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Building High Performance Teams
Your managerial success is tied to your team. Teams are the most valuable resource of an organization. The times of lone leadership are over with Alexander the Great. These are the times of the team leadership. If you can build a successful team and...
Creative People - How to Handle A Bad Client
A client with a creative business called me one day and asked the following question. It's a question I get asked frequently, so rather than write an entire article, I decided just to tell you exactly what I told her.
Kirstin --
Do you have a...
How I Raised My Credit Score 40 Points in 24hrs. and Saved $658 a Month in Interest
Copyright 2005 Frank Bruno
It's never easy to talk about credit. Not with friends, not with family, not online, and, most of all, not with myself. Yes, I let a monthly payment go by here and there. I've maxed out my share of credit cards. I've...
Managing Creativity and Innovation part 1 of 2
Leaders, consultants and managers must be competent in at least thirteen domains to even begin effectively managing creativity and innovation. Part 1 of Managing Creativity and Innovation covers the first seven of these domains. a) The difference...
Promoting Business on CD (Pt. 2)
"Promoting Business on CD (Pt. 2)" Subtext: Instead of traditionally distributing your business's sales info by sending it on paper via postal mail, revolutionize and upgrade your promotion by letting prospects now 'hear' and 'see' your...
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What Sort of Training is Most Effective?
Organisations are turning more and more to external training
companies to develop the 'soft' skills of their staff. With so
much expertise available what do people need to look for to get
the best from the training they buy in?
At Impact Factory we have evolved a way of working with our
clients which produces truly effective training programmes that
take into account different and changing needs all the way from
the briefing process right through to the delivery of the
training itself, and beyond.
There are three stages that go into the creation and delivery of
effective training: it has to be specific to an organisation,
the group of people to whom the training is available and most
importantly the group to whom the training is delivered.
Here's how we see these three objectives broken down
There must be a good initial briefing reflected back to the
client in order to ensure that the objectives are understood.
The more detail the better, so that everyone is clear how the
training will fit into the goals of the company. Companies who
go to the trouble of providing well-detailed briefs, should be
presented with something better than 'off the shelf' courses by
the training provider.
There should be a period of consultation with the client and
prospective participants whilst the training is being designed.
This is to ensure that there are a number of different
perspectives heard, which can be taken into account when
creating the training. Input from a variety of people helps
present a broad picture.
Now most really good training companies achieve these first two
objectives.
It's the third objective, however, that truly sets excellent
training apart from the good.
It is the function of the trainer in the room when the training
is delivered. In the same way that training companies can
provide off the shelf programmes, so trainers can deliver
courses in a proscriptive and inflexible way.
In other words, they may be good trainers, but they follow their
training manuals step-by-step even when something unplanned
would be more appropriate.
Every Impact Factory training ever designed has a clear set of
objectives and a manual which will include a series of
processes, exercises and games to fulfil those objectives.
Beyond that, however, Impact Factory trainers are rigorously
trained to be able to create, develop and modify these processes
to fit the needs of the people on the day.
For instance, after a series of tried and true communication
exercises there might be a session given in the manual only as
"An hour on Added Value".
The processes for this session would be developed by the trainer
based on the dynamic of the group of people in the room and what
would most benefit them.
That level of flexibility keeps every training session we run
alive and relevant.
Here's an example
We ran a Team Event for a group of 18
software support and
customer service staff.
There were eighteen people who were giving up their Saturday
just before Christmas. We had created a one-day programme for
them to include 'team building', creativity and a look at how
the future of this department might develop.
They clearly said at the beginning of the day that they wanted
'fun', but didn't want any 'role play', but they also clearly
demonstrated during the day a desire and ability to play hard
and well.
This resulted in a process where three natural teams, or groups,
within the department created a tongue in cheek political
manifesto for running the department. It was then followed by a
party political gathering where each group electioneered, made
promises, bargained and generally tried to get the others to
vote for them.
It was tremendous fun, helped people deal with serious issues of
agreements between the groups, but most important of all, suited
this group of people down to the ground.
This approach may look dangerous and cavalier at first glance.
