The document outlines a workshop focused on the importance of ongoing training for employee development and company culture. It emphasizes identifying training blind spots, implementing effective training strategies, and nurturing a positive work environment. The workshop aims to equip participants with actionable steps to enhance their organization's effectiveness and employee satisfaction.

1. The Wisdom of Ongoing
Training
Tulsa Area Human Resource Association Workshop
Welcome to

2. • “Entrepreneur of the Year”
– U.S Chamber of
Commerce
• “National Quality Blue
Ribbon Award” Winner
• Owner of 4 of Tulsa’s
Fastest Growing 40
Companies

3. “A Mastermind may be
defined as the invisible
power that results when
two or more minds work
in perfect harmony
toward achieving a
common goal.”
Napoleon Hill

5. True Story: The Pizza Shop…
Bon Qui Qui

6. TODAY’S “4” GOALS
1. Identify 4 Common Training Blind Spots
2. Teach You 4 Power Moves For Great
Training
3. Show You The Wisdom Of Ongoing
Training
4. Provide You With Ongoing Support
5. You Leave With 2 Specific Action Steps

7. My Commitment To
YOU!Teach everyone here at least
ONE
“THUNDER
MOVE”
that will
CHANGE YOUR LIFE AT
WORK!
“I used to think my assistant
was just a idiot, until I realized
how much I was assuming and
how little I had trained. Now
that we have regular training,
she’s wonderful! Thanks,
Ann Anderson, Business Owner
“10% of the population has a
LEARNING MINDSET. 90% will
not look to improve unless
forced.”

8. Your Commitment To
YOURSELF..
“Knowledge without
Application is Meaningless.”
Thomas Edison
A.Take notes
B.HUNT for 3
Action Steps
C.Guard Against
The Four Words
of Doom!

9. A. My company u lizes mul ple ways to say
“Thank you” to our employees.
B. My company has a specific standard we use to
determine if someone gets recogni on publicly.
C. Our employees are aware of our reward system
and the criteria involved.
D. Our employees are recognized and rewarded
o en for their posi ve achievements.
E. My company has a system in place for employee
rewards.
F. My company has incen ves (beyond monetary)
in place for excep onal service.
A. My company “recruits” instead of “adver ses”.
B. My company has specific “pools” it fishes in for
employees.
C. My company has a set system to “qualify” applicants.
E. My company understands the difference between
Product Based Recrui ng and Market Based Recrui ng.
F. My company has a “Purple Cow” when recrui ng?
G. My company first answers the ques on, “Why would
someone want to work for us”.
Your Company
Culture
____________
____________
____________
1.
Recruit
It
2.
Interview
/Hire It
3. Train
It
4.
Supervise
It
5.
Nurture
It
6.
Evaluate
It
7.
Reward
It
8.
Promote
It
A. My company’s applica on process reflects our
cultural values.
B. Our applica on “weeds out” those that may not
fit our culture.
C. We have 5 ques ons we ask to determine if the
candidate fits in our culture.
D. Our interview ques ons are a balance of “Data
Ques ons” and “Revealing Ques ons”.
E. My company always evaluates the interviewer.
F. My company has a system in place to explain what
the first two weeks of employment look like for a
new employee.
WINNING THE WORKPLACE
A. Employees are able to “move up” in my company.
B. My company communicates the specific steps an employee
needs to take to move up in your organiza on.
C. My company has a dis nct “Growth Track” for our
employees with added benefits of each step.
D. My company communicates individual success stories to
our company on a regular basis.
E. Our Owner/CEO is o en involved in recognizing our
employee success stories.
A. My company has a specific, approved
training system in place.
B. Our training system teaches our culture as
well as the policies and procedures.
C. “Cultural training” plays a key role in our
weekly staff mee ngs.
D. My company uses a compe ve procedure
to determine who is qualified to be a
“Trainer”.
E. My company spends me Training it’s
Trainers.
F. My Company has an Employee
Expecta ons Handbook (not just policies).
A. My company has systems in place to inspect what we
expect and we have a trusted schedule of inspec on.
B. My company has 4 steps in place to recognize and
correct if an employee veers off course.
C. My company has efficient, duplicable measuring
systems in place to consistently supervise your culture.
D. My company has measuring systems for both
qualita ve and quan ta ve metrics.
E. The owner/leaders of my company are great models
of our culture and inspire through their behavior.
A. My company provides consistent “follow up” training.
B. Our trainings are planned out and scheduled on an annual basis.
C. Our staff mee ngs are focused on improving our culture and problem solving.
D. My company follows 6 steps in every staff mee ng to ensure efficiency.
E. Our staff mee ngs are meaningful, produc ve and efficient.
A. Our company managers are trained to give con nual staff
feedback to avoid any surprises in “reviews”.
B. My company has measuring systems in place to evaluate
our culture and our employees.
C. We have a “standard of measurement” and is it
consistently communicated and modeled to your staff.
D. My company provides training opportuni es for those
employees that are not mee ng expecta ons.
DESIGNING A SCALABLE MODEL FOR A
SUCCESSFUL COMPANY CULTURE
Who Is Clay Staires?
•Founder of The Leadership Ini a ve
•25 Years Of Leadership Development
•3x Missouri State Coach Of The Year
•Who’s Who Among American Teachers
•Teacher Of The Year
•Skiatook Chamber Ci zen Of The Year
•10 Years Execu ve Experience
“CLAY KNOWS HOW TO BUILD SUCCESSFUL
TEAMS!”
“Clay, we get our employees from the same place everyone else does.
We just have a quality system in place to inten onally produce quality
employees.” Arthur Greeno, Owner, Chick-fil-A, Tulsa
“To win in the marketplace, you must irst win in the workplace.”
Doug Conant, Campbell Soup:
We Didn’t Score So Well.
How Can I Contact Clay?
www.claystaires.com - 918-798-0852
Call Today And Let’s Get Started On
Winning Your Workplace!
Culture is one of the most precious things a company has... So you
must work harder on it than anything else.”
Herb Kelleher –Founder of Southwest Airlines
Instruc ons: Work your way around the Wheel. Rank
how strongly you agree with each statement on a scale
from 1-10 with 10 being “Strongly Agree”.
Text Me With Questions and Comments
918-798-0852

