Bobcat of Houston’s Post

A story about importance of formalized training of employees Sometime ago, when I was a novice specialist, I asked my manager to send me to IT management courses. I even wanted to take a loan to pay for the course. However my manager waved off and said: you don’t need courses, watch a video on YouTube. I was so confused and demotivated. Now I understand his point of view. Yes, I can watch video on YouTube and study online but because now I have a background and an experience. When you are at the beginning, you need a guidance and a reliable knowledge, at least mentorship. Otherwise, you, like me, will be confused and overloaded with unreliable information. I often think of this story when it comes to training employees. So I understand better how important training is in the strengthening of the team and every employee. Here is the photo when I'm talking enthusiastically about something boring 🥱

“Why Your Employees Are Rejecting Training – And How to Fix It!” I recently spoke with an HR Director and what they said shocked me. “Our employees are doubtful about OUR Training Programs. How can you CONVINCE them of its effectiveness? While my answer could have been focused on tactical solutions (do a proper TNA, highlight benefits, share success stories, engage champions, offer quick wins (short, impactful sessions), collect and ACT on feedback, and ensure relevance). •     The thing that shocked me was that employees were reluctant to JOIN training. Which highlights a much deeper-rooted problem... People in general love learning, being engaged, being excited, stimulated, creative etc. so, it is strange that you need to CONVINCE them. Unless there are problems in one or several of these areas: •    Perceived Irrelevance (applicability / need) •    Lack of Time (workload) •    Fear of Change (transformation or abrupt change) •    Negative Past Experiences (boring and poorly designed / delivered) •    Cultural Lack of Support (manager or Org. discourage training / no endorsement) KEY TAKEAWY: •    People generally enjoy learning and being engaged, so the need to convince them suggests underlying problems – investigate! •    Doubts are a result of gaps in communication and understanding

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I’m an Innate Drivers expert using a system I created myself. It took me YEARS of researching, refining, practicing, and exploring. I have done thousands of one on one Innate Drivers sessions and even train others in this system. This is so much deeper than choosing from a list of words. What drives you, what you deeply value, runs your entire life and is as individual as a finger print. I often work with business teams and it is so amazing to get a testimonial like this! We had Dawni Angel come to our Company and deliver an Innate Drivers Training for our entire team here at Gargle. What a difference this business training has made! By learning what all of our Innate Drivers are, we are not only able to communicate more effectively, but we are also able to understand where each other's strengths and weaknesses lie. As the Executive Director, I have learned exactly how to speak to each employee, and where to help them achieve their goals and find their work fulfilling. I cannot speak highly enough about the benefits of this training. One of our new employees had this to say: “Understanding my Innate Drivers has given me the opportunity to see why I have certain desires and reactions to things in many aspects of my life. Working through the process of defining these in a professional team setting was such a powerful experience. Interpreting the undertone of what truly matters to each individual team member will help us communicate as a team on a higher level, and will bring us into alignment by supporting one another in ways that truly speak to the core of each person. Dawni has a unique way of truly listening to a person and creating a safe container for people to voice the things that really matter to them. She is highly intuitive and I felt like she truly saw me and heard what I was trying to say. Having the opportunity to go through this process with my professional team has left me wanting more, and I look forward to working with Dawni outside of the office environment and diving deeper on a personal level.” Every Company needs this training. Sincerely, Julie Holden EXECUTIVE DIRECTOR - CLIENT EXPERIENCE

Want to improve a talent capability related situation that is present in your organisation? If you have the challenge, we can unlock the ambition, and deliver with carefully and collaboratively created intention. The one thing I could honestly recommend as a free 15-min investment of your time? Get in touch with Brandon Van Blerk . He has a superpower at identifying and unlocking the challenge and creating various directions of travel to overcome challenges. Alchemist Learning and Development

