Member Since: 18th May 2007
Management Development Trainer - Working hard at being lucky
Management Development Trainer Grahame Robb Associates Ltd
My discussion replies
6th Jun 2017
Ade, I think I've heard most of these. What is it with air con? No-one is every happy. Here's a few of mine:
Me: "There's no such thing as a stupid question..."
Learner: "Erm, how much do false teeth cost?"
(we were NOT doing anything at all to do with dentistry)
When I worked for an insurance company we had a gentleman join our induction early one Monday morning. When we broke for lunch (after we'd done company overview etc.) he sidled up to me and asked sheepishly "Is this not the NHS then?" Turns out he was a doctor who was meant to be starting at the NHS Direct call centre down the road from us.
Me - Day 1: "If there's ANYTHING at all you're not happy with, give me feedback and that way I can make sure you get the best possible experience"
Feedback (at the very end of the course): "I much prefer the other trainer we had, he didn't use a timer that went 'ding'... this was very annoying"
6th Jun 2017
A bit of context might help. Is this an icebreaker? Energiser? Are you looking for learning outcomes? We have dozens of potential activities but a bit of context would help.
4th May 2017
How many 2 x day sessions are there in total? I ask because I had the same dilemma, delivering to people from all over the globe, so getting people in a room for a 3 hours session (for example) was not possible. What I did do though is get people to create action plans for between sessions and set expectation that, upon returning to the next one, I expected to see some results (i.e., they'd done coaching sessions or they'd done 1-to-1s with their teams and so on.). This certainly helped make the learning 'stick' better.
Ultimately, you are bound by logistics unless you can deliver remotely by video conference etc., but even then there are drawbacks. No intervention is going to be 100% perfect, you do what you can with the resources you have,. I don't think 2 x days in training is too much by the way.
25th Apr 2017
I have a lovely little exercise that takes around 5-10 minutes about how when you communicate, it's so easy to assume the other person is seeing everything the same as you, therefore you can miss out vital info, assuming they just 'get it'. Perfect for illustrating that when having to give instructional training, it's vital that you don't make assumptions about someone else's understanding. Message me if this sounds useful.
25th Apr 2017
Have you also looked at Belbin? It is a licenced product but if you can afford to get everyone to do the self-assessment (which is only about £35 each I think), it works really well. You can then apply the learning to a range of exercises, designing them to particularly suit Completer Finishers, say and then observing the effects of this on the Plant. Using this as a discussion point to show how the mix of a team is the most important indicator of performance.
9th Feb 2017
Well, that's just rude. I know everyone has an agenda but really?
8th Feb 2017
If they're existing managers, then it's probably not additional work you want anyway, but existing work done in a better way. So how about doing a questionnaire / survey etc. with their direct reports, say 3 months after, to establish what changes in behaviour they've noted? The attendees are often happy to tell you that they programme made a real difference, that they've really improved on their communication, their delegation or whatever. But the end 'customer' in all of this is the people they actually manage, so ask them for feedback.
27th Jan 2017
I think you've answered your own question really. I am happy to dish out certificates where there is legislation around training and the attendee may need it (for lift truck training, first aid etc.), but for most other things I don't think it adds much value. I ran a 3 week leadership programme a few years ago and often got asked "Do we get a certificate" but I explained any future employer is far more interested in WHAT you did with the training and what you achieved as a result than a piece of paper saying you were there.
19th Jan 2017
I once did an 'around the room' intro and asked people the usual, name, role, why you're here etc... and then I threw in "If you won £6.6m on the National Lottery, what would you do?". I had a variety of answers but my favourite was "Buy and island and call it Mindy!". Didn't really know what to say to that.
19th Jan 2017
That's great, thanks. I've emailed Graham to see if he does actually own the copyright on this, and if I can use it with his blessing if I credit him accordingly. Thanks again.