Interactive Learning Methods

“I’ve worked for 7 years to become a CA and I still can’t find a job.” A junior (let’s call him Rahul) said this to me over a shaky phone call. He had reached out to me on LinkedIn, freshly qualified, full of hope, and now six months into rejection after rejection. I had been through the same exam pressure, the same uncertainty, the same fear of “what if nothing works out?” So I started helping him in the way I wished someone had helped me. One call became a week of calls. We worked on his resume, ran mock interviews, and slowly rebuilt his confidence. A month later, HE GOT THE JOB he was dreaming about. I thought it ended there. It didn’t. Every time I shared Rahul’s story, more messages came in: “Sir, can you guide me too?” “Sir, I’ve cleared CA but don’t know what to do next.” “Sir, is something wrong with my resume?” That’s when I realised Rahul wasn’t alone. This gap was huge. So a few of us got together and created something simple: a community where young professionals could get guidance without feeling lost or alone. What started with helping one Rahul slowly turned into Mentoverse®, a peer-led network of mentors, job leads, and support that now helps thousands. The best part? Many of the people we once mentored are now mentoring others. A full circle I didn’t see coming. What’s one thing you wish someone had told you at the start of your career? #CA #CAguidance

Some workshops are just expensive entertainment shows tonight. The best facilitators talk less than everyone else. Real learning happens in the quiet moments. Here's why that works better than the flashy presenter who gives you that feel-good dopamine hit. You know the type - high energy, charismatic, gets everyone pumped up in the moment. They give you that feel-good dopamine hit. But here's what I've learned: that buzz fades fast. Real learning?   It happens when you sit with what you've discovered and figure out what it actually means for your daily work. In a recent workshop I conducted, we explored how to flex their communication style - finding the right "voice" for different stakeholders to get better buy-in. #soundwave The goal wasn't for me to have all the answers. Instead, I held space. I asked the right questions. I let the group work through their own challenges together. And that's where the magic happened - in the collective wisdom of the room. People sharing their real experiences, their failures, their small wins. That's the stuff you can't get from any slide deck.' 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗻𝘁𝗿𝗼𝘃𝗲𝗿𝘁 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 As an introvert, I don't try to be the star of the show. I listen more than I talk. I notice the quiet voices that have something valuable to add. I create room for people to think before they speak. This isn't about being less engaging - it's about being differently engaging. Sometimes the best facilitator is the one who steps back and lets the group teach each other. The workshop is just the starting point. The real transformation happens in the weeks after, when people try new approaches, reflect on what worked, and adjust their methods. That's why follow-up matters. Check-ins. Practice sessions. Space to share what's working and what isn't. Because learning isn't an event - it's a process. If you are a facilitator, how are you supporting your clients in their learning? Would love to trade notes. ♻️ Share this to drive more conversations and learnings among practitioners. Follow Adeline Tiah for content on leadership and future of work

Stop wasting meetings! Too many meetings leave people unheard, disengaged, or overwhelmed. The best teams know that inclusion isn’t accidental—it’s designed. 🔹 Here are 6 simple but powerful practices to transform your meetings: 💡 Silent Brainstorm Before discussion begins, have participants write down their ideas privately (on sticky notes, a shared document, or an online board). This prevents groupthink, ensures introverted team members have space to contribute, and brings out more original ideas. 💡 Perspective Swap Assign participants a different stakeholder’s viewpoint (e.g., a customer, a frontline employee, or an opposing team). Challenge them to argue from that perspective, helping teams step outside their biases and build empathy-driven solutions. 💡 Pause and Reflect Instead of jumping into responses, introduce intentional pauses in the discussion. Give people 30-60 seconds of silence before answering a question or making a decision. This allows for deeper thinking, more thoughtful contributions, and space for those who need time to process. 💡 Step Up/Step Back Before starting, set an expectation: those who usually talk a lot should "step back," and quieter voices should "step up." You can track participation or invite people directly, helping create a more balanced conversation. 💡 What’s Missing? At the end of the discussion, ask: "Whose perspective have we not considered?" This simple question challenges blind spots, uncovers overlooked insights, and reinforces the importance of diverse viewpoints in decision-making. 💡 Constructive Dissent Voting Instead of just asking for agreement, give participants colored cards or digital indicators to show their stance: 🟢 Green – I fully agree 🟡 Yellow – I have concerns/questions 🔴 Red – I disagree Focus discussion on yellow and red responses, ensuring that dissenting voices are explored rather than silenced. This builds a culture where challenging ideas is seen as valuable, not risky. Which one would you like to try in your next meeting?  Let me know in the comments! 🔔 Follow me to learn more about building inclusive, high-performing teams. __________________________ 🌟 Hi there! I’m Susanna, an accredited Fearless Organization Scan Practitioner with 10+ years of experience in workplace inclusion. I help companies build inclusive cultures where diverse, high-performing teams thrive with psychological safety. Let’s unlock your team’s full potential together!

