trainer packet

8/14/2019 Trainer Packet

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Holistic Communications 2008

Holistic

communicationConsulting Team

Maintaining Quality Organizational Communicationafter Virtual Technology Implementation

Head Training Designer: Jennifer Hanson

Trainer Packet


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Introduction and Pur ose

Companies around the world decide to implement new virtual technologies inorder to keep productivity standards high, increase efficiency or step in the newdigital frontier in their respective field. Adoption and training are important

steps but equal importance should also be placed on building strategies foradapting to this technological change and also maintenance of the highestquality of interpersonal communication of the employees.

These issues will be addressed and more throughout the workshop via activities,discussion, and visualization. Eventually the ultimate goal will be reached ofseeing change in a new light and solidifying strategies of adapting to theimplementation of virtual technologies within the workplace while maintainingquality communication.

Specifically, the setup of this training package would serve well companies whorecently or are currently implementing virtual technology. The training serves asa strategy builder for adapting to this technological change and how to betterview the choice for implementation of said technology.


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Ob ectives and Trainin Outline

Objectives: To gain a new perspective on change and technology choices by companies Build strategies on how to adopt new technology after implementation Foster the importance of quality communication and discussion

Sections Part I: Defining Change

o Timeline of Change (15-20 min)o Change and Technology (15-20 min)o New Perspective? (10 min)

Part II: Technology Adoptiono Stranded on an Island (20 min)o Reflection of Values (20 min)o New Perspective? (10 min)

Break (10 min) Part III: Reflection

o Fill in the Blank (15 min)o Questions, Highlights and Closing (20-30 min)


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Holistic

communication

Consulting Team

Maintaining Quality Organizational Communicationafter Virtual Technology Implementation

The following materials will be needed for the workshop:

1 Participant Packet per attendee 1 separate blank sheet of paper per attendee Writing utensil (optional) Refreshments for the mid-training break

The activities can be adapted for large groups, however 6-40 people are ideal.The recommended setup for the seating area is a half-circle with the flipchart ordry erase board closing in the circle. This promotes full communication anddoes not instantly broadcast a lecture-style training session. Adult learners donot respond well when forced to answer or specifically chosen to answer. Openand trusting communication standards should be established at the verybeginning.

Additionally, depending on the situation introductions of each employee shouldbegin the session and nametags are an optional addition. Even if it is a small,

well-knit group, introductions help build the trusting relationship of facilitatorand attendee at the beginning.

Materials and Setu


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Holistic Communications 2008 | Page

Part I: Defining Change

Activity: Timeline of Change

Objective: To have participants increase awareness and understanding of the broad factorsaffecting the magnitude of change in the workplace.Time Needed: 15-20 minutesMaterials Needed: 1 blank sheet of paper for each participant

Delivery: On the paper, draw a timeline of the last ten years of your life. It does not have tobe extremely detailed as they should primarily focus on the major changes that havehappened in those ten years. They will draw vertical lines where the change happened andthe length will denote the magnitude, or impact, of the change. (i.e. longer lines equal bigchanges). No labeling of the event is necessary.Draw an example on a flipchart or dry erase board if needed.

Also mention that details wont be shared with others. It is merely to get everyone focusedon his or her current individual view of change.

Example:


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Optional Discussion Points:(Recording of a list for everyone to see is encouraged)

1.What factors impacts the magnitude of the perception of change?Suggestions:

Self-awareness Degree of change Positive or negative change Succession of event/number over period of time Coping strategies Personality Inner stability/ability Time perspective Control issues

2. Ways to deal with these factors?

Suggestions: What is your perspective/Reframe Keeping your network close Recognize ways to cope Being aware of emotions Gaining control Seeing the big picture

Bottom Line: Change happens all the time! Also, change in our personal lives often affectour workplace attitude and ability to be open and adapt to change, including technology.There are more factors than just the date of the event happened. Once we can see the big

picture we can have a new perspective on change and have a new, revised attitude towardschange.


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Discussion: Change and Technology

Time Needed: 15-20 minutesDelivery: In small groups or pairs, have participants formulate lists of adjectives or phrasesthat describe new implementations of technology, therefore technology change, within theworkplace. This portion should take around 5 minutes.After the discussion dies down or at the 5 minute mark, form a chart with two columns on aflipchart or writing board. The first column will be labeled Positive and the other columnwill be labeled Negative. Ask for volunteers from around the room for the descriptors.

Once a lengthy list is formulated, begin to discuss with the group at large the causes of thepositive adjectives and the negative adjectives.