SIX STEPS TO BUILDING HIGH PERFORMING TEAMS IN MANUFACTURING   Step 5: PROVIDE CONTINUOUS TRAINING The manufacturing, cultural, and regulatory landscape changes rapidly.  Regular training sessions keep your team ahead of the curve and prepared for future challenges. 𝐏𝐮𝐛𝐥𝐢𝐬𝐡 𝐭𝐡𝐞 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐒𝐜𝐡𝐞𝐝𝐮𝐥𝐞 Provide visibility with a 12 Month Rolling training schedule. People like to know what is coming. Include skills-based sessions as well as the standard requirements (e.g. safety, quality, cultural, and regulatory). 𝐔𝐭𝐢𝐥𝐢𝐳𝐞 𝐕𝐚𝐫𝐢𝐨𝐮𝐬 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐅𝐨𝐫𝐦𝐚𝐭𝐬 This keeps things interesting. Plus, not everyone learns the same way. - Instructor Led / Mix it up between in house and external trainers - Self-paced with progress checks - Job shadowing - Cross training and rotation programs - Interactive hands-on - Webinars - Lunch and learns with suppliers Be creative and keep it fun. Include games and contests. 𝐓𝐫𝐚𝐢𝐧 𝐭𝐡𝐞 𝐓𝐫𝐚𝐢𝐧𝐞𝐫𝐬 Send managers and supervisors to learn how to train and teach. Utilize them as your trainers. This helps develop leadership skills as well as making the training more personal. 𝑇ℎ𝑒 𝑏𝑒𝑛𝑒𝑓𝑖𝑡𝑠 𝑎𝑟𝑒 𝑐𝑙𝑒𝑎𝑟.  Continuous learning opportunities contribute to employee satisfaction and morale.  Employees are more likely to stay with a company that invests in their professional growth. I suspect you have heard the following: “𝑊ℎ𝑎𝑡 ℎ𝑎𝑝𝑝𝑒𝑛𝑠 𝑖𝑓 𝑤𝑒 𝑡𝑟𝑎𝑖𝑛 𝑜𝑢𝑟 𝑝𝑒𝑜𝑝𝑙𝑒 𝑎𝑛𝑑 𝑡ℎ𝑒𝑦 𝑙𝑒𝑎𝑣𝑒? 𝑊ℎ𝑎𝑡 ℎ𝑎𝑝𝑝𝑒𝑛𝑠 𝑖𝑓 𝑤𝑒 𝑑𝑜𝑛'𝑡, 𝑎𝑛𝑑 𝑡ℎ𝑒𝑦 𝑠𝑡𝑎𝑦!” Keeping skills up to date ensures your team can adapt and excel. Implement continuous training today to keep your team at the cutting edge of the industry. 𝗥𝗲𝗮𝗰𝗵 𝗼𝘂𝘁 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻 𝗵𝗼𝘄 𝘁𝗼 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝘀. #Leadership #Manufacturing #TeamBuilding #HighPerformance #ContinuousTraining --- ♻️ Repost if you find it useful ✚ Follow me, hit the 🔔 icon. You'll get notified on my next post.

5 little words that can drastically change a training & development program…What Does Good Look Like? This phrase was used by my last manager, and the meaning and usage has had a profound effect on my approach to development and thought process as a whole. When you are developing a program, content or curricula, stop and ask this question to your stakeholders. I’m willing to bet, it will give them pause and force them to evaluate the outcomes. As L&D people, we have our thoughts and ideas, but what we build needs to change a behavior in a measurable way that the stakeholders are happy with and the audience is receptive to. There are times, those coming to us to create content or programs don’t really know what they want as an outcome and “What does good look like?” forces them to examine what that outcome should be, so when you build the program or content, it can be measured against that good. An example would be, if you are asked to create a frontline manager training program for an organization, asking “What does a good frontline manager look like at XYZ Organization?” to the other stakeholders forces them to define what knowledge, skills and abilities are needed to be a successful frontline manager for that company. This information can then be taken and evaluate the Job Description, does this job description accurately capture what this role is and the qualities needed for a successful hire. It can be used to evaluate internal people that have potential to be the next group of managers and decision makers. By asking this question, it ensures the program being built will hit the right buttons and time isn’t wasted teaching things that aren’t necessary to being a good manager. Lastly, it allows you to measure the outcomes and evaluate colleagues properly. Things aren’t ambiguous during review time. When evaluating the program, you now have definable goals and outcomes to measure. Try it next time in a meeting or conversation, see how it changes the dynamic. This one simple phrase changed my approach for the better. So I ask, What does Good Look Like!?! #learning #training #education #productivity #whatdoesgoodlooklike

