Preface

 

Throughout history, it is a matter of debate. Training can really achieve the desired performance? To admit, no matter in developing countries or developed countries, human resource development is a corporate growth cannot lack of the key factors.

 

Statistics show that corporate America in recent years, on average, every year the total spending more than $50 billion spent on training, the large number is worth let us think that the economy is so developed countries why would such attention to the development of human resources? Not to mention in developing countries. Human resources is more important to enterprise's development, enterprise expansion is absolutely necessary talent, is the most advanced computer software must be synchronized with the perfect, it can exert our potential to the incisively and vividly, maintain market competitiveness.

 

I believe you also agree that training is necessary. However, many companies have run into a tricky problem, that is why bring obvious change after the training and performance? If this problem once or now bring trouble to you, whether you are serving the relevant human resource of heavy duty, enterprise boss, full-time trainer, you sure you can find the answer in this article.

 

In the article, you may contact the word "performance training". What is this? It is a kind of to students as the center, focus on achievement way of training. A simple analogy, is the most advanced airbus can faster and more comfortable the different nationality of the passenger to the destination. Performance training, too, can be faster, easier and more effectively communicate the different course content to students, and to help achieve the desired goal.

 

Performance training and general training of the surface of the architecture are similar, but the way and the key is not training process. Let's begin with the training of the three steps to explore the difference of performance training and how to bring you the expected results. Three performance training steps for: (1) systematic analysis before class, (2) performance and skill training system, and (3) the students after class.

 

The First Step: Systematic Pre Training Analysis

 

Clear understanding of the ultimate goal of training is the key to achieve performance training first. Some companies when looking for a training course with the mentality of similar market to buy food. We focus on different parts, some hope to find some more novel "products"; Some preferred price; Some followed the trend, what class people, they are also unwilling to lag behind; Some hope in two days in the course of comprehensive content; And some is given priority to with the pursuit of famous brand; And so on. These views are right, but the premise is must first ask yourself a performance of the key problems, what is the ultimate goal of training is that?

 

In training over the past years, found an interesting thing, there are many clients because of misunderstand your true needs and adopted the "symptoms". Now you may have different opinions, the enterprise can not clear what is their problem?

 

The idea is understandable. Let me explain, is a professional skills training analysis, like the doctor analysis condition. Many times, people ill, without judgment, the doctor can, of course, with his limited knowledge to the pharmacy to buy medicine, but it is prone to cause the band-aid, kaufmann, take temporary solution not effect a permanent cure "symptoms" of errors. Similarly, companies often run into a similar challenge, there are many customers after a systematic analysis of the class, it found that the "fundamental solution" and training should be the original idea is different. This phenomenon is widespread and is normal, there are two reasons:

 

(1) choice in itself. Even experienced human resource manager, because of the influence of environmental factors and work mood, is likely to be the correct view on him the shadow of a layer of sensibility, objective analysis and judgment.

 

(2) the interlaced as the hills. Choose a training course on the surface of simple, but choose a conform to the performance of the course is a science. Training analysis system with the enterprise operating system are two completely different things, grasp the systematic analysis of training needs certain professional knowledge and training. Therefore, in order to reach the expected performance, we must first systematically analyze the root problem of training.

 

For example, a company representative asked me to meet with the training manager at an international multinational company, he asked in a way that is very smart I want to see the beautiful training manager. My consistent style is whether customers drift not beautiful, I would sincerely to visit and know the truth, but also enjoy the pleasure of making new friends.

 

After meeting with customers, we are preliminary understanding to the company for the high-level managers looking for presentation skills training courses, this is one of my strengths, however, I still curiously ask "why do presentation?"

 

Training manager answered without hesitation "budget." "Uh, budget?" This can confuse me. Manager explained with a smile "year-end, the training funds if you do not spend a year corporation not only can get the number of scrap, will also affect our training budget next year." "Oh! I see." Such training is not big, the customer can only hope that through a sponsored by the international trainer course to cleanse the budget, managers at the same time learn something.

