TRUE LIFE: Tips for Conducting better Webinars

Recently I was asked to give a few tips about how to conduct a training webinar. I’ve conducted more webinars than I care to count – these could be applied for internal or external training scenarios.

1. Physically and mentally be present.

  • Stand up,  literally try standing up. It makes a difference from your voice and how you come across. And personally, I feel more confident when I stand (even when they can’t see me!)
  • Smile – the people on the other end can tell when you are.
  • Listen to a recording of yourself or watch yourself give a webinar. I know its painful but its so insightful. I learned I used the word “LIKE” a million times during a webinar – it was so distracting I don’t know how anyone learned anything. I quickly changed that.
  • Get somewhere quiet! Please. If that’s not your office space… then reserve a conference room. Stay home. Hide in a closet (I’ve done this before, it was the only quiet space)!
  • Arrive early and double-check and triple-check technology. Give yourself at least 5 minutes to prep and get everything closed down, turned off and ready to go while you are conducting the webinar. Also, make sure you know how to use the webinar system, if you are recording, need to figure out mute etc. Just be ready.

2. Know your content.

  • Practice. Practice. Practice. But please don’t read from the script/screen. Or memorize every word. WE CAN TELL. Practice your transitions. Practices your stories. Know exactly which question you’ll ask at each point. Know which point you want to make for each concept. And stick to the point. And for the love of Microsoft Office, DO NOT READ every bullet point word for word.
  • Use Stories. For example, I bring up conversations with a customer I recently had and make it relevant to the current conversation. Have a few of these in your backpocket, as if you went an had coffee with your customer. (And if you haven’t had coffee with them, go do that first so you can get to know them better.) Storytelling and asking questions are probably worth their own post. They are so important for engaging webinars. And I am not talking about reading a case study approved by marketing, a personal story that you know would resonate with your audience.
  • Show. Tell. Do. Show them what you are going to do. Tell them what you are going to do. And then do or have them do what you showed/told them to do.
  • Less is more. Less slides. Less topics. Less of everything. We have the attention span of a peanut so having 90 minutes of just you talking at someone is about as interesting as watching paint dry. Please, break it up, make it interesting and engaging. Make it worth their time, and yours. If you have people come back to you 2 weeks later asking you a question you’ve already covered on the webinar, did you really have the impact you intended?

3. Webinar / Online Meeting Etiquette

  • I like to start a conversation with the first 1-2 person on the phone. I can’t remember where I learned this from, but this helps establish rapport. Learn something about them, then you can reference it later or pull it into the conversation. I also do this often in in-person meetings as well.
  • Start and end on time. If I switch the perspective, and you’ve showed up on time, would you want to wait for someone? I’ve made it a priority to be there on-time, its important to let the other learners who showed up on-time know that you appropriate it.  Also, if your learners get used to you always starting 5-6 minutes late, they remember and will come back on late the next webinar you do.
  • Ask “What questions do you have?” instead of  “Do you have any questions?” And then pause and wait for questions. Literally count to 10 (in your head) before you move on. People have a hard  time getting back to unmute themselves so give them a second to collect their thoughts before you blow through the to the next concept.
  • Also watch this.  You’re welcome.

I am also nutty and I love listening to recording of webinars or presentations from all sorts of people, levels and industries. Not always for the content, but for the delivery of the webinar. You can hear what people do/say that’s good (and so so terribly bad).

Ask someone to listen in on your first (or 100th) webinar. There’s always things we can improve on. I remember listening in on one team members webinar and he had himself on mute for the first 15 minutes. If I can help listen in and give you some tips, just let me know!

What else would you add? Tell me below!

The chapters don’t end in our story. There’s more to be written…

People thought I was crazy. Leaving the comforts of familiarity and moving too many miles to count to an unknown start-up. Leaving behind the white picket fence. The great job and incredible manager. And friends and family. Then moving again! We were crazy. But that’s because big risk equals big reward.

