Studies show that attending a good training event will produce about 23% behavioral change. That’s not much change for the amount of time, money, and energy put into these events. The same studies show that if you follow up training with some kind of coaching, average behavioral change increased to 89%. That’s a huge difference. The problem is, we have more trainees than coaches to do the follow up. Rather than throw our hands up and say, “oh well,” let me show you a way to automate follow up for free.
4 Keys to Follow Up Well
Follow up is essential because of “human nature.” Between procrastination, our lack of confidence in the new skill, and many other things competing for attention it’s easy to put off implementation of what we learned for a less busy time. However, there probably will never be a less busy time!
4 keys to follow up well are:
If you want to be better speaker – one that everyone loves, one that people quote, and one that produces life-changing results, then stop lecturing.
Here’s why: What you say doesn’t stick. What people discover, say, or experience themselves sticks.
You already know this, don’t you? But we still lecture! I’ll show you 10 easy ways to engage your audience, that won’t take any more preparation time.
“I want to be able to ask better questions.” I hear this a lot from the leaders I train to coach others.
Everyone is looking for magic questions that will create insight, foster innovation, and help people get things done.
There are no magic questions. But there are powerful questions!
Powerful questions are the tools to help people discover new roads and to find answers. Many people are not naturally reflective. We all have a limited perspective. Questions are powerful when they provoke reflection in other people, causing them to think more deeply and creatively than they could on their own.
I decided to list up 50 of my favorite powerful questions in a resource guide. It’s called 50 Powerful Coaching Questions. Each question approaches a problem or goal from a different perspective. Here are a few examples:
Launching public events is scary. You risk a lot – venue deposits, advertising costs, your reputation, and lost opportunity if some other project would have produced better results. Here’s how to plan profitable live training events that minimize risk and will guarantee you a successful event.
Montserrat Monastery in Spain, where I hold occasional training events.
My first big public training event was in October 2006. It was a 5-day professional coaching training for ministry leaders. I still remember how nervous I was about clicking the “send” button on the email announcing it. The questions swirling around in my head were these:
- Would anyone be willing to pay to join my training?
What a year! This is the first year of www.keithwebb.com. I really appreciate that you take the time to read my posts. Even more, I’m thrilled to hear how you have adopted some tip to make your, or someone else’s, life better.
Here are my top 10 posts from 2013. It’s a real potluck of topics. Each will help you multiply your impact if you take it to heart.
Thanks again for a great year, I look forward to being with you in 2014!
My Top 10 Posts from 2013
- How to Get 300% Greater Training Results
How to revise your training and 5 ways to provide follow-up coaching.
As a professional trainer and coach I know my subjects well. That’s my problem! It’s too easy to stand up and lecture. The trick is to involve participants in meaningful ways. “101 Ways to Make Training Active” is just the ticket.
Silberman begins with 20 “top 10” lists of training tips. For example, “Ten assignments to give learning partners” and “Ten suggestions for activating a lecture” and “Ten options for role playing”, etc. Each of the 200 tips are written in brief bullet-point style that stimulates creativity. Every list gave me ideas of how to improve my training – and that’s the point!
The bulk of the book, 244 additional pages, are 101 ways to make training active. The activities are grouped together into 15 sections according the flow of a training program: How to Get Active Participation from the Start, How to Teach Information, Skills, and Attitudes Actively, and How to Make Training Unforgettable.
I love these ideas! These are some of my favorite.
St. Francis of Assisi was superb communicator. People loved him. He taught with stories, acting, and props. On Christmas of 1223, he created the first live nativity scene to illustrate the birth of Jesus. St. Francis is the patron saint of active learning. Here’s the story of the first nativity scene.
In case you are not familiar with St. Francis, he lived in what is now central Italy and began a spiritual movement based on the teachings of Jesus. He was radical. He renounced all material things. Francis grew up rich, but came to believed that
Let’s be honest, most training is full of information and “good stuff” that doesn’t lead to lasting behavior change. The most powerful way to see behavior change is to provide follow-up coaching. I have successfully implemented easy (and free) ways to follow-up training events with coaching.
I measure training results by the amount of application participants make. Application is behavioral change. Too often, my problem is not a lack of knowledge; it is too little living out of that knowledge. I have found ways to help training participants change in amazing ways.