I’ve said it before, and I’ll say it again. When it comes to developing learning programs, I’m a bit of a rule-breaker. There are smarties out there who have developed complex models on how adults learn, where adults learn and why we should follow these rules. I respect them. And sure, they have merit. But the rigidity is where I’m left shaking my head. Every organization is unique. People, industries and priorities vary. How can we expect this one-size-fits-all approach to be effective?
Today, my mind goes to the humble training session. Namely, mind-numbing training sessions, where PowerPoint reigns supreme. Tell me, how can a facilitator believe that spewing dozens of wordy slides at participants equates a learning experience?
Not long ago, I was talking to a colleague about this very topic. He told me about some creative things his team was doing, which sent my mind spinning. At the day job, we had been considering some “different” learning events to shake things up in our new leadership development program. It left me thinking…
Who says we can’t do something different?
That “something different” meant hosting a leadership development discussion. Nothing new, right? Well…
We’re hosting it in a bar. A local brewpub, to be exact. Who says people can’t talk about leadership over some microbrews?
The proprietor of this brewpub will be joining us, and giving a brief talk about the evolution of their brand. Their commitment to their customers, particularly as advocates for their brand. Their involvement in the community. What their brand meant to him in the beginning…and what it means to him now. And then, we’ll draw some comparisons to our organization, and what lessons we can take back to our world.
I could easily gather a roomful of participants in the office, throw a few slides up on the screen, and talk leadership. Brand advocacy. Customer awareness. And we might have a pretty darn good discussion about it. But, a year from now, will those participants necessarily remember it? Maybe. But then, maybe not.
Will they remember the time the L&D team hosted Leadership Happy Hour, where we met at the brewpub and sampled some drinks and talked candidly about our brand? You betcha. Creating memorable, meaningful, relevant learning experiences is our job, friends. It’s okay to think outside the box and try something new.
Your turn: How do you facilitate meaningful learning experiences in your organization? Share your thoughts in the comments below!
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Reblogged this on Organisational Learning and Development and commented:
I really like Michelle’s blog post about thinking outside the square and breaking some rules when it comes to learning experiences. Sometimes, particularly with very senior people, they have done all of the iterations of learning presentation before and if you can find something different, they will engage on a much deeper level.
I agree, one size does not fit all. This thinking doesn’t work in our schools or in business. It is important for future success, both in education and in the business world to be willing to step out of the box and lead change.
Hi Debbie – Just wanted to say thanks for your comment here, too! You are absolutely right – we need to be voices of change and progress for our organizations, whether they are business or academic!