So I started to write the chapter in my life with the title, “Yammer – taking me places I never imagined“. Quickly, we wrote this chapter together, and all over the world, you all included! We thought and wrote our pages as we were living them. Our story has characters of all walks of life, industry, and passions. We wrote it not knowing what would come on the next page.

And now, it’s time to finish this chapter and begin the next chapter. I’ve joined Hootsuite. Read more details here

My advice to you, don’t be afraid to write a new chapter. Even if there is risk. Even if you aren’t sure what story will be told in the chapters that follow. Fear, is the one way to miss out on authoring the pages of your life.

Dream big. Author your own pages. Title your own chapters.

And don’t forget that at the end of the day, its about people.

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(Selfie of my last training session with Yammer! They are PUMPED!)
It’s about people who you can share and re-live the stories you have written — that matter most.

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Keep calm and Yammer on

 

 


 

I wanted to capture my contributions to Yammer and Enterprise social in one post, more for my own knowledge but feel free to check out these links for more information!

 

View recording of my presentations of Yammer at Microsoft Conferences: Channel 9 Speaker (Includes Topics such as Power User Training, Enterprise Social Scared Straight, and Best Practices for overcoming Organizational Barriers to success)

 

Read more about my story here: Microsoft Careers Blogs

Yammer 101 Video

Yammer Blog Contributions:

Using Yammer to roll out O365

This is not your Parents Training Software

Using Yammer in your Training Programs

Social Onboarding

 

Other Yammer Related Articles & Blogs:

L&D Calendar Spotlight

Afterglow from ASTD 2014

Yammer for Internal Knowledge Sharing

ASTD Blog Publications:

Making you Yammer community work – Tips & Best Practices

Social Learning Fear Factor

 

5th Year Attendee at ASTD International Conference

Last week, my team and I attended ASTD (now ATD) international Conference in Washington DC. I have gone to ASTD just about every year I could. I love the people and the community. This year, there were more international people than ever before, and it was incredible to just hear the languages in the hall.

My first year, I remember I focused on anything cultural or internationally focused. The second year I went to every session I could find about social. Last  year my big focus was on Sales EnablementImage.

 

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This year I went to a few sessions for me but mostly I went to sessions to support my personal learning network (PLN). I had friends who had first time speaking opportunities this year, and I wanted to be in the stand supporting them (and tweeting about them!).

The one most interesting session I did attend was Marcus Buckingham about performance management systems. I was curious because at Microsoft we have just revamp our performance management systems, and I was interested to see what he had to say. Plus I have my performance reviews for my team coming up and I needed to take some notes on how to continue to improve the facilitation of the conversation.

After very thoughtful research and insights into why performance management systems don’t work (Long story short, providing feedback is hard and most people do it relative to themselves, and even in a 360 review its based off themselves instead of the people they are supposed to be evaluating. And if you don’t think feedback is hard, try giving some to your spouse or family member, the people whom you love the most…). He encouraged us that there was a way to engage our employees early and often.

He mentioned that feedBACK was fine but hard to give on past things, but we should focus on near term future focused coaching. Meeting with team members to understand what they are working on, how they can work on what they like to do, and if they and the team understand the definition you have of quality. He also went on to explain that quality could change based on the organization and possibly team. This aspect of quality is something I need to dig further into when setting expectations with my team and my leadership.

There was also 4 questions he would ask of managers for the employees every quarter.

  1. Would you hire them again?
  2. Would you want them on your team?
  3. Is this person ready for a promotion?
  4. Are there performance issues?

With laying the ground work with simple question that provided a better framework for evaluating a persons work it was a more subjective way to review someone. And a way I would like to be reviewed as well.

He made an interesting comment, that we need to make and create performance management systems that are based on the user strengths and not based on corporate objectives and use the system as a crutch to align with goals. I’d love to learn more about this, as this was one of the first sessions I’d been to focusing on performance management in the years I have been at ASTD.

