As we go into the new year, everyone will have Resolutions. I want to lose weight, I need a better job, I will, I won’t, I want. There are others that will want to advance their own skills and knowledge by attending new training, seminars and classes. This is great. But what if you attend one that doesn’t do any of those things.

The Scenario: You are ready to learn. You register for a seminar that you are ready and willing to engage in and actually help you to DO something new and different. You arrive at the seminar/class and they discuss a topic at a high level. All well and good but you have no previous knowledge of the topic or process and your entire purpose of attending was to learn something and possibly take a few templates, ideas and actions away from it.  Mind you they never really break down what works, any new approaches and/or possible step by steps on how to do it better.

During the session they discuss a lot of points but nothing that you or many people in the room could use. When you ask the presenter “how” you can apply the points within the seminar in a real life scenario they say, “Well, you need to be sure you provide TRAINING.” Umm isn’t that what you thought you were suppose to get out of that session? Isn’t that what you paid for? Well maybe they just take your money.

What the Fudge: How many of you have ever been in this situation? Many times people use the words and lecture rather then outline steps and provide simulations for us to take the time to put what we have learned into practice.

Help Me Do It Better: If you are unable to provide examples or allow simulation time, then at least have some hand-outs that include best practices, scenarios and/or quick guides and templates on how someone can practices what they have learned within the next 30 days.

Practice what you preach: I am a firm believer that what you are teaching should be placed throughout the actual presentation/facilitation in order to allow participants to experience, recognize and put what they learned into action.

Speak Up: Next time you face this in a presentation, be sure to call the person out because you only get what you ask for! And don’t you want to be the best?

Have a great, educational and prosperous 2010!

It is amazing what we have seen in just the last 20 years with technology.

Wonder what we’ll see in the next 5, not only for technology but also in the realm of Social Media!

TED discusses what social media can mean in the future.

Can you imagine what your world would be like if you had a Dwight in your office.

Dwight Schrute worships and views his boss as model of success. His ultimate goal it to be 2nd only to him and while Dwight craves authority he also takes the authority even when it is not delegated or given. Sound like anyone in you office?
His almost psychotic following of office rules do not stay within the boundaries of the office. They include those of the Shrute farm, his volunteer deputy status and anything else that he can create from his sci-fi imagination. This is why he would be the ultimate employee relations nightmare. So if you had an employee with the following actions and/or thoughts listed below, how would you handle them?

Adapted from the evil thoughts of Dwight Shrute

ALLIES - If history has taught me anything, it’s that you never count Chuck Norris out, and, most importantly, in any quest for power, one needs allies. Machiavelli knew it; he discussed it in detail in The Prince. During World War II, the Germans knew it; they created the Alliierte (Axis Powers) with Japan and Italy. And the Elves, Hobbits, and Humans knew it when they combined forces to win Middle Earth from Dark Lord Sauron. Now, I, Dwight Schrute know it.

ADAPTING TO UNEXPECTED CIRCUMSTANCES – I learned my company could go bankrupt, causing every employee to lose their jobs. This revelation rocked me to the core – the thought of Jim Halpert getting laid off before I have a chance to get him fired was simply devastating.

CO-CONSPIRATORS – I don’t do well with partners. I almost never figure skate in pairs. At camp, my swim buddy drowned (not my fault he couldn’t keep up with me). However, a co-worker learned of my diabolical plans and forced me to conspire with him against my foe. Now, this solitary predator will have to learn to hunt with another. Ah-woooooo (that’s the sound of me howling like a wolf, the prototypical pack hunter – it’s a metaphorical howl)!

STRENGTHS AND WEAKNESSES - When beginning a highly orchestrated, deliciously malevolent, genius revenge plot, it’s imperative to understand your opponent’s strengths and weaknesses. Failure to do so will almost certainly result in your demise. Don’t believe me? Just ask every single James Bond villain…even the ones with sure-fire plots like hiding a nuclear weapon in a jewelry canister in order to explode it at the circus. Idiots – if they were really serious about world domination, they should’ve taken the time to properly assess James Bond’s abilities (enhanced sexual charisma, weapons & martial arts expertise, English accent) and his Achilles heel (inability to survive multiple bullet wounds to brain).

So if you were faced with this type of employee, what actions or precautions would you take, how would you handle them? What type of intervention and/or employee training would you implement for him and for the others who have to deal with this menace?

AS A TRAINER, I have always used various approaches to help get people engaged. We all know that this can be a difficult feet. For those of us that have been doing it for years we don’t see the big deal. It’s simple isn’t it? Ultimately you use what best fits your personality, meshes with the audience that you are presenting to, and what can ultimately reflect the message and learning you are trying to reinforce. Am I right? Media, should reinforce and appeal to the content you are presenting and ultimately to your audiences senses. In order to do this it helps to be aware of the types of learners. Before I present a few of the cartoons I love and use, here are some of the typical types of learners.

VISUAL LEARNERS: They learn primarily through the written word and tend to be readers who diligently take down every word. These people often get carpal tunnel.

AUDITORY LEARNERS: They learn primarily through listening. They focus their ears and attention on your words, listening carefully to everything you say. They like to talk rather than write and relish the opportunity to discuss what they’ve heard. Funny how an auditory learner who needs to learn through listening often talks more than listens!

KINESTHETIC LEARNERS: These learners learn better by doing. This group learns best when they can practice what they’re learning. They want to have their hands on the keyboard, the hammer, or the test tube because they think in terms of physical action. So for those of you who don’t like role-plays, shut up, watch and listen

So for all you learners, here are the cartoons that I like to use that can also prove a point for HR and Learning (dependent upon your audience, interpretation and content):

Catbert – Drug Test (left): Pretty pointed but I have used this in training to prove a point to my fellow colleagues on how confusing messages are being presented. Like some marriages, we say we love you but first, let’s get a prenuptial agreement. Definitely conditional.

Farside – Damned if You Do/Don’t (right): This one has dual meaning for any piece of content, class or organization/department. We have all been in situations where, regardless of the choice we make, the choice may not be a good one. Sometimes it is just about choosing the better of the two evils. Outside of what the cartoon states, it’s not “easy.” Do you know anyone that has never been in this situation? I don’t.

Dilbert – Ahhh motivation (left): In this economy it is difficult to keep a positive attitude. Instead of just trying to SAY that everyone needs to keep a positive attitude, why not just call it like we see it! You are in a cube, there are many times you feel undervalued and underpaid. OK, we got it out, now what do you do? Clear the air, accept it and take actions to change and improve the situation. People give you a lot of current attitudes in a classroom. The key is to call it the way it is and then move on to something productive.

Farside – What we say, What we hear (right): I think this is great for any communication, conflict resolution, or emotional intelligence type class. There can often times be a disconnect between what we say, how it is translated and what we hear. In my opinion, the key is more about identifying this insufficiency to understand others rather than just outlining the challenges that are faced in communication.

The Traditional Approach to Employee Motivation (left): One of my favorite of all time. I found this one years back and have used it in a variety of programs and presentations. The key for companies and those of us in HR and Training is that this is the traditional approach. Some individuals and brands are stuck in this mindset. We need to move away from the mindset as well change our actions toward the people we interact with.

Farside – Interaction (final): This one has some duality to it. You could use this to convey ideas on interactions between departments and people. It can help reinforce how others may not know how their actions are affecting the environment they are in. I would say that within learning sometimes we get angry at the other parts of the business and rage war. We will only interact with those that share the same perspective and if they don’t follow suit then we, subconsciously attack them for not wanting to answer our questions. You must remember that we provide value. That while we contribute to that value we do not own the value. But that’s my opinion.