Learn Anything, Faster. (9 moves for your first 20 hours): It’s 9 pm. Three tabs open. Zero progress. The fix isn’t more information. It’s better reps, designed on purpose. Here are 9 moves to turn stalled intention into skilled execution: 1. Vague goal vs One-line outcome ❌ “Get better at data viz” ✅ “In 7 days I present a 3-slide chart story without notes” Try this: Write a single success sentence you can test in public. 2. Info hoarding vs Skill reps ❌ Ten tabs open, zero practice ✅ Five minutes reading, twenty minutes doing Try this: 1:4 ratio. For every minute of input, do four of output. 3. Marathon sessions vs Daily sprints ❌ Weekend cram ✅ Short, consistent blocks that stack Try this: Two 25 minute Pomodoros, every day for 10 days. 4. Random tutorials vs Deconstruction ❌ Learning everything in order ✅ Isolate the highest leverage subskills first Try this: List the skill’s top four moves. Practice the one that removes the most friction. 5. Friction everywhere vs Clean launchpad ❌ Notifications, clutter, multitasking ✅ One tool, one tab, one task Try this: Airplane mode, full screen, single document workspace. 6. Perfect from the start vs Ugly first reps ❌ Restarting until it looks right ✅ Ten messy iterations to expose patterns Try this: Ship version 0.1 in 60 minutes, then iterate by rule, not by mood. 7. Late feedback vs Immediate loop ❌ Waiting until you “feel ready” ✅ Rapid, objective checkpoints Try this: Record yourself, compare to an expert example, fix one thing per session. 8. Motivation hunt vs Commitment design ❌ “I’ll do it when I’m inspired” ✅ Make momentum inevitable Try this: Calendar 20 hours, announce a micro deadline, add a small stake you care about. 9. Solo grind vs Social learning ❌ Struggling alone for weeks ✅ Borrowing brains to speed the climb Try this: Teach back for 15 minutes to a peer or community and ask for one note to improve. What move are you starting with today, and what’s your one-line outcome? ♻️ Share this with someone starting from scratch ➕ Follow Helene Guillaume Pabis for practical, human-first performance playbooks ✉️ Newsletter: https://lnkd.in/dy3wzu9A

The ultimate guide to creating transformational workshop experiences (Even if you're not a natural facilitator) Ever had that gut-punch moment after a workshop where you just know it didn’t land? I’ve been there. Back then, I thought great workshops were all about cramming in as much content as possible. You know what I mean: - Slides with inspirational quotes. - The theory behind the frameworks. - More activities than a summer camp schedule… Subconsciously I believed that: The more I shared, the more people would see me as an expert. The more I shared, the more valuable the workshop. And participants would surely walk away transformed. Spoiler: they didn’t. They were hit-and-miss. But then on a leadership retreat in 2016, I stumbled onto something that changed everything. Something so obvious it's almost easy to miss. But when you intentionally use them, it took my workshops from "meh" to "mind-blowing": Three simple principles: 1️⃣ Context-based Learning People don't show up as blank slates. They bring their own experiences, challenges, and goals. When I started anchoring my content in their reality, things clicked. Suddenly, what I was sharing felt relevant and useful — like I was talking with them instead of at them. 2️⃣ Experiential Learning Turns out, people don’t learn by being told. They learn by doing (duh). When I shifted to creating experiences, the room came alive. And participants actually remembered what they’d learned. Experiences like roleplays, discussions, real-world scenarios, the odd game... 3️⃣ Evocative Facilitation This one was a game-changer. The best workshops aren’t just informative — they’re emotional. The experiences we run spark thoughts and reactions. And it's our job to ask powerful questions to invite reflection. Guiding participants to their own "aha!" moments to use in the real world. (yup, workshops aren't the real world) ... When I started being intentional with these three principles, something clicked. Participants started coming up to me after sessions, saying things like: "That’s exactly what I needed." "I feel like you were speaking directly to me." "I’ve never felt so seen in a workshop before." And best of all? Those workshops led to repeat bookings, referrals, and clients who couldn’t wait to work with me again. Is this the missing piece to your expertise? - If so, design experiences around context. •Facilitate experiences that evoke reactions •Unpack reactions to land the learning ♻️ Share if you found this useful ✍️ Do you use any principles to design your workshops?

