1. Involve Corporate Culture
Every business has a specific culture among its employees, services and leadership. Training that doesn’t take the organization’s culture into account can come off as boring and out-of-touch. Chief Learning Officer (CLO) magazine recommends that managers engage employees through understanding and adopting the corporate culture as their own.
“Understanding a company’s cultural strengths, then effectively tapping into the energy and emotional commitment those strengths engender in employees, provides incredible momentum to accelerate transformation,” CLO explains. “Learning leaders can instill a sense of employee pride and commitment. Look for ways to connect workers to something larger than a new policy on paper.”
Using culture as a tool is a subtle but powerful leadership technique that can bring people into the conversation. This can mean appealing to pop culture—a marketing firm implementing metaphors or examples from “Mad Men”—or the office culture. Integrating culture into training reinforces a sense of community, but it can also be played for humor. Does the office have a notoriously small kitchen? Is there a row of coveted parking spaces in the lot? Use these as corporate “in-jokes” to reinforce the content of your presentation.
2. Take Advantage of Simulation Training
It doesn’t matter how important the information being taught is if it’s put into practice. Simulation training allows you to teach, test, and improve your team’s habits for quick decision-making in high-pressure situations without the risks of an actual crisis.
Customized simulation training solutions engage a team more than standard presentations because they force employees to learn and apply the information in real-time. With multiple team-based training sessions, simulations they’ll work under accelerated timelines. For example, by turning weeks into minutes within the realm of the simulation, the ticking clock function of simulations allows employees of a pharmaceutical company to balance Food and Drug Administration approval deadlines with website redesign projects ahead of launch within a span of a few hours. This allows employees to have real experience about prioritizing one project over another and managing time and resources.
3. Leave Room for Improvisation
While practicing a training exercise or presentation is important for effective execution, Tom Yorton, CEO of Second City Communications, explains in Training magazine that leaving space for improvisation in your presentation can be an excellent tool for engaging a diverse team. Yorton suggests starting light and negative. Discuss ten bad team management ideas that people have experienced. This can be fun and will bring people into the conversation. From here, you can talk about why these didn’t work and bridge the conversation to new ideas that will work. Everyone’s brains will be firing on all cylinders as they improvise fresh ideas.
By using the same techniques that improv comedians use, Yorton argues that corporate managers can think better on their feet, be more receptive to new concepts, and come up with cost-effective solutions that are out-of-the-box. This method can help engage employees because it’s focused on participation from everyone and thinking about concepts from different angles.
4. Incorporate Cross-Training or Cross-Teaching
It’s important for team members to understand their own roles. Set some time aside during your training to allow each member to teach or explain their role and how it affects the other employees. Not only will this improve tolerance among team members, but increased understanding can help streamline tasks through the project. Rather than burdening the project manager with questions, team members may be able to better communicate issues directly among one another.
Cross-training or cross-teaching improves engagement among team members in multiple ways. Not only do they get a chance to learn about other positions, but they’re also involved as presenters within the training session.
Think back on the most memorable lectures, classes, or training sessions you’ve experienced. Chances are, they engaged you because they shared certain qualities: Entertainment, a feeling of inclusion, hands-on practice, or improvisational exercises, to name a few. Take these qualities to heart and make them a part of your own memorable management training.