategy and innovation. That experience gave me a front-row seat to the importance of learning for businesses to thrive.
But the truth is, I always felt a pull to make a more direct impact on people’s lives. I saw the power of learning to not just drive business success, but to empower individuals and create a more positive work environment.
That’s what led me, maybe a little naively, to jump ship from the corporate world and try my hand at creating some solutions myself. PeopleKult was born out of that desire. This venture is my attempt to bridge the gap between traditional training and the skills people need to thrive in a human-centric work culture.
Honestly, it wasn’t all smooth sailing. In my corporate life, I actually experienced burnout myself. It was a tough lesson in the importance of self-management and personal well-being, which became a core focus for my first startup “Bessern”. Looking back, that experience was a turning point, pushing me to focus on fostering a growth mindset and building adaptable work cultures.
In my second startup “PeopleKult”, I wanted to impact not only individuals but also the culture in organizations. It was a major shift that required strong scientific rigor and technology:
- Behavioral change: PeopleKult leverages the intricacies of neuroscience to nudge individuals towards desired cultural norms.
- Data-driven solutions: Assumptions are cast aside as PeopleKult employs data and technology to identify and address real-world problems. We use AI to structure real-time information directly from the employees with our platform Culturama Live
- Impact measurement: PeopleKult quantifies the impact of the interventions, providing tangible evidence of their success.
In your opinion, what are the key qualities that make someone an inspirational figure in corporate education?
In my view, the key qualities of an inspirational corporate educator are:
- Lifelong Learner: They actively stay current with the latest advancements in brain science and learning theories. The field is constantly evolving, and the best educators adapt their methods accordingly.
- Willingness to Unlearn: They understand that some long-held training practices may no longer be the most effective. They’re comfortable reevaluating their methods based on new evidence.
- Impact-Driven: They go beyond simple satisfaction surveys to measure the true impact of their training programs. They care that what they teach translates to lasting change and improved performance.
- Focus on Learning Transfer: They view their role as more than just knowledge transmission. They ensure learners gain the motivation and ability to apply what they’ve learned in their daily work.
By embodying these qualities, corporate educators can inspire and empower their learners to achieve their peak performance while thriving.
What are some of the biggest challenges you have faced in the education sector, and how have you overcome them?
One of the biggest hurdles I faced early on was getting buy-in for new approaches to learning. Five years ago, mentioning things like neuroscience in the L&D department felt like pushing a boulder uphill. In-person training of 1 or 2 days was the norm, with eLearning seen as a tolerated add-on.
Another challenge was the disconnect between what we knew about learning and how training was delivered. Studies have shown a clear link between mental well-being, positive work culture, and growth mindset – all of which are crucial for effective learning. Yet, these concepts weren’t widely embraced.
Perhaps the most frustrating challenge was the misconception that behavior change happens overnight. Science tells us it’s about consistent practice in a supportive environment, not a single training session.
So, how did I overcome these obstacles? Well, I became a bit of a one-person learning revolution! I always came prepared to business meetings with my info pack on how the brain actually adopts new behaviors. I built decks packed with research and made them as engaging as possible. Slowly but surely, the message started to resonate.
It wasn’t always easy, but by being persistent and passionate, I’ve seen a shift. Today, there’s a growing openness to exploring new approaches in the L&D department. We’re incorporating brain science and technology into our training programs, and there’s a greater understanding of the importance of mental well-being and a growth mindset for learning success.
Education is constantly evolving. What innovations or trends in education are you most excited about, and how are you incorporating them into your work?
The education field is buzzing with exciting innovations, and two trends really pique my interest!
First, there’s the potential of Artificial Intelligence. Imagine using AI to analyze employee learning data and pinpoint specific challenges within teams. This could be a game-changer! By aligning our training programs with the actual behaviors employees need to improve, we can create a much more targeted and impactful learning experience.
Second, I’m a huge advocate for the rise of self-directed learning methods. I love the idea of empowering employees to become independent learners. By teaching them “how to learn,” we equip them with the skills to find answers, validate hypotheses, and iterate on their knowledge – a powerful meta-skill that benefits them far beyond any specific training program.
So, how am I incorporating these trends into my work?
When it comes to AI, I’m constantly exploring new learning platforms that leverage data analytics. The goal is to identify knowledge gaps and tailor content accordingly.
For self-directed learning, I’m co-developing microlearning modules that focus on building human skills on the flow of work. My company has partnered with Superflow [one of the most edgy active learning platform] giving us the tech power to scale behavior change.
The future of education is all about empowering learners, and these trends are moving us in the right direction!
What is your vision for the future of learning at work? How do you believe the education sector should evolve to better serve employees in corporates?
My dream for the future of workplace learning is all about empowering employees! I want to see learning that goes beyond just acquiring knowledge. It should equip people with the tools they need to manage their mental well-being, navigate change with confidence, and become self-motivated learners. Ideally, learning becomes so integrated with the company culture that employees feel a sense of fulfillment and purpose in their work.
Here’s the thing: learning isn’t just about memorizing facts anymore. It’s about taking action and applying what you’ve learned. That’s why I’m so excited about the potential of behavioral science and neuroscience in shaping the future of education. By understanding how our brains learn and how to motivate behavior change, we can create learning experiences that are truly transformative.
So, how can the education sector evolve to better serve employees?
I think we need to move away from one-size-fits-all training programs and embrace a more personalized approach. Microlearning, self-directed learning opportunities, and a focus on building meta-skills like critical thinking and problem-solving are all crucial. Ultimately, the future of learning at work is about creating a culture of continuous growth, where employees feel empowered to take charge of their development. I’m excited to be a part of making that vision a reality!
Website: peoplekult.com
