Like many managers in his organization, Jim was experiencing herculean levels of pressure. Having worked with him before, I sensed that he was actually in tears as he described his request.
Consider me your accountability coach. I’m here to challenge your thinking . . . specifically, to challenge you to give yourself the same energy you give to your learners.
Your materials are prepped. You’ve practiced the content inside and out. You’re ready to deliver a best-in-class training program. No matter how prepared we may feel, our profession is guaranteed to present us with the unexpected. So how do we pivot when faced with learners who don’t see value in the program, who don’t buy in to this timely investment? How do we train the untrainable?
It isn’t easy to create effective learning events. If it were easy, there would be little need for instructional designers—everyone would build their own learning events.
I did not go to school for talent development—I was thrust into the role of trainer, and I liked it. It turns out this was the same path as some people who built learning and development at some major companies, so much so that there is a term for it—we’re called “accidental trainers”.
Don’t let your next hiring decision be one that you’ll regret. The strategies that follow will help ensure you make a great hire.
Some may argue that the marketing industry and the learning industry have little in common. The two industries have their differences but share an underlying goal: to influence how others think and behave.
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