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Workshop Philosophy
Organizations
in many ways are a forum
for continuous learning.
Successful organizations
are always learning, both
at an individual level and
at the organization level.
We need to know new technology,
updates in areas of functional
specialty, the latest leadership
insights, and trends in
business and the economy.
Over
the last few decades studies
in adult learning have highlighted
that some of us learn:
- visually
- others
through auditory senses
- and
others kinesthetically,
through physical action
This
has been helpful for people
knowing what they need to
take in new information.
In
my experience as workshop
leader, there are another
set of dimensions. Some
learn through
- theory
- others
through experience
- everyone
learns through emotion
There
needs to be an emotional
connection – the information
has to mean something. It
needs to bring a sense of
peace or excitement, self-knowledge
or empathy. Author Daniel
Goleman refers to “resonance”
as being the primary success
factor of leadership. Emotion
includes fear: if you have
ever had a speeding ticket
or a car accident you know
the emotion of that incident
remains attached to the
landscape. That is emotional
learning.
Another
element of emotion is humor,
and laughter. Those moments
of joy connect you to new
material, and give a visceral
reminder that as an adult
learner, you are engaged.
Deciding what you need,
what makes sense, asking
questions to customize the
information, connecting
with your co-worker, all
are key elements of learning.
Therefore
all of my workshops build
in time for reflection,
and for break-out groups,
working with new material
to apply to current situations.
While I love the expansive
theoretical foundation of
organizational development
and leadership, I know my
clients have work to do.
I design workshops so that
the material is practical
and applicable. Clients
tell me they go back to
their office and put it
to use.
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