My training philosophy is simple. First and foremost, I never teach or use my curricula the same way twice. At every chance, I tailor every element to my client, their industry, the culture and, when possible, to the participants by learning who they are in advance. Furthermore, I follow these six principles.
1. The materials is practical.
Participants can implement the principles and tactics once they’re back in the office situation. I continuously improve the information, either by direct feedback from participants, from new research or findings, or our own empirical experience.
2. The environment is interactive.
Equal parts disciplined, informal, conversational and stimulating, my workshops are interactive. People describe my workshops in a lot of ways, but in more than 20 years of doing this full-time, I’ve never had anyone call the day boring.
3. The curricula is agnostic.
No matter the skill, no single process or methodology is taught in lieu of another. In fact, participants learn the basic principles behind the skill itself, which in turn, allows them to apply their knowledge and understanding to any branded system in future training workshops.
4. The conversation is challenging.
Engaging and provocative, the workshops test the status quo. In other words, if the training only reinforces what the team members already know, then it’s not actually training, is it?
5. The result can be evaluated.
I follow Kirkpatrick’s Model for Summative Evaluation, measuring: 1) the initial reaction of the workshop attendees, 2) the resulting increase in knowledge or capability, 3) the extent of behavior changes or work place improvements, and 4) the effects on the business or environment.
6. The time together is both fun and memorable.
If training is boring, no one learns. If no one learns, it’s a waste of people, time and money.