How can you create a workshop that changes attitudes?

My process for this is doing one-to-one interviews with senior managers to better understand what the objective is for their aspired workshop. I take time to understand who exactly is the audience because I customize my workshops based on the trainees. For example, doing a Time Management Workshop for Junior Level employees will look very different than one that’s being done for Senior Level Employees. It’s crucial to be fully mindful of your audience. I take the time to understand who each trainee is, from work experience to education to their company position and so on.

Changing attitudes during a single workshop is no mean feat, and may simply not be possible. However, focussing on interactive activities that foster reflection and dialogue is a good start. Begin by clearly defining the desired behaviours and exploring their importance. Use storytelling and case studies to illustrate real-life examples and challenges. Incorporate opportunities for participants to share their perspectives and experiences, promoting empathy and understanding. Encourage critical thinking by presenting diverse viewpoints and discussing their implications. Provide actionable strategies and tools that learners can themselves. Finally, provide post-workshop resources to embed learning and reflection.

People are more likely to change their attitudes through active participation rather than passive listening. Attitudes are often tied to emotions (I am a psychologist). I would encourage participants to question and reflect on their beliefs using evidence, logic, and persuasive arguments to challenge misconceptions and biases. Participants should feel safe to express their thoughts and feelings without fear of criticism.

Simple. By remembering that the organization you work for, isn’t a training organization. They are in healthcare, construction, retail, etc. what you do is only as important as it furthers the purpose and goals of the business. Once your operations stakeholders understand that you know your place in the business, can you truly impact change through learning and development.

We meet every week with our program development team to identify opportunities to create workshops, team building, events, and training opportunities. We design programs to change attitudes based on our client's desired outcomes in these types of programs. By doing this, that keeps us on the cutting edge of our industry.

Clearly outline the objectives you aim to achieve through the workshop. Whether it's shifting attitudes, fostering collaboration, or imparting specific knowledge, having well-defined goals provides a roadmap for crafting content and activities that directly address your desired outcomes. Example: If the goal is to shift attitudes toward innovation, define specific objectives like encouraging creative thinking, fostering a risk-taking mindset, and promoting collaboration. This clarity guides the selection of relevant workshop content and activities.

What problem is your workshop solving? The answer to this question should lead your didactic choices. People don't change attitude because a workshop said so, but rather because they see value in that change.

Changing attitude by knowing and clarifying objectives beforehand itself is not sufficient. Change itself is difficult. Changing deeply and unconsciously held beliefs and values, even moreso. Unless planned change is linked to the participants' need to change for their own good or survival, it will remain ineffective. Change their perspective first, then further change becomes easy.

O Golden Circle é uma metodologia desenvolvida por Simon Sinek que destaca a importancia de come?ar com o "porquê" antes de abordar o "como" e o "o quê". Ele argumenta que muitas empresas come?am pelo que fazem, passam para como fazem e deixam o porquê por último, quando na verdade o inverso deveria ser aplicado. Come?ar com o "porquê" envolve identificar e comunicar o propósito, a causa ou a cren?a que motiva a existência da organiza??o, o que pode inspirar clientes e colaboradores.

It is necessary to clarify the workshop objectives before developing the workshop content. A well-defined objective serves as a road map to guide workshop design and ensure its effectiveness in achieving the desired outcomes.

All three aspects Ethos, Pathos and Logos are important. Make your audience feel like that it’s about them. They are gaining from it. The workshops are meant to deliver something specific, make that specific worthy of audience’s time and attention.

Just focus on interactive activities, real-life examples, and open discussions. Incorporate engaging presentations, group exercises, and expert insights to stimulate participants' thinking and foster a positive shift in perspective. Tailor the content to address specific attitudes you want to influence and provide practical tools for participants to apply in their daily lives.

Diversify your approach by incorporating interactive and experiential methods. Mix presentations, group activities, and discussions to cater to various learning styles. Engaging activities not only break the monotony but also create memorable experiences that contribute to attitude change.Example: Incorporate a design thinking session where participants collaborate to solve real company challenges. This hands-on approach allows them to directly experience the benefits of creative problem-solving, contributing to a positive shift in attitudes toward innovation.

In my opinion, the choice of methods to deliver the workshop is paramount to its effectiveness in fostering meaningful attitudinal change. As a human rights lawyer advocating for diversity and inclusion, I believe that storytelling holds immense power in evoking empathy and understanding among participants. By sharing personal experiences, individuals can connect on a deeper level and recognize the real-life impact of biases and discrimination. Additionally, incorporating role-playing allows participants to step into the shoes of others, fostering empathy and perspective-taking. Finally, discussions serve as a catalyst for critical thinking and dialogue.

I agree with chosing methods based on the purpose and audience. I have quite often seen some educators to focus too much on educational activity that is fun or interesting but unfortunately without considering much the purpose or the audience :)

Active involvement and engagement are crucial elements in creating a successful workshop that effectively promotes attitude change. By incorporating interactive activities, engaging content, and a positive learning environment, facilitators can foster a deeper understanding of the topic and encourage participants to adopt new perspectives.

Absolutely crucial to involve and engage, otherwise you're wasting your time and the client is wasting their money. People resonate with different sensory tasks - some like writing, some prefer to draw, some like touch (fluffy things, buzzers for quizzes, etc). Put all these ingredients into the course and create something unique you and everyone else can enjoy.

