If you genuinely need to learn new skills, you have to change your behaviours and build new habits, so it's crucial to create and commit to actions that you can sustain.

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Often action planning is just a short-term energy hit at the end of a programme, but at Stellar Labs we use OATS so you learn for the long term.  Just like choosing oats for breakfast instead of those ‘sugar rush’ alternatives.

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O - Observable

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Observable actions are specific, concrete, sensory and describe what you will do and what others will see, hear, or feel when you take action.

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Observable actions are clear, measurable and easier to achieve than vague, abstract goals. For example:  "provide weekly feedback using the DESC model to my 3 team members" instead of the vague ‘improve my communication skills’.

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A – Achievable

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Achievable actions are essential for motivation and progress. Effective learning involves a degree of "desirable difficulty” which gives sufficient stretch to be challenging without being overwhelming.

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As a facilitator you can give guidance but let people choose what personally stretches them to enhance their sense of autonomy and intrinsic motivation,.  which  aligns with self-determination theory.  Ask people to rate the level of stretch and identifyany potential challenges and how they will overcome them. For example ‘weekly feedback to all team members isn’t practical; every two weeks is more sustainable and I’ll remind myself of the DESC principles before each meeting’.

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T - Triggered

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A trigger initiates the desired action. Research shows consistent triggers help embed new behaviours into our routines, making them automatic over time.

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Make it easier for people to build new habits by creating triggered action plans. For instance, use ‘When’ and ‘I will’ statements - ‘When we start our weekly one to one meeting I will offer feedback using the DESC principles.

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S - Supported

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Supported actions are more likely to be completed because we are inherently social. Manager or peer support, coaching, mentoring, or simply the fact that people notice you’re making changes all enhance accountability and motivation.

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Social learning theory tells us people learn better with the observation and encouragement of others.

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Ask learners to reflect on what support they need and from whom to make it more likely they will apply their skills. – For example, ‘I will share my action with Joanna, update her on my progress and impact in our regular meeting and ask if I have any issues’.

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The OATS framework helps ensure goals are not only well-defined and challenging but also more likely to be achieved and sustained.

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How will you use this framework to support learning transfer in your organisation?

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At Stellar Labs, we’re committed to providing learning professionals with the tools and methodologies that harness the power of brain science for optimal learning outcomes.

For more insights on how to implement neuroscience-based learning strategies, visit our website to explore our innovative approaches and technology that give you 5x more impact and 10x faster design.

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For anyone wondering what the DESC feedback model is it’s Describe, Express, Specify, Consequences (other models are available).

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