Don’t Over-Do It!
Too many differing fonts, sounds and animations can kill your message. I remember watching a speaker that had every single slide animated with movement and sound. To this day I have to think very hard about to remember the content of her presentation; I was so distracted by the noise and action that I could not focus on her content. It’s really not that cute and it takes loads of your time to design it that way.
The Rule of Three
Too much content can overwhelm your learners. Keep each slide to three bullet points and limit each bullet point to around seven or eight words. If there is deeper content your audience needs to know provide them with a handout (not a copy of the slides). Your slides simply represent a summary of the key points you will be presenting, not a comprehensive data dump of all of your knowledge on the topic. The figures I have heard indicate that your audience will retain about 10% of what they hear you say… so it’s best to provide them with a meaningful handout.
Contrast is Good
Although a dark blue background with yellow font may be beautiful to look at, it is very difficult for your audience to read. Instead, opt for a light background with dark font. Be careful when you use the grey tones; I was watching someone present highly technical content to a large audience, and the slides they had designed had a medium grey background with a light grey font (with too many bullet points). The end result was that unless you were sitting in the front row, you could not read the slide. Partner this with no handout to support the content, and the presentation quickly becomes a dismal failure.
As you plan your next presentation, keep in mind this quote from Maya Angelou:
I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel. - Maya Angelou
Tuesday, October 12, 2010
Monday, August 16, 2010
The Manager’s Role in the Success of Training
It is often said that the biggest killer of quality training is the environment the learner returns to; even more specifically, the Manager or Supervisor the learner returns to. Unfortunately, it is not uncommon for a manager to communicate an uncaring and unsupportive attitude toward the new program or initiative. This could be due to a number of reasons: they don’t understand the objectives of the program, they have no “buy-in”, they feel threatened by the new program, don’t like the new ideas, or simply don’t like change. Once an employee has attended a training program, and assuming that the participant has actually learned something and is willing and eager to apply their learning, the manager can be a key factor in the success or failure of the application of learning. So let’s define the four key roles of the manager in the application or transfer of learning:
• Role #1 Understanding and Buy-in
• Role #2 Assess Learner Readiness
• Role #3 Support and Modeling
• Role #4 Keep the Message Alive
The manager must understand the content and objectives of the program or initiative.
It is critical that there is an understanding of the objectives and anticipated behavioral changes of a new program or initiative. This means that it is necessary to really look into and evaluate the content and process of the program, not just the title and general concept.
For example: I am working with a client who is launching a new customer service quality initiative. The title of the program is “Going Beyond Customer Service – Creating Customer Loyalty”. The program consists of a full day training program for front line customer service representatives, as well as a monthly follow up reminder using a custom job aid to reinforce the ideas and concepts of quality service identified during the training, and a half day follow session 6 months to one year following the initial program launch.
Although customer service can be pretty straightforward, the specific approach, concepts and ideas presented during training to go beyond customer service and create customer loyalty will be unique to the organization and audience. When possible the managers should participate in the pre-program planning, attend a training session or at least preview the program content. Doing so will prepare them for the next steps in their role of supporting the behavioral change.
The manager must assess the readiness of the learner
Although this idea is not often discussed or even considered, the readiness of the learner can impact the success of not only their personal outcome in the transfer of learning, but the outcome of the team as well. Some readiness considerations include the current knowledge and skill level as well as the employee’s attitude toward not only the topic, but also to growth and development in general.
The manager must support (and even model) the behavioral change being sought
Support means more than talk. Once the manager understands the direction and process for the new initiative, the next step is to embrace the content being presented in the training launch. If they have given some thought to their own self-assessment of service quality, and how they create and measure customer loyalty they will be better able to reinforce the concept with their direct reports. Additionally, the manager can be a catalyst for progress towards quality service when it comes to effectively managing emotions in difficult situations, team and personal goal setting. And ultimately creating powerful customer connections!