 

How can let the customer pay received in return? Hastily took courses is obviously against performance trainer should have professional ethics, and I often teach students in the professional trainer course should avoid faux pas. In principle, a professional trainer should help customers looking for a "fundamental solution", from consumer attitude toward investment mentality. Trainer must be clear, in other words, the analysis of the key problems, suit the remedy to the case, through the training to the enterprise to bring the constructive and positive improvement, but also bring satisfactory economic effect.

 

I immediately decided to apply to class analysis system launched a series of questions, and a deep understanding of the key challenges faced by the company at the time. Training manager is willing to cooperate, but also unable to contact problem is based. After two rounds of discussion, we finally let hidden challenges emerge.

 

First of all, let me surprise of the enterprise employees more than I imagine many times, only the middle managers have over one thousand people in China. A group of middle managers generally encountered a difficult challenge, is to try to work performance didn't get the appreciation of corporation, the corporation says China district manager generally lack ideas, often silent, when it meets a group in not express their own points of view, another group of gushing but did not say to the point. As a foreigner, senior manager doesn't know what are the middle managers in the gourd sell what medicine. As a result, the working environment not only affect the enterprise team communication, influence the development of the enterprise, at the same time, because of the lack of communication and trust and lead to high turnover rate middle managers.

 

After systematic analysis, we soon to reposition training targets. In the new target, the ultimate goal of training is not limited to, presentation skills, it must include improve managers demonstrated ability to communicate in different places. Such as how to more effectively communicate with his boss; How to let each other in the mail in a wide range of choice to read your mail, and so on. Importance in the process of discussion, we according to the proposal divides the training content two levels: the first line is must master the skills, the second line is to grasp the best skills.

 

After the new goal setting, part of the original proposal presentation skills content will be transferred to the second line, the other part to delete unrelated content. Then, we add some can help managers to improve the content of the communication with the management, such as, effectively conveying the steps, cross-cultural communication architecture, asking questions and listening skills, to help the audience to accept the influence of the presenter and so on. After adjustment, training manager started to get excited, this lesson also become more meaningful. Afterwards, I didn't know before meet with the training manager, actually she has put on the table for several other company's training proposal. At that time, our quotation is the highest, in contrast, our price several times higher than that of competitors and even want to.

 

Interestingly many trainers, no, I should call their lecturer or teacher. "Why? "New friend asked curiously. I said, "they mostly is given priority to with lecture. For example, a student's specialty is the integration of the team. Why choose us? The key is we provide the concept of an investment, how can let manager surely see training performance and reward, so will far exceed the value of the difference with other institutions for training proposal. Exciting is that warm feedback of middle managers to training manager offered to hope in the coming year, we can conduct the training for more manager in stages.

 

Review the whole thing through, the deepest impression is to choose to do the right thing is more important than doing things right. That is to say, we are committed to do the right thing.

 

First application system training analysis, patience to understand the real needs of customers, add value to the customer, and will also bring their due reward. Is a good beginning is half done! Clear understanding of the ultimate goal of training, looking for a "fundamental solution", suit the remedy to the case.

 

Step 2: Training Effectiveness System Performance and Skills

 

Training is not a lecture! I once met a new friend who engaged in training industry for many years in Shenzhen. Is the so-called even thousand cups little, not to talk. My friend and I have a lot in common, the only difference is that he is employed in a large enterprise chief trainer, and I was commanding the pursuit of freedom of the trainer. Everybody cheerfully about the international certification of my professor professional trainer course, I also share quite a few students in his class is senior professional trainer, "the students well, with abundant professional knowledge, more rare is that they can to zero mentality to learn humility, improve their ability of training.

 

He's not only passion and I share the experience, also give me a lot of photos when he was in the training. In the picture, I sent an interesting phenomenon, that is the most furniture to decorate on classroom courses decoration is given priority to. This means that he was in a combination of team training is mostly about the nature of the lecture".

