In our las post, I’m a Consultant now!, we talked about our conviction that we were living “in” and “off” an outdated model. But it was more than a model. It was a whole sector that was operating under these assumptions. So, what was to be done?
Using common sense and trying not to jeopardize their reputations, Norbert and Sergi, both fully aware of the situation, were still managing to get “excellents” while exploring new routes to achieve the “transference”. The pot was cooking with a number of basic ingredients:
• Behaviors vs. theories
• Reflections vs. master classes
• Questions versus statements
• Excitement, stories and a playful spirit vs. endless PowerPoints
The fuse was lit once and for all when Sergi Corbeto, who was doing research in order to write a book he was co-authoring with Ventura Ruperti (Let’s Play: Business explained to the young), saw a light that lit the way for the founding of Cookie Box. The addition of the Y-Generation to companies would force the latter to codify the relationship with their professionals in a totally different way. And within this relationship, internal communication, training and development would have to do more than just change.
I think even the term ‘reinvent yourself’ falls far short of what is coming. I am not going to expand on the reasons, which are explained perfectly in the book. And so, faced with the evidence of the vast amount of work that lay ahead over the coming decade, Cookie Box was born in order to bring about the transformation of organizations based on the principles of Edutainment.
We hadn’t the slightest doubt that Storytelling, good stories, explained in appealing formats, would be a more effective vehicle for the transmission of complex messages, which are very often implied messages, as ways of generating reflections and responses. Messages launched by means of balanced scripts, in which their full communicative power is achieved, but without reducing academic accuracy.
Training and development understood first and foremost as an act of communication where the trainer, in his new role of facilitator, uses art and technology to trigger reflections that will lead to a change in approach. The manager, the participant, meanwhile, went from being an active-passive subject (depending on the program designed for the course), to being the grateful owner of a number of memorable tools.