What did you learn? What are you applying?

TRUE LIFE: Diaries of a Middle-Manager

So I get asked a lot how do I get my executives on social tools (see here), like Yammer. The people on the ground, the front line LOVE tools like this. Yet what I find most interesting is managing on Enterprise Social tools and what is the role of a manager in a networked community. This is  something I want to dig deeper than just my personal experiences, so if you have research, please share my way.

For a while, if not forever, managers had the role of dissemination of information. Similar to the role of parents to children, teaching their kids about the world in a way they think they should learn, however far away or close to reality that ends up being.

You’ll need to take note. I am a millennial. I manage millennials and Xers. I am managed by a Xer.

 

YES TEAM

You probably also have experienced this as well. Some roles of your organization are shifting. The role of IT. The role of Corp Communication. The role of Learning & Development. The role of Marketing…. To name a few.

I also think the role of the manager is changing as  well in the social space.

And I don’t mean, because I use twitter, I am a better manager (although that might make another good blog post). I mean internally social tools like Yammer break down the dissemination of information in ways that managers have been holding the keys for ages. What is the role of the manager when my CEO can simply read and “like” a message of my direct reports. How does that reflect on me? How does it reflect on them? Is it a good thing? And what does the role look like if my reports can interact with the CEO without my involvement? What DO they need me for?

 

Three areas for managers to focus —  team, individuals, the company.

  • Team operations – As a manager I have certain things that I liked to do when I attend meetings, as well as when I am participant at meetings. I create a space for us to co-author meeting minutes and notes. No more of everyone take their own notes and someone compile them at the end of the day (and sent over email). I also ask what are my teams “highs and lows” for the week in our Team Yammer group. I do this to see how they are doing and whats going on, what ends up happening is that the lows or the highs spark other conversations. When my team “wins” or does something great, I tag the conversation, this why at the end of the year /quarter or month we can celebrate the team (I used #YES_we_can because the team was the Yammer Education Services aka YES team).
  • Individuals – With allowing people to work out loud on their projects in a variety of groups openly, it allows me to never have to guess what my people are up to. Then during our 1:1s I can follow up on specific conversations or roadblocks and see how I can help remove them to get them to move forward faster. I also use the Praise functionality to give the pat on the back of something small or big, but something worth deserving.
  • The company – By staying connected to a variety of groups that might not be so relevant for my day to day job, it helps me keep an ear to the ground and a heart toward the future of the company. I know and find out things before most people do because I can peer into their groups or spaces and see what they are up to. This allows me to translate and share it with my team on how they should prepare or how our customers will be affected by the other work. As a remote manager this helps me stay connected and virtually walk the halls of other teams and projects.

Your teams need you to serve them. To motivate. To remove and unblock barriers. To help plan and prioritize. And to get into the action, offer up your own hands to get dirty in the work when you need to. Your team needs to be that connecter, and not to stand in the way of connecting the dots for them as they grow and succeed. You need  to help build their networks. And they also need you to get out of the way, and have the opportunity to do it themselves, no matter how much you want to just do it.  And this is amplified in a social networked world. They don’t need you to horde or disseminate the information. If you are like me, my team is educated and has good intention. They don’t need me to be a blocker, they need me to open  the doors and get out of the way. Because at the end of the day, its not about you, it should be about them.

 

Last week I attended ASTD (Now ATD) International conference and I sat in a session with Marcus Buckingham about performance management. His whole talk revolved around the manager employee relationship. He asked managers to ask their employees early and often: 1. At work, do you have a chance to do your best every day? 2. Do you know what is expected of you? 3. Are you colleagues committed to quality (with the definition of quality varying in each organization and team).  Help your employees find their strengths, focus on their strengths and understand the expectations of the quality that the organization needs. You can’t have this level of conversation without actually knowing your team, and really understanding them for who there are and where they’ve been.

 

How do you lead? How do you manage people on social networking tools like Yammer? Do you have anything else to add?

