It’s one thing to be a trainer. It’s quite another to explain how you do it to other people. Here is what I have learned from trying to pass on training skills and knowledge to other people. Key message: Be systematic 1 Be systematic in your approach to training needs analysis, design, delivery, evaluation, and follow-up. … Continued
It took me more than six months to write the copy for my website KellowLearning.com. I don’t regret the time I spent because the act of writing about leadership and learning helped me to discover what I think. Writing about what I do, day after day, was a ‘deep dive’ into who I am, and what I do. And the benefit of the ‘deep dive’ is that I was able to make a far better website than I could ever have imagined.
Once upon a time, when I thought I wanted to work in HR, I read a much reprinted article by John P Kotter, called “What leaders really do” (Havard Business Review, May-June 1990). In plain English Kotter described a step by step approach to helping people deliver the organisation’s vision e.g. involving people in decision-making, being a good role model, providing coaching and feedback, and praising people when they were successful. At the time Kotter made complete sense to me, and I was grateful to him for making leadership seem so simple.
I’ve got a permanent sugar rush of thoughts and feelings about coaching and training. I’m like Monsieur Jourdain in Moliere’s ‘Le Bourgeois Gentilhomme’, who discovered that, all his life, he had been speaking prose without knowing it.