The idea that staff set their own pay, come and go from the office as they please, all within a business that has no written strategy sounds like a recipe for disaster. Not the story of a company that’s gone from $4m to $160m.
Semco is no ordinary workplace, despite the fact that it operates in an industry as ordinary as engineering. Continue reading “A motivated workforce the Ricardo Semler way – Fresh or Foolish?”
My last two blogs focused on “acting” and “speaking,” and how those areas affected trainers. Trainers admittedly use both skills as well as organizational and facilitation skills, which could circle back to basic communication. Rather than go all the way back, I want to focus on another concept: teaching and teachers. Is it fair to compare training and teaching, and teachers and trainers?
To keep it simple, I’ve used a definition from MSN Encarta:
It seems training encompasses teaching; therefore, we, trainers, teach something. Does that mean we teachers also train? “Sure, sometimes,” we say. If we stick to our definition, teachers do not always teach a skill or a job, not specifically. So, we hesitate to say plainly, “Yes, we teach and we train.” Traditionally, it always seemed to me we trained a skill (specific) and taught an education (general). Is reading a skill? It’s called a skill. Accounting? Skill or knowledge? You need both. Entrepreneurship? Leadership? I can get really philosophical.
Do we train what we learned on the job and teach what we learned in school? And, the second definition on training, “improving of fitness” makes me think. Teachers improve the fitness of our minds… Contradictions abound based on perception and experience.
Okay, what’s similar? We both have classrooms and we may use interactive activities. Our end goals may be different. It may be obvious that teachers present more knowledge that may be waiting for our final adaptation of that knowledge further down the road in life. I saw a hand go up. “But… But…” Yes, trainers, consultants and coaches do that as well.
Maybe there is only a perceived difference based on the label that we put on what we do. In my home, I am a dad with my kids (my students), but sometimes I’m the judge, the facilitator or the referee. Come homework time or crisis time, I am the teacher. If I am showing my son how to operate a computer program or the lawnmower, or demonstrating to my daughter how to analyze a script and give her insight to help her act the part she has, is that more training than teaching? I think we are more apt to call it training if it is more specific—especially to a job, but we all teach.
How we teach, especially if what we give our students is interactive and given to them to learn by doing, we may want to call that training. But in teaching manuals, textbooks on learning—it is kinetic learning, just one of several ways people learn. Others learn better by listening or seeing rather than doing. If you are a trainer or a teacher, you know this. So, maybe, how-to is training. And, why is teaching. Maybe, it doesn’t matter. I hope I’ve given you something to thing about.
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For more resources about training, see the Training library.
Training and teaching is who I am, and I hope I’m good at it. Whatever we call it, I’d rather do that than anything else–except maybe write. My best seller is The Cave Man Guide to Training and Development. One of these days, I hope to have a couple companion guides. Interested in the way humans behave and create, I publish Shaw’s Reality, where I post various commentaries on teaching, training, writing and publishing, and talk about reality from various points of view. Those who follow my blog attempt to read between the lines of film, theatre and novels, or anything that has a reality beneath the surface. Here you will also find clips and discussion about my YA science fiction/dystopian novel, In Makr’s Shadow, where I explore human nature, essentially what is beneath the obvious storyline. By the way, the novel is available from all major booksellers electronically.
I welcome your comments and discussion.
So what do you say when an employee asks, “What’s the policy regarding [insert any random employee concern here]? If the answer starts with, “Well, the handbook says […], but we usually we just do it this way. Then you may be in trouble. Or, have you ever given the answer that you believed to be correct just to have the employee state, “well, the handbook says I am entitled to […].” And as soon as it is out of their mouth, you say, “well, that is not how we do things.” Or, instead of saying a word, you pull out the handbook and frantically search to find the source of their comment certain that you are going to prove them wrong. If any of the above scenarios sound familiar to you, your handbook or your handbook compliance may need a tune-up.
Having an accurate, up to date handbook has many advantages in the workplace. It provides employees and supervisors with guidance on how to handle situations as they arise. However, compliance with the policies contained within consistently across the organization can be even more important to mitigate risk to the organization. And while mitigation of risk shouldn’t be the only priority of HR professionals, it is a necessary part of the job. And even if you are not concerned with risk mitigation, just having the consistent compliance with policies provides a better workplace for employees. They like knowing what is expected and what consequences will occur for not meeting those expectations.