Yammer Edition: Enterprise Social skills leaders need to have

I am on this kick right now of educating leaders and managers about how social can amplify their leadership ability using social tools. I feel like I have written about this before, if not I am sure I wrote myself a note to write that. Recently McKinsey Quarterly came out with a study about the Six Social-media Skills every leader needs (Deiser, Newton). As I was reading this article, and I was highlighting it, scribbling all over it (I know I still print articles that I was to dissect later).

The article speaks about leaders on a personal level to be authentic and to navigate in their own comfort and the information overload. And at the organizational level to think through how to be a role model and stay ahead of the shifts. “Leaders need to excel at co-creation and collaboration – the currencies of the social media world.” Charlene Li in her book Open Leadership, she talks about how leaders are expected to be Open, Social and Transparent – which is probably how they got to where they are today. I see this every day. And mostly I see fear in executives eyes of “What if I say the wrong thing?” Or “What if I spell something wrong” to them I say, it shows that you are human too. And people want to see that. And more importantly, what if you DON’T say anything. I think that’s worse.

So I’d like to dig into these 6 skills and show a bit of tactical and give the nuts and bolts advice for leaders who are using enterprise social tools, like Yammer.

1. The Leader as a producer: Creating Compelling Content

– Its all about short stories. Its about what you are learning from your customer visits. Its about recognition. Video is pretty hot right now and easy to and upload to Yammer for people to watch, like and comment. Its like you are welcoming your teams to come and have a cup of coffee with you as you tell them about your day. Your day, which may seem hectic, and unimportant to the minions below you, they actually do want to hear what you have to say, in a non-scripted way. Video not your thing? No worries, create a Yammer Group – like the CEO Corner or The Leaders Lounge – where you can share detailed updates about what you are learning on the road when you visited your customer. Share what you can. Even the unimportant details are giving the rest of the organization a glimpse of what’s important to you helping them focus on whats important to the business as a whole. Finally within social tools like Yammer its easy to recognize someone for a job well done. And its pretty much free. See this blog post about social recognition (but secret tip — millennials would much rather have a shout out from their leader in a public setting versus some corporate branded Tchotchke.

2. The leader as a distributer: Leveraging dissemination dynamics.

Disrabution competence – the ability to influence the way message move through the organizations – becomes as important as the ability to create compelling content.” So if you, as a leader find a nugget worth gold on your Yammer network, share it with other leaders. This will allow you to start to figure out the different ways the informations literally flies through your organization. I was speaking with a customer, and she mentioned that at a Gartner conference she attended and her big light bulb moment was when she figure out that “the speed at which information and knowledge transfers happen within their organization will be their competitive advantage for the future.” So the speed at which things are shared and transferred can become your biggest threat or opportunity depending on the systems you have in place. It also becomes apparent very quickly who are the infleuncers within your organization. These are the movers and shakers – they might not have the fancy titles that call them influencers – but these are the people who pick where to go for lunch and everyone follows. More importantly these are the people that will start to tip the needle in getting the content pushed to through the right channels – social tools or not.

3. The leader as recipient: managing communication overflow.

This is a huge skill. Something that I think everyone, not just leaders struggle with. What I tell them is give it up – you aren’t going to read every message or every post. And nor should you. Most people can barely keep up with the amount of email they receive not counting the tweets and yams that could cross their computers. What I coach leaders is to focus on the groups that directly impact their jobs and leave the rest. They learn how to tap eachother on the shoulder to bring people and other leaders in when necessary, and to understand how to divde the network so that if there is a message or conversation that their team should see or be a part of the leadership team will be notified. Its also about figuring out what Yammer “feed” setting works for you. One lady I was working with had it set to ALL conversations – no wonder she couldn’t keep up with the messages in her network, she felt overwhelmed but its also because she was seeing non relevant conversations and felt the need to read every single post. Helping decipher these feeds and conversations is similar in real life, I am not sure why people think social should be any different. As a leader, you aren’t involved in every meeting or every conversation or every email sent (thank gosh or you might never get anything done!). Same thing goes for social.

