Tag Archives: Training

1 to 1 meeting do’s & don’ts

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Excerpt cum article from training industry magazine ….we offer six dos and don’ts to help you reframe your approach to meetings with colleagues. While we share them with one-on-ones in mind, the lessons can apply to any meeting.

DO: Start with the person. DON’T: Start with the task.

Sure, you have important business to cover in this meeting. But that business is not more important than the person standing in front of you. Take time to ask how they’re doing, how their kids are or if they caught the game last night.

Starting with task communicates, “You’re just here for the work.” Starting with the person communicates, “You’re here because you are valued.”

DO: Set an agenda. DON’T: Wing it.

If you don’t have a clear agenda for a meeting, don’t have a meeting.

Having an agenda communicates that your time and your colleague’s time is important, so you want to focus. Winging it communicates that you view the other person’s time and work as unimportant.

DO: Lead through questions. DON’T: Lead through commands.

Telling people what to do is old-school. Research shows the best teams ask five times more questions than their lower-performing counterparts.

Questions put information on the table and invite the opinions of the other person, which means you draw out his or her leadership capacity and best insights. Leading through commands communicates, “It’s my way or the highway, and your opinions aren’t welcome.” Leading through questions recognizes that everyone has a contribution to make.

Ask questions that invite people to reflect on strengths, formulate their vision for the future and determine the best strategies to reach that vision.

DO: Focus on the future. DON’T: Focus on mistakes in the past.

Sometimes, your one-on-one conversations require helping to develop the other person. When that’s the case, choose language that focuses on future possibilities rather than mistakes they’ve made.

Imagine that one of your direct reports received poor reviews from a recent training. Instead of confronting him with, “The reviews were terrible,” which communicates an irreparable mistake, try saying, “In your next training session, I want you to focus on creating more opportunities for interaction with the participants. Will you share your plan for doing that?” Communicating in this way helps defeat defensiveness and creates a shared understanding that you anticipate growth. This forward-looking focus is a fundamental part of giving feedback overall.

DO: Listen, absorb ideas and respond. DON’T: Hear, ignore and move on.

Listening and responding communicates that you value ideas and that it’s safe to communicate concerns. Ignoring and moving on communicates that divergent opinions will be squashed.

When you have an environment where others feel it’s safe to share their ideas, you have psychological safety. Google research found that the sales teams with the highest levels of psychological safety overshot their targets by 17%, while teams with low psychological safety missed their goals by 19%.

DO: Close with clarity. DON’T: Quit in confusion.

How often have you walked out of a meeting only to realize that a lot had been discussed, but few decisions had been made. Who was supposed to do what, by when?

Quitting in confusion ensures you’ll have to have another meeting to straighten it all out later. Closing with clarity communicates that you were productive and that everyone knows who is responsible for the next steps in the process.

How You Can Use This Information

Whether you’re the chief learning officer, the CEO or a trainer, these tips can help you accomplish more in your one-on-ones. Start by doing the following:

  • Think through your last five meetings with a colleague. Can you check the boxes beside all six dos? If not, how will you fix your meetings in the future?
  • When you see an executive who excels at one of the dos, acknowledge it as a best practice.
  • Incorporate these tips into your training, especially with new managers or leaders trying to grow their emotional intelligence and improve their productivity. Create a shared language by using these terms.

Emotional Connect

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The term “emotional intelligence” first surfaced in the early nineties, and has become one of the most useful (and used) words in the management lexicon. fullsizeoutput_5c08

Managers should work to identify and develop emotional intelligence in their employees, or “the ability to recognize [their] own emotions and the emotions of others.”

However, it is emotional competence which produces superior performance, and this is “the application of emotional intelligence (emotional understanding) in a way that produces a positive outcome.” Those who possess emotional competence are aware of their emotions as well as those of their coworkers, and can manage their emotions in a way that is beneficial to everyone involved and to the bottom line of the company. Emotionally competent individuals understand relationships, and are thus able to employ strategies that positively impact both their own emotional state, and those of the people who surround them.