10. Growing Success Through Growing Your People
QUICK-LEADERSHIP RESEARCH STUDY / QUESTIONAIRE
Your Name & Your Company: ____________________________________________________
Phone #: ___________________________________________
Email Address:_________________________________________________________
q Do You Currently Have Specific Career/Life Goals That You Want To Achieve? Yes Or No
q Are You Satisfied With Your Movement Toward Fulfilling Those Goals? Yes Or No
q What are your top three stressors (worries, concerns) over the past six months?
(Please Rank in Order 1-3)
___Work
___Marriage
___Kids
___Money
___Not enough time!
___Friends/Relationships
___Personal Development (“I feel stuck!”)
___Spiritual Development
___Finding “Balance” In Life
___Health and Fitness
___Feeling Out Of Control
___Emotions
Other _______________
q On A Scale of 1 to 10 (with 10 being the very best), how confident are you that your life is
progressing according to your plan?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the best), how confident are you that you have the tools you
need to help you achieve your goals?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the highest), how strong is the level of mentorship that
you are receiving on a weekly basis?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the highest), how accountable are you being to
completing the daily tasks needed to turn your dreams into reality?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the highest), what is your level of willingness to make changes in your circumstances?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the highest), how would you rate your companies efficiency and accuracy in recruiting,
hiring and training new employees?
1 2 3 4 5 6 7 8 9 10 (Circle One)
Thank you very much for participating in this survey!
(Please, turn over for a short evaluation of Clay’s performance)

12. Blind Spot #1
We Use A TEACHER
(or Manager)
personality instead of
a TRAINER
personality.
We need more
YODA’S doing our
trainings!!
Order
PracticalControl
Predictable
Efficient
Structur
e
Spread
Sheets
Go Do It
Giving
Answers
Checks

13. Blind Spot #2
Not using all four dialects
of Training Language
Sa
y
Show
Write
Model
“How many times do I
have to tell you?”

14. Blind Spot #3
Not Evaluating For Your
Desired Outcome
(Inspect what you Expect)
“If you tell people where
to go but not how to get
there, you’ll be amazed at
the results.”
70% of American Employees
are DISENGAGED!
28 % are ACTIVELY
DISENGAGED
Forbes, March 6, 2014
General George Patton

15. Blind Spot #4
Training is an
EVENT instead of a
PROCESS.
“28% of College
Grads are living at
home.
“Without your guidance I would
never have pursued progress
and growth, and I wouldn't be
working where I am in the first
place. I’d still be living with my
parents! You've added great
value to my life, and I am deeply
Will Anderson, Recent Graduate
“40% are
Underemployed.
”

16. YOU KNOW THE
STATS…
90%- the amount of
knowledge you will forget from
today before you get back to the
office!
“If you want
something new,
you have to stop
doing something
old.”
Peter Drucker,
The Yoda of Management
$156 Billion -
amount spent on Training in
2011.
Over 87% - amount
of new SKILL lost with little

17. Standout athletes and professional business
people commit to a minimum of 10,000 hours of
focused practice to excel! (long, sustained,
vigorous)
Dr. K. Anders Ericsson, Swedish sychologist

