Training Magazine - June 2008 - (Page 70)

Training Leadership Summit Wrap-Up Opening Up in Open Space Most did not know what to expect from the Open Space session held on the second day of the Training Leadership Summit. There was a room full of training professionals sitting in two concentric circles with no set agenda, and a facilitator wearing a cowboy hat who said he’d explain the concept, then probably go take a nap. “Each of you has the chance to identify an issue or question about the future of training that you are passionate about and want to discuss today,” explained Harrison Owen, author, “Open Space Technology: A User’s Guide.” “Write it down and put it up on the wall with a time and place for your meeting. During the day, if you’re not learning or contributing, move on to the next meeting or go to the bar or the pool or wherever you want to go.” After several moments of silence and an absence of movement, the room suddenly buzzed with activity. Some 26 issues were pinned to the wall, including: how to deal with training different generations; face-to-face interaction versus technology; and how to foster leadership development when executives don’t want to do it. When all was said and done, and the group reconvened at 4 p.m., Owen asked participants to describe their day in one word. Their responses included: insightful, tiring, enlightening, progressive, and priceless. To read the notes from the Open Space meetings, visit www.TrainingSummit.com and click on "Summit Social Networking.” After logging in, click on "Topics" and scroll to Tuesday, May 6, session K03. Download the PDF at the bottom of the page. Participants enjoy a fiesta cocktail reception and mariachi band, while a colorful parrot dropped in for the jungle party. best practices on the leadership i-share site. Accountability: Everyone has to make a Personal Commitment Statement (PCS) that details how they will connect with their delivery team this year. Assessment: Weigh leadership, people development, and client/market development competencies more heavily. Recognition: There are different criteria for recognition in each category of employee. Training: The approach is focused on a TOTAL leader concept outlining how to drive and direct staff and build the necessary skills (institutional impact, people development, operational excellence, and client service).” t 70 | JUNE 2008 training w w w. t r a i n i n g m a g . c o m http://www.TrainingSummit.com http://www.qwizdom.com http://www.qwizdom.com http://www.trainingmag.com

Table of Contents Feed for the Digital Edition of Training Magazine - June 2008

Training Magazine - June 2008 Contents Online TOC Editor’s Note Live & Online Training Today Soapbox How-To World View Changes With Penguins Keeping Forced Ranking Out of Court Across the Board Certify Me Meetings CPR How Secure Is Your Data? Training Leadership Summit Wrap-Up Tools of the Trade Inprint Questions for Covey

Training Magazine - June 2008

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