Optional Discussion Points:(Recording of a list for everyone to see is encouraged)

1. When is a technology implementation positive? Efficiency Previous knowledge of technology Quick or no training

No disturbance of everyday activity

2. When is a technology implementation negative? Lengthy upgrade Huge disturbance Complex training No knowledge at all


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3. What are some possible solutions to turn a negative into a positive? Realize bigger picture Open communication with coworkers Feedback to superiors Keep flexible

4. What about the same technology being viewed differently by the same group ofpeople? Why does that happen?

Occupation Job responsibilities Openness Flexibility Other changes occuring


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Review: New Perspective?Time Needed: 10 minutes

Delivery: After the last two activities, how do you see change now? Do you find yourselfstarting to find strategies to adapt to technology changes? Specifically in the workplace?

This is an open discussion that is more for the participants to reflect on the activities andhow it can be applied to the workplace. Volunteered answers only as the participants willfeel that their discovery is personal and will not want to be put on the spot.

If no vocal discussion is blossoming, then have the participants write 2-3 insights learnedfrom the past activities in their packet and move on to Part II.


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Part II: Technology Adoption

Activity: Stranded on an IslandTime Needed: 20 minutes

Delivery: Imagine you are stranded on a remote island on purpose for a social experiment.You have plenty of provisions and know that you will be rescued in a few days. Knowingthat, what are three pieces of technology would you bring? Why? (Specifically the

characteristics) Allow for five minutes of idea generation.

Now everyone combines in small groups and decided the top three technologies out ofeveryones choices. Allow for ten minutes of discussion among the groups.

Discussion Points:

Oftentimes we value technologies that keep us connected and also put a unique value onthem. Once you were in the group, you noticed that you had to make a group consensus

and choose technologies, which most likely did not have the same exact value as yourindividually chosen technologies.


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Discussion: Reflection of ValuesTime Needed: 20 minutesDelivery: This discussion is to serve to talk about the specific recent technologies that wereimplemented at the company. Also to correlate the core values of the company to thetechnologies.

Discussion Points:1. What are the main values or goals of this company?2. How do the technology choices reflect those overarching values?3. How do these values relate to previous technology choices?

Sidenote:When technology is implemented by a company within its employee infrastructure it mostlikely will not match up to your specific values, which you place on certain technology. Ithelps to think of the company at large, perhaps even the industry, and the values associatedwith them. This helps to gain a wider perspective of the choice for the technology.


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Review: New Perspective?Time Needed: 10 minutes

Delivery: Similar to the discussion about a possible new perspective about change, the focusis now on adoption of new technology presented in the workplace. After the last twoactivities, how do you see technology adoption now? Do you find yourself starting to findstrategies to adapt to new technologies? Specifically in the workplace?

Again this is mainly for the participants reflection on the activities and how it can be appliedto the workplace. Volunteered answers only as the participants will feel that their discoveryis personal and will not want to be put on the spot.

If no one is volunteering with replies, then have the participants write 2-3 insights learnedfrom the past activities in their packet and move on to Part III.


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Break

Time Given: 10 minutes

Delivery: Thank the participants for the lively discussions and formulation of ideasthroughout the activities. Announce there will be a short break and to return in ten minutes.


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Part III: Reflection

Writing Exercise: Fill in the BlankTime Needed: 15 minutes

Delivery:As the attendees return for the final part of the training, tell them to begin to fillout the last page of the Participant Packet. There is no rush to finish them all, it is simply anexercise to activate the mind again after the break.

They will be filling out various statements that have been left blank. Before the training theyprobably would have filled them out differently but with the new concepts they have learnedin the training, their perspective is hopefully beginning to change.

Here is an example:

Whenever I feel _____________ with technology, I __________________.Allow about fifteen minutes for the activity. Then have everyones attention and say it istime to answer any questions that may have come up, highlights of the session and finallyclosing.


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Part III: Reflection

Discussion: Questions,Highlightsand ClosingTime Needed: 20-30 minutes

Delivery: The trainer will lead the discussion by answering any questions that may havecome up during the break or even while filling out the statements. Encourage the attendeesto answer each others questions and help structure the answers if needed.

Continue the discussion by highlighting some examples of great points that were brought upby the participants throughout Parts I and II. Also examples of great teamwork or otherexamples can be brought up to continue to foster teamwork and quality communication.This process is an essential means to reflect on the process and articulate the group andindividual learning process. The main goal is to directly relate them to their work

environment, so they will have an instant application of what they learned throughout theworkshop.

Finally close the training by thanking the participants for all of their ideas and their

attentiveness. Encourage maintenance of open communication by letting the attendeesknow that you are willing to answer questions/concerns in the future. (The exchange of

specific personal information is entirely a personal choice). Remind them that they are anetwork and should continue to utilize the resources to help in adapting to

implementation of virtual technology while maintaining a great standard of qualitycommunication.

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