A good example of how one-page profiles can be used in the workplace to improve output when working closely with people for the first time.
Written by May Lee
I am the Cultural Transformation Programme Manager at Certitude, leading on projects around person-centred working and Personalisation. My work includes delivering learning and development support to managers and teams including co-training a number of training days.
Co-training with someone you don’t know can be difficult and a lack of cohesion between trainers often has a detrimental effect on learners. Our corporate induction programme was a three day course which potentially involved up to six different trainers; not all of whom knew each other or usually worked together. In addition to this, various trainers might also deliver other training sessions together. We felt that the development of one-page profiles for training would enable us to know and understand each other beforehand and to deliver a smoother training experience to learners.
Each trainer completed their own profile using the headings ‘like and admire’, ‘important to me (about training)’ and ‘how best to support me (when training). Each person was already experienced in how to complete one as we already have our own one-page profiles for work. Making the profile’s theme specifically about training focused our minds on including the detailed relevant information into the profile that we needed.
We have set up a shared folder on the organisation’s IT network that everyone could access so that trainers can store their profiles in one place and read each others in preparation for co-training. Trainers also send their profiles to new people they are going to co-train with, or are going to deliver group presentations or sessions alongside.
One-page profiles for training have made a positive difference both in terms of supporting the development of relationships between people and also in how we deliver our sessions.
The profiles have helped trainers to get to know each other better pretty quickly; getting a sense of what each of us is good at and where we want support. Through reading each other’s profiles, we have been able to see where we have things in common and where we might have different approaches to a potential situation – and therefore need to agree a response in advance. We have also been able to plan who does what around each other’s ‘how best to support me’. For example, I have ‘doctor’s handwriting’ so would always prefer not to be the flipchart scribe, whereas another trainer ‘hates the sound of my own voice!’ and so would prefer to facilitate a group rather than deliver a presentation to them.
The profiles have enabled trainers to get to know each other better. In addition, previously we only tended to use certain combinations of trainers for the session based on the fact that people were used to doing certain days together, but the development of profiles has helped us to think more broadly about who we can match with each other by aligning trainers who have similar themes in their ‘important to me’ sections.