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.
“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.”