How Develor trainers exceeds the participants expectations

Moments of TruthRemata , sometime during the summer 2008

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

Aha

I. Group thinks that 70-80 % of success is in the

preparation (setout)

• Preparation (70-80%)

» Know How (+company info)

• Arouse the interest– Be aware of first impression

• Assessments of Need– Expectation definition– Goals presentation

• Presentation– Interactivity– Situation exercise– Feed back

• Closing– Sums up– Conclusions– Up sell

What?So

easy?

II. Group thinks that Develor trainer must be

primarily Professional

..preparation is useless. Reality is

completely different.

• P repared • R espected• O pened• F air• E mpathic• S tructural• I nnovatived /inspiratived• O bjected• N Demanding• A ssertive• L Humane

PROFESIONALPROFESIONAL

III. Groupthinks that its has to have two faces:

Humanistic and Scientistic

Humanistic Scientistic

Adapt to the group (dynamics) Credibility (experience from praxes)

Authority (natural leader) Focus on target

Ability to attract Systematic

Emphaty Observations ability (feed back)

Spontaneity Proficiency on working environment (of the participants)

IV. Groupthinks too much

GoodDevelor 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

...so lets summarize

„What should do Develor trainer for being successful???“

In terms ofPREPARATION

Your personal problems can not influence the training

Take a pill if you have headache

Take a hand-full of positive mood and smiles

Turn off the button „Help, help me somebody“

Put on the shoe of companys employee you are about to trained. Write your OWN situation exercise!

Case studies

Don't forgot Insight

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 shift in their skills

Bring clean and opened mind (not in alcohol, not preprogramming, don't be clone of robot)

In terms of OPENING THE TRAINING

Dynamic and creative start, which force the participants to forget the reality over there and focus only on here and now.

Start - which say inlittle story:• Why they are there (goals)• Why just You• Why just Develor• Why just Them

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

“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

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

Forgot Yourself. Training is not about You!!!

.... is about them

Firstly tune up audience for the listening. Useless you shout if they don't want to listen – they will not hear!

Listen what group ask for and reflect to it. Find the meet between what you have prepared and what the group need

is. Their real training need has priority.

Tell them there are on the training

I don't promise reality, but the

shift in your skills, in your performance

unless you work out with me

In terms ofTRANIG PROCESS

Don't play university professor full of dry and useless theory

Theory is just to illustrate something from the reality, what you want them to focus on. Use it in the form of simple and stupid!

Attention of participants is limited, therefore don't bother them with

complicated models.

The real knowledge is in the heart. 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!

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Keeps balance between topic, audience and your presentation abilities/possibilities! (TAP model)

Don't label participants.

Each participants is ‘unique’ each training is unique and unrepeatable.

It all depend on your actual participants and actual topic and your actual disposition how the training will be

Engage them all! Identify where they are (attitude/activity)positively tune them up and activate them!

Mind is like parachute

Function only if open

Set the time inside you

Do you feel the group dynamics?

LimeJam – brand communication

The audience attention is inconsistent. In the past such a line was working:

...but since we have this

The attention line looks now more like this:

Change activities VoicePosition Movement in the room

Don't let them asleep. Know and use energizers.

The key to time management is not to prioritize what’s

on your schedule but to schedule your

priorities

Everything concerning human psyche has to be explain on examples. Say what does it means, how does it work, what is the impact of it.

Use a lot of examples!

If You don't put your heart there / wont' touch Theirs

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.

Do you realize that there are 3 category of level –thinking?

Walker

Prepare for all of them and explain by their 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!

Walker

Identify your group and train them in appropriate way

Runner Jumber

The Walker – need hand writed 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

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.

„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

Use E-prime, if you don't know what it is read below

Verb „to be“ create linguistic trap

Using „be" extremely misrepresenting reality.

Verb „be" 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

Think win/win

Bear in mind your target.

Feed back focus on supporting better performance

Keep the settled time of beginning and ending of training.

And something about You Develor TRAINER

Flipchart is your best friend but you cant hide behind him

Develor has just men as the trainers?

Hope not!?

Skilled Sells Manadala and Ledership.

We are the winning team!!!

Be authenticBe authenticAll examples you use must look

credibly. Be walking example of what

you are saying.

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Skilled and use INSIGHTS.

... And teach yourself juggle.

And by the end few thoughts about company culture of Develoru

Connect yourself. Don't wait for everything. Think over how you cant

contribute.

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fabien, gandonTake 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.

Do the follow ups (evaluations of feed back etc.)

Recycle your experiencesYou are part of great network – give to be able to

take

Is your work/life balance durable?

Read, write, relax, exercise, play, love, engage, reflect...

You do developing of Human Recourses so don't forget your own development...