We hope you are enjoying our virtual book launch – we are having a great day! Thank you to everyone who has sent questions in and who has posted on the blog, and just a reminder that you can send your questions to us by either commenting, emailing or tweeting. Please share today’s events with any colleagues you think may be interested by using the buttons below.
Here are some of the questions and answers in case you missed them. The winners of a FREE copy of the FT Guide to Business Training are Crispin Spalding, Kevin Doolan, Rob Brown, so we will get a copy to you soon. You can buy the book from Amazon or The Book Depository by clicking on the links to the right of this post.
Please come back at 1pm for a short video on how to influencing in your role as either an in-house trainer or a consultant.
Here are some of your questions:
Question: How do you notice what learning styles your participants are when you are training them?
Answer: What is more important than trying to determine individual learning styles is constructing and delivering training that appeals to ALL styles. This is because individuals benefit from using all styles to secure their learning. Perhaps what is more important to consider as question is what are my learning preferences as a trainer and how are they impacting my design and delivery right now. You can find out more about this on our learning styles page here on the website and by completing a learning/training styles questionnaire – simply sign up for our FREE Training Resources Pack here and you will receive the link to the full pack.
Question – Good morning (from a sunny Manchester!). Who are the target audience for the book – is it trainers or people in L+D who organise training?
Answer – Great question Kevin, thanks for that. The book is intended for anyone connected to ensuring that business training hits the mark – so this could be internal L&D people, internal trainers and external consultants and trainers. Finally the FT Guide will be useful for those managers in organisations who have to train and develop their people.
Question – Great book and a terrific way to soft launch gents. here’s a question that’s relevant to trainers like myself who deal in soft skills. I coach and train on business networking, relationship capital, likeability and collaboration. How can we demonstrate tangible ROI from such interventions?
Answer – Hi Rob Thanks for the question – nice easy one!! We do have some things to say about ROI and also ROE (Return on Expectation) in our book. Often corporate businesses struggle to devote the extra resources to identifying an ROI even if they see it as attractive, so it can be a tough one if you are delivering training directly for an organisation. We typically are able to do this for sales training, pitch training and fee negotiation training (both corporates and professional service firms).
As far as networking is concerned, which is of course your specialism (and I know you have a great reputation in this arena – we have seen you deliver!) it is about how much more business have you won. In order to get a pure ROI you would have to identify activity before and after any training and have a control group (ideally). For individuals it will be about these sort of things:
- Number of networking events attended
- Number of contacts made
- New business won (and timescales)
- Value of orders
- Repeat orders
I remember reading an article from the BNI founder Ivan Mizner which you may well already have seen identifying some independent research on ROI in his business networking organisation. Here is the link
Hope that helps and on the basis that you are the UK’s leading expert in networking – could we ask you please to spread the word about The Financial Guide to Business Training?
Question – Really enjoying the book. A great reminder, refresher and enhancer to my work as trainer and presenter.
Wondered if you could answer the following – do you have 3 tips to maintain a groups interest during a dry session on action planning – working out specific actions to implement change as a result of a workshop?
Answer – Delighted that you are already into the book. Its a good question and I will restrict myself to answering your specific question which means I just have 3 tips to offer:
1. If you as a trainer consider action planning to be a dry element then there is a good chance that you will infuse your participants with your own dryness, so of course its a mind set thing as a trainer
2. Flag up action planning as part of your framing at the beginning of the training. For example, some of you will probably know that Einstein’s definition of madness was continuing to do the same thing and expecting to get a different result. So if you want to get better at (presenting/negotiation/selling/etc) you are going to have to do things differently. So ensure throughout this session that you note down the things that you want to change and improve and then you can weave those elements into the action plan at the end of the day
3. Make the action planning fun, interactive and interesting. For example, get participants to work in pairs and ask each other questions rather than make it an individual exercise. Also make sure that you set aside more time than most trainers do for the action planning and have a final plenary session in which the participants commit verbally to making at least 3 changes to the way they do things. Another example of being creative is what we did for an open programme on 1st March on Influencing, where we asked people to write down on a postcard the 3 things they were going prioritise and commit to as a result of attending our session. We then took the cards from them and posted them back to each individual after 3 weeks.
I hope this gives you a few ideas to make your action planning juicy rather than dry! Jerry
Question – You mention you Train the Trainer programme on your website – when will that be available and do you have any more information? Thanks
Answer – Hi Sue, thanks for the question. We are looking to develop a train the trainer programme for next year. We are very excited about it and we have some specific ideas, some of which we can tell you about. It’s going to be aimed at experienced trainers who want to take their training to the next level. It will feature us training, master classes, coaching, observation, supervision and some star names. The FT guide will be a resource we use. The programme will be available both in house and also as an open programme. What we are interested in is the content – so for those trainers out there we have a survey which is on the Train the Trainer page of this website. This will help us target the content and the ‘how’ of delivery mechanisms.