Inspire Blog
28-07-2010
Hope you can all come and visit us the expo STAND NUMBER 1
http://conference.hrinz.org.nz/Site/events_national/conferences/2010/exp...
05-07-2010
After a lot of drilling, gluing, plastering, wiring, painting and nailing, the new meeting room is almost fully operational.
Here is another shot of work in progress.
23-06-2010
As many of you know, Inspire Group is a great place to have a meeting. We have a big room with a SMART Board and air con. You can pull up a chair or a bean bag – it's your choice!
While you meet you can keep cool with a Coke, Sprite or gingerbeer or enjoy a hot cup of tea (herbal or traditional) or an espresso, made with our very own industrial strength (Italian) coffee machine.
To top it off, we're a friendly bunch and if you time it right we have delicious morning teas to celebrate anniversaries, thanks to our lovely Chrissy.
This week we're showing how much we enjoy meeting with people by building a second meeting room. On Monday it was some lines of masking tape on the ground. On Tuesday drop sheets were added (to keep the carpet clean). As of now (Wednesday) the frame is up and the walls being built.
Here's a snap shot of work in progress.
28-05-2010
You can follow Inspire Group at the 2010 NZATD Conference 'tweet by tweet'. Check out our Twitter feed and follow us to keep up to date.
26-05-2010
Nervous bakers admire the entries
Hannah
Name of your entry
Hannah’s secret peanut butter chocolates.
About your recipe
I can’t tell you much because it is a secret family recipe. What I can say is that they are incredibly rich and very unhealthy (apart from the almond on the top).
Judges comments
Top marks for presentation, rich and delicious although the judge did dramatically spit half of the food into the bin as it was too rich to taste that along with everything else. Feedback was that I could have toasted the almond on top.
Your evaluation
When I bake at 10.30pm I will not be toasting the almonds so feedback is noted. I loved the drama the chef displayed to spitting my food out which in turn made my colleagues quite curious to have a try. It also made me react which was probably the whole idea (these chocolates have won a bakeoff before you know). Feedback from the team was pretty positive and they were polished off by the end of the day.
And the winner is ...
Shaun Sheldrake
Name of your entry
Chocolate Brownie
About your recipe
My favourite very, very rich recipe.
Judges comments
2nd place, very good. Oli loved the little choc chunks in the middle.
Your evaluation
Fantastic fun event, loved the way we all stood around nervously hanging on the words of the judge.
21-05-2010
We've all seen them. The magic cooker, blender, cleaner, hair straightener or exercise machine. Love them or hate them, infomercials do a great job of highlighting a problem and selling a solution.
Here's a short video that highlights some infomercial 'greatest hits'.
Notice a pattern? If you think about it, most if not all of the problems depicted in these infomercials aren't real problems at all. Does you hair really get that tangled? Is your bathroom that mouldy? Does you current exercise machine really hurt your back? Probably not, or at least, not most of the time.
Training courses can be a lot like these infomercials. Instead of dog hair on the couch or facial wrinkles, workplace learning aims to solve problems like helping people to increase their knowledge and improve their skills.
At Inspire Group we spend most of our time helping our clients solve learning problems in the best way possible. Learning that works is not only about finding the best solution to a learning or performance challenge. It is just as much about solving the right problems. Sometimes it can be easy to assume that because people aren't performing their jobs correctly or well enough it is because they need more training. But is training the problem?
Unsatisfactory performance by staff can be caused my a number of factors, including:
- They don't have the knowledge to do a task (how do I update a record in the database?)
- They don't have the skills to do a task (I know the steps involved but haven't had a chance to practice doing this on the job)
- They don't have the motivation to do a task correctly (I know how to do it and I've practiced but I don't understand why it is important to do it right every time)
- The company policies, processes, technology or culture make it hard (or impossible) to do a task to the required standard (I want to help more customers but my computer system is always crashing)
If you think about these four causes of performance issues, which ones would be solved by more training? Definitely the first one, and some training can help to build skills when combined with some on the job practice and coaching.
When it comes to solving a performance challenge caused by a lack of motivation you should ask yourself, "Why should someone care about doing this task correctly? How can you paint that picture for someone else?" You could train them on the process one more time. Or you could show them the reasons why they should shred sensitive documents.
If your business had an issue with customer service staff making mistakes taking help desk calls or orders at the drive through because they are rushing, don't give them more training. Instead, stop and ask, "Why are they rushing?" More often than not the answer will be because their manager will tell them off if they go too slow or because staff get a bonus based on how fast they serve customers. Yes training could help them reduce the number of errors they make. However it probably isn't the right problem to solve.
So before you start scoping your next training course make sure that you're solving the right problem before you work on solving the problem the right way. Think about your latest training course. Is a lack of training the solution to your problem? Comments are open.
30-04-2010
As creative people we are constantly finding new sources of inspiration. We believe there are always new ways of illustrating a concept, telling a story, making something more engaging, presenting ideas, encouraging people to interact, standing out and selling a new process.
