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5 Training Rules To Guarantee The Best From Your Staff
If there’s one thing I’ve learnt in business it’s this. You can’t always do everything yourself… even if it is sometimes quicker and cheaper to do things yourself. Unless you’re running a “one man band”, every business needs good, reliable, ...
How to Select a Training Consultant
In times of rapid change, both small and large businesses today are increasingly viewing training as an investment, not a cost. If your business uses outside training consultants, you will want to maximize your return on this training investment....
MLM network Marketing Training- Are You Thinking Yourself Out of MLM Success?
"Are you Thinking Yourself Out of Success?" (c) 2005 Doug Firebaugh After nearly 20 years in this MLM industry, I have seen a lot of things that for whatever reason, have helped people, and have stopped people. And thereare those things that...
MLM Success Training - 3 Quick & Easy Steps To Grow Your MLM Profits
Copyright 2005 Richard Knight
There are literally TONS of ways you can boost your residual
income and your MLM Profits. But the following 3 steps I've
enclosed are the Quickest and Easiest ways to boost your
residual MLM check month after...
Personal Training: Name One Good Reason Someone Should Hire You
By the time you have gotten past the title and read the first line of this article, you should already have the one reason in your head why a prospective client would hire you. If you don't, then you may have already discovered the biggest obstacle...
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How to Save Money on Training
1) Use a live instructor. Adults learn best by doing, practicing, and experiencing. Effective instructors customize their programs to meet people’s needs, provide counsel on individual challenges, and respond to questions. Videos, CDs, and E-learning are seldom effective for primary learning. Since the greatest cost of learning is the payroll cost of the participants, you want to make sure the program delivers results.
2) Hire external experts. They can speak candidly about crucial issues related to complex work skills. They are free of prior encounters with your staff. And they bring a fresh, outside perspective based on a worldwide view (instead of an internal one). Those who specialize in one skill area have developed extensive knowledge. Ideally, choose one who has written books or published articles.
3) Include accountability. Work with the instructor to develop a review and reminder process. Plan follow-up sessions to check on progress applying new techniques. Ask your staff to select one change that they plan to make and describe how they will apply it. Then monitor the application of changes being made. Include learning as a dimension in
performance reviews.
4) Support learning. If you’re the boss, set an example of active learning. Attend the workshop. Then use what you learned. Encourage others to apply the new skills and reward those who make a special effort to do so. Also, recommend articles, books, and other materials that support the training program. Create a work culture that recognizes learning as the key to excellence.
5) Buy smart. Match the type of program with desired skills. Use employees for proprietary operations, routine procedures, and high volume (more than 50 sessions/year) tutorials. Select programs that teach skills required to meet company goals. Buy programs that show practical techniques (instead of facts and trivia) delivered by experts who use what they teach.
About the Author
IAF Certified Professional Facilitator and author Steve Kaye works with leaders who want to hold effective meeting. His innovative workshops have informed and inspired people nationwide. His facilitation produces results that people will support. Call 714-528-1300 or visit his web site for over 100 pages of valuable ideas. Sign up for his free newsletter at http://www.stevekaye.com
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