Respond to this #learningcasestudy

Today on the blog I try something different. I want to see how people take a case study and respond to it. It’s a case study so there’s no right or wrong answer. Unless you answer wrongly of course.

A company wants to start improving their people’s ability to deliver presentations. They’ve noticed in team meetings, at board meetings and during project updates that presentations tend to be poorly delivered, lack structure and often with no clear information.

The company is a data driven company and their work is mostly on a business to business model. They win work based on the quality of the data they produce and the analytics they provide. One of the most regular pieces of feedback they receive is that the quality of their work is always impressive, however only a few people are able to talk through the results and deliver presentations. When someone new tries they often get caught up in being too detailed.

There are some people in the business who deliver presentations well. They are senior managers mostly and as such are relied on quite heavily for client presentations.

Internally they have modern tools to help them work well. They have a yammer network which they use to share stories about product development, project updates and seeking help from other colleagues. People are comfortable sharing an array of interesting articles and discussions are common.

What kind of learning solution(s) would you suggest for this company?

This is a fictitious company, so please do take some freedom with the information above and in how you respond. You can either respond in the comments below, or perhaps you could write your response on your blog? Please use the hashtag #learningcasestudy.


Published by

Sukh Pabial

I'm an occupational psychologist by profession and am passionate about all things learning and development, creating holistic learning solutions and using positive psychology in the workforce.

2 thoughts on “Respond to this #learningcasestudy”

  1. Interesting question Sukh but I can’t give you solutions as you mentioned on Twitter.

    Before I can consider what might ‘solve’ this I need to know a lot more:
    What is the aim behind this change?
    What target would be seen as an effective and successful change?
    What proportion of the organisation believe it to be an issue?
    How will relationships change between ‘experts’ and senior managers if the technicians become better at selling?
    What if the experts don’t want to be gifted with this additional skill?
    How proud are the senior managers of their ability to present?
    Do the senior managers consider themselves to be experts?
    What technological solutions have been considered?
    What impact will presentation have on productivity of the technicians?
    How far has the sales process been engineered to take into account the team’s relative skills?
    What would happen if it was re-engineered?
    Who is defining what a ‘good’ presentation is?

    Loads of questions; without answers to them we’ll end up selling more courses, content, interventions and support. Support that may not be needed, valued, or appreciated.

    1. These, Andrew, are a great set of questions. As this is a fictitious scenario, it requires I provide answers to your questions which follow from the main brief.

      These questions matter, though. And it’s in the understanding of the answers that we are able to develop solutions.

      So in the absence of that information you’re asking for, what happens next?

Say something...

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s