I am fortunate to work with some very smart, creative leaders. Most of them are seasoned managers and a select few have figured out how to catalyze learning in their organizations. Stephen Sorenson (who has given me permission to use his name; you can follow this clever guy on Twitter @stephensoren) is one of those. Recently, he sent his group out on a field investigation to learn about commerce first hand (it’s important to know this because of the work they do) – and more specifically, to find “bright spots” in the way things are done in a few big box stores.

They were organized into teams and given cash to spend. While on this assignment, the teams were tasked with finding bright spots in the experience and to text adjectives describing these experiences. When completed with the assignment, the adjectives were used to create a Wordle picture that will guide the group in their work going forward.

More than the initial creativity, though, there are several guidelines he used that stand out in this activity that Stephen knew would help his team to learn:

It was focused: The teams were directed to find what was good, and they went out looking for it (and found it). Stephen gave more direction than “go spend some money and see what you find out”. The direction was specific and it was meant to directly relate to the group’s work.

It was hands on: Rather than talk to the group about what it means to create bright spots in commerce, Stephen’s group experienced it. This experience hard wired their memory so that when it comes time to observe or deliver bright spots in their work, they would be able to recall those memorable experiences in the stores.

It was positive: The teams were looking for what was working well. What could be better than that? We seem to be hardwired to find what isn’t working but yet we’re more energized by what what’s working well. Finding bright spots (rather than dark spots) must have been a lot more energizing and fun for the group. Speaking of fun…

It was fun: We rarely talk about the role of “fun” at work. Having fun can bolster creativity, camaraderie, and help us to learn. Consider the times you’ve had fun at work. You remember the people involved and specific details about the experience. Fun provides a basis for group cohesiveness.

It had an outcome that was created by the group: It would have been all too simple for Stephen to simply reiterate the bright spots that the group reported. Instead, he let them create the adjectives and the resulting artwork, thus engaging them in the process and the learning.

Its a gift that keeps on giving: We know it’s important to repeat vital messages. The Wordle will be brought out and used as a visual underpinning for the work to be done by the group going forward.

Stephen created an important exercise that his team will remember and recall for some time. How are you helping your team to learn?

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