Training to be effective needs to be interactive. In order
to avoid a monologue you need to involve the person being
trained
Short sharp and focused development sessions prevents
the inevitable 'information overload' of long training courses
Off the cuff criticism tends to undermine the other persons
confidence, whilst well planned 'positive feedback' can
be extremely constructive
Look forward not back when delivering feedback. Discuss
what can be done or said next time a similar situation arises.
No one can change the past but we can plan a better way
of handling things next time round
Choose your words carefully. Try changing 'You should
do this..' to 'You could...' Likewise forget the old praise
sandwich, instead of saying 'but' introduce 'and.' Equally
there is a lot to be gained by using 'what if...' questions
Follow up any training with praise for improvement. Napoleon
is reported to have said on his deathbed 'I've learnt a
very valuable thing, people will die for ribbons.' Rewards
for doing a good job don't have to be monetary, many people
thrive on praise and recognition
Use an outside and independent trainer, not only is this
their profession but you will inevitably find they get a
'better hearing' from your staff. When you train in house
there is always a danger that the staff pay lip service
to the individual providing the training. Outsourced development
will invariably be more focused, better prepared and delivered
and highly motivational
