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Not strictly true, but slightly true. Check out this link to see what I’m on about. It is a new technology that allows multi-camera streaming so you can cut between 5 clips yourself. The top big window is for the main image. The bottom 5 mini thumbnails are your camera options.
So that is interesting from an IT angle. But it could also be an interesting training opportunity. What kind of training and learning could be told this way? What options does it open up? What interactive learning techniques could be applied?
For instance a coaching piece where one camera is one a sales advisor, one on a customer, one on 2-shot of both and one on the paperwork or product. You explore the scene yourself, just as you would in a real-life coaching session.
I’ve just come off a rather interesting project. It was writing, directing and editing a character randomiser.
Oh yeah? What’s that then?
Well it’s a short interview with a character, in this case a salesman. He gives his views in answer to various questions. Except that everytime you watch it his views are different. In fact there are 42,000 various combinations. The task then, for the delegates / viewers who are all managers, is to think about what this characters coaching needs would be. What would you prioritise? How would you raise some issues with him?
Now that takes some writing! And some acting. The clip above shows just one version. In the spirit of the blog here some lessons learnt to share about this project in case others want to take this idea forward.
Writing it: The final viewing experience is made up of 3 sets of questions and answers. 5 different versions of each question. 8 different answers. I created a different script for each question and answer.
Technical stuff: Each question and answer was filmed with 2 cameras. The reason for this was so that during each answer I can keep popping up with ‘noddies’ or follow up questions. If I didn’t do this then the audience would spot the randomiser working. It would be clear that any visual cut would be the randomiser picking a clip. This way you don’t know what is a ‘randomiser cut’ and what is a ‘normal cut’. So each question or answer is then edited up in final cut so I have 39 short clips. These are then selected and played (jukebox style) by the randomiser program which is build using Flash.
Shooting: The black set is just set up in a dark normal office room but with £300 worth of black material everywhere.
How to write it: The characters opinions are mapped on a grid (the skills and commitment grid if you are aware of that model) so as to get a good range of views. From highly skilled to low skilled and high commitment to low commitment. It’s then a case of reading it again and again, in lots of combinations. If they don’t work then rewrite either the question or answer.
Does it work then?: It works okay. I give it 8 out of 10. The writing works perfectly. In fact I think it is the questions that are letting it down. Because they can’t really follow on that makes the performance difficult. It seems sometimes like I haven’t listened. If I did it again I would probably work on that. One solution being a very definite pause and a clearer statement about moving on or drawing a line in the sand.
Here is a snapshot of the script. Or you can download the whole thing here.
Retention. Dealing with Change. Interpersonal Skills. Self development. Empathy. Basic skills training.
Sesame Street has it all. Do you challenge your audience with so many different training styles within 60 minutes?
And all with catchy tunes.
Yes I realise this video is 25 minutes long. But none the less watch it. It covers these themes; passion, commitment, persistency, contracting, win-win, going the extra mile, inter-personal skills AND above all else – it demonstrates how to give a presentation that hold an audience.
We’ve been talking on this blog for over a year now so it’s about time you know exactly what we do here at Marton House.
Earlier today I was asked to compile a few clips of video together to send out to a prospective client and I came across the video you see below. It’s an emotional insight into our business and how we work, delivered by our MD, Brian Broadbent.
If you want to know more about Marton House and our services just click on the About Us tab at the top.
It’s been a while since our last post here on the Learning Journey (mainly due to a very busy post Christmas schedule), so I come to you today with a doozy.
We like to inject fun into our training products here at Marton House as we find not only can humour hold the viewers attention better but it can also help people to learn. The general rule of thumb is if someone is entertained their brain is more open to retaining information – in other words it doesn’t shut down 3 minutes into the programme when most people’s attention span is starting to drift.
At the weekend I came across the following video after searching for Photoshop tutorials. The reason it leapt out at me is the fact that the video is simple screen-based training that you can actually learn from whilst having a storyline.
The question is really whether it’s a short film pretending to be a training video or if it’s a training video with a new style. You decide.
You can see more in the series down the left hand side of the linked page, there are 4 in total. I recommend you do as they get much funnier.
Getting your foundations right.
What the blog shows us is how quickly ideas and techniques may change. And that’s no surprise seeing as how the typical person in a large corporation stays in a job role for an average of only 3 years. That means a new job, different targets, a changing set of standards and unfamilar colleagues every 3 years.
So does that mean you are ‘starting over’ every 3 years. No. That’s the perception we wanted to change. As a training organisation working in this new world our methods had to shift. We needed to focus on the fundamentals instead. The core learning, the key behaviours of successful people, the cornerstones, the things that don’t change.
If we could deliver that then people would have a solid platform onto which different jobs could be laid.
So that’s what we did. Working in conjunction with HSBC we’re building ‘The Platform’ – our most comprehensive training package ever. It’s designed for leaders and their teams. It’s a training manifesto that contains only the most powerful advice and tools. No filler. If you follow the advice we’d expect to see a lift in performance of 20%.
Below is a video trailer for The Platform.
Expect more about The Platform over the next few months – including how we build it, how it works and some concrete results.
Our most recent module for The Platform was entitled Gravity. You don’t need much of a scientists mind and you don’t need to sit under an apple tree for hours waiting for the inevitable to happen to understand the principles of gravity.
So, we have designed a whole new model based around gravity which demonstrates how a person can attract more business just by simplifying their whole work and marketing ethic. After all pulling business towards you is far easier than trying to chase it down.
Below is a sneaky peak at the Gravity Model, click on play to watch and enjoy.
For more info on the Gravity Model and The Platform please contact us.