Mar 22, 2015
Show Notes:
Overview of Episode #5. The following topics are covered:
- Full Shownotes Online - Here.
- Debunking Myth #1: When employees have skill deficits, invest in the best training you can find, and your performance problems will be “fixed
- Debunking Myth #2: If people value what they learned in training, they’ll do it on the job
- Debunking Myth #3: If motivated people learn what to do in training, they’ll begin using the desired skills consistently after they return to work
- Debunking Myth #4: If you invest in training and follow-through reinforcement, and if people ingrain the business-related skills they learned in training, they will perform at a very high level
- What are and the power of: People Skills and Personal Strengths
- Answers and Solutions
Topic #1: Debunking Myth #1: When employees have skill deficits, invest in the best training you can find, and your performance problems will be “fixed
Timing on Recording: @ 10:09 ---
- Only 20% will follow through with training after the class.
- For 80% - the training does not stick - even if it was excellent training.
- Money is wasted.
- For many
years research has been telling us that we have this problem and
that we need more follow through after training.
- Copy of the book: The Dark Secret of HRD
Topic # 2: Debunking Myth #2: If people value what they learned in training, they’ll do it on the job
Timing on Recording: @ 15:15 ---
- They may want to do it,
because they liked what they heard. They are good people, but in
the flow of hectic work schedules and due to habits
based upon how
their brain is wired, they default back to the way they always do
things.
- Even with negative feedback and the desire of the individual to change, change can be hard. (Denny's seat belt habit.)
- People do what is their habit to do,
unless you help them change the habit. And that's why
well-intention people who've had good training end up doing the
same old thing. (Over time we CAN
rewire our brains/habits - but it takes
repetition.)
Topic # 3: Debunking Myth #3: If motivated people learn what to do in training, they’ll begin using the desired skills consistently after they return to work
Timing on Recording: @ 20:40 ---
- Neuro-pathways are physical - are a real thing.
- We are not driven by our habits - if we have the time and the intention - we can do it differently. We can form a new neuro-pathway, but we might give out because make a new pathway feels hard.
- "The Crunch-Point" - its when things feel really hard as we are trying to make change and we tend to think, "I give up" "This is just who I am..." (Sometimes we think it is easier to just go back to doing it the old way.)
- How long does it take? It depends how complex the skill is and how many times we do it everyday.
- The truth is, "I had to do the reps." You're not building a muscle, but you are building a new brain circuit. You have to do the reps.
- You have to have the follow through programs, do the reps, to change habits. People need the concept in training, but they also need support, encouragement, accountability and the follow through.
"I think Trainers, Human Resource professionals ought to become smarter about these things, people skills and personal strengths, and they ought to take them on and realize how important they are to high levels of performance and that they should address them in training and follow through." Denny Coates, PhD.
Topic #
4: Debunking Myth
#4: If you invest in training and
follow-through reinforcement, and if people ingrain the
business-related skills they learned in training, they will perform
at a very high level
Timing on Recording: @ 29:20 ---
- If we really want high levels of performance - there are two areas that are always important - that are not always addressed in training. They are core, foundational and they are found in every job.
- One is People Skills - basic interaction skills. You need to be good at dealing with people, and if you're not it really hurts. And where do people learn things like: how to listen? like how to give feedback? Our people skills are often wired from around how our family handled interactions.
- There is a best way to handle interactions, and it can be taught.
- Another is: Personal
Strengths. These
are things like integrity, being proactive, perseverance, tolerance
and self-discipline. When you have problems at work - it is
knowing how to do the right
things.
- Personal Strengths are behavior patterns,
which are habits. If it is a behavior pattern I can wire my
brain for it.
- Personal Strengths and Personal Skills are behavior patterns that we can create. By playing the harp, we can become a harpist. If we do the reps, we can improve.
Topic #5: Tools, Tips and Resources for Changing How Your Brain is Wired
Timing on Recording: @ 41:40 ---
- 360 Feedback Surveys can be one tool and resource.
- We have to get past these myths and understand what the brain needs. We must provide: accountability, encouragement, coaching and follow through.
- Create a coaching culture. Help supervisors and mid-management become better coaches - let them know - this is part of your responsibility.
- Review How to Be a Support Coach: Support Coach eBook and Videos - USE THESE VIDEOS TO CREATE A COACHING CULTURE (So that every body can help everyone else get better at what they do.)
- Copy of the book: The Dark Secret of HRD
- Learn more about Technology
Support for Training: Virtual Coaching Technology: ProStar
Coach
- Read up on all of Denny's posts via
Twitter @dennycoates and get his book: The Dark Secret of HRD,
here.
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