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this is a really interesting story and i agree its always best to try to understand people's motivations for their apparent hostility or interruptions in order to help them deal with it better and also in case others in the room feel similarly. I would just add that i had to look up TUPE - I feel strongly that our industry need to talk in the language of business not the language of HR in order to really be seen as part of the part of the business. When jargon excludes people, HR professionals exclude themselves.
Lovely to hear you liked the piece!
I'm actually not in HR (I work with organisational culture) - TUPE is a business term/process here in the UK, but I do know what you mean about jargon and how it can work to exclude.
Thank you for these insights Jasmine: a reminder of how important it is for us to reflect on our own performance in the classroom as well as that of those we are training.
Hi, yes, reflection is so important - and for those of us at the front of the room, a really valuable / exciting opportunity to learn something too.
Really useful article thanks. I will definitely use all 3 tips. Tip 3 is particularly useful and could be applied in any situation.
I'm glad to hear this was useful.
I'm just very curious about people -I love to hear their ideas and experiences, and I think a workshop is a perfect place to explore those ideas.
I'd be happy to hear how these tips work for you!
I had a similar experience many years ago. Since then I have adopted a mantra which is that "there is no such thing as problem people, just people with problems" and I respond to them in this way. I hold out the possibility that their problem IS me and go into problem solving mode staying as detached and objective as possible. This seems to have a great effect in that this is not the response they are expecting and so usually open up as to what it is (I am doing/not doing) that is affecting them.
I know what you mean: but I don't tend to think the problem is me, I think it's neither of us - so then we're just people talking about challenges!
I don't believe the problem is me in most cases either, I hold out the prospect that the participant might have a problem with me for some reason I have not noticed.
Hi Jasmine. I am a trainer in my company so I work directly with the staff employed by us. Over the years, I've had various reactions to some of the sessions I've taught and experience has shown me, that it is usually the topics that are quite emotive that can raise things in people that even they may not know existed in themselves! I've had staff confront me during sessions, after sessions, and even breakdown in tears whilst looking at areas such as our own values etc. In these situations, I make sure that I take regular breaks, offer one to one support to those that appear affected and then move on to another topic if needed. I've been close to abandoning a session on one occasion, but then I'm not sure that this would always help either. I work in the care industry, and you never really know what a person's own history is like until you begin to get them to discuss certain areas. It is hard to try and keep the flow of the group together, whilst also making sure that you are maintaining the well-being of individual staff (as not all of the other delegates appreciate people crying around them).
Thank you for the tips.....they will definitely come in useful!
I agree - it is amazing how emotions well up when we least expect them. I think there's an unspoken rule that we should keep our emotions out of the workplace, and so when there's an opportunity to share those feelings, they sometimes erupt. Sometimes I just back off a little and let the group kick in and take care of their fellow employee - when it works, it's a lovely thing to see.