Using Happiness Door as a Training ThermometerRicardo Polito
I was recently asked for agility training for the Sotreq team in Rio de Janeiro. The idea of this training was to allow participants to be on the same page about the main concepts of agility. One of the difficulties of this team was that some people had already had some contact with agility, either by training, attending events or self-directed studies. But some had no time or opportunity to study this field.
Another difficulty of the training is that it had to be done during the week, from 5:00 pm to 9:00 pm, so that it did not disturb the daily activities of the team. This allowed the training agenda to be a little more flexible and also allowed me to adjust some of the topics to the needs participants reported. I saw a good opportunity here to use Happiness Door at the end of each training session and measure over the days. This is really nothing new compared to what we have already done in Management training, where we use the lunch breaks and the end of the day to collect such impressions. The big differential here would be the perception on other subjects and on separate days. What we notice when we do the same day evaluation is a tendency not to evaluate something that was already evaluated in the previous period. This 5-day distinct opportunity would help me validate if this also occurs on separate days.
I decided to put a cute little figurine to exemplify Happiness Door, because my drawing skills are horrible. But we created 3 basic happiness scales: I liked it, more or less and I didn’t like it.
As if to generate curiosity on the first day, we left to fix the post-its throughout the training, whether at break time, coffee break, or during some dynamics. This ends up generating an expectation in the participants about what would be those post-its fixed on the door.
At the end of the first day, a few minutes before the end of the day, we explain what the momentum is and ask them to post one or more post-its about what they liked, what they didn’t like, and what was more or less.
We repeat the action every day of the training ……
One of the trends we noticed in Management 3.0 trainings when we use this practice at lunch and end-of-day breaks is that people don’t often add items that they have already evaluated, for example, location, instructor, and dynamics. What usually happens is that we have a drop in the number of items evaluated. (This Happiness Door used 4 values: Loved, Expectation, How About and Too Much).
What we can see in adopting one Happiness Door per training day is that we did have items that were unique to the training day, but that applying this technique in a spaced way is unrelated to the number of items, as we also had a downfall. in the numbers on the second day and a certain constancy in the following. This shows us that the continued application of Happiness Door, either in parts of a training session or on consecutive days will reduce the numbers evaluated on the second day, but will be maintained throughout the others.