Managers should work to identify and develop emotional competence in their employees. The work of identification can be done by using a number of tools. Blakesely focuses on the Multiple Health System’s EQi developed by Ruevon Bar-On, which measures numerous emotional competencies, such as:

  • Intrapersonal Skills – A set of competencies defining self-understanding.
  • Self-regard – The ability to respect and accept one’s strengths and weaknesses.
  • Assertiveness – The ability to express feelings, beliefs, and thoughts in a non-destructive way.
  • Independence – The ability to be self-directed and free of emotional dependency on others.
  • Stress Management – A set of competencies that describe an ability to manage stress
  • Adaptability – A set of competencies that allow one to adapt to the needs of the environment.
  • Reality Testing – The ability to accurately assess the correspondence between what is experienced and what objectively exists.
  • Flexibility – The ability to adapt and adjust one’s feelings, thinking, and behavior to change.
  • Problem Solving – The ability to solve problems of a personal and interpersonal nature.
  • Optimism – The ability to be positive and look at the brighter side of life.
  • Happiness – The ability to feel satisfied with oneself, others, and life in general.

Individuals who possess these competencies should be identified, developed, and put in positions where their abilities can be put to use in the service of the company, and their own personal development. The smart manager will do everything in his power to facilitate this process. For more details contact write anubhawalia@gmail.com or follow her @ https://www.instagram.com/anubha_walia/

Your Views Matter

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Give your thoughts in Comment section on picture you see.

TAT, is a projective measure intended to evaluate a person’s patterns of thought, attitudes, observational capacity, and emotional responses to ambiguous test materials

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Customer Delight @Shangri-La

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Customer Delight @Shangri-La

I am extremely delighted to share my amazing experience with Shangri-La Bangalore during my Training at SixSigma Yellow belt on 20th Jan 2018 with QLS team leaded by ShivKhera Sir. Customer experience is the experience that I had with a brand of reputed 5star property started moment I landed at airport. It included many different areas, such as airport pickup, ease of sharing, and speed of delivery. We hear “Customer service experience focuses on service” but I experienced with Chauffeur -Adam, Chef – Wasim Reja and Service staff – Tarani. Started with smile; smile of welcome, smile of love; smile of honour; smile of happiness; and smile of making me part of them. Like customer experience as a whole, must appreciated first level call by Adam to Security (we are 5 mins away), Conscious call from security  to Guest relation and than room service and this made me realised it is an important part of ongoing business growth which was evident in aura.

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Six Sigma Certification program at Shangri-la Bangalore with QLS leaded by ShivKhera Sir

Having 21 countries travel experience in best of properties; I realised  “customer service” covers a massive range of support options. But felt WOW in India with Bangalore Shangri-la. I sensed they all had in them “Our customers want a good customer service experience, and we need to deliver with SMILE”

Customer service experience connects everything. It’s the connection of all the service interactions. Must visit destination.

TRAINING : PRE & POST

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TRAIN THE TRAINER SESSIONKey considerations in selecting any training program include the following:

* Who will take the course and why?

* What is the context and focus of content?

* How deep is the learning level required?

* What type of learning is needed?

* What is the training time frame?

* How will the training take place?

* How will training performance be evaluated?

WRAPPING IT UP

Trainers should keep in mind the following important points:

* Experts and novices process information differently

* A learning style is a mode that is most effective for each individual

* Matching the form of instruction to an individual learning style optimizes learning

* Persistence and time on task is more critical to training success than creating a fun experience

* Enjoyment follows learning achievement

* Media and technology do not heighten learning effectiveness

* A blend of online and face-to-face instruction produces the best learning results

* Formulas for solving problems train learners to solve similar problems

* Learners have cognitive load limits that process chunked information more easily than volumes of data

* An effective training program allows sufficient time for learning, offers pre-training preparation and post-training support, supplies adequate resources and incentives, and gives workers opportunities to act on new knowledge

* Good performance during training does not necessarily translate to improved job performance

* Right brain/left brain-focused training is not as effective as engaging the whole brain

* Common sense is one of the major enemies of science

Effective trainers must also remember that the best courses are learner-centered, performance-based, and produce demonstrable results.

Finally, as analytical psychologist Carl Jung has demonstrated, true learning often takes place on a deeper level of consciousness, while both instructor and learner are conveying and absorbing material. Body language and word choice carry deeper nuances that reach the level of consciousness where transformation, rather than absorption of information, takes place.

