“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 used and highly effective medium for learning.  I’ve been developing a range of “how NOT 2″ videos with an old mate (and genius trainer) Spencer Holmes.

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

Here’s one showing how not to run a pyschometric test debriefing session.  It makes the hairs on the back of my neck stand up just to watch it!

We plan to have a series of 12 videos with full support materials so people can use them to training sessions with them, by the end of the year.  We also offer a tailor making service so can create one to your specific brief. 

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

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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.

    Like

    • 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.

      Like

  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?

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  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!

    Like

  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.

    Like

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