Below is a list of things to consider when creating, updating and communicating your employee handbook or Standard Operating Procedures. What can you add to the list?
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For more resources, See the Human Resources library.
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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.
“I y’am what I y’am, what I y’am.”
Now, I am an actor, a speaker, and a trainer–as well as a writer. When I act, I act. When I speak, I speak. When I train, that’s different, too. As I said earlier in my previous blog, acting is more than “being someone else” or “a scripted performance.” Keep in mind that there is a huge difference between those actors on film and those on stage–so don’t give me the unprepared actors’ speeches at the Academy awards routine.
Here’s something to think about: I use acting coaching methods to help speakers and trainers to better know how to interact with their audience.
While some people believe actors need a script to act, the best do not. There is a lot more to acting than some people think. Some actors can make it look so natural. Actors do interact with their audience (not always directly) and they damn well better be aware how they are affecting them.
Actors need to be sincere and real in their delivery as well; if they are not, believe me, they will get told by me as a performance critic that they are not doing their jobs. So it goes for anyone who is communicating with an audience. Trainers and public speakers come to mind.
There were some great comments and, unfortunately, some not so well-informed ones made in response to the LinkedIn question on actors and speaker differences that prompted the blog above. The very fact I come from an acting background and used “Acting Smarts” as the title of my company and blog may have made some “business professionals” think I teach only acting.
I teach communication. I don’t make a speaker become someone else to deliver a message; I help that person use who they are–the best of who they are–to present his or her message. The ability to act only makes me more comfortable at connecting with my audience in a personal way.
We, actors, often reach deep inside and willing to share those truths. But the same can be said of many people and many professions, yes? It just happens to work for me and entertain as well.
We all need a reality check once in a while (trainers, too) and I’ve kind of made that my job in a few areas. I call it Shaw’s Reality. Check out my best-seller based on posts here, The Cave Man Guide to Training and Development, and my futuristic novel, In Makr’s Shadow, talks of a time when people no longer may communicate freely and socializing without being vetted and matched is a capital offense.)
By the way, my background includes a masters in social psychology as well as an interdisciplinary dual masters in English and Speech/Drama with an emphasis in performance criticism. As for practical application, I have 30+ years in government and the military (my “day” job) as a spokesperson, trainer and writer, and continued to freelance as an actor whenever possible.
Actors are not only actors, speakers not only speakers, and trainers not only trainers, but a polygamous marriage and more; each are communicators in his or her own rights, and the best of us do whatever it takes and learn whatever we can to get the job done.
This makes me think of a great follow-up: What makes a great trainer? What is the difference between a public speaker and a trainer? A speech or training session? Next time. I invite your comments and questions. And, if you are looking for someone to communicate to an audience any of these things, please let me know. Happy training.
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For more resources about training, see the Training library.
Submitted by Guest Writer, Antonio Centeno
President, A Tailored Suit
The Effect of Clothing on Training – How to Dress Professionally for Successful Training
The direct relationship between clothing and a person’s state of mind has been observed for thousands of years. To see this in practice, simply look at how militaries, hospitals, and religious leaders the world over have uniforms that their professions utilize. The right clothing signals authority and a level of professionalism that can be expected. Wearing the right clothing for you, your audience, your training environment, and preparing for the worst case scenario can ensure your training session is successful.
Know Your Personal Style
First and foremost, a person should dress with confidence in clothing that he or she knows they look great in. If you are confident in your appearance, it allows your inner energy to shine right through. And although you might be slightly over or under dressed, your audience will forgive this small transgression once you confident engage them with the subject matter.
To understand your personal style, you should be aware of the colors, style, and fits that best compliment your body. And although this will narrow down what you should wear, it in no way restricts your personal style as a smart dresser realizes that within these confines are actually the right choices that will best compliment natural features. Some people look great in dark and light contrasting colors than fit closely; others are better off wearing loose fitting earth tones with low contrast accents.
Know your Training Audience
Almost as important as your personal style, knowing your audience is imperative to a person looking to effectively train a group. Meeting with a group of business student at New York University – they’re used to meeting with bankers and businessmen wearing custom suits. Training a group of construction business owners in Oregon? Expect a more casual atmosphere, but you’ll still need to ensure your clothing is professional and non-distracting from your message. If you are ever in doubt, ask; and if the audience is a bit unorthodox in their dress (a friend of mine did some training at a nudist colony and was going to be “overdressed” even in a towel), then revert to your personal style. As long as it does not offend, and you are comfortable, the message will be relayed.
