Something that works for you might not work for me.
Let me give you a couple of examples to make my point.
Month: October 2016
An expert versus a chauffeur (Part 3 of 3)
In this series of posts I’m exploring the difference between an expert and someone who is just regurgitating what they have heard or read in relation to those who train on all aspects of ‘change’.
In the first post I shared a story about Max Planck and his chauffeur to highlight the fact we have two kinds of knowledge. In the second post I talked more about this distinction and introduced the idea of the difference between knowing the name of something and knowing something.
So know you’ve got the difference, how do you know it’s Planck standing in front of you, not his chauffeur? Here are my five tips for knowing it’s the expert not the chauffeur.
Influencing Change Quote
Explaining the power of stories – with a story
In 2014, James Whittaker, a Distinguished Engineer from Microsoft, decided to describe the power of storytelling by writing a parable. I like it a lot, and thought it was definitely worth sharing again.
An expert versus a chauffeur (Part 2 of 3)
There’s a fundamental difference between an expert and someone who is just regurgitating what they have heard, read or studied.
In this series of posts I’m exploring how this concept relates to those who train on all aspects of ‘change’, whether it’s change management, change leadership or change methodologies.
In the first post I shared a story about Max Planck and his chauffeur to highlight the fact we have two kinds of knowledge.
One is Planck knowledge, the people who really know. They have the experience, they’ve done the work. They’ve paid their dues. These are the people that know something deeply.
And then we’ve got chauffeur knowledge.
Influencing Change Quote
An expert versus a chauffeur (Part 1 of 3)
I’ve spent a lot of my career training people. In the earlier days it was mainly around the management and leadership of change, and more recently on how to use business storytelling to influence, engage and inspire people.
I’ve invested years learning about the theory and concepts that sit behind both of these topics. I’ve studied how people learn, how to design training programs to ensure the best rates of recall and actual behaviour change, and the measurement of these programs to ensure the required return on investment was delivered .
However, doing all of these things is not enough to make me a great trainer on managing or leading change.
Influencing Change Quote
Influencing Change Quote
Influencing Change Quote
Influencing Change 