Teach or Learn? Why Not Both?
October 3, 2011 § 3 Comments
Recently I had a conversation with Josette Rider, Executive Director & CEO of Big Brothers Big Sisters of Northeast Indiana. We talked about the inefficiecy in the constant exchange of emails back and forth between others in the office – sometimes people who work just a few feet away from each other. People rely on email too much for communication and dont simply talk to others. Why do people constantly email instead of getting up out of their chair and talking to the person or picking up the phone and calling the person?
Talking to people who communicate mostly with email and describing the inefficiencies is a good start. Inevitably, they have a laundry list of reasons why they should send emails out instead of talking. Since people do not develop habits overnight, they will also not get rid of those habits overnight. One conversation will probably not change behavior. It will likely take two or more conversations to change behavior, unless…they TEACH.
Josette had a brilliant idea that I have seen work in other scenarios, but never connected it to this one. It was to ask one of her managers (one that is a heavy email user) to present and instruct ways to reduce email and improve verbal communications to the other managers at the agency. To help this instruction, I sent Josette a blog post from Seth Godin that was posted on June 9, 2011. It is titled “Email checklist (maybe this time it will work)” and addresses this same email problem in a humorous, yet insightfull way.
The brillance in this coaching action lies in the fact that teaching reinforces the topic that is being shared, probably more so for the instructor than for those being taught. In fact, it reinforces what is already familiar and forces the instructor to work through the topics of uncertainty.
There are many areas I have experienced where it is understood that learning will happen when we teach or instruct. In Sanchin Ryu karate, the leader of a small workout group often reinforces in his own mind the strikes he or she shows the group. Managers in business often have to think through a concept or topic before leading a meeting about the topic. As a CPA, I have also discovered that instructors of Continuing Professional Education courses receive credits for the time instructing as does those CPAs that are listening to the instruction.
When you are asked to lead a discussion or to train a group, it will be difficult to say yes due to nerves or uncertainty, but always remember…it will likely beneift you more than anyone else.
Keep your eyes open. Inspiration can come from anywhere.
This post was inspired by Josette Rider, Executive Director at Big Brothers Big Sisters of Northeast Indiana.
Observe Inspire Lead 
Matt,
Good post. I’ve always found I learn as much or more that the audience when I present.
Many times the key issue of “emailing vs getting up and walking” is the sender feels the need to CYA. Once the initiator sees success and support in face-to-face collaboration, the email behavior changes to a follow-up email documenting the the solution. That’s a lot better than a series of 20 back and forth messages.
Your and Josette’s plan should provide the support that is needed to foster the collaboration.
Good Luck,
Don
“A Desk is a Dangerous Place”
Don:
I agree with you. You make an excellent point about the email follow up for documentation. Thank you for commenting.
Matt
Matt,
I’m interested in hearing how the the initiative changes behavior.
Good Luck.
Don