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How Develor Trainer Exceeds Expectations

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trainers mind set (attitude forming, unique sell point)

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How Develor Trainer Exceeds Expectations

  1. 1. How Develor trainers exceeds the participants expectations Moments of Truth Remata , sometime during the summer 2008
  2. 2. 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
  3. 3. Aha
  4. 4. I. Group thinks that 70-80 % of success is in the preparation ( setout )
  5. 5. <ul><ul><li>Preparation (70-80%) </li></ul></ul><ul><ul><ul><ul><ul><li>Know How (+company info) </li></ul></ul></ul></ul></ul><ul><li>Arouse the interest </li></ul><ul><ul><ul><ul><li>Be aware of first impression </li></ul></ul></ul></ul><ul><li>Assessments of Need </li></ul><ul><ul><ul><ul><li>Expectation definition </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Goals presentation </li></ul></ul></ul></ul><ul><li>Presentation </li></ul><ul><ul><ul><ul><li>Interactivity </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Situation exercise </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Feed back </li></ul></ul></ul></ul><ul><li>Closing </li></ul><ul><ul><ul><ul><li>Sums up </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Conclusions </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Up sell </li></ul></ul></ul></ul>
  6. 6. What? So easy ?
  7. 7. II. Group thinks that Develor trainer must be primarily Professional
  8. 8. ..preparation is useless. Reality is completely different.
  9. 9. <ul><li>P repared </li></ul><ul><li>R espected </li></ul><ul><li>O pened </li></ul><ul><li>F air </li></ul><ul><li>E mpathic </li></ul><ul><li>S tru ctural </li></ul><ul><li>I n n ovatived /inspiratived </li></ul><ul><li>O bjected </li></ul><ul><li>N Demanding </li></ul><ul><li>A ssertive </li></ul><ul><li>L Humane </li></ul>PROFESIONAL
  10. 10. III. Group thinks that its has to have two faces: Humanistic and Scientist ic
  11. 12. Humanistic Scientistic Adapt to the group (dynamics) Credibility (experience from praxes) Authority (natural leade r ) Focus on target Ability to attract Systematic Emphaty Observations ability (feed back) Spontaneity Proficiency o n working environment (of the participants )
  12. 13. IV. Group thinks too much
  13. 14. Good Develor 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
  14. 15. ...so lets summarize
  15. 16. „ What should do Develor trainer for being successful???“
  16. 17. In terms of PREPARATION
  17. 18. Your personal problems can not influence the training Take a pill if you have headache
  18. 19. Take a hand-full of positive mood and smiles
  19. 20. Turn off the button „Help, help me som e body“
  20. 21. Case studies Put on the shoe of company s employee you are about to trained. Write your OWN situation exercise!
  21. 22. Don't forgot Insight
  22. 23. 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 s h ift in their skills
  23. 24. Bring clean and opened mind (not in alcohol, not preprogramming, don't be clone of robot)
  24. 25. In terms of OPENING THE TRAINING
  25. 26. <ul><li>Dynamic and creative start, which force the participants to forget the reality over there and focus only on here and now . </li></ul><ul><li>Start - which say in </li></ul><ul><li>little story : </li></ul><ul><li>Why they are there (goals) </li></ul><ul><li>Why just Y ou </li></ul><ul><li>Why just Develor </li></ul><ul><li>Why just T hem </li></ul>
  26. 27. 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
  27. 28. “ 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
  28. 29. 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
  29. 30. Forgot Yourself. Training is not about You !!!
  30. 31. .... is about them
  31. 32. Firstly tune up audience for the listening. Useless you shout if they don't want to listen – they will not hear !
  32. 33. Listen what group ask for and reflect to it. Find the meet between what you have prepared and what the g r oup need is. Their real training need has priority.
  33. 34. Tell them there are on the training I don't promise reality, but the s h ift in your skills , in your performance unless you work out with me
  34. 35. In terms of TRANIG PROCESS
  35. 36. Theory is just to illustrate something from the reality, what you want them to focus on. U s e it in the form of simple and stupid ! Attention of participants is limited, therefore don't bo ther them with complicated models. Don't play university professor full of dry and useless theory
  36. 37. The real knowledge is in the h e art . 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 !
  37. 38. Keeps balance between topic, a udience a nd your presentation abilities/possibilities! (TAP model)
  38. 39. Don't label participants. Each participants is ‘ unique ’ each training is unique and unrepeatable. It all depend on your actual p articipants and actual topic and your actual disposition how the training will be
  39. 40. Engage them all! Identify where they are (attitude/activity) positive ly tune them up and activ ate t h em !
  40. 41. Mind is like parachute Function only if open
  41. 42. <ul><li>Set the time inside you Do you feel the </li></ul><ul><li>group </li></ul><ul><li>dynamics? </li></ul>LimeJam – brand communication
  42. 43. The audience attention is inconsistent . In the past such a line was working:
  43. 44. ...but since we have this
  44. 45. The attention line looks now more like this: Change activities Voice Position Movement in the room
  45. 46. Don't let them asleep. Know and use energizers .
  46. 47. The key to time management is not to prioritize what’s on your schedule but to schedule your priorities
  47. 48. Everything concerning human psyche has to be explain on examples. Say what does it mean s , how does it work, what is the impact of it . Use a lot of examples !
  48. 49. If You don't put your heart there / won t' touch Theirs
  49. 50. 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 .
  50. 51. Do you realize that there are 3 category of level – thinking?
  51. 52. Walker Prepare for all of them and explain by the ir 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 !
  52. 53. Walker Identify your group and train them in appropriate way Runner Jumber
  53. 54. The Walker – need hand write d 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
  54. 55. 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.
  55. 56. „ 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
  56. 57. Use E-prime , if you don't know what it is read below Verb „to be“ create linguistic trap Using „ be &quot; extremely misrepresenting reality. Verb „ be &quot; 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
  57. 58. Think w in/win
  58. 59. Bear in mind your target.
  59. 60. Feed back focus on supporting better performance
  60. 61. Keep the settled time of beginning and ending of training.
  61. 62. And something about You Develor TRAINER
  62. 63. Flipchart is your best friend but you cant hide behind him
  63. 64. Develor has just men as the trainers?
  64. 65. Hope not! ?
  65. 66. Skilled Sells Manadala and Ledership . We are the winning team!!!
  66. 67. Be authentic <ul><li>All examples you use must look credibly. </li></ul><ul><li>Be walking example of what you are saying . </li></ul>
  67. 68. Skilled and use INSIGHTS .
  68. 69. ... And teach yourself juggle .
  69. 70. And by the end few thoughts about company culture of Develoru
  70. 71. Connect yourself. Don't wait for everything. Think over how you cant contribute .
  71. 72. Take 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.
  72. 73. Do the follow ups (evaluations of feed back etc.)
  73. 74. <ul><li>Recycle your experiences </li></ul><ul><ul><li>You are part of great network – give to be able to take </li></ul></ul>
  74. 75. Is your work/life balance durable?
  75. 76. Read, write, relax, exercise, play, love, engage, reflect... You do developing of Human Recourses so don't forget your own development...

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