Page 84 - The Creative Training Idea Book Inspired Tips and Techniques for Engaging and Effective Learning
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Lighting the Creativity Lamp 73
briefed on expected outcomes or how they will benefit from the training, their per-
spective of the training may be grim. For participants to embrace training, they have to
see the value in terms of personal gain (e.g., how it will help them do their job in a more
effective and efficient manner). They must also believe that their supervisor and organ-
ization support the training initiative and will allow them to apply what is learned and
reward appropriately as a result of improved performance. These things failing, partici-
pant attitude will likely be poor and there will be creativity disconnect.
BRIGHT I DEA
Opening the Creativity Door
f you want participants to be creative, use activities that leave the “how to” up to
Ithem. Provide tools and instructions on what they are to accomplish; however,
do not set expressed goals or objectives. Let them determine outcomes and explain
their end results.
Another alternative is to explain the activity and then jointly set objectives and
outcomes that they will work toward with learners. If you set goals and objectives
for them, you will likely end up with standard or cookie cutter results.
PUTTING YOUR BRAIN TO WORK: ACTIVITY
In what ways can you encourage participant involvement and creativity in training?
What strategies can you use to prepare your participants for a creative learning experience before they
arrive?
Who can you enlist to assist you in increasing the creativity quotient in the organization and how will you
go about doing so?
A conclusion is the place where you got tired of thinking.
—Martin H. Fischer
Trainer Motivation
A third creativity inhibiting factor relates to your own motivation and desire to be cre-
ative. Whether you consider yourself to be creative and having the desire to be so can
increase or decrease training and participant effectiveness. Too often, trainers stifle their