学习员工手册的条条框框以及研习项目的难点其实指的并不是学习内容本身,反而是因为枯燥无聊,而且学习内容脱离员工的日常生活。一些企业已经开始学着把生动有趣的故事运用到培训学习中,但也仅仅局限于书本或是荧幕上。其它企业则用它来发掘有潜力的员工,向员工和客户宣传企业文化价值和方案,或者培养脱颖而出的企业领导。为了使讲故事成为企业文化的一个完整体系,首先必须引导培训师和管理层构建一个能达到学习目标的故事。 Rather than learning the content itself, learning to read the employee manuals and the learning curve is actually boring and boring, and learning content is out of the daily lives of employees. Some companies have begun to learn to use vivid and interesting stories in training and learning, but only limited to the books or the screen. Others use it to find potential employees, communicate corporate culture values ​​and solutions to employees and customers, or develop leadership that stands out from the crowd. To make storytelling a complete system of corporate culture, you must first guide the trainer and management to build a story that will meet your learning goals.