7 Tips of Becoming a Damn Good Leadership Trainer with NPS of 96%

May 25, 2015

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It's all to do with the training: you can do a lot if you're properly trained.   Queen Elizabeth II

Delivering training like an art to me. Every training session is like a movie-making.You set up the stage, put up the light, video and music, and play games and roleplay. The highest level of a trainer can make the audience able to apply the thingsthey learn the next day while making the training interesting and engaging. 

I have been conducting soft skills and leadership training for the last 20 years.I  have scored 96% in Net Promoting Score for my leadership management trainingin PayPal Asia. In most soft skills training, I have always gotten excellent feedback.Some of the stakeholders and directors complemented my ability to change theparticipants' behaviors of leading people after training.

My greatest compliments came from two managers from IBM and HP. They told methis was the first time for such a leadership training course after ten years ofattending management training in IBM and HP. They found my class is engaging,practical and interesting. 

Below is my seven secrets of delivering a management training program. 

1. 30% theory and 70% practical. Spend more time in role play, feedback, dramaand games to let them practice the new skills.




2. Apply Job Instruction Concept in TWI. State the Main Step, Key  Points andReasons. 

                     

                          Source: Creating a Kaizen Culture by Jon Miller

3. Change your pace every 20 minutes - use various activities to impart skills andknowledge every 20 minutes to maintain freshness such as videos, games, groupdiscussion, drawing, role play, drama, break time and group discussion

4. Participant-centric. Design the program from the participant perspective. Adultslove to share their experience, to learn from others and to practice what is beingtaught. Let the participants share their achievements, successes and good practicesin a group. Give them ample of time to practice, feedback and reflection.


5. Participants Engagement. Design activities to engage among the participants inthe whole training program.Breaking down the barriers of communication andinteraction.   I have the participants to share what they have learned at the end ofthe course in a coffee house nearby, in the chilling winter outdoor.

6. Multisensory. Play videos illustrate the key learning points. Play music to vitalizethe environment while playing games, break time  and group discussion.

Video: The responsibilities of a mentor

                                       Video:  Determination and Dream

7. Impart the skills they can use the next day. Explain the skills in a simplelanguage. Demonstrate the skills to the class. Tell them your own experience ofapplying the skills. 

The objective of training delivering is to transfer skills, knowledge and behaviors to the participants. Do use new technologies, games, videos, stories and techniques to make an unforgotten experience to the participants. 

Laurence Yap has 20 years of industrial experience in organization development and human resource development. He has served in multiple multinational organizations in Asia Pacific Region such as PayPal, Western Digital, First Solar and Pfizer. You can read more about his work in his blog Journey of HRD,  Slideshare and Online Portfolio. 
Email: hrod@laurenceyap..com

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How Learning and Development Leader can build and foster relationships with Business Leaders (Video)

How Learning and Development Leader can build and foster relationships with Business Leaders 

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CEO and HR Recruitment Challenge

CEO and HR Recruitment Challenge - Hire for Optimism, Social Connection and Stress Management

Shawn explained that intelligence and technical skills only predict 25% of success. 

75% of long term job success is predicted by your  optimism (which is the belief that your behavior matters in the midst of challenge), your social connection (whether or not you have depth and breadth in your social relationships), and the way that you perceive stress.

http://www.bakadesuyo.com/2014/09/be-more-successful/

Corporate Culture 101 for CEO & HRD

What is culture? Physical? Values? Belief?  Some say Corporate culture is what you do everyday at the workplace. 

What corporate culture Apple, Google or PayPal  has to make them extremely successful? (I have used PayPal as an example because I worked in PayPal Asia Pacific before. PayPal has a dynamic corporate culture as well)

   Google

   Apple

    PayPal

 Puzzle? 

Not until I have come across a book on corporate culture with a long complicated name  CVF "Competing Values Framework". It is written by Kim Cameron and Robert Quinn. 

Fear not. It turns out to be very easy to understand.  They have divided corporate culture into four elements: clan, adhocracy, hierarchy and market. The diagram below is self-explanatory. 

Each of the corporate culture has a distinctive characteristics, leadership style, management style, organization glues, strategic emphasis, criteria for success. 

You must be thinking by now what is the corporate culture of my company? The following by Online Talent Manager will enlighten you. 

 That's about it. Corporate Culture 101. A new term to add on to your personal dictionary: CVF.

One last thing, If you have the time, you may want to explore Master Manager. Another tool developed to look into the management style of the managers by using the CVF Model. Jeff DeGraff explains these four management styles in a more elaborative manner. 

 Laurence Yap has 20 years of industrial experience in organization development and human resource development. He has served in multiple multinational organizations in Asia Pacific Region such as PayPal, Western Digital, First Solar and Pfizer. You can read more about his work in his blog Journey of HRD and Eastleaf in Slideshare. Email: laurence.yap@gmail.com

Leadership Development Programs and Social Learning Theory

Leadership Development Programs and Social Learning Theory 

The best trainers for leadership development training programs should be coming from someone who is a good people manager in deliver business results and people management. The reason is obvious: people learn from the behavior of the trainers rather than what the trainers teach in the class. It is stated in the Social Learning Theory that people learn by observing other persons whom they believe are credible and knowledgeable. This theory also recognizes that behavior which is reinforced or rewarded tends to be repeated. 