Following a training session, participants are often excited about new ideas and inspired to make change, it is crucial that the managers and senior leaders are “on board” with the new quality service expectations and subsequent behavioral changes, as they will need to encourage and support employees during the transition.
The manager must “keep the message alive”.
Using job aids such as custom posters or wallet cards summarizing the new quality service ideas generated during the training program will reinforce the message and can be used in meetings or on office communication boards to create an environment of support and dialogue. It is best if the message is kept “fresh” by rotating and focusing on one key concept each month.
The role of the manager is crucial and not to be understated! As organizations launch new program initiatives, and seek to implement an effective evaluation process, full consideration must be made to fully incorporate the manager so as to ensure as much success as possible in the transfer of learning and resulting behavioral change.
Find out more about the Workplace Learning & Performance Group at http://www.wlpgroup.com/
It is often said that the biggest killer of quality training is the environment the learner returns to; even more specifically, the Manager or Supervisor the learner returns to. Unfortunately, it is not uncommon for a manager to communicate an uncaring and unsupportive attitude toward the new program or initiative. This could be due to a number of reasons: they don’t understand the objectives of the program, they have no “buy-in”, they feel threatened by the new program, don’t like the new ideas, or simply don’t like change. Once an employee has attended a training program, and assuming that the participant has actually learned something and is willing and eager to apply their learning, the manager can be a key factor in the success or failure of the application of learning. So let’s define the four key roles of the manager in the application or transfer of learning:
• Role #1 Understanding and Buy-in
• Role #2 Assess Learner Readiness
• Role #3 Support and Modeling
• Role #4 Keep the Message Alive
The manager must understand the content and objectives of the program or initiative.
It is critical that there is an understanding of the objectives and anticipated behavioral changes of a new program or initiative. This means that it is necessary to really look into and evaluate the content and process of the program, not just the title and general concept.
For example: I am working with a client who is launching a new customer service quality initiative. The title of the program is “Going Beyond Customer Service – Creating Customer Loyalty”. The program consists of a full day training program for front line customer service representatives, as well as a monthly follow up reminder using a custom job aid to reinforce the ideas and concepts of quality service identified during the training, and a half day follow session 6 months to one year following the initial program launch.
Although customer service can be pretty straightforward, the specific approach, concepts and ideas presented during training to go beyond customer service and create customer loyalty will be unique to the organization and audience. When possible the managers should participate in the pre-program planning, attend a training session or at least preview the program content. Doing so will prepare them for the next steps in their role of supporting the behavioral change.
The manager must assess the readiness of the learner
Although this idea is not often discussed or even considered, the readiness of the learner can impact the success of not only their personal outcome in the transfer of learning, but the outcome of the team as well. Some readiness considerations include the current knowledge and skill level as well as the employee’s attitude toward not only the topic, but also to growth and development in general.
The manager must support (and even model) the behavioral change being sought
Support means more than talk. Once the manager understands the direction and process for the new initiative, the next step is to embrace the content being presented in the training launch. If they have given some thought to their own self-assessment of service quality, and how they create and measure customer loyalty they will be better able to reinforce the concept with their direct reports. Additionally, the manager can be a catalyst for progress towards quality service when it comes to effectively managing emotions in difficult situations, team and personal goal setting. And ultimately creating powerful customer connections!
Following a training session, participants are often excited about new ideas and inspired to make change, it is crucial that the managers and senior leaders are “on board” with the new quality service expectations and subsequent behavioral changes, as they will need to encourage and support employees during the transition.
The manager must “keep the message alive”.
Using job aids such as custom posters or wallet cards summarizing the new quality service ideas generated during the training program will reinforce the message and can be used in meetings or on office communication boards to create an environment of support and dialogue. It is best if the message is kept “fresh” by rotating and focusing on one key concept each month.
The role of the manager is crucial and not to be understated! As organizations launch new program initiatives, and seek to implement an effective evaluation process, full consideration must be made to fully incorporate the manager so as to ensure as much success as possible in the transfer of learning and resulting behavioral change.