4. The Leader as adviser and orchestrator: Driving strategic social-media utilization.

Its one thing for a leader to start to figure out “social” its another to back up the other social efforts that are going on within your organization to get the rest of your team members up to snuff. Its about figuring how to tap into people who “get it” and help them help others to have that aha moment. Working closely with a customer now who is focusing on reverse mentoring. I have seen it done and talked about in variety of forms but what it comes down to is regardless of age, rank or stature people are helping people up their “social literacy” and building their networks on and offline. So ask someone to help you if you don’t know or offer your help to someone. My guess is that they would gladly take some advice, plus I am sure you have a lot to share as well.

5. The leader as architect: Creating a enabling organizational infrastructure.

This is the age old org chart. Instead of going up the chains of command, which is still needed in some cases, you need to find the person with the right answer fastest, regardless of title or where they sit in the organization or sit physically. By posting and finding experts and answering questions on your Yammer network, this starts to happen without much effort. And leaders should celebrate when something is found, saved or discovered outside of traditional chain of command through tools like Yammer. The report mentions “The leaders tasks is to marry vertical accountability with networked horizontal collaboration in a way that is not mutually destructive”. Helping involve middle management is key at this stage.

6. Leader as analyst: Staying ahead of the curve

I feel like this is a great one for leaders and so hard to do with all of their other priorties. I recently had a C-level complete one of our Yammer Certification programs. She mentioned that she never would have had the chance to learn everything she did in that short time about Yammer and now she can speak more intelligently and work on getting her peers up to speed as well. Its highly unlikely that you , as execs have time for an all day classroom or training sessions, but I do encourage you to get educated and not just believe in the vision, but to roll up your sleeves and get to figuring out how YOU as a leader could be active on social tools. Normally my teams spends about 60-90 minutes with executives from all sorts of organizations. Sometimes we focus big picture and other times we make sure that they have Yammer on their phones and tablets. Sometimes we dig into the wins they are already seeing and other times we go over how to “tap” each other and search for what you are looking for. I think you need a bit of both context in order to help make some of this “social” stuff start to stick in your workflow as a leader.

The report concludes that “It takes guts to innovate radically” and I would add it takes courage a few people to be a bit brave to start to try something new. Regardless if its social or not. But right now, its not a fad. Its not going away. And if I were you – I would figure out where it fits in my toolbox of leadership skills and how to amplify my self as a good leader using the social technologies that we have at our fingertips.

So what about you? Do these skills resonate with the leaders you are or the leaders you have in your organization? Where is the biggest opportunity for growth?

Catalyst West – Inspirational Leadership

Last week I had the opportunity to go to Catalyst West  – a faith based leadership event.

I feel like I need a whole week to process everything that I learned. I really want to unpack and figure out how each of the things that I learned apply.

Highlight of nuggets that I can’t get out of my head (some may need more context):

Andy Stanley

“Your current response to opportunity, adversity and calling is MAKING you currently.” 

“Better to make a difference than a point”

“Actions may speak louder than words and sometimes actions echo into the next generation”

Jim Collins

“Good is the enemy of great.”

“Never confused personality with leadership”

“Ask people what they think ahead of always telling them what you think”

“Don’t spend time being interesting, be interested”

“Good intentions is not a cover up for incompetence”

Tom Shadyal 

“Money doesn’t end poverty, love will”

“Without the low note in a song, you wont recognize the high note”

Chip Heath 

“We can never be perfect but we can be better. Bolder.”

“Thinking too narrowly concludes to narrow framing – focus on a different thing.”

“Take a step back from a decision. Add distance. Sleep on it. Think short term. Think long term.”

“10/10/10 Rule – When making a decision think whats the impact 10 min from now, 10 months from now 10 years from now.”

