Our clients often ask if CORE’s workshops are offered in a modular format; for example, two hours every two weeks. Cited is the need to minimize time away from the job.
The answer is “Yes.”
The dilemma? Ensuring that learners learn and your organization maximizes its ROI.
Over the years we’ve learned a number of tricks (that apply to longer programs too!). Here are 5 of them:
- Roll out a simple communiqué to ensure that potential participants and their leaders understand the program purpose and its key deliverables, before registering.
- Facilitate a program overview for the participants’ leaders. Explain how to reinforce new behaviours. Give them a Coaching Tip Sheet.
- Ask participants to do a quick prework assignment. Some ideas: reading, assessment, or identifying real life scenarios to work on during the program. This readies the learners and maximizes team activities during the session.
- Assign learning buddies; someone with whom they can share key successes and challenges after the program.
- Ask participants to pinpoint 2-3 opportunities where they can apply what they have learned. Encourage their managers to discuss these action plans with them.
For more tips to make training stick, call us!
What are the most common weaknesses of leaders? How do you compare?
A recent survey of 545 senior managers in three different organizations by the firm Zenger Folkman reveals some fascinating insights:
The data reveals that the most prevalent “fatal flaws” of these leaders are: developing and motivating others, building relationships and teamwork. Ironically as leaders climb the corporate ladder, these skills become increasingly important, as opposed to setting goals, developing strategy or driving results.
The good news is that after receiving coaching 75% of the lowest rated leaders improved their behaviours as determined by subsequent 360° surveys.
What do you need to focus on? Would coaching help you improve your leadership effectiveness?
CORE offers a 360° tool that evaluates 16 key leadership competencies and a full suite of leadership training programs. We would happy to set up a complimentary meeting to discuss your needs.
In my first coaching conversation with a client, I ask: “Do you have a mentor, or someone you turn to for advice”? Because… Mentoring is the secret sauce that helps people realize their full potential. Although some people find mentors by accident, many don’t know how to find a mentor.
How to Find a Mentor…
- Develop a profile of your ideal mentor: their knowledge, skills, experience, achievements. What impresses you about them? What do they have that you want?
- Approach the individual who best fits your ideal profile. Rather than telling them you are looking for a mentor, take a softer approach such as, “From time to time I’m looking for someone to give me some advice about my career and I value your expertise. Would you be willing to meet with me for 30 minutes in the next few weeks?
- Share what you would like to learn and their related experience.
- Define your expectations about how frequently you want to meet.
- Request a second meeting. If they are reluctant, move on to other potential mentors.
If you are interested in learning about mentoring or CORE’s other leadership development services, please contact me, Joan Hill, at
(905) 990-2515 or email@example.com
A “newbie” HR person called me in a panic last week. Without any prior experience, Suzanne had been asked to facilitate a series of leadership development workshops. She anxiously asked me for some insights about what makes a great facilitator.
Great facilitators create an inspiring, encouraging learning environment where learners are engaged, ask provocative questions and make perceptive connections to their workplace.
From my own experience coaching facilitators and trainers in dozens of organizations, here’s what I’ve learned.
All facilitators must be able to:
- Present models and concepts clearly and concisely
- Ask challenging questions to facilitate discussions
- Use an appropriate pace for the needs of the group
- Draw on learners’ experiences and knowledge to make connections
- Ensure there are plenty of opportunities to practice the skills being taught
What makes a facilitator great? 5 Key Differences. They:
- Have personal experience and deep knowledge in the subject matter, e.g. coaching skills, presentation skills, motivating a team, etc.
- Demonstrate knowledge of the organization and the learners’ roles
- Use stimulating, relevant story-telling, anecdotes and examples
- Make effective bridges and transitions between concepts
- Adapt to learners’ needs and learning styles
The next time you have an opportunity to observe a facilitator, ask yourself: Are the learners engaged? Using this blog as a checklist, what contributed or detracted from the learners’ experience?
If you would like a free copy of our complete Train-the-Trainer Checklist, or would like to learn more about our train-the-trainer services, please contact me, Joan Hill. Thank you!