Find out more about the Workplace Learning & Performance Group at http://www.wlpgroup.com/
Saturday, January 30, 2010
The Six Main Reasons People and Organizations Fail to Achieve Their Goals
We are at the end of January and by now many people have already given up on their so called new year’s resolutions. Have you? According to ASTD’s Human Performance Improvement model, there are six main causes for poor performance http://www.astd.org/. If you look at these causes and apply them to the strategic goal setting process, you can take a proactive approach and avert failure by considering how the following six keys apply to the goals you have set:
1. Knowledge/Skills: It’s a simple question… do you know how to do what you are trying to achieve? Do you need to develop some skills in this area? Is there a class you can take or a book you can read that will help you to improve your skills?
2. Motives: How important is this goal to you? To your organization? Have you identified what drives you? What is your main motivator? Steven Covey is known for saying that “you don’t invent your vision, you discover it.” The same can be said for motives. Motivation comes from inside, so it’s essential that you realize what motivates you.
3. Resources: Do you have the proper resources in place to achieve your goals? Consider what physical, financial and/or human resources you need to accomplish the task at hand. Make a list of the resources you need, and get to work on acquiring them. Of course some of the resources are more expensive than others and you may want to consider a phased approach as your program is implemented.
4. Systems: Ask yourself if you have the appropriate systems and processes in place to implement your goals. Do your systems support your team and your organization? Systems can include communication, marketing, computer networks & resources.
5. Information: New goals and new projects require accessing new information, new research on your target projects and goals. Do you have the information you need? Do you know where to find the information? Does your competition have better sources of information?
6. Wellness: Any new endeavor requires new energy and focus. Everyone has their own personal definition of wellness; to some it means work/life balance, financial health, and/or personal well being. In order to rise to the challenge of achieving new goals you need to be clear on the level of wellness and preparedness essential to your success.
I have found that one of the most important parts of achieving any goal is to implement the best system there is to make it happen. If you are managing a project, use an effective project management system; writing a speech? There’s a great process to do that effectively; lose weight? Well, you know there are loads of processes to help you with that. My favorites… eat right & exercise!
So remember the six major stumbling blocks to success, and navigate around them with a plan to succeed in 2010!
1. Knowledge/Skills: It’s a simple question… do you know how to do what you are trying to achieve? Do you need to develop some skills in this area? Is there a class you can take or a book you can read that will help you to improve your skills?
2. Motives: How important is this goal to you? To your organization? Have you identified what drives you? What is your main motivator? Steven Covey is known for saying that “you don’t invent your vision, you discover it.” The same can be said for motives. Motivation comes from inside, so it’s essential that you realize what motivates you.
3. Resources: Do you have the proper resources in place to achieve your goals? Consider what physical, financial and/or human resources you need to accomplish the task at hand. Make a list of the resources you need, and get to work on acquiring them. Of course some of the resources are more expensive than others and you may want to consider a phased approach as your program is implemented.
4. Systems: Ask yourself if you have the appropriate systems and processes in place to implement your goals. Do your systems support your team and your organization? Systems can include communication, marketing, computer networks & resources.
5. Information: New goals and new projects require accessing new information, new research on your target projects and goals. Do you have the information you need? Do you know where to find the information? Does your competition have better sources of information?
6. Wellness: Any new endeavor requires new energy and focus. Everyone has their own personal definition of wellness; to some it means work/life balance, financial health, and/or personal well being. In order to rise to the challenge of achieving new goals you need to be clear on the level of wellness and preparedness essential to your success.
I have found that one of the most important parts of achieving any goal is to implement the best system there is to make it happen. If you are managing a project, use an effective project management system; writing a speech? There’s a great process to do that effectively; lose weight? Well, you know there are loads of processes to help you with that. My favorites… eat right & exercise!
So remember the six major stumbling blocks to success, and navigate around them with a plan to succeed in 2010!
Saturday, November 21, 2009
Strategic Goal Setting Will Help You Get Through The Tough Times!