Christine Caine 

“The relay race hinges on exchange zone. We are a part of a divine relay. And its all about the baton. We are building the next generation. You are only here in your faith today, because the generation ahead of you didn’t drop the baton”

“Tolerance isn’t endorsement”

“The issue isn’t injustice. Its sin”

“Nothing can kill you faster than spotlight. It is better to be marked by God than being marketed by Man.”

I love nuggets. Not chicken nuggets (seriously, whats a chicken nugget?!?!)

Anyways, I also finished a new book, Lean In by Sheryl Sandberg. Its a must read. It was exactly what I needed to hear about leadership, women, families and relationships. I will write about that in an upcoming post.

So last week was one of the best weeks I have had in a long time. I was inspired  I had fun. I was encouraged. My cup is full. “Spilling over” is more like it. I feel like I have the energy to tackle the world. Sometimes I just need a few days of focused growth and learning. And last week was it. I felt like a sponge looking thru a new lens of opportunity and leadership.

When’s the last time you felt really inspired? What did you learn? How did you share what you learned? Did you actually change?

TRUE LIFE: Social Onboarding

This is a guest post by my team member Paul Agustin. 

First off, I want to thank Allison for this opportunity to contribute to her blog. My name is Paul Agustin (@PSAgustin) and I am the newest member of her team. Working at Yammer, I’m constantly amazed at its many uses in the workplace. I’m using Notes to take and maintain minutes from meetings with clients as we map out how to roll out training to them. I’m sharing Files with my colleagues for feedback and discussion, utilizing their countless stories and experiences. I’ve been able to discuss and share ideas on upcoming projects with co-workers on the other side of the country, some whom I’ve never even met. Yammer is really changing the way I’ve viewed “working.”  As I’m writing this, I can’t believe I’ve only been at this job for about two months. That’s not a typo. I’ve only been at Yammer for two months. How many people can say, they’ve been able to achieve full productivity in less than a month? (I should have written this blog a month ago, but I was off being productive at Yammer.) Since Day 1 at Yammer, I’ve been able to hit the ground running and I don’t think it would have been possible, if Yammer wasn’t used as part of the onboarding process. Now, you must be thinking, Yammer for onboarding?

From the get go, I’ve been immersed in Yammer. Before my official start date, I was given access to an external network called Yammerversity. This gave me a chance to work in Yammer right away and expose myself to its different features and functionality. (I came from a company that did not use Yammer, so this was my first exposure to it).

Through this, Yammer and I were able to achieve a couple of things:

  1. I became familiar and comfortable with my new job role.
    As more and more people continue to use Yammer within a company, it becomes a knowledge repository. Conversations specific to my team and around their notes and files, are a treasure trove of information on getting up to speed. Being able to see the discussions behind every webinar and presentation, really helped me to know what was expected of me and how I could immediately contribute to the team. Part of my onboarding process was to go through the Yammer certifications. As I was going through them, I shared my feedback on things that needed to get updated and how to improve some of the quiz questions. This was then used to update our certifications.
  2. I was able to learn about company culture and get access to job related resources.
    Cynthia, who led onboarding at Yammer (@CynthiaCHanson) put a fantastic Preboarding Note together that contained links to various e-Learning modules covering Yammer basics, the history of Yammer, and the culture of the company. By the time I stepped into the office, I already had a sense of the people and the company. Once I was given full access to the home network, I was added to a group called Yammer New Hires, which had additional Notes on benefits information and company sites I should be aware of. The best resource of them all though was all of the conversations that had already happened. When I had questions about our commuter benefits, I did a quick search and found my answer. If I couldn’t find an answer on Yammer, I could post it to the company (in the appropriate group, of course), and know that someone will be able to help me out.
  3. I was able to start to build relationships and network.
    The first thing you’re supposed to do once you’re granted access to the Yammer home network, is to post a #bammerintro. (Bammer is a nickname for a baby Yammer, or a noob.) In your Bammer intro, you are to introduce yourself to the company and share a bit about yourself. Folks across the company can “Like” your message and reply with their own welcomes and greetings. This one little exercise is a great start to building relationships. When I finally visited the company headquarters, people already knew who I was and I knew who they were based on our interactions in Yammer. I already felt like part of the team, before I actually met Cynthia, Natalie, Kristin  and Louise in person.
  4. I was able to feel engaged and valued.
    “Working out loud” in Yammer creates transparency in what I’m working on and what other people are working on to. Allison has mentioned me on conversations that she thinks are relevant to me or that I can provide value to. Through this transparency, I can see my comments and suggestions are being read and used. Just the other day, I put together a deck about what do now that you’re a Yammer Certified Power User. Allison loved the idea and wanted to use it in our other certification programs.