 

"Don't lecture, what training?" New friend asked eagerly. I answered, 'lecture is right, but not all of the training is fit for using the method of lectures." I then asked "you in the enterprise training object is who?" . He answered "adults of different levels, managers, supervisors and employees". "Have you ever touched a few students in the classroom absent-minded, or finish in a short period of time after class we'll get everything back to you?" He nodded. "I believe it's not you, also believe that you have done a lot of preparation before class, have very good content, the problem is that your students learning attitude. As a result, you can do all the work of kung fu were wasted". "That how to change the situation?" New friend hurriedly asked. I drink a mouthful of water, put the cup down, then goes on to say: "to achieve training performance, trainer must understand adult learning psychology, and grasp well the eight key points"

 

(1) Settle down student's mind

 

Any training, you must have a good opening, especially to give students heart to settle down. Generally students entered the classroom, in my mind often come with a series of thoughts and undoubtedly. Heavy work may not have complete; May some accident happened in the house; The maid may run; The child may not obedient; Class classmate look like how, better than they are; The teacher is good; And so on. In brief, preoccupied, head to things like blocked traffic in the morning.

 

Therefore, through the training performance, the first thing is to attain to answer students some key problems in the heart, let the students give heart to settle down. Seems to be trivial, and often overlooked. But the trainer if you want to achieve the training performance, we must keep in mind when opening this link. Only to properly handle the opening part, the back of the training to flowing, the smooth progress.

 

(2) Motivate adults to learn

 

Adults learning also requires motivation. Especially corporate intra-training, half of the students were often don't want to come, the other half but don't know why. May be out of helpless, boss's instructions, training might be the work must be integral, perhaps hoping to stay away from heavy work pressure, breath, or tourism training, the hearts of the students had already spent.

 

It's like a tight lid closed bottle, it is a good training content is not easy to pour into. That how to open the head cap? Trainer must understand motivation is an inner process from outside to inside. English word Motivation (incentives) is actually made up of two words Motive (Motivation) and Action (Action) combination. In other words, the trainer must help students find the motivation to study, to provide a positive learning environment for students.

 

(3) Adults have their own independent thoughts

 

What others say oneself will not necessarily agree with, but never resist themselves to find the answer. Therefore, the trainer should ask leading questions more. In the performance of the training, the key point is not trainers to be great, but the students left the classroom that a door made the change, and decided to learned the practical application to the work or in life. Therefore, the focus of the performance of the training focus on the students, and the trainer only play the role of guidance and facilitation.

 

(4) Understand the adults have a certain concentration limit

 

Statistics show that most adults’ paying attention at class for mostly 20 minutes to 30 minutes, attention will drop dramatically after, and efficiency will be reduced. Thus, even the academic courses, trainer if you know how to properly arrange the appropriate activities, will greatly improve the students' interest in learning, absorbing ability and memory.

 

(5) Instill the adults’ childlike innocence heart

 

The trainer should understand adults have childlike innocence. In the real competitive working environment, however, the majority of people in order to protect themselves or keep image, especially the management of managers, professionals and c-level students, they are generally used to freeze his passion. Grew up like a kitten will no longer be active to try something new. It also led to the head of the cap is closed, affect the learning performance. Therefore, the trainer should be arranged in the shortest time effective activities make students children activation of the heart.

 

(6) Enable students with proactive learning attitude

 

Confucius said: "hear, I forget; see, I understand, do, I will remember". This is how to say? A study has found that American adults of normal speed for the expression of 110-110 words per minute, while head thinking can be as high as 400-500 words per minute. In other words, the space of the brain will soon be fill messy affairs, leading to students learning a distraction. Therefore, the trainer should put the students through effective participatory activities from passive to accept a gift gesture to think actively learning attitude. The process of active learning can students bring incomparable satisfaction and motivation.

 

(7) Uses different delivery methods for different level of trainings

 

In general, the training can be divided into three levels (figure 1). Simple three letter in English to ASK memory (concept of Attitude, Skills and Knowledge). Due to the different levels of training courses will appear different students background, study content and the ultimate goal, therefore the training method is also different. Trainer should be flexible, according to the learning needs and make appropriate adjustments.

 

 

Adjustment of the two key is the transmission of information and performance requirements. Training level is higher, the message is more targeted, the focus of the study often should focus on how to help students understand the new idea and through graphic techniques to take the initiative to find constructive solutions. , in contrast, the primary training requirements and high-level is completely different, generally is simple, the purpose is to hope that through training related knowledge. Activities mainly to enhance the students' attention and ability to absorb information, so the performance activities also differ.