We follow proven adult learning principles. We also take things one step further for our clients. In other words we 'turn up the heat' on learning and development. How do we do this? Instead of only looking to learning and development practices we draw inspiration from a variety of sources, especially ones that aren't designed specifically for workplace learning.
For example, this week we went out and bought a set of childrens' craft and activity books. Next we found the really interesting ones like the 'Superhero toolkit' and asked the questions, "what is it about the Superhero toolkit that makes it fun and engaging?" and "how can we take those elements and apply them to adult learning to create something awesome?"
Want to know what we came up with? Well when you talk to us about your new induction you'll see :)
We thought it would be a cool to share some examples of things that inspire us. Every Friday look out for links, pictures, videos, sites, books, adverts, TV shows, products, movies, t-shirts - what ever sources of inspire-ation we have to share.
Let's kick things off with a way to add elements of play to things other than games.
“One of the best ways to engage any audience is to give them something to play. From multi-million dollar action games for dedicated hardware to bedroom coded Flash games, there is a world of digital play out there. So how can you apply it to your application or service's design?” Or as we'd say, "how can we apply this to online learning?"
What inspires you? Post a comment below.
27-04-2010
Coming up next month, Inspire Group will making the trek to Auckland for the 2010 NZATD Awards.
We'll be on display for all to see at the Trade Expo which will be open to conference goers and the general public on 27 - 28 May. Stop in an say hi to us.
21-04-2010
Our office has been abuzz recently with talk of a book called 'The Back of the Napkin' by Dan Roam. It's subtitle,'Solving problems and selling ideas with pictures' describes something we do as part of working with clients.
How often have you been in a meeting where everyone is tossing around great and inspiring ideas? The answer is probably 'all the time'. Think about what happens at the end though. In our experience, despite the good discussion and even the agreement of everyone at the meeting, people still leave with different ideas about what was agreed and how it is to be achieved. This isn't usually caused by a lack of notes.
In his book Dan recommends instead of writing words, we draw pictures. Why?
There's a lot of science behind his reasoning, but it basically comes down to this: pictures are a tangible representation of an idea. It is much easier to see, discuss and agree on an idea if it you can see and touch it. Also, if you need to take the idea and sell it to someone else (like your boss) then a picture is far more effective than rattling off a list of bullet points.
A secondary benefit of drawing pictures of ideas is that it encourages others, even the non-artistic (Dan says 'anyone can draw these kinds of business pictures') to suggest or even make changes to the picture if it doesn't match what they are thinking. Basically it engages the meeting participants in the process of shaping ideas.
Drawing pictures to represent ideas is called, 'visual thinking'. So what kinds of pictures are we talking about? Dan suggests six types:
1. Who/what?
2. How many/much?
3. Where?
4. When?
5. How?
6. Why?
Sound familiar? The six Ws (well five plus one H) you probably learnt in school when writing a good story or giving a speech.
Dan has come up with some basic visual thinking tools including the six Ws. You can learn more about them at his book's Web site (click the 'Tools' link at the bottom).
He walks the reader through an example of tackling a real life, multi-million dollar business problem using pictures in what he calls the 'visual thinking MBA'. This really shows the value of solving problems and selling ideas with pictures.
So if you want to get clarity and increase participation at your next meeting, read Dan's book and get drawing!
How have you used visual thinking to solve problems and sell ideas?
19-04-2010
Stu's fave video so far this year. And a good song too.
The video was filmed in a two story warehouse, in the Echo Park neighborhood of Los Angeles, CA. The "machine" was designed and built by the band, along with members of Syyn Labs over the course of several months.
OK Go — This Too Shall Pass from Schmidtriy Zhopkinman on Vimeo.
16-04-2010
Dan Pink tells RSA Journal what really motivates humans.
Have you noticed this at your workplace?
08-03-2010
This week we’re going to introduce you to the newest member of our Inspire Group team AJ.
BR: What do you do at Inspire?
AJ: I’m an instructional designer and project manager, which is really just a flash way of saying “I design cool training stuff for grownups and I if I’m not designing it myself I am organising the people in my team to do it instead.”
BR: What was your journey to working at Inspire Group (education, experience etc)?
My work over the last 12 years has involved developing people in some shape or form: from corporate training facilitation, instructional design, team leadership, and contact centre coaching to life guarding, swim instructing, outdoor instructing, and personal training.
I have worked in government, banking, research, and non-government organisations. To satisfy my creative side I have even worked as a radio DJ and am an almost qualified architectural draughtsperson).
BR: What do you like about your job?
The cool thing about my current role is I get to combine creativity and design with people development. I love watching a light go on in people’s heads when they learn something new.
BR: So what made you want to work at Inspire Group?
I worked with Inspire Group as a client when I was an instructional designer at ANZ. I loved the team’s straight up, genuine, and dynamic approach to training design. They have an amazing pool of talent and I knew by working with them they would push me to continue to grow.
