Unlocking the Potential of Training Programs

Oftentimes, we get a call from a manager or CEO because things aren't running smoothly at the office.

The dynamics within a team might not be what managers were hoping for, sales might be disappointing or people are complaining amongst themselves, creating a downward spiral that feels hard to escape.

So let’s explore what a training can do to help turn things around.

We give trainees easy-to-use tools to allow them to take more ownership, teach them how to collaborate better, encourage them to grow more confident in their capacities, and apply the knowledge we've gathered over decades to help them grow.

And day by day, session by session, individuals and teams start thriving. Unwanted behaviors start changing. Teams start unifying. It's a cool thing to witness.

But trainings are costly too. They demand time, dedication, resources, ... So, let's look at how you can help the process along.

A training doesn’t start the moment a trainee walks into the (virtual) classroom. A training starts the moment a manager tells their employee that they’ll be receiving training. And over the years we’ve noticed that employees who understand why they’re being trained and what is expected from them, end up absorbing the materials a lot faster.

What’s more, managers who check in regularly and are involved before, during, and after the training process, get their desired outcomes way faster. These managers tend to ask simple questions from “How is it going?” to “What are you getting out of the training so far?” or even “What did you pick up already that will make a difference in some of the things you’ve been struggling with?”

Interestingly though, many leaders feel uncomfortable asking these kinds of questions. They’re not jumping at the thought of opening up a Pandora’s box of open, vulnerable conversation that could potentially be booby-trapped with all kinds of negative emotions. But learning how to do so, is deeply similar to learning how to drive a car; Confusing, scary, and potentially dangerous at first, but once you get a hang of it, you can’t unlearn it.

So what your people might need from you to get the most out of their training, is for you to learn how to support them through it.

And if you're interested, while we're at it, we can train you for that too.