Tell Me a Story
25 Jan
I’ve been developing a training session to be rolled out in the next few months. It’s new material, somewhat technical and instructional, and there is, admittedly, a good chunk of “how to” that needs to be covered. Yet, at the same time, there’s quite a bit of complexity having to do with clarifying understanding of values and related behaviors as well as preparing for the shifting that will come from changing a decades-long way of getting something done.
The best thing? It’s subject matter which I wholeheartedly embrace and support. I’m passionate about it and confident that if I can share that passion with others and get them to understand and buy-in to it we can achieve some great results.
So as I’ve been mapping out the process and the learning objectives I’ve been focusing on how to make it a success. My intent is to pay attention to some of the details so often left out of the typical HR developed training programs:
- Focus on language – using the correct phrases and appropriate words can be powerful when those words are meaningful and evocative
- Tell stories so that the audience will experience emotional connections with the subject matter
- Build excitement – not through cheesy training games or gimmicky exercises – but through interaction, laughter and gathering insight from attendees
- Create opportunities for post-session learning. Some attendees may walk away with just a bunch of data dumped into their brains but people – ALL people – learn continuously through their experiences in this wonderful crazy thing we call life
So yes indeed – I’m quite excited.
I’ll come back and tell you a story about it when I’m done.
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“Over the years I have become convinced that we learn best – and change – from hearing stories that strike a chord within us. Those in leadership positions who fail to grasp or use the power of stories risk failure for their companies and for themselves.”
Robin,
You and I have chuckled in the past about cheesy training activities. Looking forward to hearing how you incorporate stories into your learning plan. They can certainly be powerful.
Curious – storytelling isn’t fool-proof. What’s your plan for when your story strikes an unintended chord and takes the discussion on a tangent?
Good point Jennifer. And in a way, might be kind of interesting (exciting even!) to see where that might lead.
Sounds exciting Robin! Can’t wait to hear more! I agree that it is definitely easier to design, develop and implement a program that is connected to something about which you are passionate.
I love sessions dedicated to exploring and defining Company Values (along with Mission or Team Purpose Statement). I believe it is often overlooked or just “hung on a plaque on the wall” with no context for what it means or how we can demonstrate “living those values.” Some of the greatest and most powerful stories will come from participants.
I recall in particular how touching it was to witness a participant in a client session (oil & gas offshore worker who was probably about 60 years old) stand up in front of 250 of his colleagues in the room and share his experience of the company and leaders supporting him throughout his battle with cancer – which demonstrated one of their core values to take care of their greatest resource – their people.
Best of luck to you!
I love that story Jill!