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Being told what to do rather than being taught can often result in merely going through the motions without truly understanding the purpose behind our tasks. However, being told what to do is oftentimes the most common way to ‘train’ employees. Explore the distinctions between telling and training to understand why proper training is crucial.
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Being told what to do instead of being taught often results in employees merely going through the motions and lacking real comprehension of their tasks. Take a look at this article on the distinctions between telling and training, and why effective training is crucial.
Telling is Not Training
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Still looking for E&C lessons? Look a little closer to home! 🏡 Valuable lessons live everywhere! Just ask Katie Tegerdine, Director of Compliance at University of Missouri Health Care! 🙌 Adopting an attitude of continuous learning isn't just a good habit, it's crucial to maintaining a healthy workforce! ♥️ E&C and HR professionals HAVE to lead the way in creating an environment of learning. 🧠 With rules and regulations changing every minute of every day, the only way to stay sane is to embrace change! 🤗 Keep learning with us! Follow us for more clips, or enter the Ethicsverse every week! Link in the comments. 👨🎓 FREE CEUs for live attendance 📚 World Famous Book Giveaway 🤝 Networking opportunities and more!
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David Evans ran an excellent training seminar for both Delve UK & Delve Germany teams, highlighting the importance of a strong interview and getting to the details of a person's true reasons for wanting to leave a business. In our experience those who sit (more so) in the dissatisfied camp are at increased risk of counter offer acceptance or withdrawing from the recruitment process due to frustrations being easily resolved. The key takeaway for the team was to try and distinguish between someone being dissatisfied vs demotivated to ensure their intentions are genuine. This isn't an exact science but it certainly helps in our risk management for customers! The difference? Demotivated Employees: - Demotivation is primarily about the absence of enthusiasm, drive, or motivation to perform tasks or achieve goals. Demotivated employees may lack interest or a sense of purpose in their work. - Internal Factors: Demotivation often stems from internal factors such as personal issues, burnout, lack of recognition, or feelings of inadequacy. It may not necessarily be related to the work environment or job conditions. Dissatisfied Employees: - Employee dissatisfaction is related to a general unhappiness or discontent with various aspects of the job, or work environment. It's a broader term that encompasses a range of negative emotions. - External Factors: Dissatisfaction often arises from external factors such as poor working conditions, lack of job security, insufficient compensation, or a strained relationship with colleagues or management.
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Catalyst for Transformation, Igniting growth, Powering achievement, and Propelling your path to market dominance.
Words Matter I received an email today promoting a training that is offered weekly. What struck me this week was the use of the work, “Incredible.” The subject line of the email read, “INCREDIBLE … TRAINING EVENTS!” Wow! I am always interested in incredible events until the term incredible loses its credibility. Wait! What? Thinking that the adjective to raise a desire on the part of the reader was familiar, I researched the emails I’d received from this person dating back to 5 February of this year and learned that every weekly training was described as incredible. Suddenly, my memory instantly transported me back to my tenure as a vice president within a multinational corporation. I recall the flurry of bulletins flowing from headquarters, each stamped with the imperatives 'URGENT' or 'IMPORTANT,' signaling field personnel to action. When asked by a communications department manager seeking validation for their efforts in disseminating information to the field, I simply could not sugarcoat my response. "If your inquiry pertains to the sheer volume of communications dispatched to rectify errors in shipped goods and fixtures, then you're certainly overachieving. However, if it's about fostering genuine connections with our field personnel, I regret to say, you're falling woefully short." I suggested a few key insights to consider: -> What constitutes urgency for one may not resonate as urgent for another. -> When everything is labeled urgent or important, these designations lose their significance. -> The failure of one individual to plan and execute properly does not engender urgency among those who adhere to scheduled plans and execution. The video of the blind man sitting in the square seeking contributions comes to mind. The blind man sat with a sign that read, “I am blind. Please help.” The sight and sound of sporadic giving follows. A woman comes by and rewrites the sign to say, “It is a beautiful day and I can’t see it.” The regular sound of coins could be heard as each person walked by and gave. Words matter to connect with those you want to reach. Like this post? You can see more on my blog page, https://lnkd.in/dn242vuj
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I help supercharge organizations with the knowledge they need | High-end Knowledge Management & Effective e-Learning is the winning combination
Do you know the big problem with training? In my 2.5 decades of working in the L&D space within corporations, I have observed this so many times. When the organization undergoes a transformation, this is usually done very professionally. All the boxes are checked: ✅ install a project team ✅ puzzle together a planning calendar ✅ inform stakeholders ✅ build the change ✅ train the impacted group about the changes Done. Pop the corks. Cling the glasses. Back to work. One major thing is overlooked. The trained group is the first generation. What about the next generation? New employees who start after the project? They missed the training and Q&A sessions, which will not be repeated. And this is when the quality of the new process starts deteriorating. Because the knowledge isn’t passed on correctly. The solution is simple. The reference material must be at least the same quality as the original training. This way it doesn’t matter how many generations will come after the project. Everyone will receive the same quality of information and will learn how to use the new process as originally intended. What is your experience around this?
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One of the favorite parts about my job is trading corporate training horror stories 😂 I met with a prospective customer recently in the manufacturing/construction industry; an industry I know ALL TOO WELL. She recalled previous corporate training being so awful, employees would let the cringey outdated videos play in the background while doing other tasks, then simply click-through and check the boxes just to get it over with. I remember doing the same thing in a previous role with a 6-hour long product training course that was mandatory, TIMED, and had a short deadline for completion. We talked about how training policies can either be a complete oversight, or completely inefficient for retention and engagement 😖 I am glad companies of all industries and sizes are realizing cheesy videos and textbooks aren't reasonating with their employees anymore. My hope for the new year is to help more people like her in their mission to create a more personal, efficient, and centralized culture for employee training and development. In the meantime, I hope this meme catches your attention 😉
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Are you interested in service advisor training? There's one vital aspect of this role that often goes unnoticed, and that’s confidence. Together, we'll explore why confidence is so important when you complete service advisor training and how it can make all the difference in your career. https://hubs.li/Q02hLWR90
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What is the worst case for an instructor? Management that require employees to attend the training AND handle the daily duties. My dear middle eastern customer: YOU ARE DOING THIS WRONG. It's a waste of resources for you and a waste of time for me. Delivering lectures on complex topics while your students are not paying attention is just plain annoying. The thing is i can't be angry with them. They do what "bosses" tell them to do. I see no actual benefit for you my dear customer. Dear operations managers: DON'T BE LIKE MY CUSTOMER. If it's training it's training. If it's work then it's work. Do be silly. One just can't do BOTH at the same time. #behuman #respectyourworkforce #instructorslife
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Most people hate corporate training. Combine that with a topic like #intellectualproperty and eyes start rolling. But it doesn't need to be that way. Our top three best practices are: 1/Repetition is key to retention. Have multiple touch points throughout the year, but make them short and frequent. 2/Break the more complex topics into short, digestable pieces. E.g., it shouldn't take you more than 3 minutes to explain patentability to a new engineer. 3/Use examples that are relevant to your business, and the individual's role. 3/Repetion is key to retention. Have multiple touch points throughout the year, but make them short and frequent. See what I did there?
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