Training Modules and Workbooks

On Coaching:

2010-02-08T07:57:00.002-05:00

"Coaching is a process used to empower employees to put forth their best efforts to reach the limits of their abilities." Tricked you here...since there is no limit to your abilities...your greatness. That being written, coaching does help you to be the best you can be and reach for being even better.

For more on coaching, check out my Coaching: A Beginning and Coaching: Now Do It eWorkbooks and modules as well as my Coaching and Feedback Training Kit.

On My Newsletter:

2010-02-05T08:01:00.003-05:00

David Warne, the new Director of Training at CommuniCare Health Services recently sent me these kind words in an email..."I get a number of newsletters/emails from various training professionals and organizations and yours is consistently one of the most helpful and well organized. In each letter I find at least 2-3 ideas that are immediately relevant to something I'm working on, or to my role in general. Over the years, you've introduced me to a variety of resources, ideas, websites, etc that I still tap into. Thanks for keeping me on your distribution list."

As many of you know, things "arrive" just when you need them. I received this email at a very special time. It's nice to know that people are reading my newsletters (and blogs), but it's even nicer when I hear that people find meaning or value in what I deliver. Thank you, David, and all of you that communicate your appreciation to me. With a song in my heart:)

On the Lost Generation:

2010-02-04T07:59:00.000-05:00

Get ready to be awed by this video. It was submitted in a contest by a 20-year old. The contest was titled "u @ 50" by AARP. This video won second place. When they showed it, everyone in the room was awestruck and broke into spontaneous applause. It’s worth the two minutes it takes to watch it.

On How to Find Content When You Need It:

2010-02-03T08:14:00.002-05:00

When it comes to finding content when you need it, a great source is our professional and trade magazines, journals, and/or publications. Unfortunately, weeding through each issue can be daunting. So, cut them up.

Here is what I recommend:

Collect your stacks of magazines, journals, and publications.
Tear them apart and throw the ads away.
Read through and/or skim the articles, noting a category at the top. (Remember, unless you're interested in the content or working on a project regarding the content, you have permission to file it until you need it - without reading it!)
Throw away any article with content you'll never use.
If one article ends on an odd page and a new article begins on its even side, make a copy of the odd side of the page so that it can remain with its article. The original page can be used for the beginning of the new article. (This is only necessary if you choose to file both articles.)
Staple the pages of the article together if there is more than one page.
Categorize the articles. Possible articles might include:

Team
Leadership
Human Resources
Ethics
Diversity
Sales

8. Place the articles in the appropriate file folder.

Note: If you're like me, 6 to 9 months go by before there is time to read or skim my collection of magazines, journals, and publications. Organizing it all at the same time saves time when filing…at least that is what I tell myself. It's a time management plus.

On the Coaching and Feedback Self-Study Course:

2010-02-02T06:37:00.001-05:00

Our Coaching and Feedback Training Kit consists of:

8 AudioCast Lessons plus the AudioCast instructions.
Handouts for each lesson.
Coaching Assessment.
Coaching Discussion Preparation and Follow Up form.
Feedback Effectiveness Self-Assessment.
Coaching and Feedback Job Aids.
Self-Study Course Follow Up Checklist.
Self-Study Schedule.
Qualification Quiz.
Certificate of Completion. (Submit the Self-Study Schedule and Qualification Quiz for your eligibility.)

Read more about the Coaching and Feedback Self-Study Course.

On the Gift of Joy:

2010-02-01T07:30:00.002-05:00

"Joy is prayer - Joy is strength - Joy is love - Joy is a net of love by which you can catch souls. She gives most who gives with Joy."

-- Mother Teresa

Some people unconsciously believe it's not okay to feel more joyful than the people around them. Out of a mistaken sense of caring, they squelch their joy and tune in to the sadness of the one they are with.

In truth, joy is one of the greatest gifts we can give to people around us. Those who are unhappy need our joy, not our sadness.

"Never miss a joy in this world of trouble...that's my theory!... Happiness, like mercy, is twice blest: it blesses those most intimately associated with it and it blesses all those who see it, hear it, touch it or breathe the same atmosphere."

-- Kate Douglas Wiggin

(This is brought to you by Higher Awareness.)

On Establishing Priorities and the Pareto Principle:

2010-01-29T13:00:00.001-05:00

The Pareto Principle says that in any set of elements, the critical elements usually constitute a minority of the set. This has come to be known as the 80/20 rule.

In other words, 80% of your activities produce 20% of the results, while only 20% of your activities produce about 80% of the results. Or 80% of all success comes from 20% of your efforts. What areas of your life need to be considered in light of this principle?

