Author: Zhao Xiaoming Editor's Layout: Donkey Horse Cui Guanli
Xiaoming Quotes:
Be sure to do it as soon as possible, and do what you rejoice, enjoy, and get lasting pleasure and enthusiasm that you should have done but never did. Don't let Libido live up to the years, don't let yourself and your life wait too long. In this year's Mid-Autumn Festival, I proudly say that I did it.
<h1 class="pgc-h-arrow-right" data-track="24" >1, the first step in doing things, understand the needs of others</h1>
A trainee asked me, "How do you do this training well when a five-star hotel asks him to give a lecture on 'Burnout and Occupational Well-Being'?" First of all, when doing a training, we have to understand the demographic data of the people who are training.
What is demographic data?
For example, the age of employees, the ratio of men to women, the level of knowledge and culture, the tendency to be educated and professional, after understanding these, we can understand how to design our curriculum.
Based on my interactions with the student, I asked him to collect information on this.
After he collected it, the information was like this: the hotel's internal training. Including the front office, guest rooms, catering, procurement, finance, engineering, marketing, team personnel, general staff.
These data tell us that this is a training without any homogeneity. The level and difference of personnel is very large.
In addition, the age of the department manager is about 40 to 50 years old, and most of the education is undergraduate.
The middle level is between the ages of 30 and 40, and most of them are undergraduate or specialist.
Ordinary employees are in their 20s, and there are also 30s or 40s. The housekeeping department also has a small number of junior high school degrees.
The total number of people is 200.
When we understand this information, we understand that this training is arguably the most different in terms of personnel. There are more personnel, 200 people. This means that the training involves a lot of difficulty.
If we are training a group of people with homogeneity, for example, they are the same age, the same department, the same profession, it is generally easier to involve this kind of training.
For example, we can first search Baidu for data on burnout and occupational well-being. Then for their department, send some questionnaires in advance.
If there is no time to send out questionnaires, at least some telephone interviews with some of them before training, it is necessary.
<h1 class="pgc-h-arrow-right" data-track="127" >2, one of my training experiences</h1>
Once I went to do training for companies, because they were big companies in the world's top 500 companies. Many of them are in different cities across the country. So in this case, the method I use is a telephone interview.
I made an appointment with them, and they had a phone interview with me, and all of their department managers connected at that time.
After I introduced myself, I then asked them to introduce some of their own requirements and needs, and then I communicated with some of them on the phone separately.
After understanding their needs, we combine the knowledge to be taught with their needs. Combine and then design the course. This kind of course will be much better targeted.
<h1 class="pgc-h-arrow-right" data-track="130" >3. </h1>
For training at such a large level of personnel, what should be done first?
I think it's still interviews.
How to interview?
Because they're a unit, they're all getting together, right? It's not like I need to do phone interviews.
If you have the opportunity, you can go to their unit once, and then find some of them from the same department to select one or two representatives, and spend 10 minutes to talk to them briefly. Then keep a record and understand some of the needs of each of their departments.
If you have some questionnaires, it's even better.
Send out simple questionnaires between people in different departments, which can be open-ended or structural questionnaires as we call them.
Because the number of people with two hundred people is relatively large, it is possible to use a sampling method.
If you feel that the workload is too large, at least one or two should be drawn from different departments, and this amount will not be very large. That way you'll understand their situation. What do you do after you know it?
<h1 class="pgc-h-arrow-right" data-track="131" >4, the most difficult thing for people is to understand themselves</h1>
Start by making a statistic on all the information you know and doing some research.
When you are in class, first post this result at the beginning, so that everyone can understand the situation of their own unit.
In psychology, we learn a lot of techniques to help others. In fact, the hardest thing in psychology is to know yourself.
Similarly, when we go to give training to others, we first let people in different departments understand each other, understand each other's work, understand the difficulties in each other's work and the outstanding contradictions and needs in the work.
If you can list all of this content, it is actually a very great training result for their unit.
Because for their leadership, or for people in different departments, it will increase their communication.
The goal of our training is burnout and happiness.
In fact, being able to understand each other can enhance our happiness in professional work. Because we will learn how others are.
Understanding the hardships of others can produce a deep understanding and reduce your own sense of burnout at work.
After these data are available, basically one of the main on-site materials for our training is ready, and the rest is relatively simple.
<h1 class="pgc-h-arrow-right" data-track="132" >5, solve the content, what is the next problem? </h1>
How to operate in the form of training.
Generally speaking, it is impossible to become a large group interactive game-style training, because group training of 200 people is not easy to operate.
If you bring a lot of assistants, each assistant to be in charge of some groups, it will still seem that the scene is more scattered, and it may not be able to receive good results.
Generally speaking, we believe that in a company with a group interaction method, the number of people should be controlled to about fifty or sixty people is the best.
If there are more than a hundred people in this venue, some other method is used.
Usually about 100 people, I can attract people's attention by relying on language alone.
If it is more people, the form of training should be more abundant, and generally we will use music in training.
Because music is the key to emotion, it can open people's solidified beliefs and cognitions, and it is good at using music to replace experiences, amplify experiences, project interpersonal relationships at work, their own internal and external personality, and the defects and deficiencies of team personality, which can increase the influence of course content on people.
Through the interaction of music, everyone comes to experience the goal of burnout and happiness that we train, and then transfers knowledge, so that the training becomes interactive and content.
To do a good job in a training, the individual's ability is very much. A teacher can solve this problem if he has been trained for many years.
I'm just giving you a perspective from personal experience. You can learn from it and then add better answers to some of the questions.
As the main body, people must bear the helplessness after failure, and everyone must bear the oppression of social desires and the desires originating from their parents. In this process, we will eventually encounter each person's own, the subject will eventually encounter his own fate, although this fate is not simple, it is mixed with too many big he, small a, a number of people, etc., but to bear, and give themselves the meaning is an optional way to obtain the identity of the subject. Be the magician of destiny.
Original public account: Heart Partner (ID: xhbeap)