As we approach the end of the year, naturally we begin to review the events of the year as well as think ahead to the upcoming year. I think that most of us would agree that 2009 has had its set of challenges. The economy has been tough! Personally, when I launched my business full time in January, I had contracts set that would have made it my best year ever. However, as you might be able to guess, that is not what occurred!
I experienced such challenges as contracts being cut and scheduled classes being cancelled (sometimes with only 24 to 48 hours notice!), resulting of course in reduced income. Then in keeping with Murphy’s Law… “If anything can go wrong it will” the sump pump on my property went out and needed to be replaced, the dryer broke and had to be replaced, and then of course there was the skateboarding accident with my 10 year old, when she cracked her two front teeth! So needless to say this has been a tough year. It’s tough to keep to a planned budget when your income drops and your expenses increase!
My strategy for surviving these challenges has been to keep my eye on my main goal “to grow my business and provide value driven service” (this is driven in part by the desire to feed the children and keeping the lights on, in the roof over our head). I have managed to keep my sanity most of the time b y focusing on what’s most important. In order to do that however, you must have done the work so you know what’s most important. I have done much work on goal setting in my personal life, and as I launched my business full time, I did the work to develop a strategic plan so I would be crystal clear on my business priorities.
According to an article in the September 2009 Harvard Business Review, “How Strategy Shapes Structure” http://hbr.harvardbusiness.org/2009/09/how-strategy-shapes-structure/ar/1 we can apply the concepts of business strategy to many aspects of work and life, from job search to business development to family management. With a clear strategy, we can provide the much needed structure we need to survive challenging times.
I developed a Strategic Goal Setting Worksheet as a tool to assist in the process. I am a visual learner and like to see the “Big Picture” all on one page. In short, the process involves focusing on one overarching goal, such as “Grow my Business in 2010”, then defining three to five strategic goal categories, such as:
1) Product Development
2) Marketing Strategy
3) Administrative Management
4) Client Service
The next step is to identify specific action steps for each category and who is responsible for the actions. The key to successful implementation is the discipline to keep your focus on the goal, complete the action steps and follow up to revisit so adjustments and changes can be made as necessary. You must truly believe in the power of your dreams and keep your vision clearly set on what is possible!
If you are interested in a copy of the Strategic Goal Setting Worksheet, just send me an email wlpg@cox.net and I would be happy to share it with you!
I experienced such challenges as contracts being cut and scheduled classes being cancelled (sometimes with only 24 to 48 hours notice!), resulting of course in reduced income. Then in keeping with Murphy’s Law… “If anything can go wrong it will” the sump pump on my property went out and needed to be replaced, the dryer broke and had to be replaced, and then of course there was the skateboarding accident with my 10 year old, when she cracked her two front teeth! So needless to say this has been a tough year. It’s tough to keep to a planned budget when your income drops and your expenses increase!
My strategy for surviving these challenges has been to keep my eye on my main goal “to grow my business and provide value driven service” (this is driven in part by the desire to feed the children and keeping the lights on, in the roof over our head). I have managed to keep my sanity most of the time b y focusing on what’s most important. In order to do that however, you must have done the work so you know what’s most important. I have done much work on goal setting in my personal life, and as I launched my business full time, I did the work to develop a strategic plan so I would be crystal clear on my business priorities.
According to an article in the September 2009 Harvard Business Review, “How Strategy Shapes Structure” http://hbr.harvardbusiness.org/2009/09/how-strategy-shapes-structure/ar/1 we can apply the concepts of business strategy to many aspects of work and life, from job search to business development to family management. With a clear strategy, we can provide the much needed structure we need to survive challenging times.
I developed a Strategic Goal Setting Worksheet as a tool to assist in the process. I am a visual learner and like to see the “Big Picture” all on one page. In short, the process involves focusing on one overarching goal, such as “Grow my Business in 2010”, then defining three to five strategic goal categories, such as:
1) Product Development
2) Marketing Strategy
3) Administrative Management
4) Client Service
The next step is to identify specific action steps for each category and who is responsible for the actions. The key to successful implementation is the discipline to keep your focus on the goal, complete the action steps and follow up to revisit so adjustments and changes can be made as necessary. You must truly believe in the power of your dreams and keep your vision clearly set on what is possible!
