"What I hear, I forget; what I see, I remember; but what I do, I underst&..."
We all know Confucius’ observation above and this is the goal of training activities, that participants can apply what they’ve learnt and do so with understanding.
This is why skill practice is so important in our sessions; if we want people to do things differently we should provide them with many opportunities to practice.
Several of our recent posts have been on the topic of recognising your staff. We all know that if you want staff to stay with your organisation you need to let them know their contribution is valued. There are many ways of doing this, but sometimes it’s the simple things that really count.
Begin With A Simple Definition
Firstly, explain the characteristics of each construct: Structured and Flexible. Remember, no-one is always Structured or always Flexible. We can all do Structured and Flexible things, but the important thing to remember is that we don’t do them with equal enjoyment or comfort. It’s also important to stress that these constructs describe preferences, not skills.
“When making a decision of minor importance, I have always found it advantageous to consider all the pros and cons. In vital matters, however, such as the choice of a mate or a profession, the decision should come from the unconscious, from somewhere within ourselves. In the important decisions of personal life, we should be governed, I think, by the deep inner needs of our nature”.
- Sigmund Freud
Keep your eyes on the stars but keep your feet on the ground.’
- Theodore Roosevelt
Here we look at the second RIDO scale: How you prefer to gather and use Information: Practical or Creative; and provide three simple exercises for the time conscious to distinguish the two concepts at either end of this scale.
Of all the RIDO Scales, it is this one that seems to bring out the stereotypes! Repeatedly using the term Extrovert and Introvert (as in ‘Extroverts do this’, and ‘Introverts like that…’) can unintentionally have the effect to categorising people. A way to avoid this labelling is instead of saying ‘Extrovert’ and ‘Introvert’; try: ‘people with a preference for Extroversion/Introversion’. While it takes longer to say, it does help avoid ‘boxing’. It’s also consistent with the idea that we can all do Extroverted and Introverted things, it’s just we tend to prefer one over the other.
People approach work in different ways. Sometimes these differences get in the way of effective interactions with others, especially in team meetings.
The session plan below uses the RIDO constructs to develop a list of 'Meeting Ground Rules'. This will provide a guide for behaviour and help to improve the team’s effectiveness and efficiency in meetings.
Apply the Types of Work Wheel as a Team ReviewThe Types of Work Wheel is a convenient way of looking at the different approaches to work. The model consists of nine key teamwork factors. These cover all aspects of teamwork in every organisation.
To realise the full potential of teamwork, all teams must perform well on all of the nine factors. If any factor is weak, then the team needs to analyse the deficiencies and put plans into place to strengthen that function. The Types of Work Wheel therefore, is a practical tool which provides a framework and checklist for action.
Here’s a really simple activity you can use in any workshop setting when you want to explore diversity. I’ve used this exercise with 8 participants and up to 130! I usually run this at the beginning of a session as an icebreaker, but it also works well at any point throughout the day when you need an energiser to reinvigorate participants, or as a lead-in to a session on diversity & understanding others.
Here’s what to do:
Our Training team of 3 attended the Australian Institute of Professional Facilitators’ “Building Valued Relationships” Expo at Sea World Resort on the Gold Coast recently. We gained some valuable insights, met up with some old friends and built some new connections, and generally had a fun couple of days.