Three Steps for Sharing the Word about TotalSDI
One of the most important factors in sustaining training beyond its euphoric beginning is to set clear expectations before you even begin.
I touched on this in a previous post – see “Need to Keep Your Training Alive? Start with the Why.” – and now, as promised, it’s time to look a little more specifically at how to share the why with your clients.
As a coach or consultant, you may be called on to lead pre-training conversations with workshop participants, or you might coach managers on how to do it. With that in mind, here are three steps to leading an effective pre-training conversation.
Step 1: Address Why TotalSDI is Needed.
- Your organization needs to achieve…, so teams need to get better at…
- Your organization is investing in TotalSDI training because… so we need you to put what you learn in the class into action right away.
Step 2: Address How TotalSDI will Help.
- Let’s discuss how TotalSDI can help you get better results… What do you want to focus on?
- You’ll want to identify some definitive actions you will take to address a real world situation based on your assessment results and what you learn in class. Let’s determine what situation can have the biggest impact.
Step 3: Address What You’ll do to Help.
- I’m here to help you. With that in mind, let’s plan on getting together a few days after you go through the training to discuss what you learned and how you’ll apply it. In fact, let’s pull out our calendars and make the appointment now.
- Is there anything I can do now that would allow you to be more focused during the training?
If you and/or a supervisor or manager works in advance with the people who will use TotalSDI tools in your training program, you’re sure to garner more buy-in and greater results – for yourself and for your clients. In addition, these pre-training conversations are great opportunities to clarify program logistics and the importance of completing all pre-work. Setting the stage in this way will make for a smoother running program, more receptive learners, and position you, the consultant, as a valuable resource for driving organizational performance.
Dr. Mike Patterson is a principal at PSP in Carlsbad, Calif. and an adjunct professor at Pepperdine University’s Graduate School of Education and Psychology.