These seven virtual workshop facilitation tips help reduce meeting waste and increase the potential for virtual event learning.

These seven virtual workshop facilitation tips help reduce meeting waste. More importantly, they increase the potential for virtual event learning. As in person, HOW one facilitates a virtual workshop is what makes the difference.

For almost forty years of my work career, I was not a fan of virtual workshops. Virtual content delivery did not seem to provide the potential for enough interaction and skill practice. People would simply fail to retain what was shown and told to them. Now, virtual workshop facilitation is much of what I do.

Still, I struggle with the ‘loss’ of my face-to-face workshops. However, I see promise in the trainer-led virtual classroom. That is, if the facilitator effectively manages course content and delivery. It is a good thing such promise exists.

I don’t see myself going back to the 100 days per year in ‘airports and airplanes’ world. I want to teach from home. However, there is no way I can compromise the quality of my work.

Thus, the question becomes ‘What needs to change in order to teach a virtual course as well as I can teach an in-person course?’

In this week’s Real Life Work podcast, I provide ten answers to the ‘how to change a work culture’ question people so often ask.

In this week’s Real Life Work podcast, I provide ten answers to the ‘how to change a work culture’ question people so often ask. How long does it take to change a work culture?

If you want to change a work culture, and change that culture relatively quickly, you must fundamentally change your key work system designs. These new designs help leaders develop daily work habits that support a high performance workplace.

What do I mean by fundamental work systems change? Well, to help you gain a better perspective of what I mean, here is a list of ten key things that you can do right now.

Personally, I have seen the impact these changes make. I am confident that if you give at least a few of them a try, you too will begin see a noticeable difference in a short amount of time.

If you have any questions, please do not hesitate to ask!

Most importantly, keep this in mind. If you want to sustain a lean six sigma, operational excellence, or kaizen pursuit, you must first begin a culture change.

Few workplaces get to start from scratch and design your system...

This week’s Real Life Work podcast looks at how to use ten training effectiveness measures to measure training effectiveness.

Often, even the best organizations struggle to effectively measure workplace training. For example, multiple Baldrige recipients in recent years continue to rely on course participation and completion rates as primary training effectiveness indicators.

From an overall results and work systems design perspective, these companies are high performers. Why don’t they measure training differently?

Some do. They simply do not want to use their limited application space to show results they can more effectively, and completely, share on site.

However, only a small percentage of workplaces can use such an excuse. Most don’t measure training effectiveness at all. Some struggle to provide evidence of any formal training.

Organizations often measure training cost, training hours, and completion rates. Unfortunately, they rarely combine these metrics for the purpose of work systems effectiveness review.

For example, how do training investments affect process error, equipment failure, and workplace injury rates? How do we choose the best training investment if we need performance gains in a specific area?

In this podcast, I share a progressive list of possible training effectiveness metrics. Keep in mind those at the top of the list may seem familiar, but they are also the weakest gauges.