Deborah Schonfeld uses this template to create simple boxes. She puts clip art bricks onto each square except for two. On each brick, she writes a specifically stated learning point which becomes the “key” that opens the box. “On the remaining two, put the name of an obstacle that the training will help the employee overcome. On the second free square, place a picture of a door with a key hole,” Schonfeld explains. For her session on the fear of presenting, Schonfeld put “fear of making a mistake” on one of the squares as an obstacle. A key to overcoming that fear might be “good use of notes and outline.”
Schonfeld makes enough boxes so each trainee has one for each development point and stacks them at each seat to form a brick wall. For a half-day session, she uses about three “bricks”. For a longer session, she may use up to six. Inside each box is a candy treat. Note: make sure the side with the door is tacked down, not glued.
As each attendee overcomes the obstacle by applying the new skills, they get to open the door on that part of the wall and discard the ‘brick’ while keeping the candy treat inside. “It is a simple and visual way to demonstrate the breaking down of the existing barrier between the learners and the acquisition of the new skills,” Schonfeld said.
To make this more interesting to a group that is less willing to learn, after discussing the session objectives, “I give everyone the opportunity to take out those bricks that they feel they need to make no improvement in.” They soon realize they missed out on the reward of what was behind the door by making the effort to practice the skill in the training environment.
“As for cutting out and gluing the boxes together, 12-year-old daughters who are bored on summer vacation help!” Schonfeld said. “But [the boxes] are reusable if care is taken, so it is worthwhile.”
Schonfeld is Frontline Training Director for the Indiana Department of Revenue, Indianapolis.