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

The Brain Science of Skill Gaps: Why Traditional Training Often Fails 🧠 Here's a fascinating insight: When your team struggles with a skill gap, it's not just about missing knowledge—it's about literal gaps in their neural networks. Think of it like this: Every skill you have is a superhighway in your brain. New skills? They start as dirt roads that need paving. Here's what neuroscience tells us about building these highways faster: 🔬 The Mirror Neuron Effect: When we observe others performing a skill, our brains fire the same neural patterns—it's like a mental rehearsal! This is why pairing novices with experts is so powerful. 🧩 The Spacing Sweet Spot: Our brains consolidate learning during rest periods. Studies show that 20-minute learning bursts followed by 5-minute breaks create optimal neural connections. ⚡ The Active Recall Revolution: Passive learning barely registers in our neural networks. But solving real problems? That creates lasting neural pathways you can actually see on brain scans. Here's what this means for leaders: Traditional "firehose" training actively works against your brain's natural learning patterns. The best skill development programs mirror how your brain naturally builds expertise. Small, frequent practice beats, occasional deep dives every time Quick Win: Try the 3-3-3 method this week: Practice a new skill for 3 minutes, 3 times a day, for 3 days. Your brain's neuroplasticity peaks with this pattern! Question for you: What skill are you currently developing? Let's discuss brain-friendly ways to accelerate your learning in the comments!

Day 8/30 of the Idea to Revenue Mentorship: Something magical happened today. I stopped talking. The group started solving each other's problems. One participant was stuck on their product format. Before I could jump in, three others shared what worked for them. Problem solved in 10 minutes. It made me realise: The best mentorship isn't mentor-to-student. It's student-to-student with a guide on the side. Three powerful shifts emerged: 1. PEER FEEDBACK HITS DIFFERENT When I critique, they listen politely. When a peer who just solved the same problem shares? They take notes furiously. 2. COLLECTIVE WISDOM > INDIVIDUAL EXPERTISE 100 people trying 100 approaches beats one mentor's playbook every time. 3. ACCOUNTABILITY COMPOUNDS Disappointing your peers who are grinding alongside you? That's harder than disappointing a mentor. This is why accelerators work. Why building in public beats building in private. You don't just need a mentor. You need mirrors — people on the same journey. Question: Who are you building alongside? If the answer is "no one" — that might be your biggest bottleneck. Day 8 complete. 22 days to revenue. P.S. The participants helping others the most? They're moving the fastest. Teaching forces clarity.

Finding the right mentor can change the trajectory of your career. But in today’s job market, and especially when nearly a quarter of recent grads are unemployed, traditional mentors alone may not be enough. That’s why Alexis Redding and I wrote a new piece for Fast Company about the overlooked value of peer mentors, or what we call “mirror mentors.” These are the friends and colleagues who know you well, who can keep you accountable, offer encouragement, and share tactical support along the way. Sometimes mirror mentors can even be more helpful than senior mentors. They’re in the trenches with you, they understand your struggles in real time, and they often have the bandwidth to provide the kind of consistent, hands-on support that’s critical during a job search. We shared three key ways mirror mentors can transform your job search: ✔️ Sourcing opportunities, including the hidden job market ✔️ Providing tactical help, from résumés to negotiations ✔️ Offering encouragement and accountability when the process gets tough By building a small mentor pod, you can make the journey less isolating and much more effective: https://lnkd.in/ezJPbFWs Who are your mirror mentors, and how have your peers supported you in your own career journey?

Too often, group coaching is dismissed as a “lighter” or “cheaper” version of 1:1 coaching. But that couldn’t be further from the truth. Group coaching is a distinct, evidence-based practice with unique benefits - especially powerful when it comes to leadership, inclusion, and equity in organisations. Here are 5 of the most common myths I hear - and why they hold companies back: 1️⃣ “It’s just a cheaper version of 1:1” In reality, group coaching creates something individual coaching cannot: peer learning, shared accountability, and the validating experience of hearing others speak openly about similar challenges. This can be transformational for confidence and resilience. 2️⃣ “It’s only for junior employees” Group coaching is powerful at every level - especially for senior leaders. It builds social capital, creates cross-functional connections, and helps leaders see challenges through multiple perspectives. 3️⃣ “People won’t open up in a group” Confidentiality and trust are not barriers when sessions are skilfully facilitated. With the right contracting and psychological safety in place, people often share more openly than they expect - and the depth of reflection can be extraordinary. 4️⃣ “It’s basically training” Unlike training, which follows a fixed curriculum, group coaching is adaptive and participant-led. It creates space for reflection, exploration, and personalised learning that is sustained over time. 5️⃣ “You can’t get individual attention” While it’s not 1:1, group coaching ensures every voice is heard. Participants also gain something they can’t get in a private coaching room: multiple perspectives and the support of peers who ‘get it’. Why does this matter for equity and inclusion? Because so many leadership challenges - especially those faced by women and underrepresented groups - are collective, systemic, and relational. Group coaching makes those dynamics visible, creates belonging, and helps participants see they are not alone. ✅ It’s not second-best.  ✅ It’s not a downgrade.  ✅ It’s a powerful developmental experience in its own right. If your organisation is serious about equity, inclusion, and sustainable leadership development - group coaching should be part of your strategy.    And if you’d like to dive deeper into the research and practice, you can download our white paper on “The Power of Group Coaching for Women” here: https://lnkd.in/eFPXH468    I’d love to hear: what has surprised you most about group coaching?