19. Power Tool #1
Get the Right
person in the Right
place!
“You must
unlearn what you
have learned.”
Yoda
62% of business report that
they are without the skills they need
to grow and succeed.
Hope vs Daniel

20. Power Tool #2
Systemize Your
Training
“Scripting The Phone
Call.”
“Let the systems run the
business and the people
run the systems. People
come and go but the
systems remain constant.”
Michael Gerber, E-Myth
Accel Property Management

21. Power Tool #3
Train Your Culture “Your Culture Is
Your Brand.”
Tony Hsieh, CEO Zappos
756% average Net
Income Growth in companies
with Performance Enhancing
Cultures. Compared to 1%
average growth in companies
without.
Forbes.com 2/10/11Gaetanos Pizza

22. Power Tool #4
Your Training Must
Be Mandatory and
Ongoing
You will forget 90% of
what you learn today
before you get back to
the office!“Ongoing Training helps
you engage your
employees and educate
them.”
Chet Holmes, The Ultimate Sales
Machine
Shepherd’s Fold Ranch

23. “I realized that becoming a
master of karate was not about
learning 4,000 moves, but
about doing a handful of moves
4,000 times.” Chet Holmes
Your PhD comes
first!
(Pigheaded Discipline)
“No one gets
good at anything
without
repetition.”
Chet Holmes
The Ancient
Wisdom Of
Ongoing Training

24. One of the Five
ESSENTIALS of Victory
How are you going
to animate your
whole team with the
same spirit?
Fire, Hammer, Water
“He will win whose army is
animated with the same spirit
throughout all its ranks.”
Wax On.
Wax Off

25. Why Ongoing
Training Is Superior
Training
What team has the
highest Free Throw
Percent in the NCAA at
97%?
“Repetition
teaches even a
donkey.”
Arabic Saying
EASTERN
ILLINOIS!Shepherd’s Fold Ranch

26. What “basic skill” are you
consistently frustrated with
your employees lacking?
90% of what you
hear today will be
forgotten before you
get back to your
office!
“If you want it
done right...”
Clay Staires
What “basic knowledge” are
you consistently amazed that
your employees don’t know?
What “basic character trait”
are you consistently asking
your employees to have?
Ask Yourself

27. Ever Felt Like
This?
And You
Really Need
This?

28. Nothing grows until YOU do.

30. A. My company u lizes mul ple ways to say
“Thank you” to our employees.
B. My company has a specific standard we use to
determine if someone gets recogni on publicly.
C. Our employees are aware of our reward system
and the criteria involved.
D. Our employees are recognized and rewarded
o en for their posi ve achievements.
E. My company has a system in place for employee
rewards.
F. My company has incen ves (beyond monetary)
in place for excep onal service.
A. My company “recruits” instead of “adver ses”.
B. My company has specific “pools” it fishes in for
employees.
C. My company has a set system to “qualify” applicants.
E. My company understands the difference between
Product Based Recrui ng and Market Based Recrui ng.
F. My company has a “Purple Cow” when recrui ng?
G. My company first answers the ques on, “Why would
someone want to work for us”.
Your Company
Culture
____________
____________
____________
1.
Recruit
It
2.
Interview
/Hire It
3. Train
It
4.
Supervise
It
5.
Nurture
It
6.
Evaluate
It
7.
Reward
It
8.
Promote
It
A. My company’s applica on process reflects our
cultural values.
B. Our applica on “weeds out” those that may not
fit our culture.
C. We have 5 ques ons we ask to determine if the
candidate fits in our culture.
D. Our interview ques ons are a balance of “Data
Ques ons” and “Revealing Ques ons”.
E. My company always evaluates the interviewer.
F. My company has a system in place to explain what
the first two weeks of employment look like for a
new employee.
WINNING THE WORKPLACE
A. Employees are able to “move up” in my company.
B. My company communicates the specific steps an employee
needs to take to move up in your organiza on.
C. My company has a dis nct “Growth Track” for our
employees with added benefits of each step.
D. My company communicates individual success stories to
our company on a regular basis.
E. Our Owner/CEO is o en involved in recognizing our
employee success stories.
A. My company has a specific, approved
training system in place.
B. Our training system teaches our culture as
well as the policies and procedures.
C. “Cultural training” plays a key role in our
weekly staff mee ngs.
D. My company uses a compe ve procedure
to determine who is qualified to be a
“Trainer”.
E. My company spends me Training it’s
Trainers.
F. My Company has an Employee
Expecta ons Handbook (not just policies).
A. My company has systems in place to inspect what we
expect and we have a trusted schedule of inspec on.
B. My company has 4 steps in place to recognize and
correct if an employee veers off course.
C. My company has efficient, duplicable measuring
systems in place to consistently supervise your culture.
D. My company has measuring systems for both
qualita ve and quan ta ve metrics.
E. The owner/leaders of my company are great models
of our culture and inspire through their behavior.
A. My company provides consistent “follow up” training.
B. Our trainings are planned out and scheduled on an annual basis.
C. Our staff mee ngs are focused on improving our culture and problem solving.
D. My company follows 6 steps in every staff mee ng to ensure efficiency.
E. Our staff mee ngs are meaningful, produc ve and efficient.
A. Our company managers are trained to give con nual staff
feedback to avoid any surprises in “reviews”.
B. My company has measuring systems in place to evaluate
our culture and our employees.
C. We have a “standard of measurement” and is it
consistently communicated and modeled to your staff.
D. My company provides training opportuni es for those
employees that are not mee ng expecta ons.
DESIGNING A SCALABLE MODEL FOR A
SUCCESSFUL COMPANY CULTURE
Who Is Clay Staires?
•Founder of The Leadership Ini a ve
•25 Years Of Leadership Development
•3x Missouri State Coach Of The Year
•Who’s Who Among American Teachers
•Teacher Of The Year
•Skiatook Chamber Ci zen Of The Year
•10 Years Execu ve Experience
“CLAY KNOWS HOW TO BUILD SUCCESSFUL
TEAMS!”
“Clay, we get our employees from the same place everyone else does.
We just have a quality system in place to inten onally produce quality
employees.” Arthur Greeno, Owner, Chick-fil-A, Tulsa
“To win in the marketplace, you must irst win in the workplace.”
Doug Conant, Campbell Soup:
We Didn’t Score So Well.
How Can I Contact Clay?
www.claystaires.com - 918-798-0852
Call Today And Let’s Get Started On
Winning Your Workplace!
Culture is one of the most precious things a company has... So you
must work harder on it than anything else.”
Herb Kelleher –Founder of Southwest Airlines
Instruc ons: Work your way around the Wheel. Rank
how strongly you agree with each statement on a scale
from 1-10 with 10 being “Strongly Agree”.
Text Me With Questions and Comments
918-798-0852

