Having Fun Learning!!!itac.ca/uploads/pdf/NVision_Presentation.pdf · 2014. 12. 18. · Having Fun Learning!!! June 2010 presentation to ITAC Tony Kerekes & Sue Nador (NVision Consulting)

Having Fun Learning!!!

June 2010 presentation to ITAC

Tony Kerekes & Sue Nador (NVision Consulting)

Sue Nador 416-466-3010 [email protected] Kerekes 416-406-2308 [email protected]

mailto:[email protected]

© NVision Consulting Ltd. 20102

LIVEN IT UP A BIT


Shake Things Up

We expect a flow to training or offsites. You expected an Agenda here!

Imagine having no chairs, a playing card and some guy on stage who launches you into a game….where is the boring speech and agenda?

Imagine having a breakfast of crumbs, empty coffee urns, etc…then you discover a food station with leaders greeting you and plating your food.

You are given content ahead of time vs. death by bullets and put into groups to work out real live P&L problems that are concerning you on the job. Your output is used by marketing in planning, not trashed at days end.


Survey

To what extent… 1 = not at all5 = completely

Are you able to get people excited about coming to your training?

Does the learning continue after the ‘event’?

Do you use a combination of techniques to engage every kind of learner?

Is training an opportunity to develop broader and deeper networks for knowledge sharing and problem solving?

Is training made ‘fun’?


Agenda

Introductions

The dreaded research (we are consultants and can’t help ourselves, but left the 9 box grid at home) and tips to “liven it up”

Hold attention in a tech/ADD era?

Keeping adult learners involved and in control of their learning – Fun and Games (and some bribes)

How can we make classroom learning stand out and last and last?

Use analogies, acronyms, & repeats, e.g. tell them what you’re going to…

Lunch


The Learning Methods Survey Says…

Survey data from the Chief Learning Officer Business Intelligence Board (BIB) released May 2010 . BIB, a group of nearly 1,500 professionals in the learning and development industry, to assess and benchmark learning delivery methods.

41% use classroom training (instructor led ILT) primarily - decreasing slightly over the past three years.

Formal on-the-job training and asynchronous e-learning were second highest (both 18 percent),

Synchronous e-learning (self study and group led combined at 11 percent), text-based training (4 percent), satellite video (4 percent) and portable technology (1 percent).


The Learning Methods Survey Says…

Elearning advantages: self-paced format (52%), and cost savings (45%).

Organizations indicated their use of more expensive ILT was driven not by cost but by corporate culture and the value of student-to-student interaction.

Next 12 to 18 months changes: increasing learning that includes technology and decrease emphasis on in-person, location-based learning – more use of asynchronous e-learning (59 percent).

BIB members also reported they plan to increase asynchronous e-learning mainly due to its perceived effectiveness (21 percent), cost (27 percent) and convenience (26 percent).

ILT remains king for now, the rapid speed of business and technological change are making other learning delivery methods increasingly popular.


Think about…

How you would communicate with a person who does not sit all day:

• a “Globe reader” who Bberry’s in meetings

• a “Sun scanner”/headline news (680)

• a “TV watcher” – no longer passive e.g. PVR

• a video/Wii player

Gesture Tek


Learning as a process

Three phases:

• Teaser and foundation

• Train in “chunks” or modules – practice in between

• Post – assessment , regroup/refresh

Pill bottles: positive teaser “500 mg of improvements”

Post cards: We have an exciting itinerary planned….. The first leg of our journey begins on…..departure gate….flight crew…..please do not remain in your seats….


Why Humour?

“If I can make you laugh with me, you like me better, which makes you more open to my ideas. And if I can get you to laugh at a particular point that I make, by laughing at it, you acknowledge it’s truth.”

“He who laughs most, learns best.”

Very popular Video Arts training films.

You take something funny away and retell it to colleagues/friends.

Think about the unexpected – grandmother in the office…

Alternately, show them something they can show others. They learn through retelling/teaching. Ask them to recap at team meeting.


Be Playful - High Anxiety

“Nervous” means “worried about something”. You might feel nervous if you were served prune ice cream for dessert, because you would be worried that it would taste awful.

“Anxious” means troubled by disturbing suspense which you might feel if you were served a live alligator for dessert. You’re troubled by the disturbing suspense about whether you would eat your dessert, or it would eat you.

Lemony Snicket, A Series of Unfortunate Events


Make Learning Accessible and Used Later

Created great content in a binder for a shelf (shrink wrapped)

Content should be easy to access eg Dummies books make it easy to find, with icons and some playfulness – Dummies Cheat Sheets, Tip of Day….Bombs!

Some learning created by SMEs are full of acronyms, really dense and eye charts – Yawn!

Understand learning styles to vary approach – giving directions? Met someone at the wrong Starbucks? Why?

Tip of the Day Widgets!


INTERACTION AND GAMES PEOPLE PLAY….


Games People Play

Don’t use just to liven up session eg fun team building with no relevance

Games should be engaging and fun and easy to learn - easy rules, fun (eg soccer vs bball)

Make sure its relevant to current business challenges

Lots of board, card, and web or video-based games – look at style and learning approach and your audience needs (theory vs practice eg biz sim)

Experiential learning helps learn through active “experience”

Can develop strategies to overcome challenges and make learning transferable. Can test situations safely eg “team role play”.


Game Shows

Game Show Presenter Software

Can test knowledge and focus learning/discussion on gaps


Collaboration Tools

Low Tech Surveys…. How are we doing on….and the audience said….

Audience Polling – Live or Webcast – maybe soon via Bluetooth

Key to above is to integrate thoughts into the presentation, open discussion and probe audience or use to start table conversations

Table discussion with arranged grouping by “interest” eg similar market store

Audience response systems interactive with Speaker, eg HRPA


Present Stats for Discussion

Last ITAC session - What are your Employees Thinking?