CREATING A COMMUNICATION EXPERIENCE

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Just as a great restaurant experience involves more than just a great meal, a great communication experience involves more than just a great message. Creating a great experience relies on using people’s emotions to create connections. Without connections, messages are lost. Emotionally connective communications are created two ways:
Through behaviors that convey warmth, caring, and interest in others.
Through content that is emotionally appealing, such as stories, analogies, and humor.
The Communicator’s Roadmap provides a way of mapping every communication experience along a four-quadrant matrix, with the goal of moving from self-centered to audience-centered communication and low emotional connection to high emotional connection communication.
The quadrants in the Communicator’s RoadmaScreen Shot 2015-08-12 at 6.00.34 pmp include:
Lower left: Inform
Upper left: Entertain
Lower right: Direct
Upper right: Inspire
All communications sit somewhere on the Communicator’s Roadmap, from the smallest interpersonal interaction to the most high-profile presentation.
Intentionality is the foundation for a great communication experience, ensuring all communications make an emotional connection with the audience. The Communicator’s Roadmap brings intentionality and emotion to the communication process, providing a method for creating a great experience every time. The ultimate goal is to intentionally shift all communications along an upward and to-the-right trajectory, making them more memorable, effective, and persuasive.
Being able to deliberately transition between the matrix components is a developable skill and is key to creating intentional communications that engage and inspire others. With work and attention, every communication can be more effective.

PERFORMANCE ENABLERS

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“Performance” is one such word we all look upon. Performance should be constantly delivered which is the most challenging task. We might find various enablers for same and during our program with multinational manufacturing unit with mid management by our Senior Trainer Ms.Babita, we realised the most important enabler for Performance is

– RESPECTING OTHERS followed by
– EFFECTIVE COMMUNICATION

PhotoGrid_1404133288708-2Half the battle is won if we Respect Others, we should constantly work on both the enablers and deliver best to achieve our Self and Professional goals.

You can get connected to us for our Flagship program “PERFORMANCE ENABLER” to know 7 enablers for Performance at training@prism-global.org or visit http://www.prism-global.org

OUR VIEW vs OTHERS VIEW

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OUR VIEW vs OTHERS VIEW

Today I am sharing with you perspective of how you can be Empowered – GAPS GRID. This provide information on identifying development directions and tapping into what motivates you. The left side of the grid shows individual current state and right hand side of the grid shows where individual wants to go. Analyse how you see yourself and how others sees you with what matters to you and what matters to other. If same is identified you can work towards achievement of goals leading to empowering yourself.

Attend Personal effectiveness training program of Anubha and get enlighten.

Do Number of Words have SUCCESS MANTRA

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SOMETHING INTERESTING…. I REALISED – How numbers of letter in a word changes our thought process and make us achieve what we want. We can be individualist in our approach with “i” but when we talk about “V” i.e we, being together is a first step that we need to take or for that matter my vs we ( 2 letter words) . Further, all the challenging situation can be handled in joyful manner rather than feeling sad and rather than thinking why sadness in my life. When you enjoy the moment you see challenges from different eye. So EnJOY.

Spread Love without any expectation. Although you have full right to Hate, but once just change your lens from hate to love, you will see life moving in your terms of your condition. We sometimes get trapped in to be happy or get angry – 5 letter word- and not to miss Lying vs Truth. You should never lie just to make other person feed good rather be truthful and with assertive approach be honest.

Now choice is all yours success or failure – both are in your hands and its you who make choice between both of them. Nothing is easy but nor tough either ….. we have to keep trying till we achieve. and Lastly be POSITIVE – even though good photograph are developed from Negatives.

Its COINCIDENCE that all the opposites of each words are with same number of alphabets,

Its we who decides our DESTINY. The SUCCESS MANTRA with letters of words…… Visit http://www.prism-global.org/index.html. 

 

 

 

JOY OF HAPPINESS : PCM

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ImageWhen I say PCM ; its PLEASURE, CHALLENGE and MEANINGFUL. Happiness is not just word, but a feeling sometimes hard to describe. During my session with Multinational Conglomerate in 2nd Week of May’14 on Managing Self and Time, we identified PCM is very important to happiness. What is PCM? ITS……

Time Management Training

Training conducted by Prism Trainings and Consultancy. Visit http://www.prism-global.org

PLEASURE : a positive sensation which needs to generate immediately through sensory activities ( tasty meal, strolling next to beach, glass of fav wine), or emotional trigger (jokes, trigger of great memory). Pleasure is something we REACT to.

CHALLENGE : something that stretches us. Instead of reacting we ACT. achieving Challenging task leads to undefined happiness.

MEANING : It means different to different people. Meaning comes from belief that whatever we do should go beyond the act; i.e contributing to social goal, supporting others, improving ourselves.

Guys please look around for HAPPINESS …its actually at your doorstep, you just have to open the door and ENJOY of HAPPINESS is standing with open arms.

If you wan to attend this session contact training@prism-global.org