For more on time management, check out my Time Management eWorkbook and module.

On Light, Rekindling, and Gratitude:

2010-01-28T08:08:00.003-05:00

"At times our own light goes out and is rekindled by a spark from another person. Each of us has cause to think with deep gratitude of those who have lighted the flame within us," shared Albert Schweitzer, physician, philosopher and Nobel Peace laureate.

Who do we have to thank for rekindling our light? And, whose light can we rekindle today? Regardless, may the light be with you...

On the Kirkpatrick Model:

2010-01-27T07:49:00.007-05:00

Donald Kirkpatrick now refers to his Kirkpatrick Four Level Evaluation Model as the Kirkpatrick Model. I think this is brilliant.

Why? Well, creating an excellent training program has always required these pre-training steps, but most people focus on evaluation and measurement after the training is designed. Kirkpatrick wants to ensure that training professionals are finally thinking of evaluation and measurement throughout the entire process.

The four levels of the Kirkpatrick Model are:

Level 1: Reaction, which is to what degree participants react favorably to the learning event.
Level 2: Learning, which is to what degree participants acquire the intended knowledge, skills, and attitudes based on their participation in the learning event.
Level 3: Behavior, which is to what degree participants apply what they learned during the training when they are back on the job.
Level 4: Results, which is to what degree targeted outcomes occur as a result of the learning event or events and subsequent reinforcement.

Remember, these levels are not just done after the training event, but must be done before the training event is even designed to ensure successful measurement, indicating that the training event achieved what it set out to achieve.

On the Real Need:

2010-01-26T08:13:00.000-05:00

Many times, when people ask you to design a training program, they believe that the training program will solve a particular issue. What needs to be done is to figure out what the problem is or what the real issue is, and look for the root cause. The problem or issue may not be addressed in any way by designing a training class. Let's look at an example.

Carol asks you to design a specific class - Customer Service. She is not sure what should go in the class, only that the employees need the class. So, what should you consider as you prepare for this meeting with Carol?

First, you may not know Carol well; let alone know what her employees do and what "customer service" means to them. From the little information you have, Carol may not know what the class "looks like" either. So, you need to determine:

What do Carol and her organization actually do?
What does customer service "look like" to that organization?
What has created this particular need at this particular time?
What type of intervention may be required to alleviate the situation?
Who needs the intervention - all or a few employees?

These are just a few of the questions you need to ask yourself and/or others. There are many more questions that could and should be considered. Send me an email if you would like to make a few suggestions on questions to ask to uncover this critical information.

On Performance Management:

2010-01-25T07:59:00.002-05:00

The performance management process revolves around expectations, which are discussed and agreed upon ahead of time. Without telling someone what the expectations are, how can you "expect" them to accomplish them?

For more on performance management, check out my eWorkbooks on Performance Management 1: The Cascade and Performance Management 2: The Details and my Performance Management module.

On Change and Stress:

2010-01-22T08:07:00.001-05:00

Because change has nearly become a constant in today's business world, having a great deal of flexibility can be an important resource for coping with stress. If you're like me, flexibility is a quality you can really work on. I kept the phrase "surrender to the flow" foremost in my mind for a full year to better deal with changes in my life. I got better. And I began to see that there was something much better in store for me when change happened. Now, if I can only remember to "surrender" all of the time!

For more on stress, check out my Coping and Stress eWorkbook and Stress Management module.

On Gratitude:

2010-01-21T08:05:00.001-05:00

John Fitzgerald Kennedy said, "As we express our gratitude, we must never forget that the highest appreciation is not to utter words, but to live by them."

What will you live by today?

On Facilitator, Trainer, or Presenter:

2010-01-20T07:32:00.004-05:00

I really wasn't sure how I should title this article since...well, you'll see. Organizations think that acronyms are bad...try figuring out what to call yourself and your department or even your company when it comes to "training."

All right, do you call yourself a Trainer, a Facilitator, an Instructional Designer, a Developer, a Presenter, a Performance Specialist, a Performance Enhancement Coach, a Keynote Speaker...and on and on? And do you call the department that you work in the Training Department, the Organizational Change Unit, the Performance Effectiveness Department, the Organizational and Development Department? Again, you get my drift.

So now you know how I felt when I had to determine a name for my business, what to call myself, and which meta tags to use so that search engines would find me...so you could find me.

Luckily for me, I have a great Web Designer (and I'm not sure that I should really call him that...I wonder what his title really is). Well anyway, he suggested that I ask people who "knew me and what I did." So, I asked.