Indeed, if attempted by untrained people it can easily turn into
a disaster. However, when run by experts it is very safe, very
effective and produces comments like "this is the best training
I have ever done".
Impact Factory trainers work hard to give participants a
relevant experience as opposed to just delivering a training
well.
Our skill is in providing the appropriate training to fit the
group of people who are there at the time. When you think about
it, if we took this training, which was developed on-the-spot
for these software people, and made a reluctant, non-playful
group go through the same process it would not produce the same
result.
The experience is what is important. When you look at the reason
that role-play is so universally disliked it's because people
have had, or fear they will have, a difficult or humiliating
experience.
Impact Factory trainers and trainings don't use set piece
role-plays or inflict role-plays on unwilling people. We look
for ways to introduce 'real life re-enactments' using situations
or examples brought in by participants. They may well end up
'playing them out', but are likely to say afterwards things like
'How did they get us to do that?'.
This way of working is entirely dependant on the ability of the
trainer in the room being able to assess the people, create the
processes and 'bounce' the participants into willingly taking
part.
Our trainers will always deal with the experience that people
are having rather than trying to give people the experience the
manual says they are supposed to have. This is how Impact
Factory creates effective training.
About the author:
Jo Ellen and Robin run Impact Factory a training company who
provide Public Speaking,
Presentation Skills, Communications Training, Leadership
Development and Executive Coaching for Individuals.
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| Creativity - Wikipedia, the free encyclopedia |
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| National Curriculum in Action - Creativity - |
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| Ten Steps for Boosting Your Creativity |
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| Creativity at Work: The interplay of business, art and science |
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| www.creativityatwork.com |
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| Crayola Creativity Central |
| Crayola Creativity Central offers kids arts and crafts ideas for rainy day fun. We also have coloring books and pages, art and craft projects, games, ... |
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| Pages tagged with "creativity" on del.icio.us |
| All items tagged creativity ??? view popular ... Perspective for Creative Leaders · save this. by aromay to creativity business management ... 1 hour ago ... |
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| Creativity Web - Resources for Creativity and Innovation |
| Creativity Web Home Page Resources for Creativity and Innovation ... The Creative Process · Multiple Intelligences · Idea Recording · Your Creative Space ... |
| members.optusnet.com.au |
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| gapingvoid: "cartoons drawn on the back of business cards": how to ... |
| So you want to be more creative, in art, in business, whatever. ... Companies that squelch creativity can no longer compete with companies that champion ... |
| www.gapingvoid.com |
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| Creativity Quotes | Creativity Quotations | Creativity Sayings ... |
| Quotes on Creativity - part of a larger collection of Wisdom Quotes to challenge and inspire. Find Creativity quotations and links to quotes on other ... |
| www.wisdomquotes.com |
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| Ideas by Creativity Pool |
| A free database with new ideas and possible inventions. Add your own, or bring an existing idea to life. |
| www.creativitypool.com |
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| CREATIVITY |
| Creative problem solving depends on using the right tools, tricks, ... Search for the latest books on Creativity (or anything else) in the Quantum Books ... |
| www.quantumbooks.com |
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| Creativity Tools, Creative Solutions & Creative Problem Solving ... |
| This page explains a wide range of techniques which can help you generate creative solutions to your problems. |
| www.mindtools.com |
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| The 6 Myths Of Creativity |
| A new study will change how you generate ideas and decide who's really creative in your company. |
| www.fastcompany.com |
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| CreativeClass.org |
| Richard Florida's "The Rise of the Creative Class" examines creativity and its effects on economic development. |
| www.creativeclass.org |
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| TIP: Concepts |
| The relationship between creativity and intelligence has been always been a central concern of psychology ( Guilford , 1950). Much effort has been devoted ... |
| tip.psychology.org |
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| American Creativity Association (ACA) |
| An incorporated non-profit organization promoting personal and professional creativity. Association membership is represented by four multidisciplinary ... |
| www.amcreativityassoc.org |
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| CREAX - Portal for creativity and innovation |
| A resource for links on creativity and innovation on the web. A selection of 690 links is divided into 67 categories for the visitors convenience. |
| www.creax.net |
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