I was in Canada last week observing several pilot versions of training programs that my team had developed. After one of the sessions I was talking with a participant who asked: “Have you found that adult learning principles work the same across cultures?”
As I took a moment to reflect on my experiences, everyone’s eyes turned to me, curious of what I might have to say about it. Continue reading
On January 21, 2017, the day after the U.S. Presidential Inauguration, about a gazillion women, men and children took to the streets in cities across the United States and around the world, in order to make sure that their voices, although not represented by the incoming administration, could nonetheless be heard.
When the marching began, I was sitting in an airport in Nairobi, Kenya, traveling from one training program to another. I watched the images roll in on CNN and I listened to several people from Kenya, standing behind me, exclaim: “HUNDREDS OF THOUSANDS of people are marching?! Wow.” It struck me that there were some very real lessons that learning and development professionals could take away Continue reading
Greetings from sunny Uganda! I’m on assignment this week in Kampala, where it’s Day 2 of a 3-day train-the-trainer program.
There will be a lot of practice facilitation and peer feedback today. Days like this can grow long and monotonous, with presentation after presentation, and the peer feedback process can grow stale and feel drawn-out after the first 5 or 6 presentations.
Recently, a colleague suggested I alter our peer feedback form. For this suggestion, I think he’s a genius. Continue reading
Happy New Year!
In my last post from 2016 I shared my one-word resolution that I’m hoping can center me as I try to make my work bigger and better in 2017: ruthless. As in: ruthless prioritization.
Over the past few weeks I’ve been asked to design several training programs in which the clients want big things achieved… and they’ve also given very limited time in which to achieve these things. My biggest challenge was to figure out how to deliver what the clients wanted while at the same time ensuring the training programs were what I’d consider to be fundamentally sound. Continue reading
Last week it was reported that Inky the Octopus crawled out of his tank at a New Zealand aquarium, suction cupped his way across the floor, squeezed through a 6-inch drain in the floor and, like Andy Dufresne from The Shawshank Redemption, wriggled 164 feet through a pipe on his way to freedom.
He was being held captive against his will. He wanted out. By any means necessary.
I get the feeling that a lot of people who are sent to mandatory compliance training or IT system training or a number of other workshops and conference sessions feel much the same way.
Here are five ideas you might want to consider in order to keep your audience engaged and to prevent them from ditching your training session. Keep in mind that even if someone doesn’t walk out of your session, they can still mentally check out. Continue reading
You can tell me that bias exists in the workplace, that my co-workers have biases, that I myself have biases, and that we as a company… nay… we as a nation must do more to combat workplace biases in order to create the inclusive, representative organizations that we need, and I’ll believe you.
Just don’t tell me this stuff for an hour. Even this training-loving, left-leaning, rule-following do-gooder will tune out after 10 minutes. Continue reading
I am constantly on the lookout for new ways to improve my skill set – articles, research, technologies and books.
This weekend I added a permanent section to this blog: a list of what I’d consider must-read books if you’re looking to go far in the world of L&D.
Give it a look. Let me know if you have anything to add in the comment section.