How are your people developed?

  • Ask for their goals for their development. Demonstrate you have heard them, by giving opportunities to improve.
  • Assign full responsibility, not just tasks.
  • They already “know” what they need to know. Understand that they now learn to do, by doing.
  • Have them give peer feedback. Have them receive peer feedback. Offer “one on one” feedback for improvement in private.
  • Give opportunities to lead others.
  • Surround them with high achieving people who expect the best from them.
  • Spaced repetition of information – the basis of all learning.
  • Stretch them with varied assignments. Give opportunity to serve others in the group, and the public.
  • Try not to look surprised week after week as they grow, right before your eyes.
  • Act humble when awarded the “Boss of the Year” coffee mug by your loyal team.

In The Room

A decade ago the United States Navy, which employs some of the smartest people in one of the most powerful organizations in the world, replaced instructor-led teaching with computer-based learning in entry-level training courses.

I know their motives were good. It seemed to make sense. It saved money after all, didn’t it? And “everyone” is moving to computer based learning, aren’t they? Pushing more of the responsibility on the student to learn, often on his or her own time, in a cubicle instead of an expensive meeting room is smarter.

Or is it?

Recent research from the Defense Resources Management Institute revealed the result of this shift: Fewer competent sailors and an estimated $16 million in excess maintenance costs.

Not only that, researchers estimate that when lost productivity and additional required education are factored in, computer-based training could end up costing hundreds of millions of dollars and endangering the fleet’s readiness.

This is simply evidence that the critical piece in personal or professional development is the power of you “in the room.” No computer program, no webinar, no best selling book, can substitute for the “life on life” principle that turns information into application. “Life on life” creates expectation, implementation, motivation.

Good coaches are effective because of this principle. Effective training happens because of this principle. Effective parents know this principle.

In fact, your accomplishments today can be attributed to this principle. I’ll wager that you can look back and remember the teachers, professors, business mentors and friends that were “in the room” and contributed to your success.

Not one computer based training session will come to mind..

I know $16 million is a drop in the bucket to the US Navy. But it isn’t for your organization.

If you want to get better results at any level, let us help you… in the room.

SOURCE: Does computer-based training impact maintenance costs and actions? An empirical analysis of the US Navy’s AN/SQQ-8

 

Transformers

We began to focus on “people development” as a company in the spring of 2005.

But it was not until 2012 that I started to work on learning opportunities for semi-professional speakers, as well as leaders from any profession, that want to take their messaging and communication skills to the next level.

Why is there a demand for greater proficiency in speaking today?

There are three distinct trends in our society, three “movements” that brought this opportunity to the forefront for leaders from every sector.

  1. We moved from the information age to the experiential age – people want to be in the picture. We went from passive to active:
  • Watch TV… or be on TV!
  • Watch a channel… or create a channel?
  • Watch a game… or be the character in a game?
  1. We moved from “limited access to information” to overwhelming access to information. This movement is so established that people cannot discern and cannot decipher what they need to hear. The biggest complaint about the internet today is not that there is something that cannot be found – but that the “noise” is overwhelming.
  1. We moved from “external guru” to “internal guru.” Tony Robbins, Brian Tracy, Jim Rohn, are a few of the global names in personal development, the gurus.

But this is the old way. Even though today there are many copycats of the giants from the past, trying to establish themselves as the new gurus, our culture has moved on from worshipping one or two towering experts.

Now the posture is – I don’t know or even care who you are, but is your message the one that can help me to achieve X or Y?

Technology supports each of these trends and allows you to tell your story, share your gift, and we now have the access, the reach, to do make a bigger impact, regardless of how long we have been leading or speaking.

Less personality driven, more planning driven, more message driven.