Member Since: 9th May 2005
Director People Solutions (Scotland) Ltd
My discussion replies
19th Jul 2016
Many years ago I was shopping for a very specific type of outfit. I was working in London that week and walked into an independent clothes shop. I asked if they had what I was looking for. The saleswoman looked me up and down, said yes they did have it but it was very expensive. I walked out. I ended up spending three times more on my outfit than what she was talking about. Would love to have gone back and done the 'Pretty Woman' moment.
Another time, I was searching for an outfit for a wedding. I was dressed very casually and was being ignored by the salespeople. I picked out an outfit to try on and when they realised I had money to spend, they couldn't do enough for me.
You can't make assumptions based on what people look like.
18th Apr 2016
We recommend to our clients that they get employees to sign a training agreement which states that if they leave within a given time they pay back all or some of the training fee, especially if it is an external programme that the company has been charged for. The amount to be paid back decreases the longer they stay. How long the agreement is in force is very much determined by the length and cost of the course. For a short course it would be no more than 6 months. For long term/degree courses it could be up to 2 years following completion of the course.
Hope that helps
6th Apr 2016
I think of induction as at least the first 90 days so a rose by any other name!
6th Apr 2016
Firstly - when did induction become onboarding? Is it some fancy Americanism? - sorry - pet hate of mine :)
In answer to your question - previous experience has shown that the things that are most often missed are the little, seemingly insignificant things such as do people have their own mugs, what are the unwritten rules/customs etc. These are things that are really important when you're new as the last thing you want to do is start on the wrong foot with colleagues. It's also important to make sure they have someone to take breaks/lunch with on the first few days so they don't feel isolated. A welcome card from the team on their desk when they arrive is a great idea.
31st Mar 2016
I go through exactly the same. I don't sleep very well the night before as it's on my mind a lot. I feel that it helps me though as it's the spur/adrenaline that helps make it better. I'd worry that if it didn't happen, it wouldn't go well!
5th Feb 2016
Loving the air steward analogy. Can definitely relate to that! I often use the actor analogy when training customer service. The uniform (if worn) or work clothes are their costume and the 'shop floor' is their stage. Asking them to write a review of their performance as if they were a film critic can help the point 'hit home'.
8th Dec 2015
I also like the Gary Player quote that highlights the necessity of practising new skills "The harder I practice, the luckier I get"
5th Oct 2015
Following on from my previous post on this I still think it depends on the presenter and the subject matter. I have courses that I deliver where there is a lot of information to be given for mandatory qualifications and I do use ppt - I don't use too many bullet lists :) - but I do use more slides than other courses I deliver where I use about 5 or 6 slides over 2 days. I use ppt to enhance - not to do the job for me.
I also like to think that I have honed my delivery skills over many years so that if there was a power cut and I couldn't use technology, I could still deliver an effective experience for my delegates and I think that is the point - ppt is just one of many tools I use in order to enhance the learning experience. In the wrong hands - any tool is at best useless, at worst dangerous!
30th Jul 2015
A few years ago I applied for a job as a sales trainer for a small chain of shops that sold brown and white goods. Part of the process was that I had to do a presentation on what I would do if I got the job. I went into a couple of the shops and pretended to be a customer. From that I was able to determine where the training would need to focus and I used that in my presentation. I got the job and furthermore, future job applicants were asked to do the same thing.
So I totally agree with Clive that the more you can find out about the company, the easier you will find your task.
29th Jul 2015
Following on from Clive's excellent answer, if people are forced to attend how likely is it that they will benefit from the training? From past experience I've found a few reasons why people don't attend.
1. Genuine reasons - illness, work emergency etc
2. Their managers don't see the benefit and look to fulfil short-term needs rather than long-term benefits - staffing issues etc
3. Delegates don't see what's in it for them.
4. They don't feel they benefit from the training - they already know it, it's boring, they've got urgent things that need dealing with, (without knowing what your courses are about - difficult to say)
I would start with management and get them to buy in to the training, and try and get some honest feedback about why people don't attend. Whilst I quite like the idea of credits, I think they should be the last thing you do, after everything else is in place.
Hope that helps