I recently drafted a program description for a multigenerational workforce presentation. The Client returned it with their desired modifications, something I invite my Clients to do.
As a Boomer, I didn’t want to promote much skill development in the short amount of time we would have together. However, the program was geared to mostly Gen Ys and they would be more eager to come if there was a promise of acquiring behavior change.
With my experience in realistic outcome descriptions, I kept the learning objectives realistic: they would learn, discuss and understand. The Client had included one that assured them that they would leave with the power to transform their organizations.
I laughed and knew I would need to choose my wording carefully. I asked my Client if they were sure they wanted to put this as a learning objective, creating such a lofty expectation.
The response was pure Y – “I think we should let them know they have the power!” I looked at my computer screen for a while, re-reading the response.
I wonder if I’ll be able to use this example with them so they can see how differently the generations view how we communicate and interact with one another. Will they see the humor or wonder what’s so funny? Will they think I’m underestimating them or myself?
As I wondered how best to reply – I recalled thinking that my teachers and early bosses had no idea what my potential was or what I might accomplish. I remember learning the hard way where some of my limits lay, and also learing where parameters for success would expand or vanish.
My repsonse was that it looked fine with the modifications. Let the sign up begin!
The program description (it’s our now) will appeal to the audience. The program description doesn’t just describes what’s likely – it indicates what’s possible.