IMPACT! CHOLearning 2026 The Community of Human and Organizational Learning’s 32nd Annual Learning Conference!
From June 22nd to 26th, our gathering at the Sheraton Denver Downtown Hotel, promises four immersive days packed with insights, innovation, and collaboration. Start the week with an array of workshops on Monday, kickstarting an enriching week, and explore the Co-Located workshops on Friday for a deeper dive into specialized topics.
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Note: There is a morning offering of the same session.
You didn’t implement it wrong. Your organisation interpreted it differently. Most of us are trying to improve performance, influence better decisions, and sustain results. The question is not whether safety matters, but why the same effort creates transformation in one organisation and resistance in another. Change doesn’t land as intended, it collides with the stories people already believe from experience. In this workshop, Andy Barker shares three case studies from Africa, the UK, and the Middle East. Same intent. Same tools. Vastly different outcomes. One drove accountability and delivered results but created resistance that eroded the gains. One made safety visible and valued but depended on constant reinforcement to survive. One shifted something deeper, and performance grew because people chose to carry it forward. The difference wasn’t the tools or the intent. It was the social code underneath the effort. The hidden narrative that shapes what people trust, what they believe is worth contributing to, and whether improvements feel like something done to them or with them. What you’ll gain · a clear way to recognise the hidden narrative shaping behaviour · a practical lens to see where performance is already working, and how to build on it · one simple shift you can apply immediately to improve engagement and results The promise This workshop shows you why the same effort lands differently in different organisations, and how to create the conditions where improvements take hold, spread, and last. Sustained performance doesn’t come from more control; it grows where people choose to contribute.