I. Social Learning Theory

According to social learning theory, learning new skills or behaviors comes from

Directly using that behavior or skill
Observing others demonstrating that behavior or using the skills
Learning is influenced by a person’s self-efficacy, a person’s judgment about whether he or she can successfully learn knowledge and skills.

II. Four Elements

Four Elements to consider when you develop and deliver leadership training programs.

Verbal Persuasion
offering words of encouragement to convince others they can learn.

Logical Verification
involves perceiving a relationship between a new task and a task already mastered.

Modeling
involves having employees who already have mastered the learning outcomes demonstrate them for trainees.

Past Accomplishments
allowing employees to build a history of successful accomplishments

III. Application of Delivering Leadership Skills 

Explanation in their context and cultural background
Enlighten with multimedia and games
Share with them your own examples
Demonstrate on site
Explain each of the Practical Steps 
Sharing from the group
Questions and answer
Role Play
Feedback
Team sharing
Follow Up
Level Three Kirkpatrick Evaluation 

IV. Implications in Employee Engagement
The Social Learning Theory is not only applied to the delivery leadership training. It also play an important role in cultivating positive corporate culture through the demonstration of good leadership behaviors. Such behaviors will determine the retention of high performers and the quality of employee engagement.

Positive Psychology Shawn Achor: The happy secret to better work

Training Strategic Planning - 195,000 Viewers

Training Strategies -190,000 Viewers and still growing

Apr 28, 2015

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Training Strategic Planning - 195,000 Viewers

3 Ways to Show Love at Workplace: Compassion, Knowledge and Network

Apr 29, 2015

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Somewhere along the line, I decided I didn't want to be a big shot. I didn't want to bulldoze coworkers and employees. I didn't want to climb the corporate ladder at the expense of others. I didn't want to abuse people the way I'd been ill-treated by certain employers. Human values seemed more important. I wanted to treat my customers, employees, coworkers and bosses with respect and--dare I say it?--L-O-V-E. I soon found that work was much more fulfilling and fruitful when I cared for those with whom I worked.

According to Tim Sanders, director of Yahoo's in-house think tank, author of Love is the Kller App: How to Win Business and Influence Friends, believes love is the crucial element in the search for personal and professional success. In His Book, he shares about how to demonstrate love at work through compassion, knowledge and network.

Knowledge: finding ways to share what you know with co-workers and partners. You can coach your staff, share info with your colleagues, mentor new employees. The more you share your knowledge, the more you demonstrate care to others. I have coached numerous people at work or outside of work. I always told my staff. I was going to share 110% what I know to them. I arranged Weekly one on one meeting, Weekly team learning and Monthly workshop to ensure the team grow together.

I have ever gone as far as sharing my knowledge in HR Conferences to let other training and OD colleagues how we could do certain things in creative ways. I have uploaded 50 presentations in slideshare.net ( http://www.slideshare.net/eastleaf) and viewed by 760,000 since 2008. Some of the topics are listed below:

Good Practices on Retention Strategies, Application of Action Learning, Career Development, On boarding Impacts on Retention, HR as Leading Department, Effectively managing Conflict in the Workplace, Facilitating Corporate Strategy, Educating and Training Line Managers in Talent Management, Learning and Employee Retention

Network: expanding your networks by being open and sharing your contacts with those that could benefit. Involving in talks and seminars, collecting name cards, expanding your circle through networking events or NGO are able for you to share your contacts with your co-workers and staff.

Develop yourselves to be a "go-to" person. Becoming resourceful means your ability to get info and help from your network. It means you are able to connect to one and another in your network without a hidden agenda. I have connected competent trainers to many training mangers. Sometimes, I have ever got calls from HR Director to recommend a good candidate for training profession.

Compassion: listening and showing care to your co-workers and business associates regardless of their position in the company. Encouraging others, listening and demonstrating you care for those you come in contact with is an end in itself, and you will soon find the encouragement and caring coming back to you.

This is the most fundamental way to connect human. I have the principle of respecting people regardless of their job titles. I talk to the cleaner the same way I talk to the CEO. Compassion needs consistence sincerity and willingness to listen and to spare time to be with them.

The main point here is that love is not selfish. The thread he weaves throughout the book is a message about caring for others, not with the expectation of getting something in return, but because it is the right thing to do and will cause a change to them.

In summary, remember three key points of showing love at work: Compassion, Network and Knowledge.

This Book Summary

Note: Love Is the Killer App is a global and New York Times best seller. 
For an excerpt: http://www.fastcompany.com/magazine/5...

Credit to Gordon Gregory,Michael Erisman, David E. Roger:  and  John Porcaro

Laurence Yap has 20 years of industrial experience in organization development and human resource development. He has served in multiple multinational organizations in Asia Pacific Region such as PayPal, Western Digital, First Solar and Pfizer. You can read more about his work in his blog Journey of HRD and Eastleaf in Slideshare. Email: laurence.yap@gmail.com