Know your Training Environment
Is the training going to be taking place outdoors on the beach in Southern California? Are you going to be indoors, but perhaps in a building whose AC is notorious for breaking down during hot Houston summers? Know your environment, and if possible get as much information from your host if you are not controlling where the training will take place. If you are in control of the location, then arrive early to ensure the environment is stabilized and a non-factor. Strong winds can make wearing that dress a very unnecessary distraction or unseasonably cold day will mean you’ll need a sharp looking wool men’s overcoat as that bright Columbia Ski Jacket Coat isn’t going to cut it.
Prepare for the Worst
Always have an extra change of clothes with an emergency repair kit such as thread, needle, buttons, and scissors. Coffee spills on white shirts and popped buttons are inconveniences for your audience, for the person up on stage training they are a distraction that can cause you to lose your audience’s attention. Be prepared with an extra set of clothing also enables you to better address the weather problem
Conclusion – Training and your Appearance
There are many things you can’t control when you are training a group; the room you’ll be in, the quality of the equipment you’re provided, and the mood of the audience before they meet with you. However, what you decide to wear is firmly under your direction. Don’t let a lack of preparation when it comes to your clothing be a factor in whether or not your training event is a success. Understand the importance of your appearance, and then put yourself in a position to succeed by dressing appropriately.
Antonio Centeno
President, A Tailored Suit
Custom clothing you’ll pass onto your son
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For more resources about training, see the Training library.
See also: http://actingsmarts-jackshaw.com/
The Belbin Team Inventory, also called the Belbin Self-Perception Inventory or Belbin Team Role Inventory is an assessment used to gain insight into an individual’s behavioural tendency in a team environment. It was devised by Dr. Meredith Belbin to measure preference for the nine Team Roles discovered whilst studying numerous teams at Henley Management College.
A Belbin team role as defined by Dr Meredith Belbin is: “a tendency to behave, contribute and interrelate with others in a particular way.” At Fresh Tracks we use ‘Belbin Team Roles’ a lot to develop teams but what are they? For this months video blog actor Andy Taylor explains.
[youtube width=”400″ height=”300″]http://www.youtube.com/watch?v=9M0Al3Oi0-8&[/youtube]
Do you or have you used Belbin? Let us know what you think of it in the comment box below.
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For more resources, see our Library topic Team Building.
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This blog is by Fresh Tracks: Experts in Team Building, Team Development and Staff Conferences
Website: www.freshtracks.co.uk
Do prepare your speakers with all the information you can about the conference, including theme, size and organizational expectations. Don’t let speakers assume it’s business as usual. Sometimes, those of us who speak or train need reminders that we shouldn’t assume too much either.
I recently had the pleasure of speaking at a conference, and I was the one who did the assuming. I have no excuse. It was a last minute affair and I admit the occasion was most important for me as a visibility opportunity. As a speaker who talks about communicating–and a trainer, too, the process seemed a no-brainer. No insult intended for the organization. I caught myself assuming way too much. Normally, I address subjects on presenting, on training, on getting an audience to listen, on the “how-tos” and “why-fors” of communication in general so I should have known better.
As anyone–trainer, seminar leader, facilitator should expect when invited to present at a workshop or conference, there are some basic logistical details to begin with and then more details, those about your audience, for example, once you know. This was a group I thought I knew. As a trainer, I was sure I could handle any situation that might arise from not having a microphone or projector or screen, but what I had not counted on were audience expectations in how I would present that material. This particular workshop was for coaches, trainers and training developers, sales managers, etc–so pretty much communicators themselves. While it seemed to me I was to be speaking on the topic of the workshop–communicating credibility, which I did, I hadn’t thought I’d be expected to “walk the walk” of the trainer to demonstrate my own credibility by using icebreakers, activities and discussion. Apparently, my slide show didn’t reflect the latest trend in slide preparation and my talk, although engaging, was not what was expected…from me anyway.
While all the other speakers and presenters who were speaking on similar topics at the conference took the standard route of interactive speech and presentation as I did, I was expected to use all the training tools in my arsenal instead of just talk. Had I known the expectation ahead of time, that I would be viewed as the speaker/trainer extraordinaire by the audience, I could have given the audience more of what it expected. Granted, it was my fault, but now I will remind myself and others that, when it comes to training and planning training, there is always something we can’t know unless we ask.
