Middle-aged, empowered males for the most part, they reacted incredibly negatively to any suggestion that they might need training in this area – or in any other area, for that matter. Offers of training fell on deaf ears, or worse, were interpreted as a primal challenge to their personal authority. Meanwhile, poor communication and miscommunication from these executives were holding the organisation back.
So how do you train people who have such a strong psychological investment in their own unimprovability?
The answer, in this case, was a learning campaign that avoided anything the executives might recognise as ‘learning’. Rather than producing another course, the team created a glossy magazine-style publication to get the content across, positioning it as exclusive, inside information just for this cadre – but definitely non-mandatory and to be accessed at will.
Reception has been enthusiastic and the company now has the tools to tackle this important skills gap effectively.
The example we have just given shows insight-driven learning in action.