Did you recently discover that you say and do things your employees don't like? Are you not getting the results you want?
Maybe you said something offensive in a staff meeting, or your employee turnover seems dangerously high. You are not alone, and a lot of this might be due to the way we've been taught to manage others. We've often been told to control them, or we've been given little to no guidance at all.
Regardless, we're not going to get better at this simply by going to a single training class, even if we repeat it annually. Most instructional design experts agree that experience is the best way to learn. They estimate that experience contributes 70% to the learning process. Coaching adds 20%, and instruction provides a mere 10%.
There's a Forgetting Curve that causes us to lose new information unless it's applied and reinforced within three months.
Yet most training is still instruction-based. Employers seek to "check the box" so they can claim compliance and defend lawsuits. Employees complete the training so they can keep their jobs. Both are often task-oriented, rather than results-focused. They are responding to demands, not creating workplace cultures where needs are met. They are reactive instead of proactive. Then, they wonder why the problems haven't gone away.
Of course, no one can anticipate every disruption. But disruptions are fewer and less damaging when people have simple themes to guide them through challenges.
Few training programs:
- Review the laws, rules, and regulations;
- Apply them to actual cases; and
- Give participants a psychologically safe space for coaching
But the courses in this school do. You'll get information you need, as well as invitations to practice. I will open the Comments, Discussion Board, and email communication to participants who want more guidance. One-to-one coaching is also available for an additional fee.