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For more resources about training, see the Training library.
We would like to share an idea for a team building energiser that can be run inside or outside and would work especially well with larger teams. It’s called ‘Team Jump’.
Overview:
This team building activity is a great way to re-energise the team and have a great photo memory of your day’s training.
Running the Activity: Continue reading “Team building energiser: Team Jump”
A recent survey conducted by SHRM indicated that human capital is one of the biggest challenges in the next ten years for business. Recruiting and retaining top talent should already be a number one priority of your talent management strategy; however, the challenge will be in adjusting the strategy to accommodate changes in the workforce. The real challenge for the HR professionals and business will be in developing innovative strategy to meet the new normal of the business world. Unfortunately, in HR innovation seems to be a missing skill. And questioning long held beliefs in talent management seems to be an even less common skill or practice found in today’s HR departments.
As a profession, we tend to get wrapped up in the compliance piece of the job and forget about what it means to recruit and retain talent. In the most recent issue of SHRM magazine, there is a great article on the biggest missteps in performance management. The information is solid and the article is filled with great advice. It lists information that seems to be often forgotten by managers in the workplace le reminding HR folks of all the little things managers do that drive us crazy. By being written from the vain of legal compliance, it reinforces that our job is so filled with compliance that we might not even realize that we have a greater responsibility in our roles as the drivers of talent management.
We owe it to our organizations to focus on innovative and creative strategies that will attract and retain the talent needed to meet the needs of the organization. We have to start by questioning everything we do in our current strategy and see if it actually yields the results that you have been taught that it does. And for all of you in HR who believe our mission is about the people, you should realize that by taking care of the people in your strategy, you will retain them and that is the win-win we always strive for in this profession.
If you want a place to start, look outside of the HR department. Start with the talent.
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For more resources, See the Human Resources library.
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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.
The quick answer is easy. No one can ensure your success. Success as a speaker, trainer, or facilitator depends on other factors than refining your talent as a communicator. A business acumen is essential, marketing, some psychology so you know your audience, but most importantly a product yourself, a plan and the will to see it through.
I am speaking as a speech coach. I will not take money from students unless we have had an in depth discussion of what may be the best path for them under their current circumstances. It may be since I left home at an early age and worried about my own survival that I worry about my students. I’m sure I could make more money by being less ethical and such a nice guy, but if there ever is an area where you can lose your money and your dream, this is it.
Coaches can help your confidence, help you get rid of bad mannerisms that distract, help you direct your message, and literally fine tune your performance–if that truly is their goal. Still, they cannot guarantee your success.
However, you can spend a lot more money on a great coach and go nowhere. Have a solid reason to pursue the career. When you are certain you have the talent (or do you need the coach to tell you?), then invest if you so desire and can afford to. Asking the coach if you have the talent to succeed may just open the door for “Sure, with my help.” Be very specific on what you need.
Be careful, as in any business, those selling the how-to are often doing better with the selling than the work and stop doing the work altogether. It’s not unusual for those who offer these programs or coaches to often make a lot more money on selling the programs or coaching than the speaking itself. The fact that it’s just human nature to want that success makes a bit more palatable to us.
The drive to success can be an opiate. You and your potential coach can be easily addicted. You, for your speaking dream; he or she for a more financial one.
There are many paths toward a chosen profession. Not all involves training by “successful” others. It’s a little like the rich guy who tells who the secrets of making money and neglects to tell you he wasn’t worried because Mom and Dad had plenty should he fail at “this” endeavor. Some of us don’t have the support systems so counting on someone to train us right into success is naive. To those who had the resources, I hope you take advantage of them; not all of us are so lucky. You should invest in what saves you time, in what helps you concentrate on the areas you need to concentrate.
There is no guaranteed path or quicker access to success even for the enormously talented. Just look at actors. There are great ones who never see Broadway or the Silver Screen, and others, in the right place, right time with the right connections, that have stardom.
As you peruse the slick marketing packages, the successful look of the sellers themselves that represent what you might become, remember the person who came before them and did all with hard work without others. I’m not saying never pay someone for a service, just to remember that it is just that: a service. Get your money’s worth, stick to your plan and you’ll accomplish your dream.
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For more resources about training, see the Training library.
