“How NOT 2” videos

I should set up a caption competition for this one.

I should set up a caption competition for this one.

Video is an increasingly popular and highly effective medium for learning.  Delivering training content to the user’s personal device so they can learn when it suits them is also a good approach.

So I set up How Not 2 videos as a business with a couple of trainer mates, Spencer Holmes and Iain Smith.

You can find out more about what we’ve been up to and get links to the videos here.

Here’s one to give you a feel for the style.  It’s based entirely on a real life experience.  Its title is “How NOT 2 give bad news”.  Makes the hair stand up on the back of my neck every time I watch it.

We have 10 publicly available titles so far.  Each has full support materials so people can use them to run their own training sessions.  We also offer a tailor making service so we can create one to your specific brief. 

Here’s one we made for fun in a supermarket car park whilst we were having lunch.

You get the idea.  Let me know if you think we could develop something for you.

new logo 2

5 Responses to “How NOT 2” videos

  1. Ian Thompson says:

    Really enjoyed this when I thought that I wouldn’t !

    It really illustrates that psychometric testing should never be in the hands of lay people i.e. non psychologists. The implications of the scenes shot here from both a legal and ethical legal point of view are immense.

    The issue I have is that the video seems to be designed to give line managers training in giving feedback for psychometric tests. Allowing this to happen is very bad practice. Feedback should always be gives by experts trained specifically in the instrument which they are using.


    • You make a very valid point Ian. As you rightly say, we should make it clearer that this video is designed for licensed practitioners, not for line managers. I will amend the information on YouTube to make that clearer. Thanks for pointing it out.


  2. Karen Bail says:

    Hi Michael
    Some ideas for performance coaching might include:
    1. giving specific feedback about a particular behaviour that is affecting the team, and exploring options (coaching) for improvement
    2. giving overall good feedback about the year’s work, and exploring stretch goals for the next performance cycle
    3. setting performance expectations together, noting that the manager can and should be clear about standards
    4. giving feedback in the moment, rather than waiting for a formal review – quick but meaningful

    Do any of these sound good?


  3. Hi Karen. Good thought! I will discuss with Mike. There are some “how to” videos on my YouTube channel (mikebrown007): just posted one on two approaches to Negotiation. Let me know some specific topics and we’ll see what we can do!


  4. Karen Bail says:

    Thanks Michael for making these videos available – I will definitely weave them into the face to face training we deliver here on performance coaching. I was wondering whether you and Mike would consider doing a series of videos of what to do – ie some good examples of coaching, giving feedback etc, as it would be very encouraging for people to see how it can and should be done.


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