Scenarios are another great way that can help people see things from different perspectives, which is often important when attempting to facilitate change. Learners often join a training with a very specific set of attitudes, and it can be hard to facilitate change if there isn't room for a little imagination and exploration outside of ones comfort zone and personal experiences. Scenarios can be presented in various ways, such as groups of people receiving scripts, it can be video based, game based, or role play, to name a few. Depending on your training, some of these might not be appropriate, which you should understand once you know your audience and facilitation setting.

It’s imperative to be engaging with & receive engagement from participants in your workshop, constantly using your knowledge, expertise, & your senses to “feel” the room. If participation is lacking, it’s time to pivot to a different tactic. Adding elements like humor, visual effects (as long as they aren’t obnoxious or prohibitive to participants), or even changing up the way you’re presenting/speaking can all have a positive impact & help influence attitude shifts. If you fail to truly engage your audience, the lesson & the attitude change won’t follow. Be clear about when the material needs to be more serious vs. playful and fun, too!

Designing a transformative workshop requires strategic planning. Begin by thoroughly understanding your audience and tailoring content to resonate with their perspectives. Incorporate interactive sessions to engage participants actively. Integrate real-world examples and case studies to illustrate key points and evoke thoughtful discussions. Emphasize practical application, encouraging participants to apply newfound knowledge in their daily lives. Additionally, seek feedback to continuously refine and enhance the workshop's effectiveness over time.

Post-workshop follow-up is essential to gauge the lasting impact on attitudes. Send surveys, conduct interviews, or establish follow-up sessions to gather feedback. Use this information to refine future workshops and assess the effectiveness of attitude change over time. Example: Send out post-workshop surveys asking participants about any noticeable changes in their attitudes or behaviors. Conduct follow-up interviews with a select group to gain deeper insights into the sustained impact of the workshop on their perspectives.

Ensuring the sustainability and transfer of attitude change from the workshop setting to real-world scenarios is crucial for long-term impact. By incorporating follow-up strategies and evaluation measures, facilitators can reinforce the learning, encourage practical application, and measure the effectiveness of the workshop.

Follow up is most important in such workshops. Personality development workshops give us a feeling that having understood what needs to be changed in us is equivalent to changing that trait. A workshop might just give us knowledge and insight about what needs to be done. The secret of success lies in following up on the participants. Automation can work well in this area.

Evaluation is key to success! Even more important is asking the right questions. I once participated in a 3 days customer service training where the trainer would dive deep into questions. It made everyone feel more understood and cared for when he’d say “tell me more about that experience”, “how did that make you feel” and at the end of each day “how could I have been of better service to you”. Getting good feedback can be difficult. Make it a learning environment from the very start, encourage people to speak up, recognize shared ideas and that no feedback matters more than the other. Most importantly, make them feel your support! Get people excited about implementing their new skills!

A importancia da avalia??o de rea??o é justamente trazer os dados reais de como foi o treinamento. Mensurar esses resultados é o term?metro para continuar ou reajustar o formato, seja do conteúdo ou de alguma dinamica que deixou a desejar.

Changing attitude dwells deeper into human thinking. The best way to design your workshop is 1) Design thinking - Understand why we behave the way we behave 2) Gap analysis - Outcomes of Design thinking to the desired attitude expected 3) Champions- Identify champions who align to the attitude expected and nurture them 4) Celebrate- Celebrate the reformed champions 5) Path- Define a path for everyone else to become a champion The outcome is slow but ensures you have a long lasting impact from an attitude perspective

Interactive Activities: Plan engaging activities that encourage participants to reflect on their attitudes. Role-playing, group discussions, and case studies. Guest Speakers: Invite speakers who can share their experiences and insights related to cultivating a positive attitude. Self-Reflection Exercises: Include exercises that prompt participants to reflect on their own attitudes. Goal Setting: Guide participants in setting realistic and positive goals. Discuss how attitudes can influence goal achievement and success. Feedback and Support: Create a supportive environment where participants can provide feedback to each other. Group Dynamics: Foster a sense of community within the workshop.

One workshop will not change deeply embedded attitudes. One workshop MAY change topical attitudes. Assuming the latter, here are five steps. 1) Research. Understand the underlying concerns, cultural norms, and why the attitude exists. Be inquisitive with all types of colleagues. 2) Storyboard. Use storyboards to address the attitude trying to be changed. Go deep on the Why? And explain how tomorrow will be better--what I call, your "Better Tomorrow Message?." 3) Develop. Develop an interactive workshop, encouraging contributions. Potentially, include hands-on exercises. 4) Practice. Do a few practice workshops to determine if your content indeed, changes attitudes. 5) Deliver. Deliver your workshop throughout your organization.

To bridge between the expectations of change in attitude and where they are now, the emphasis on WHY they need to change will help them have the motive to even start

To create a workshop that changes attitudes, focus on interactive activities, open discussions, and real-life examples that challenge existing perspectives. Incorporate empathy-building exercises, provide a safe space for participants to express their views, and ensure a positive and inclusive atmosphere to encourage open-mindedness. Tailor content to resonate with participants' values and emphasize the practical benefits of adopting new attitudes.