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If you were to give such a commencement speech to ten thousand people about to start their adult lives, what would you say?
Following training the attitude and input from the line managers of the delegates is pivotal in determining if they are able to operationalise what they learned.
Is the whole leadership vs. management thing a red herring? Consider your own situation…
After delivering training you want to see behaviour change. The trainee may want to discuss this outside their line relationship. Introduce another player…
The way you walk has an enormous effect on the way you feel, your confidence levels and even what other people think of you…
Have you ever said ‘It Seemed Like A Good Idea At The Time’ about one of your learning initiatives? How can you avoid it next time?
You have heard the expression – “Feel the fear and do it anyway”. There is often an easier way.
If you have trainees on a course who do not want to be there, they probably won’t do what is required to accomplish learning transfer. So what can you do?
Great leaders know this: People will do things when they know WHY, from their perspective, those things are important…
Consider using graduates of previous programmes to mentor new learners through their programme. Why?
©Paul Matthews
