Albert Einstein was one of the world's greatest original thinkers. By age 26, he had published papers on the theory of relativity. But in order to think of what no one else had ever imagined, Einstein first had to establish a few principles to give himself direction. Two of his principles can guide trainers - the state of I don't know and simplicity.
Einstein was once quoted as saying, "The more I learn, the more I realize I don't know and the more I want to learn." Learning occurs when we are willing to be in a state of I don't know. When we are in a state of I know, we lessen or eliminate our potential to learn.
When you're in an open state of discovery, you spend time collecting data. Whether you're interviewing customers, receiving feedback on performance, or learning something new, the most receptive state you can be in is one of I don't know. If a manager wants to improve performance but doesn't know how, he or she is in the perfect position to discover a solution. When your department is contacted for assistance, it's the beginning of a new learning journey. Asking for help and being in a receptive, I don't know state of mind allows the answer to manifest itself.
I don't know in training
When you are designing or presenting a training session, assess your state of mind. Are you in a state of I don't know or I know? Are you open to various solutions?
The performance consulting movement began its evolution by acknowledging that the exact process for …