Training

‘Watch and Wonder’ or ‘Experience and Engage’?

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In his book Talk Like Ted, Carmine Gallo quotes from Ben Sanders.

“People don’t want to just watch and wonder. They want “to experience, to engage, to endeavor…that’s where the real meat of life is to be found.”

So, are you a ‘watch and wonder’ or an ‘experience and engage’ person? I am totally an experience and engage type…just ask my traveling friends!

This became very evident when we were traveling in Italy. So many things to see, appreciate, explore…and touch! Let’s just say that it was a smart thing for the guardians and curators in the Accademia di Belle Arti (Academia of Fine Arts in Florence) to have a fence around the breath-taking statue of David! I also learned very quickly that touching wax statues in Dublin, frescoes in Pompeii, and Florence, are greatly frowned on…actually forbidden. It’s amazing how body language, tone of voice and volume help an Irish-Canadian, totally English speaking person understand what ‘non toccare‘ means.      http://www.artoffresco.com/03-History/03.7-pompeii/03.7-history-pompeii.htm

So what does this have to do with training and development? More than you may realize.

Think about your employees or students, would you describe them as being watch and wonder, or experience and engage folks? How does that impact the way they learn…how should it then influence the tools and techniques you use for training and developing?

Let’s apply this to a lesson most of us have experienced at some point in our life…learning to ride a bike. Many options are available: read a manual, watch a YouTube video, and listen to someone explain, watch someone demonstrate, or get on a bike and figure it out. Your style of learning could be any one of these, or a combination of techniques. What about other topics like conflict resolution or learning to use a new piece of technology? All the options exist, but already you can identify which would be most effective for you.

Think about a skill that you know your employees or students need to acquire…got something in mind? Great, now take a few minutes and consider all the ways that skill could be taught. Next, think about your audience, how do they learn best? You will probably need to think of a combination of learning activities in order to address everyone, but the results will be well worth the effort.

So what about the way I was ‘encouraged’ to learn that frescoes were not to be touched? I did learn the lesson, but I was publicly reprimanded and embarrassed. Did I already know that I shouldn’t touch? Probably to some degree, but did I fully understand why? Not really.

OK, so hugging Pierce Brosnon's waxed statue may have bent the rules a little!
OK, so hugging Pierce Brosnon’s waxed statue may have bent the rules a little!

I admit that I am a tactile learner, and I also have to admit that I selectively adhere to rules…when they don’t make sense to me! Would my actions have been different if I had received appropriate information before hand? Absolutely! Is this a teaching style engaged in the classroom or workplace? Sadly I have seen and experienced the technique in both places…with devastating effects.

Let me encourage you to become an ‘experience and engage’ facilitator of learning. Next time you have the opportunity to provide a learning experience, think through the how and why, then let the creative juices start to flow!

Then, now, tomorrow…

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Do you ever get to the point when you simply need to de-clutter? It could mean de-cluttering your home, your car, your office…or your mind. Throughout the year my mind flips from one course of study prep to the next, from classes to contracts, from strategy to application, from delivery to review. What I long for now is to let my mind be still, to reflect, to let it wander and wonder, and to learn. Actually, I think that perhaps now is the time to develop more than learn.

 Have you ever considered what the difference is between training and development? For many years I have used the terms interchangeably, but now realize that while both are vital, they each have their own focus. The way I see the two is that training focuses on the skills I need to do the ‘job’ right now, while development is more about learning new skills and techniques for the future. I love the element of past, present and future that comes into play here; we consider what skills we have used to be successful in the past, tweak them for efficiency in the present, and creatively consider what skills will carry us into the endless possibilities of the future.

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This idea of learning and developing took on a new meaning to me when visiting Il Duomo di Firenze in Florence. Do you know that they built the cathedral with the skills they currently had, but counted on the development of new skills to complete the dome? That’s what I call blue sky thinking! And…history proves their optimism paid off, the result is breathtaking!

That’s what this blog is all about…looking back on what I have learned from past experiences, reflecting on what I am learning today, and challenging my mind as I prepare for the possibilities of tomorrow.

I really appreciate this quote from philosopher and educator Mortimer J. Adler…

“There is a strange fact about the human mind, a fact that differentiates the mind from the body. The body is limited in ways the mind is not. One sign of this is that the body does not continue indefinitely to grow in strength and develop in skill and grace. By the time most people are 30 years old, their bodies are as good as they will ever be; in fact, many person’s bodies have begun to determinate by that time. But there is no limit to the amount of growth and development that the mind can sustain. The mind does not stop growing at any particular age.”

I hope you’ll join me in the exploration.