I mentioned working on a project where the client is looking to shift the formal training courses to some other (dare I say ‘informal’) delivery method.
Yesterday, it took an unexpected swing … not just a turn, but a dizzying swirl …
The courses are designed for new – and relatively new – managers … typically individuals who are beginning the climb up the management ladder … so they’ve been given a small team to lead/manage.
When interviewing the owners of the content I heard on several occasions (and because this was brought up much more frequently than I anticipated, I have to incorporate this into my work now) that there is need to … and this is a direct quote from someone … “engage and entertain better.”
Why, might this be?
Because these new managers are young-un’s … they’re the beginning wave of the Net Gener’s … the Millenials … Gen Y … Digital Natives … pick your label …
The point being that the client (and they can be easily pegged as being quite conservative in their approach and views, so this surprised me even more) wants to figure out ways to make learning experiences relevant, meaningful and effective for this new crop of managers.
My shock was not so much that they recognized this demographic shift. It was that they saw this demographic shift as requiring a new way for them to respond … not just to complain about these young whippersnappers. They know, although perhaps not quite yet able to articulate it, that this requires change on both sides of the generational divide.
Up until yesterday I was led to believe that the prevailing perception was that the youngsters were the ones who had to change … to get on board with corporate life … to grow up, as it were.
Since yesterday, the client has voiced a desire to change themselves.
I knew that this was going to be a fun project!