Benjamin Franklin is attributed to have said, “Tell me and I forget. Teach me and I remember. Involve me and I learn“.
If you want to make lasting change in your organisation… if you want to develop a different culture… if you want to make people come together and bond into a team – experiential workshops will do it.
Experiential workshops are a cornerstone of the Delta Framework. They deliver twin outcomes: they cement execution standards through practice and they bind individuals into teams. Workshops like “The Art of Influence” for technical consultants and “Building High Performing Teams” for development teams produce massive measurable return on investment.
So what makes a great workshop?
- Workshops need to have stories attached – like all humans we remember stories – it’s in our DNA. So when we design a workshop to address your needs it will have a memorable story attached to illustrate the learning we’re looking for;
- Actions at the end: it’s a “work“shop – it’s work. Too often I’ve seen workshops finish with a flourish, people walk out and forget the whole thing. I always have an actions/agreements session as part of the last section of a workshop… define the who, what and by when for each action and then follow up after a period of time… this carries over to attendees’ day-to-day experience… it’s like a “taster” for what’s to follow;
- Engagement through group work: when people are asked to work together in groups it promotes cross-silo interaction, breaks down barriers and promotes communication and learning in the organisation;
- Vulnerability: if everyone’s really invested in the success of the workshop they’ll allow themselves to be vulnerable. In careful hands, this vulnerability builds trust in the group. It should start with the team leaders and trickle down.
So if you require cultural change, a new approach or just a tactical position to introduce to the team, deliver it experientially to get effective, clear and lasting results.
