This recent LinkedIn post by Dan Pink really stood out to me. Dan is the author of several impactful books on behavior change, and in this post, he dives into important topics like climate change and vaccine hesitation. As I read through it, I couldn’t help but see it through a learning transfer lens.
To me, this post highlights exactly why our learning transfer approach—and the Turning Learning into Action (TLA) methodology—is so effective in driving real behavioral change.
One of the key principles we teach is: don’t jump into using your coaching tools or models unless you’ve first helped the learner identify a meaningful gap. That gap is the fuel for change. But to get there, we need to gently encourage learners to reflect—using a structured process.
One of my all-time favourite tools for this is the Panel of Three. It’s a staple in the TLA methodology, and every time I introduce it in training, it sparks instant excitement. People immediately start thinking of ways to use it with their teams—and they do.
So I’d love to share it with you here.
? Click here to watch the video
It’s a powerful way to help someone see their gap—without resistance or defensiveness. That’s exactly the point Dan Pink makes in his post. Telling someone they’re wrong often backfires. They dig in deeper. The key is to let go of our own need to be right and instead invite curiosity.
And that’s what this tool is all about—inviting curiosity through process, not persuasion.
Let me know how you go with it. I’d love to hear the outcomes you create.
Photo by Priscilla Du Preez ?? on Unsplash