If you are interested in a copy of the Strategic Goal Setting Worksheet, just send me an email wlpg@cox.net and I would be happy to share it with you!
Tuesday, September 29, 2009
Strategic Planning... in Business and Life!
I am serving as a mentor in the mentorship program with the San Diego Chapter of the American Society for Training & Development. Recently I was having lunch with my protégé and we were discussing her career goals, aspirations, job search goals and business plans. She had worked diligently on a strategic plan for a business she would like to develop; all of the important concepts that needed to be included where there, such as: Vision statement, Values Clarification, Market Analysis, Market Focus, Business Plan Objectives (Mission Objectives), identify Critical Goal Categories. I could tell that she had really done her homework and I sensed the excitement and passion for her idea!
During our conversation, we discussed the challenge of balancing the need to secure a job alongside the desire to launch full time into implementing the new and exciting business idea. In today’s economy it’s tough not to feel disjointed with a desire for “job” security and the passion to implement a new idea. That’s when during the course of our conversation the idea of integrating the concepts of strategic planning into life planning provided a deeper level of understanding, an understanding of the bigger picture of a fully integrated life. It does not have to be “either/or”! Why not do both?
We live in an age of portfolio careers, and unfortunately we have learned that great job performance does not always equal job security, that sometimes the only one we can count on is ourselves. Yes, a job can provide the stability and security we need to keep the children fed, but let’s admit it not every job “feeds” us. We do not have to settle just because we have a job, or even a career. Most people do not live their life’s passion; the busyness of life distracts us from our passion, or maybe someone once told us not to color out of the lines. What is your passion? If money were no object, what would you do with your life? Why not start now? Even if it’s only for 15 minutes a day! A client of mine had been frustrated that she was not making enough progress on the e-book she had been working on, she always felt like she would need to carve out large blocks of time to write. In the process of working together, she set a goal to work on the book just 15 minutes a day. Her frustration turned to celebration each day she completed the 15 minutes of writing! She is now making steady progress on her book!
It is common in the career coaching process to complete a battery of assessments, to identify skills, interests, strengths, etc. in order to develop short term and long term goals and then develop an action for your job search. Why not incorporate the strategic planning process for business into our personal life?
Here’s a Way Over Simplified Strategic Planning Model -
Values Clarification: What is important to you, to your family? At the end of the day, what really matters to you? Faith, Family, Fun, Community, Business, Contribution, personal development…
Vision statement: What is the vision for your life? What lifestyle do you want? Time at home, travel, vacation, peace, happiness, satisfying work, completing your life’s goals…
Market Analysis: What opportunities might bring you closer to your dream? Do you have to do what you have always done? If you are in transition, is it possible to “seize the moment” and make a change?
Market Focus: Where do I find these opportunities? What other industries might I be able to transfer my skills to? Don’t close your mind to any ideas, there are thousands of unique approaches to business.
Critical Goal Categories (general categories for focused development)
- Family: Fun, Game Night, Staycations…
- Work: Schedule, hours, service, satisfaction, contribution
- Health: Exercise, diet, regular medical check ups
- Make a difference to others: Community, Scouts, Church
- Passion: Working towards what you really want to do!
Business Plan Objectives (Specific and measurable goals in support of the critical goal categories)
- Generate satisfactory income (be specific)
- Carve out time for family – weekly game night
- Plan daily quiet time for me
- Incorporate time for my spouse – weekly date night
- Read a book for 15 minutes a day
- Work for 15 minutes daily to clarify and pursue my life’s goal
Strategic Planning is a great tool for business, and it is used all over the world to develop a plan so businesses can identify and achieve their specific goals, and move toward success. Granted the process is much deeper that this article can demonstrate, I hope you get the general idea!
