What About Breaking Type?

“If you see yourself as always being in a state of becoming, you’ll kind of be alright.”

– Bob Dylan, fourty-three years after his 1961 emergence onto the scene.

We often tell our participants one thing and do another. Take, for example, the very popular creation of development action plans at the end of a program to turn insight into action back at work. Ironically, even though many consultants proselytize about the necessity of having one, very few, if any, actually create a development plan for themselves. Personal development planning requires an ongoing and conscious reflection and examination of your thoughts. It also may require you to “Break Type.”

The Fonz
Image courtesy of http://tllg.net/mBF

By Breaking Type, we mean behaving in ways outside of what is expected by others based on established perceptions. The term is often associated with actors who are typecast into one character and, therefore, perceived one-dimensionally. An example of such a character is Henry Winkler as “the Fonz” (a tough biker with a soft heart) on the sitcom, “Happy Days.”

Many organizational training departments fall short of certifying their instructors based solely on the content the teach. For example, an organization might make the assertion that Karl, the new trainer, knows the material and is therefore “signed off” to teach the Conflict Management course content. However, the sign-off says nothing about his ability to tailor learning experiences, in the moment, based on emerging participant needs.

Alternatively, what The Faciliators Studio proposes, is a certification system that reinforces the effectiveness of fully functioning facilitators who effectively Break Type. The certification system identifies ones knowledge of content, called “Content Competence,” as well as ones ability to grow, called “Learning Competence,” as determinants for readiness to teach any given course. Think of Content Competence as a measure of actual performance and Learning Competence as a measure of potential performance. There is also an important third measure called “Facilitation Competence.” This measures the degree to which one effectively interacts with a group while delivering accurate information about course content.

Next time, we’ll explore these competencies in more detail and how they build the Dimensions of Facilitator Certification.

The above is an expert from the book by Barry Shapiro,

“Casting Call in the Theatre of Corporate America.”

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