A good method to end a workshop is to have participants work in small groups to list key learnings. Here is a sample output following a Workshop on People Management:-
Don’ts
1. Fall into the trap of Depersonalization
2. Have double standards – One for yourself and One for others
3. Give feedback unrelated to behavior
4. Reprimand in public
5. Set un-realistic performance expectations
6. Commit to what you can’t fulfill (work, personal)
Do’s
1. Analyse performance issues. What is the Cause? Knowledge/Skill/Attitude
2. Criticize performance. Not the person
3. Criticize behavior. Not the individual
4. Be a role-model. ‘Walk the Talk’
5. Be conscious of expectations of you. Just as you have expectations of your
boss.
6. Give feedback which is specific and timely
7. Prioritize and balance Requirements/Interests of employee/team/Organization
8. Praise in public
9. Balance tasks/team + people orientation
10. Recognize differences in people
11. Sensitive to feelings and aspirations of the people
12. Be aware of your own behavior
13. Involve others in setting learning goals and methodologies
14. Treat others as adults capable of understanding
15. Spend at least one hour per quarter with each team member discussing perf.
16. Understand ‘Drivers’ and ‘Motivation Pie’ for all your team members
17. Understand ‘Crucial for Success factors in each job
18. Balance Improvements in building strengths with overcoming weaknesses
19. Be aware of the “Pygmalion Effect”
Circulating such lists to all participants enhances retentivity as also serves as a quick reminder.