13% Actively seeking

45% passively seekingSource: Towers Perrin

“If you want loyalty, get a cocker spaniel…”

Conference Board of Canada


Use Characters

Rather than a complex situation, use an identifiable character, e.g.“Rick”

Can generalize circumstances from the character presented and engage in discussion.

Marketing uses to bring customer segment to life.

http://www.maytag.com/


Team Movement Games

Timing- liven up a “slow” section or afternoon lull

Can be competitive (great for some groups)

Can teach group about some realistic skill gaps

Coordinate effort and communicate

Add twists – incorporate new learning (eg value of newcomer)

Building – movement, race – build rope house.


Team Movement Games

Pass ball around group

Using competition to build team spirit and learning, especially for breakthrough

Debrief is key to look at what can be improved

Look at relevance to competencies – creativity and innovation

Safe - except with seniors, so know audience

Rearrange groups randomly with cards


Team Table Games

Decision making – training managers

Coaching and management examples with videos

Timing- liven up a “slow” section or afternoon lull

Keep it simple to understand rules

Simulation games e.g. crash landing

Understand communication/styles cards


Use Images To Spark Discussion

Mick could be his grandfather!


Let Learners Interact, Build and Share BP


‘Fun’ & Useful Support Tactics (Pre & Post)

Screen savers with links

Live Quizzes/Business Trivia/Tray liners

Recognition of desired behaviours – communicate examples

Integrate into other programs - reinforce

Communities of practice – internal IKEA Hacks

“People forget most of what they learned within 30 days - help keep it current.”


MORE ANALOGIES AND CHARACTERS….

and a little bit about sex and money….


Metric: Day 1 to Contribution

Have them work out what goes into a hireand productivity lost


Table Talk

What was your ‘best’ training experience? How did it help you?

What was your ‘worst’ training experience?

Think of three fun ideas?

How can you leverage fun more consistently?

What have you done to enhance the fun in the web experience (e-learn, webinar)?


From “I Do” to Day 365

Marriage and cooking with recipes (objectives)

Use an Analogy – Can be from Life


Are you engaging in the process of Pre-Bonding?

Extensively: 6%

Somewhat: 58%

No: 34%

Source: Herman Group


Why Onboarding Can’t Wait for First Day

Reinforce their decision (no courtship letdowns)

Gradual On-Boarding rather than Shock

Position them For Success

Preparing the Team


First Day Stats

4% of new hires have left their job after a disastrous first day

9% considered it

54% regret taking job shortly after starting

59% were left to their own devices during their first day at work

12% had been refused entry by a security guard not expecting them on the first day at work

Source: Begbies Traynor, (survey of 150 staff) 2003

Provide shocking stats to discuss. Look at why. Ask about personal experiences.


By the End of Year 1… Renewing those vows

Feel confident but challenged

Feel like you ‘belong’

Have a sense of ‘purpose’

On most days, no feelings of ‘what have I done’…


Two more things people want more than sex andmoney… recognition and praise.

Mary Kay Ash“

“Why Performance Management Fails


Why performance management fails?

Let the analogy work e.g. bad review by inept boss.

Use offbeat real life scenarios, e.g. review your spouse?


Why performance management fails

Top-down

Too much time and too complicated (a lot to know)

Treated as an event (anniversary) not a process

Goals unclear eg unlike Days LTA (no rallying cry)

Some managers do not like tough conversations – like the Sgt


Your Sabbatical!

Solutions focus.


Tackle a Challenging Related Topic

Take a controversial article ask groups to talk about it – blow up HR

Tom Peters “Brand You” article/concept – discuss relevance, create tools

Rewarding negative behaviour?

Best/Worst customer experience ever?

Describe best boss you never had?

How do you deliver the company’s brand promise?

Create Challenges:

• $5 or competition service results – how do we beat….

• Other locations safety, stacks, on-time – how to beat…

• Provide data and ask for solutions – e.g. BP, miner

From RecruitingBlogs.com May 2010


Challenge With Reflective Discussion - Gallup’s 12 Questions – How Would Your Team Answer

Do my opinions count?

Does company mission/purpose make me feel my job is important?

Are my co-workers committed to doing quality work?

Do I have a best friend at work?

In the last 6 months, has someone talked to me about my progress?

This last year, have I had opportunities to learn and grow?

What would the watercoolersay?


Summary eg Top 8 List

As active learners, they:• prefer to be in charge of their learning process• try to fill gaps in their knowledge (privately)• decide what they want to learn (or bberry keys fly

under table)

Think of alternatives eg professional role players/video

Adults absorb information• when they feel it is immediately useful• when it can be applied (JIT Learning - Perf App

simulation)

Make games and fun relevant (WIIFM test) Don’t Be Dilbertized


Keeping a Retreat Moving Forward….

Before an organization pulls its leaders and teams away from their BlackBerries, cell phones and projects for a retreat, it should answer the following questions:

• Does the retreat have a clearly defined purpose and outcome?• Would there be a downside to not having a retreat at all?• Will the retreat allow for the focused attention, collaboration,

creativity and networking that would be difficult to achieve back at the office?

• Is there senior management commitment, a plan and dedicated resources to ensure decisions at the retreat will be implemented?

If the answer to all these questions is an unqualified yes, there’s a good chance the organization will enjoy a memorable event with apositive effect on the company and a healthy return on its investment.


That’s all folks…..

Documents

Having Fun Learning!!!itac.ca/uploads/pdf/NVision_Presentation.pdf · 2014. 12. 18. · Having Fun Learning!!! June 2010 presentation to ITAC Tony Kerekes & Sue Nador (NVision Consulting)