View
170
Download
4
Embed Size (px)
DESCRIPTION
trainers mind set (attitude forming, unique sell point)
Citation preview
How Develor trainers exceeds the participants expectations
Moments of TruthRemata , sometime during the summer 2008
Look and Learn!!!
“Develor training doesn't end on level of knowledge, but focus on ability to apply
such knowledge in praxes. Its not only what you are able to understood but what you are able to do. In the most effective way”
Performance of People
Aha
I. Group thinks that 70-80 % of success is in the
preparation (setout)
• Preparation (70-80%)
» Know How (+company info)
• Arouse the interest– Be aware of first impression
• Assessments of Need– Expectation definition– Goals presentation
• Presentation– Interactivity– Situation exercise– Feed back
• Closing– Sums up– Conclusions– Up sell
What?So
easy?
II. Group thinks that Develor trainer must be
primarily Professional
..preparation is useless. Reality is
completely different.
• P repared • R espected• O pened• F air• E mpathic• S tructural• I nnovatived /inspiratived• O bjected• N Demanding• A ssertive• L Humane
PROFESIONALPROFESIONAL
III. Groupthinks that its has to have two faces:
Humanistic and Scientistic
Humanistic Scientistic
Adapt to the group (dynamics) Credibility (experience from praxes)
Authority (natural leader) Focus on target
Ability to attract Systematic
Emphaty Observations ability (feed back)
Spontaneity Proficiency on working environment (of the participants)
IV. Groupthinks too much
GoodDevelor trainer
Data
schedule
PPT, workbook
Data
Rest before
Active listening
Support
communikation
Support relations
Support performance
Visualise examples
Support creativity
Support fantasy
Support spontaneity
Be dynamic
Settle norms
Encourage activity
Lead
Use all of energy INSIGHTS
...so lets summarize
„What should do Develor trainer for being successful???“
In terms ofPREPARATION
Your personal problems can not influence the training
Take a pill if you have headache
Take a hand-full of positive mood and smiles
Turn off the button „Help, help me somebody“
Put on the shoe of companys employee you are about to trained. Write your OWN situation exercise!
Case studies
Don't forgot Insight
Think over the training target, the way you want them lead and the place you what them to bring
Sometime the goal is just mind shift/not always we can do the shift in their skills
Bring clean and opened mind (not in alcohol, not preprogramming, don't be clone of robot)
In terms of OPENING THE TRAINING
Dynamic and creative start, which force the participants to forget the reality over there and focus only on here and now.
Start - which say inlittle story:• Why they are there (goals)• Why just You• Why just Develor• Why just Them
Circle of Concern
Circle of influence
We have a wide range of concerns, but not all of them
fall into our circle of influence
Use the Circle of influence
“Proactive people focus their efforts in their circle of influence, causing the circle of influence to increase
Reactive people focus their effort in the circle of concern. The negative energy generated by that focus causes the circle of influence to shrink”
Be sure where you want to FOKUS
Reactive:
I must
If only
They made me
If I had
Proactive:
I prefer
I will
I choose
I can be
You can choose your/their language
Forgot Yourself. Training is not about You!!!
.... is about them
Firstly tune up audience for the listening. Useless you shout if they don't want to listen – they will not hear!
Listen what group ask for and reflect to it. Find the meet between what you have prepared and what the group need
is. Their real training need has priority.
Tell them there are on the training
I don't promise reality, but the
shift in your skills, in your performance
unless you work out with me
In terms ofTRANIG PROCESS
Don't play university professor full of dry and useless theory
Theory is just to illustrate something from the reality, what you want them to focus on. Use it in the form of simple and stupid!
Attention of participants is limited, therefore don't bother them with
complicated models.
The real knowledge is in the heart. Know-how in your notebook doesn't help you. If you are not able to explain something in the form of
„elevator speech“ you don't really understand it!
3838
Keeps balance between topic, audience and your presentation abilities/possibilities! (TAP model)
Don't label participants.
Each participants is ‘unique’ each training is unique and unrepeatable.
It all depend on your actual participants and actual topic and your actual disposition how the training will be
Engage them all! Identify where they are (attitude/activity)positively tune them up and activate them!
Mind is like parachute
Function only if open
Set the time inside you
Do you feel the group dynamics?
LimeJam – brand communication
The audience attention is inconsistent. In the past such a line was working:
...but since we have this
The attention line looks now more like this:
Change activities VoicePosition Movement in the room
Don't let them asleep. Know and use energizers.
The key to time management is not to prioritize what’s
on your schedule but to schedule your
priorities
Everything concerning human psyche has to be explain on examples. Say what does it means, how does it work, what is the impact of it.
Use a lot of examples!
If You don't put your heart there / wont' touch Theirs
If you anticipate the
group has the answers
– use facilitation (ask
questions, questions,
questions).
If you anticipate that
the group does not
know the answers –
use presentation.
Do you realize that there are 3 category of level –thinking?
Walker
Prepare for all of them and explain by their appropriate way
Runner
Jumper
...and don't forgot that exist the one who just stand and don't move anywhere.
But there are the surfers
too!
Walker
Identify your group and train them in appropriate way
Runner Jumber
The Walker – need hand writed basic features which you want pointed out and just check out the uptake and ability to apply
„What it is?“
First line Managers
Its more lecture than training.. It has more presentation than facilitations
The Runner – give them „technical drawing“ (if they are able to do it – do it together - facilitate) show them how the model work. Call attention to the relations and tell them what does it mean. Deepen their aware skills.
„What does it mean?“
Mid and Uper Managment
More training. More facilitation.
„What can you do with
it?“
The Jumper – shortly remind or give notice on what you need and support thinking by good questions. Lead them to share their experiences and acknowledgment other way of use. Jumper has the answer inside him. Jumper need just titillation and he find the answers. Jumper is able to put your ideas further or immediately apply them.
Top Managment
Work shop
Use E-prime, if you don't know what it is read below
Verb „to be“ create linguistic trap
Using „be" extremely misrepresenting reality.
Verb „be" dangerously predict that thing, events, processes stay the same. Its not that way.
Verb „to be“ refers to our mental construct
Map is not territory
Think win/win
Bear in mind your target.
Feed back focus on supporting better performance
Keep the settled time of beginning and ending of training.
And something about You Develor TRAINER
Flipchart is your best friend but you cant hide behind him
Develor has just men as the trainers?
Hope not!?
Skilled Sells Manadala and Ledership.
We are the winning team!!!
Be authenticBe authenticAll examples you use must look
credibly. Be walking example of what
you are saying.
67
Skilled and use INSIGHTS.
... And teach yourself juggle.
And by the end few thoughts about company culture of Develoru
Connect yourself. Don't wait for everything. Think over how you cant
contribute.
72
fabien, gandonTake your Develor visiting card with you and do „promo“ for the company anytime is appropriate. Up sell/ cross sell ensure also enough work for you.
Do the follow ups (evaluations of feed back etc.)
Recycle your experiencesYou are part of great network – give to be able to
take
Is your work/life balance durable?
Read, write, relax, exercise, play, love, engage, reflect...
You do developing of Human Recourses so don't forget your own development...