<![CDATA[Do you hate business-isms as much as I do? Words like "synergy" and "paradigm" and "pivot" have evolved/devolved beyond their dictionary definition, morphing into neutered buzzwords seemingly reserved for high-level snoozefest meetings. "Experiential" is getting there. But don't let its overuse detract you from in what my opinion is the single-most-important realization HR professionals are having: Experiential training means one thing: giving people participatory, fun stuff to do for work. That’s it. And there are tangible, demystified ways you can bring it to your organization’s training. I googled “experiential” and got this image from Eventopedia. I’m experentially confused by it.
The “no duhs” whys of Experiential trainingAt work, if people in general are enjoying themselves and feel valued:
- Productivity is up
- HR “interventions” are down
- Turnover is down
- Bad apples are less likely to spoil the barrel
The “Experiential” keynote at NOHRC 2018 sounds greatThis all means HR professionals get to learn about this stuff at conferences, then figure out how the heck to take these pie-in-the-sky ideas from model companies and put them into action with their budget, culture and personnel. Northeast Ohio Human Resources Conference 2018 is right around the corner, and the Thursday keynote topic is right up our alley. “HR Breakathon- Define, Design, and Deliver the Ultimate Employee Experience” by Ben Whitter, founder of the World Employee Experience Institute. Point number 4 in his description especially caught my eye:
- Enhance professional capability in effectively leading and communicating change through a human-centered, holistic and experiential focus.
Now, I don’t have a copy of Ben’s program, but I infer that this basically means that people do their job better when people believe the company even remotely cares what they think. (Whether it’s true or not, only the C-levels know for sure!)
Experiential means people want stuff to do. Not more work, obviously. But people want to contribute to the conversation and feel like their voice matters .
Shameless plug to visit our Gold sponsor booth at NOHRC 2018 for fun you can bring to your work!
What’s an example of an Experiential meeting?
You can’t stop people from using their smartphone at meetings. So encourage it with a fun activity!
For instance, for meetings or training, on one hand, you can one-way talk or present to your audience, hoping they won’t tune out after about 7 seconds (which they will if they don’t care about the topic).
Or you can find ways to engage the audience’s smartphones or computer, which they already in their hands (begging to update them about Facebook friends or March Madness), to make them active participants in the group event.
Polling or games that augment your topic gives a live event an entirely new feel.
Suddenly, you won’t see glazed eyes or secret phone checking, because their main go-to when distracted is now directly engaging them into the event. They’re being told, “You’re a part of this thing too, we care about your ideas, and we need your help to make this more interesting.”