Turn Staff Development Into a 'Smart Moves' Experience: David Lazear Training Explained
Recent Trends
Staff development has shifted from one-off compliance sessions toward continuous, participatory learning models. Organizations are moving away from lecture-heavy formats in favor of approaches that emphasize adaptability, creative problem-solving, and emotional intelligence. This shift has increased interest in facilitated programs that use experiential techniques rather than traditional slide-based presentations.
Within this broader trend, training linked to cognitive diversity is growing. Facilitators who frame professional growth around how people naturally process information tend to draw stronger engagement than those who rely on generic content delivery. Programs that guide employees through self-discovery are becoming more common as companies look for ways to differentiate their internal development offerings.
Background
The term "Smart Moves" in a training context is associated with a structured methodology developed by educator and author David Lazear. Lazear is known for applying multiple intelligences theory to practical learning environments, emphasizing that individuals possess varied cognitive strengths rather than a single measure of intelligence. In a corporate setting, this translates into training that helps staff identify their dominant intelligences and learn how to leverage them at work.
Unlike purely instructional seminars, Lazear's approach is typically interactive. Participants may engage in guided reflection, movement-based exercises, or visual and musical activities designed to illustrate how different people arrive at solutions in distinct ways. The goal is not simply to teach content, but to make the learning experience itself a demonstration of how cognitive variety can improve collaboration and output.
Key Components of a Smart Moves Experience
- Individual profiling: Participants assess their own intelligence strengths before group work begins.
- Applied practice: Concepts are tested through real-time, facilitated activities rather than hypothetical case studies.
- Group reflection: Structured debriefs encourage staff to connect personal learning moments to team dynamics.
- Strategy transfer: Sessions end with concrete plans for using new awareness in daily workflows.
User Concerns
Managers reviewing this type of training often ask whether it suits high-pressure corporate cultures. A frequent concern is that experiential learning may feel too abstract for staff who are used to concrete deadlines and measurable outcomes. Another question is whether a program rooted in psychological theory can generate a practical return on investment, since the benefits of improved self-awareness are not always immediately visible on a performance dashboard.
Participants, meanwhile, may worry that profiling exercises could feel intrusive or overly personal. For this reason, reputable offerings tend to frame the experience as optional. A common approach is to make self-assessment tools voluntary and confidential, ensuring that the focus remains on professional growth rather than individual evaluation.
Likely Impact
When implemented well, a Smart Moves-style session can shift the quality of conversation within a team. Staff often leave with a shared vocabulary for describing how they think and work, which can reduce friction in meetings and improve how roles are delegated. The emphasis on variety also serves as a natural counterbalance to teams that have grown accustomed to a single way of approaching problems.
For trainers and human resources professionals, adopting this framework can increase their internal credibility. Using an established educational model signals a thoughtful approach to development, rather than reliance on improvised team-building exercises. Over time, organizations that embed this kind of cognitive awareness into their learning paths may see improved retention, especially among employees who value opportunities for personal and professional growth.
What to Watch Next
The next stage for this kind of training is likely to be in hybrid and remote work environments. Facilitating multi-sensory, interactive exercises over video has proven more difficult than running in-person sessions. Watch for how facilitators adapt physical movement and visual learning tools to digital formats without losing the participatory energy that defines the experience.
Also worth monitoring is how the concept intersects with existing diversity, equity, and inclusion initiatives. Showing staff that their unique thinking styles are assets, not deviations, aligns well with broader goals around belonging. Finally, pay attention to how measurement evolves. As demand grows for evidence-based development, expect more discussion around defining success in terms of team performance indicators rather than immediate participant reactions.