BR: Give us three tips for someone who wants to become an instructional designer?
- Talk to people who are doing it!
Every course you have ever been on was designed by someone, so there are ‘instructional designers’ everywhere. Revert back to your two- year old self and keep asking the ‘but why?’ question. Why has the training been designed and delivered a certain way? How will they know if what they have designed will work? - Get some facilitator experience
Getting hands on experience will help you to identify how adults learn, how to convey instructions clearly and concisely , and will give you a feel for what works and what doesn’t. You don’t have to start working in the corporate world as a classroom trainer. Being a sports team coach, or buddying up with a new staff member is training delivery too. - Research, read, and research some more
There is always new information coming out about adult learning. Keep on top of it by reading blogs and forums. Get familiar with instructional design models like ADDIE and use every opportunity you can to apply them practically.
BR: When you’re not working, what do you like to do?
I LOVE travelling and have just got back from doing an 18 month trip though 18 countries, and I plan to keep adding more to the list! I’m a complete water baby so I surf (pretty badly), and body board, and recently got my advanced open water Scuba certification in Egypt’s famous Blue Hole. Because I’m a bit of an adrenalin junkie I try to balance out my more adventurous fun by doing do a bit of creative painting too.
11-12-2009
As a child I remember going to the local shopping centre, sitting on Santa’s knee and having a photo. Then Santa would ask me, “What would you like for Christmas?” I would rattle off a long list of the latest action figures, a skateboard, a basketball hoop and of course lollies and chocolates. I bet you’ve done that at least once before, right?
Now, imagine that instead of delivering gifts under your Christmas tree, Santa was designing your latest training programme. There you are sitting on his knee and he asks you, “What do you want your training programme to be like?” How would you respond?
You could start by listing every possible thing you want your staff to know just in case they ever need to know it. Your list might include everything from the history of your industry and where all your offices are located down to how your product works, what to do if it breaks and what the logo means.
Alternatively, you could think of all the jingle bells and whistles you’d like to see. “Some roll overs, a couple of pop-ups, a multi-choice quiz, and then they can click a button and a spaceship appears and blows up all the frequently asked questions!”
Yes there is some knowledge that your staff need so they can do their job and when it comes to e-learning there will be some interactivity. But, the problem with both these approaches is that neither of them is what you really want from Santa (or your training programme).
So what do you really want?
You want learning that works, for you and your staff. How do you get that? Here are four things to ask your training Santa for this Christmas.
1. What’s your goal?
Your organisation has a need to fill for example, when there’s a new product staff need to sell. Or you have a problem to solve – your staff aren’t selling enough products. Fulfilling this need or solving this problem is what you really want to happen. That’s your goal. The knowledge staff will gain or the pop-ups in their module are only worth it if they help to achieve the goal.
2. What does great look like?
Next you should think about how you will know if you’ve achieved your goal. What will your new reality be? Will sales increase by 23% or will staff sell 8,000 units of your new product in the next six months? Set a goal and decide how you’ll measure it in terms of your business results.
3. What do people need to know and do?
Here is where information like the list of product features and the five steps to closing a sale come in. Don’t try to think of everything. Even Santa doesn’t bring everything on your list. What knowledge do people absolutely need to produce the business results that achieve your goal? What new skills do they need to develop and what behaviours do they need to display?
4. How will people learn?
At this point it is probably best if you hop off Santa’s knee and let your learner’s give their list. I bet they won’t say they want to read through pages and pages of text, or watch a trainer read bullet points from PowerPoint slides. What they might ask for is learning that is engaging and relevant to them, activities that challenge them to think and make decisions, chances to work in groups or alone and practical exercises that relate to their job in the real world.
There you have it!
- A business goal
- Results you can measure
- Only the things people need to learn
- People-friendly methods of learning
The ultimate Christmas list for learning that works.
So next time you’re asked what you want your training programme to be like, follow these four steps and o’er the field’s [you’ll] go, laughing all the way!
27-11-2009
Since its inception in 2001, Inspire Group has put its employees first and foremost during phenomenal growth and expansion. Now its dedication to the dirty “f” word in most work places - fun - has been recognised after being announced as one of 10 finalists in the JRA Best Workplaces Awards 2009. Winners were announced yesterday at the ceremony held at the Langham Hotel.
Dan Tohill, CEO of Inspire Group comments, “This is the fifth year we have taken part in the survey, and the third year we qualified for the Finals. We have fun, we love the people we work with and we have a strong work ethic. We believe a happy work place is one where our output will be best. Being a finalist recognises our efforts – as a team – to listen, act and change, and to offer our team a great place to work!”
16-10-2009
That's right Inspire has refreshed its look.
If learning works you can use it. You can apply it to whatever situation you’re in, as and when you need it. It's portable and looks different for everybody.
Or you can go away to a conference and eat disappointing club sandwiches and sausage rolls and terrify yourself 5 metres off the ground on a confidence course all the while wondering what this has to do with providing feedback.
