Not the fabric kind – but the attitude kind.
When a successful training programme is created to deliver transformation, over time, the creator can be lulled into thinking no tweaking is necessary. The formula is right. All elements are covered.
Like a child’s comfort blanket – it’s familiar and safe.
But there is a unique element on the most tried and tested programme – the audience.
Being alert for body language cues, environment hitches etc enables the trainer to ‘tweak on the hoof’ ensuring the transformation sought is achieved to the whole audience.
Two decades ago, I was scheduled to give an address to the graduation audience of the Real Apprentice, an employability programme I ran at the time. My script was vetted and agreed by my then employer and their client hosting the event. Part of my script involved audience participation – a ‘show of hands’. I knew this script word for word. On the stage looking out to the audience, it was clear the script wouldn’t work. The audience was in complete darkness to me – so the show of hands part was redundant. Which made the agreed script redundant also! I spoke from the heart instead. The buzz in the room proved it was the right thing to do
Like my peers, I make a point of discovering the transformation required, why and the needs of the audience with my client to ensure any training delivers.
I love the whole process of training from start to finish. Hearing the audiences and clients feedback energises me with new ideas.
Following accreditation as an ADHD Coach earlier this year, it was clear to me, raising awareness of ADHD in the workplace was critical, not just for neurodivergent people but their managers and colleagues too. Symptoms can be mistaken for behaviours causing a heap of pain to all involved which can be avoided with a little knowledge.
Raising Awareness of ADHD For Managers explores what managers might see, easy adjustments they can consider, engaging the whole team, employment law and the risk of ETs.
“I found the training insightful. It has already given me ideas to implement for my own team.” Katie, FM Supervisor, Northern Ireland
Raising Awareness of ADHD – How to be an Ally – enables team members to learn the frustrations their neurodivergent colleagues may feel, what they might see and how they can support.
“This resonated with me. I support people outside work with ADHD” Dora, FM in London
Both sessions are delivered virtually, over 1.5 hours complete with an accompanying workbook for onward reflection.
Is it time to tweak the workplace training portfolio you offer and raise some awareness?