31. Move beyond surviving.

32. HOW DO I START THRIVING?
Move beyond surviving.
1. Go to Thrive15.com
2. Enter the promo code: delta
3. Receive a 7 day free trial and a copy
of my newest book with your first
month’s subscription.
TEACHER
30

34. The ACTION STEP: Write
it!!
Book
?
System
?Training To Coach
Four Blind
Spots?
Schedule Next
Training?
Four Power Tools?

35. Did We Hit Our Goal For
Today?1. Identify 4 Common Training Blind Spots
2. Teach You 4 Power Moves For Great
Training
3. Show You The Wisdom Of Ongoing
Training
4. Provide You With Ongoing Support
5. You Leave With 2 Specific Action Steps

36. Growing Success Through Growing Your People
QUICK-LEADERSHIP RESEARCH STUDY / QUESTIONAIRE
Your Name & Your Company: ____________________________________________________
Phone #: ___________________________________________
Email Address:_________________________________________________________
q Do You Currently Have Specific Career/Life Goals That You Want To Achieve? Yes Or No
q Are You Satisfied With Your Movement Toward Fulfilling Those Goals? Yes Or No
q What are your top three stressors (worries, concerns) over the past six months?
(Please Rank in Order 1-3)
___Work
___Marriage
___Kids
___Money
___Not enough time!
___Friends/Relationships
___Personal Development (“I feel stuck!”)
___Spiritual Development
___Finding “Balance” In Life
___Health and Fitness
___Feeling Out Of Control
___Emotions
Other _______________
q On A Scale of 1 to 10 (with 10 being the very best), how confident are you that your life is
progressing according to your plan?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the best), how confident are you that you have the tools you
need to help you achieve your goals?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the highest), how strong is the level of mentorship that
you are receiving on a weekly basis?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the highest), how accountable are you being to
completing the daily tasks needed to turn your dreams into reality?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the highest), what is your level of willingness to make changes in your circumstances?
1 2 3 4 5 6 7 8 9 10 (Circle One)
q On A Scale of 1 to 10 (with 10 being the highest), how would you rate your companies efficiency and accuracy in recruiting,
hiring and training new employees?
1 2 3 4 5 6 7 8 9 10 (Circle One)
Thank you very much for participating in this survey!
(Please, turn over for a short evaluation of Clay’s performance)
Please Hand In
To Get All The Notes And
Resources!

38. THANKS FOR BEING
AWESOME!Clay Staires
Coach, Speaker,
Author
918-798-0852
www.claystaires.com