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I'd like some feedback from this group on the subject of requiring directs to read something. I'm a reader - that's how I learn. I know not everyone learns in the same way. I agree with the MT coaching model in that the acquisition of a new skill is the responsibility of the direct, and I am there to facilitate by helping them find resources. That said however, there are times when a book just nails it on the head, and is something I really want my directs to know.
I have one direct who has never read anything I've recommended. She isn't a reader. For some upcoming training I want to give all my DR's (I have 8) a particular book, allow them to read during work hours, and discuss the book, probably a chapter at a time, at our weekly staff meetings. I anticipate resistance and would like to know if anyone else has done this, if it's even a good idea, and how to handle the resistance.
Audio book?
Some people just aren't readers, some can read but just aren't used to it as a way of learning (I have a colleague who reads novels for pleasure no problem but struggles to learn from books) and some have a disability (e.g. Dyslexia) that makes reading difficult for them. Is there an audio book version of this book? Can you give your directs an option as to which they have, kind of "You can read it or listen to the audio book version. By [date] you will attend a meeting with the rest of the team and be able discuss chapter 1." I'd also suggest that you get each team member to email you the day before the meeting with what they think are the top 3 bullet point important concepts from the chapter (with maybe a word limit on each bullet). This makes it less likely that they will not read the chapter, banking on just listening to the others and throwing in the odd comment to make it look like they've read it. Also it will allow you to see ahead of time if anyone's interpretation or prioritisation varies widely from your own or the rest of the team and prepare a few questions to elicit their reasoning. Different doesn't necessarily mean wrong and may help you to better understand the material yourself.
One thing that my employer has done this year is to set up a bunch of documents to read with a quiz attached to each document. One of our performance goals in our Performance and Development Review for the year is to take all the quizzes and get at least 80%.
Stephen
--
Skype: stephenbooth_uk | DiSC: 6137
"Start with the customer and work backwards, not with the tools and work forwards" - James Womack
Is this a resource towards a goal?
Sounds like this book (or any) is basically a resource to help the direct achieve some goal? And this may not be the preferable learning style of this person. I'd refer back to the MT casts on coaching. Identify the goal against which the direct will be measured. Then, brainstorm with the direct to identify resources that will help him/her to achieve the goal. You can suggest a book, but the individual may have other ideas.
good points
Stephen, thanks for the suggestion about audio books. Even if no one prefers that, being offered the choice gives them a bit more ownership. I also liked your suggestion about the bullet points prior to the meeting. I do still anticipate resistance from one very independent direct, but as I think about, I think "peer pressure" may take care of that, especially when we get into some good discussions.
Brian, I appreciate your insight. I am familiar with the MT casts on coaching, and have also been to the Effective Mgr conference where we did some practice with it. I use it with my team members one on one. However, the reason for this proposed "reading assignment" isn't so much to teach a skill or reach a measurable goal as it is to help my team get on the same page philosophically, in preparation for a significant workforce development initiative. I could try to teach them myself, but I think reading it themselves lends a credibility that wouldn't be there if I just said... "hey guys, I've got this great idea..."
The book, by the way, is "First, Break all the Rules" by Marcus Buckingham.
And, when Mark finishes his book, I think it should be required reading, as well!
Tell us how it works out
I would love to get people reading more, but it feels kind of awkward to give out a reading assignment.
I like the idea of offering an audio book version though - people can listen on their commute if that's what they prefer.
I haven't read Buckingham's book yet (it's on a long list!), but would your directs refusing to read count as breaking one of the rules? ;)
-Jib
Nothing wrong
Do the work your directs do require them to read or write? If só nothing wrong with expecting them to read the book, and if you will actually have sessions to discuss about the book everybody should get the message as they will have the opportunity to ask for help on what they do not understand. If the book is important for what you want to implement it is just the same as asking them to read the company quality manual, or policies. I see nothing wrong with it.