Here are some of the words used to describe "me:"

Consultant
Course Designer
Courseware Developer
Curriculum Designer
Custom Training Designer
Customized Training Designer
Educator
Facilitator
Instructional Designer
Instructional Systems Designer
Instructional Writer
Instructor
Technical Writer
Trainer
Training Consultant
Training Designer
Training Developer

Here are some of the words used to describe what I "do:"

Blended Learning
Corporate Development
Corporate Training
Course Design
Courseware Development
Curriculum Design
Custom Training Design
Customized Training Design
Education
Employee Development
Employee Training
Facilitating
Facilitator Training
Instruction
Instructional Design
Instructional Systems Design
Interactive Training
Learning
Team Development
Train the Trainer
Training
Training Course Development

Here are some of the words used for the "materials I create:"

Business Education Material
Business Training Material
Facilitation Guides
Facilitator Guides
Facilitator Kits
Facilitator Materials
Facilitator Manuals
Instruction Manuals
Instructional Manuals
Instructional Guides
Instructor Guides
Instructor Manuals
Instructor Materials
Management Guides
Modules
Training Courses
Training Guides
Training Manuals
Training Materials
Training Modules
Training Packages
Training Programs
Training Resources

I thought originally I'd try to define and distinguish between some of these words...and then I gave up. How do you even begin to define, distinguish, and describe the various terms you find in this article? Needless to say, I'm not interested in writing a "thesis."

So, the moral of this story is...just call me...anything...okay, within reason. But call me if you need me, or need a referral to someone who can assist you.

Signed,

A confused person:)

(If you'd like to print this article, just click here.)

On Hardworking, or Working Too Much, Americans:

2010-01-19T07:09:00.003-05:00

Americans are working far more than the "usual" 40-hour workweek. Research shows that 86% of men do it, as do 67% of women. Comparatively, our European counterparts have scaled way back. According to combined averages for both sexes, French executives work almost half as much as cubicle employees...and they have figured out how to be very productive. Check out the article.

On Feedback:

2010-01-18T07:45:00.001-05:00

Do your best to be prepared for the reaction to the feedback you choose to give. Something to think about, huh?

For more on feedback, check out the Giving and Receiving Feedback module.

On Prayer:

2010-01-15T07:49:00.003-05:00

Today, just for a moment pause and say a simple prayer...for yourself...for others...it doesn't matter. Just send some love out.

Thank you.

On the View:

2010-01-14T07:37:00.003-05:00

A young couple moves into a new neighborhood. The next morning while they are eating breakfast, the young woman sees her neighbor hanging the wash outside.

"That laundry is not very clean," she said. "She doesn't know how to wash correctly. Perhaps she needs better laundry soap."

Her husband looked on, but remained silent.

Every time her neighbor would hang her wash to dry, the young woman would make the same comments.

About one month later, the woman was surprised to see a nice, clean wash on the line and said to her husband:

"Look, she has learned how to wash correctly. I wonder who taught her this."

The husband said, "I got up early this morning and cleaned our windows."

You may find this to by an amusing joke...I think it should end with the moral of the story is...

On the "Grab:"

2010-01-13T08:06:00.002-05:00

According to the American Society for Training and Development, "U.S. organizations spent $134.39 billion on employee learning and development in 2007. Nearly two-thirds of the U.S. total ($83.62 billion) was spent on the internal learning function, such as staff salaries and internal development costs."

Did that get your attention? If you're in the training and development field, it most certainly did.

When I design my training modules, I like to use a "grab" to get the participants' attention at the start of the class. Statistics is a good way to do this. Now, don't overdo it by reading off a list that goes on and on. A few startling statistics can have a huge impact, and get participants wanting to know more.

"Grab" your participants at the start of your classes. Avoid the usual introductions and welcome...at least until later.

(For more on "grabs," check out the Designing Training For Fun and Results Training Kit or what I consider to be a self-study course.)

On One Degree:

2010-01-12T07:47:00.000-05:00

Watch this video and see how one degree can make all the difference. Enjoy!

On Cleaning Off Your Desk:

2010-01-11T07:52:00.001-05:00

Today is "clean off your desk" day. Nothing more needs to be said...get busy:)

On Clocks:

2010-01-08T07:23:00.004-05:00

I was reading a book last night. It said that sharks swim clockwise when held in captivity in the United States and swim counterclockwise when confined in Africa. (I made the leap that the direction was dictated by the location - above the equator versus below the equator. But that's a whole other story.)

