TRAINING EXPERIENCE REGARDING CHANGE

I recently had a workshop request from a German company with operations in Europe, US and Latin America in a Hotel in Monterrey Mexico where I live. I started by asking the sponsors who was the target audience; what was the business context, the problem or situation they wanted to address and solve; what meanings they had on “the problems” to solve; what practices and tools they were expecting for the participants to take away? In sum, what they wanted out of the workshop, that could allow me clarify and define the design criteria to proceed to propose the content and learning experience. This is what I did.

1) Define the design criteria. In this case: Providing practical tools to face changes successfully Provide emotional exercises that facilitate welcoming change Tap and elicit the best personal resources to face changes and challenges successfully Learn the meaning making process needed to address changes and challenges to get things done in VUCA environments Create a safe environment to speak and express themselves fearlessly and freely

2) Acknowledge and understand the type of audience: engineers with no “soft skills” training experiences.