Do you struggle with writing? You’d like to write more and faster, but things are just not working for you. I can help. I have opened the Q1 2023 Free Your Inner Writer workshop for registration. If you want to write easier and faster, read the book. If you want my support in your writing, take […]
Too often, managers support training for everyone except themselves. However, since managers create and refine the culture, management training has an exceptional return for the time and money you invest. These three workshops, based on my Modern Management Made Easy books, will support your practice of management so you can be more effective. I recommend
I’m pretty sure that online training isn’t going to go away even when some people return to the office. I have already evolved my workshops to several possibilities of “training”: Short-form webinar (20-60 minutes of me delivering content, minimum interaction) Longer-form offering where people (typically) learn at their own pace Self-study with some feedback from
I suggested that I see three kinds of people in online “workshops:” attendee, student, or participant. I want to design for the outcomes these people can expect. I first start with this question: Who does the teaching? Who Teaches Whom? We have a model of teacher-led teaching, in both in-person and online workshops. I prefer
In the Design the Webinar Experience post, I said breakout rooms take longer. It’s not just breakout rooms. Everything online takes longer. People need time to synch online that differs from in-person synchronization. (I’ll talk more about this when I talk about designing interactions.) That’s why I think differently about what I want in each
When I think of a training experience, I separate the training into these parts: The content I hope people will learn. This includes setting the context. The various interactions that will illuminate and reinforce the learning. How to wrap the experience so people get the most of it. I then need to think about which
When I design any form of training, I ask this question: What actions do I want people to take after the training? Do I want to offer principles? A vision of the future? Some possible actions? Maybe a blueprint for the future? How about practice with feedback? When I want to offer principles or a
I bet you’ve been in a class or a workshop over the past few weeks. You were a “participant” in a class that ranged from 20-2000 people. You didn’t find the class organization helpful. First, the trainer/leader lectured at you for an hour or more. Then, you got broken into working groups with too many
Is your agile transition proceeding well? Or, is it stuck in places? Maybe the teams aren’t improving. Maybe no one knows “how to get it all done.” Maybe you’re tired and don’t know how you’ll find the energy to continue. Or, you can’t understand how to engage your management or their management in creating an
I am leading the August workshop, Practical Product Ownership, starting next week. I still have room in that workshop. If you struggle with the role of the Product Owner, this workshop is for you. You will learn to deliver what the business needs, with your team. I hope you join us. If you are wondering