social generationThese are just a few of the ways Yammer has eased my transition to my new job. If you’re looking for a way to jolt your onboarding program, try making it a little more “social,” you’ll be pleased with the results. I know I was.

Thanks Paul! You’ve been great addition to the team and I know these learnings will be good for others to read. So, how about you, have you tried to “socialize” your new hires? What are you learning? How can a tool like Yammer help facilitate and enable those conversations and communities?

“Paint” by Numbers but Different Results, is that how we train?

Last week I went to a Art of Merlot to celebrate a good friend’s birthday. We were instructed to all paint a similar picture. In the end we were supposed to end up with something close to Van Goghs’ version of the red poppy…

 

We were all given the same materials (canvas, paint, brushes) traced the same outline of the painting (using carbon copy paper) and given the same instruction from the art teacher.

 

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Yet when we finished… (see below) everyone had their own interpretation of the instruction and the medium and the colors and ultimately the final product. If you look at them they all look “similar” however they are all different and not exact replicas for what Van Gogh originally created.  (mine specifically requires a two drink minimum to view).

 

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Was it that some of us just didn’t listen to the instructor? Or some of us had had too much wine ? Or was it that we wanted to express our own perception of what was being painted?

 

Either way I think this is similar to how “training” is looked at. Everyone is given (or hopefully) given the same tools, instruction and we expect the same results. But the reality is that some interpretations come out a bit different than others.  Some excel and “paint” wonderful things and go above and beyond your expectations taking the materials a step further. While other some need a bit of remedial assistance (my case with the painting! I needed the teacher’s assistance every brush stroke). Is this such a bad thing ? Or is there something wrong with the expectation that everything will come out just the way we planned when we have given everyone everything without letting them choose on their own?

 

Have you ever had a “color by numbers” type of training session? Where you thought everything was given to your learners and it turned out they did something completely different? What happened? Would love to hear about it!

I have learned so much.

And I haven’t written anything down. Who am I? I used to blog all the time. I got my current job from a blog post I wrote. (more of the story here)

This past December I graduated with my Masters of Education, Technology and Leadership. I wrote about my FIRST semester in this post. (Oh my – I cant believe how fast/slow it went). I learned a lot in school. But probably not as much as I have learned this past year.

And by the last post I made it really doesn’t justify how much I have learned and been up to. Almost a year ago within a world I had no business being in I jumped in both feet. I leaned on a great coach, business adviser and consultant who became a dear friend. We tried things. Failed at things. Added new things. Took away the bad things and kept on adjusting. Like the angry birds method. “Aim. Fire. Adjust.”

So I guess thats what I will do with this blog going forward. Aim. Fire. Adjust.

I’d like to write about social enterprises because I see that every day. I’d like to write about my journey as a new manager (got lots of stories). I’d like to write about what its like being on the road all the time or how great it is to work from home (YOGA PANTS!). I’d like to write about the customers I see and the lightbulbs that go off. I’d like to write about what its like working for the largest software company in the world after working for a startup.

Is that OK with you? If that works – I will start there. 

No promises. But bug me to write more, ok?

And if you’d like to do a guest post let me know.