Training

 

Training is a development process which triggers transformation. Ideally the transformation is welcomed by the learner and integrated into her or his personality in the form of a stable adjustment. The character of training is one of systematic repetitive exercise which influences people on the physical, cognitive and emotional levels with the aim of achieving increased effectiveness.

Image

What kind of co-creative workshops does ICW facilitators design and execute?

All kinds of topics centred on human interaction: leadership style, appraisal interviews, communication, coaching techniques, creativity, experience design, public speaking, conflict resolution, assertiveness for women in leadership positions, attracting customers vs selling to customers, and so on.




A training process from the perspective of a trainee might go as follows:

see - want - do – fail - learn - discuss - do again - feel - think - learn more - feel – want - experience - reflect - discuss - experience again - learn more - do better - rejoice - experience again - understand – want - adapt - do again – improve …

Masters are not born. It takes time and lots of practice to become one. Training therefore provides a combination of theoretical input, demonstration, simulation, and extensive feedback sessions. Simulations and feedback are the most time-intensive parts. These simulations give trainees the opportunity to go through a holistic experience (physical, cognitive, emotional) with respect to what they should or want to achieve.

 
 

Now, simulation is not everybody’s cup of tea. Criticism may be heavy: it’s not a real situation; my simulation counterpart does not understand the role; I cannot do things on the spot or in front of other people; it’s not a natural environment… and so on and so forth. And yes, this is understandable, especially if one knows that there is plenty of room for improvement by oneself, and that other people are looking on. The challenge here lies with the trainers and facilitators of such workshops.

In the role of the facilitator, it is mandatory to create a trusting atmosphere and environment carefully, in which people quickly gain the impression that they can try things out in a playful manner without their standing, self-esteem or pride being jeopardized.

In the role of the trainer, it is helpful to look at people from the core qualities perspective of Daniel Ofman. His focus is on what is already there, and how it can be adapted or altered in its intensity to serve the purpose better. And sometimes trainees, in spite of all their resources, might have to take on board a new skill or adopt a different perspective when working with people.