Why bother with training? Henry Ford, summed it up well - "The only thing worse than training your employees and having them leave is not training them and having them stay". Let’s get into the motivation behind training. Being slightly more specific and applying the question purely to sales training, ask yourself “Why are we doing it?” When this question is put to Sales Directors, Managing Directors, Human Resources Directors and Directors of Learning and Development their answers typically include: 🎯 To enable our people to develop and progress 🎯 To sell more of our product/service 🎯 To enable our sales team to handle objections, negotiate better and close more profitable deals 🎯 To address performance issues 🎯 To motivate people 🎯 To be a business partner 🎯 To provide greater employee engagement The answers are almost always universally linked to a business goal and on almost every occasion that goal has been pre-determined by Senior Leaders, Sales Managers, Sales Directors and HR and training teams. Here's the rub, involving the sales team themselves in designing learning objectives and solutions rarely happens, meaning we miss the WIIFM factor, resulting in low buy-in and little to no ROI. And this leads us to the three fatal flaws of training: 👉 Inadequate Goal Setting 👉 The Wrong Mix of Learning 👉 No Embedding, No Learning Journey If you’d like a detailed white paper on the Three Fatal Flaws of training and how to solve them please comment ‘yes’ below and I’ll send you a link. #SalesTraining #sales #learningandevelopment Alchemist Learning and Development

OH YEAH! Our new training is now approved by the Massachusetts Workforce Training Fund! If your company is based in MA and has under 100 employees the state will pay for you to train with us. We also have Enneagram trainings through the same program so reach out if you are interested. If you aren't in MA, still a great training you should do anyway! Training: Hunters, Farmers, and Teamers: Leveraging Natural Strengths to Thrive in the Right Roles Description: Explore practical strategies for optimizing team performance in our 3-hour workshop, on aligning instinctual drives for effective collaboration.” This course delves into the three instinctual drives—The Hunter, The Farmer, and The Teamer—and offers actionable insights into aligning these innate strengths with your team’s objectives. WHAT You Will Learn: Instinctual Drives Overview: Understand the key characteristics of the Hunter, Farmer, and Teamer instincts and their impact on behavior and team interactions. Assessing Instinctual Types: Learn to identify these instinctual drives within your team and align roles with individual strengths for enhanced effectiveness. Enhancing Team Collaboration: Implement strategies to integrate these instinctual drives to foster a more cohesive and productive team dynamic and to connect the natural drive to the role. Reach out to learn more!

What’s the true cost of not training your teams? It’s more than you think. Many companies hesitate to invest time and resources in training their teams. Common reasons? A lack of time or the fear that once trained, employees might leave. However, what’s often overlooked is the cost of not training them: • Unsatisfied customers due to poor experiences. • Low-quality deliverables that hurt brand reputation. • Unmotivated teams who feel ill-equipped to handle their responsibilities. An untrained team works without clear direction, leading to inefficiencies and missed opportunities. This impacts not only the organization but also the customers it serves. Training may seem daunting—it takes effort to create materials, track progress, and maintain consistency—but from personal experience, I can confidently say: it’s worth it. I dedicate at least one weekend a month to training my teams. The result? • A smarter system that operates smoothly. • A motivated team that feels confident and capable. • A win-win for everyone: the team, the management, and most importantly, the customers. #TeamTraining #LeadershipDevelopment #EmployeeGrowth #Upskilling #BusinessGrowth