If you are currently looking for work, in transition, or looking for an opportunity, consider taking some time to re-look at your goals and re-frame them into the context of your life’s strategic plan. Then, the most important thing you can do is to stay focused on your vision and goals. Build your resilience, stay connected to your community, whether it is your church, your professional or trade association, or network marketing colleagues; participate in all of the community activities you can. This can serve not only keep you visible in your network, it will motivate you, and help you to stay positive during the challenging times. Keep the faith in spite of the challenges!
During our conversation, we discussed the challenge of balancing the need to secure a job alongside the desire to launch full time into implementing the new and exciting business idea. In today’s economy it’s tough not to feel disjointed with a desire for “job” security and the passion to implement a new idea. That’s when during the course of our conversation the idea of integrating the concepts of strategic planning into life planning provided a deeper level of understanding, an understanding of the bigger picture of a fully integrated life. It does not have to be “either/or”! Why not do both?
We live in an age of portfolio careers, and unfortunately we have learned that great job performance does not always equal job security, that sometimes the only one we can count on is ourselves. Yes, a job can provide the stability and security we need to keep the children fed, but let’s admit it not every job “feeds” us. We do not have to settle just because we have a job, or even a career. Most people do not live their life’s passion; the busyness of life distracts us from our passion, or maybe someone once told us not to color out of the lines. What is your passion? If money were no object, what would you do with your life? Why not start now? Even if it’s only for 15 minutes a day! A client of mine had been frustrated that she was not making enough progress on the e-book she had been working on, she always felt like she would need to carve out large blocks of time to write. In the process of working together, she set a goal to work on the book just 15 minutes a day. Her frustration turned to celebration each day she completed the 15 minutes of writing! She is now making steady progress on her book!
It is common in the career coaching process to complete a battery of assessments, to identify skills, interests, strengths, etc. in order to develop short term and long term goals and then develop an action for your job search. Why not incorporate the strategic planning process for business into our personal life?
Here’s a Way Over Simplified Strategic Planning Model -
Values Clarification: What is important to you, to your family? At the end of the day, what really matters to you? Faith, Family, Fun, Community, Business, Contribution, personal development…
Vision statement: What is the vision for your life? What lifestyle do you want? Time at home, travel, vacation, peace, happiness, satisfying work, completing your life’s goals…
Market Analysis: What opportunities might bring you closer to your dream? Do you have to do what you have always done? If you are in transition, is it possible to “seize the moment” and make a change?
Market Focus: Where do I find these opportunities? What other industries might I be able to transfer my skills to? Don’t close your mind to any ideas, there are thousands of unique approaches to business.
Critical Goal Categories (general categories for focused development)
- Family: Fun, Game Night, Staycations…
- Work: Schedule, hours, service, satisfaction, contribution
- Health: Exercise, diet, regular medical check ups
- Make a difference to others: Community, Scouts, Church
- Passion: Working towards what you really want to do!
Business Plan Objectives (Specific and measurable goals in support of the critical goal categories)
- Generate satisfactory income (be specific)
- Carve out time for family – weekly game night
- Plan daily quiet time for me
- Incorporate time for my spouse – weekly date night
- Read a book for 15 minutes a day
- Work for 15 minutes daily to clarify and pursue my life’s goal
Strategic Planning is a great tool for business, and it is used all over the world to develop a plan so businesses can identify and achieve their specific goals, and move toward success. Granted the process is much deeper that this article can demonstrate, I hope you get the general idea!
If you are currently looking for work, in transition, or looking for an opportunity, consider taking some time to re-look at your goals and re-frame them into the context of your life’s strategic plan. Then, the most important thing you can do is to stay focused on your vision and goals. Build your resilience, stay connected to your community, whether it is your church, your professional or trade association, or network marketing colleagues; participate in all of the community activities you can. This can serve not only keep you visible in your network, it will motivate you, and help you to stay positive during the challenging times. Keep the faith in spite of the challenges!
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