This statement got me pondering...with all the digital clocks, will the new generations know what clockwise and counterclockwise are? Just pondering...

On the Challenges to Work-Life Balance:

2010-01-07T08:24:00.002-05:00

In the article, Challenges to Work-Life Balance, in Talent Management (08/01/09), Brian Kropp says that "Workforce development executives will need to determine the benefits employees actually want in order to have effective work-life balance programs. Although CFOs have looked to cut work-life balance initiatives during the economic downturn, the programs have real value because they can help bolster employee productivity and help organizations retain workers when the economy rebounds.

"Research from the Corporate Executive Board (CEB) indicates that work-life balance trails only compensation and future career opportunities among important employer attributes for employees through the second quarter of 2009, after ranking sixth in 2006, but only 30 percent are satisfied with their work-life balance, compared to 53 percent before the downturn.

"Organizations need to create the right work-life proposition (WLP), which is a set of work-life practices that are of value to employees in the areas of work time, work location, family, development, services and health. However, they tend to fail in designing and delivering a valuable WLP because:

most employees are not aware of the work-life practices that are offered.
the work-life practices are not in line with employee preferences.
few employees take advantage of the work-life balance programs.

"Organizations can create more effective work-life balance program by focusing on practices related to time management, such as flexible work schedules. They should build awareness by making information about work-life practices accessible. Also, organizations should find ways for workers to see their peers using the services, which would help drive participation more than communications about the program from human resources."

(We grant you permission to post and reprint this newsletter in your publication, on your blog or in your company newsletter with the stipulation that you credit Jon Gordon as the author and you provide a link to www.JonGordon.com.)

On Attracting Perfect Customers:

2010-01-06T07:58:00.003-05:00

The title of this article is also the title of a book by Stacey Hall and Jan Brogniez. In fact, the complete title is Attracting Perfect Customers - The Power of Synchronicity. This is a powerful book and a must read. In the book, Hall and Brogniez use an analogy of the lighthouse. Here's my interpretation of their powerful analogy:

Each of us is unique in our business offerings. In fact, we don't want to be like everyone else. Even if a group of us taught coaching and feedback, each class would be different and unique. Now the concepts may be similar, but the way we convey these concepts would actually be very different. So, based on this premise, here goes the analogy...

As a lighthouse, I need to stay grounded on the shore knowing who I am and what I bring to my customers. I need to be clear. With this clarity, I shine my beacon (message) to attract ships (customers).

What I don't want to do is run up and down the shoreline moving my light in all directions confusing the ships out at sea. I want to be strong in my clarity and allow them to choose other ports that best meet their needs if my port is not the right choice for them. In fact, I want to help guide them, with my beacon, to the best port to have their unique needs met, knowing that I can't serve everyone and do everything. So, I stand still and allow my light to guide them to me and/or others.

By standing still, I can more easily be found by the customers who want me - my services, my unique blend. If I am clear in who I am and what I do...and if I shine my light brightly, then my customers will sail safely to my port.

This analogy works for me because it is a good reminder that if I make who I am and what I bring to my customers clear, they will seek me out easily and effortlessly. Of course I need to do my part and clearly shine my light so that they may find me. I do that through networking, newsletters, blogging, social networking on the internet, and more.

I am, and always have been, willing to send customers of mine to other consultants who will serve them better. In these situations, my customers only "dock" at my port for a short time until they travel to another port that meets their needs. And, that, of course, is good for all of us.

I also like to remember that just because I can't see the ships on the horizon, I shouldn't turn off my light. With my belief of great prosperity in the world, I must remember that there are more than enough ships beyond the horizon looking for a safe port to meet their needs. I must diligently clean and shine my light so that these perfect customers are able to find me - never forgetting that just because I can't see them right now, it doesn't mean that they aren't out there following my beam of light.

So, with great clarity, I will let my light shine, guiding and welcoming all perfect customers to my safe and loving port.

(To find more articles written by me, go to http://www.training-modules.com/. To print this article and find out more about the book, go to this page.)

When Giving Feedback:

2010-01-05T06:49:00.002-05:00

Determine an appropriate time and place. When we decide to give feedback, it is best to also consider the most favorable time and the appropriate place to give it. If the feedback may be upsetting to the receiver, it is best to provide the feedback at the end of the day so they can leave after the meeting. Sometime people need time to assimilate the ideas expressed.

For more on feedback, check out the Giving and Receiving Feedback eWorkbook and module or our new Coaching and Feedback Self-Study Course (Training Kit).