 

(8) Closing with an impactful training summary

 

Most of the time, you will find a lot of training courses are always in a hurry the end of the end, some because of time beyond, trainers and even had no time to summary, simply had a "good, our class so far, thank you for your time", some even let the students fill in the feedback questionnaire, without a proper conclusion. Summary is as important as the opening actually, because in any training for students the deepest impression is the opening and summary.

 

A good summary not only can deepen students' impression of knowledge points, join the application of classroom and real life, but also inspire and encourage students to take active action immediately. A lack of proper summary will be wasted the previous efforts, things like the trainer told a vivid and interesting story, dangling and hang, the audience after the entertainment, the rest is a blank. Only let students get knowledge and practice of cohesion, training can leave deep meaning. Therefore, a good training summary cannot be ignored.

 

Experiential training, the learning method,

Thinking - touch - action TM's learning mode

 

Step 3: Post Training Implementation System

 

Learning is the driving force of action, but only action can make miracles. Otherwise the knowledge in the library are turned into a rocket, aircraft and artillery. After class to perform an action is the most critical but also the most helpless.

 

Why is that? In the first two key performance training trainers are easy to take the initiative. Came to the third point, however, the execution of students from the trainer can no longer control. At the same time, many external factors may prevent students to perform the work smoothly. Students to go back to work, for example, will execute the new idea, the upper managers don't realize that students' enthusiasm of shift and give corresponding support, whether students have no clear intention, or managers did not thoroughly understand the students' enthusiasm of motivation, lack of proper support will lead to an execution plan with abortion.

 

Another possibility is that the students in the class of knowledge gradually forgotten. When to go back to work, because students learn to go away for a few days, the desktop is filled with heavy file. Students had to delay the execution of the work, to do after the busy daily work, students began to fade wait for him to do things. And, of course, students may also encounter some challenges in implementing the new method, when the execution plan cannot successful breakthrough may also cause miscarriage.

 

In limited cases, trainer what countermeasures to ensure that the training performance? The answer is yes. These are two simple and proven feasible method.

 

(a) in the classroom learning, trainer distribution operations schedule. Schedule is prepared by the learning point, take the execution plan and inspection date of three parts. This not only let the students in the process of learning, touch key instantly record down, also let students to go back to work for senior management to understand the students' enthusiasm for training content and action motivation. In addition, students can through the action plan and check the date arrange their work, so as to correct the navigation enterprise or group of operating system.

 

(2) to extend the training outside of the classroom. Trainers can provide regular action review after class, supervise, measure and correct guidance. This will determine their enforcement, but also help students to avoid the feeling of alone, when students clearly have corresponding support behind, he will dare to try new challenges, more breakthrough self, so as to achieve proper performance. It is also why coach after class type of follow up System (Coaching System) have been popularized in recent years.

 

To learn without application, it’s just a waste of learning;

to apply with no effect, it’s just a waste of doing!

 

Conclusion

 

In the 21st century economy high speed development of the market, enterprises from all walks of life to recognize the significance of training, and can bring the satisfactory performance of the training courses for the enterprise but also a lot of entrepreneurs or team leader and dream.

 

After a period of practical experience to share, I believe you have found the answer regarding the training performance. Training let's review the performance of the three key:

 

(1) take a systematic training class analysis, deep understanding of the key requirements of business and provide a "fundamental solution",

(2) a series of performance training system stimulates the students take the initiative to study the state of mind,

(3) to provide the corresponding tools and supervision system, to help students complete enthusiasm change after class.

 

A common myth is that people always think that graduation is the end of the course of learning. However, training of performance is different. We think, is the completion of study in the students' enthusiasm to complete change of the moment. In other words, to learn without improving results is as good as not learning. Performance training, therefore, strict with students after class must span two step, more should not only master learning in the classroom, but also of what we have learned the practical application and achieve expected goal, students in order to be complete!

 

In the past international professional trainer course, many students came from the field of human resources, corporate managers and professionals from all walks of life. Part of these students, hope that their valuable experience, knowledge, and head of the intangible assets through training platform to develop a passion and immortal career, do their long-awaited and valuable.

 

Another part of the students, who want to be familiar with how to more effectively his own experience and knowledge with their partners, or his successor. Of course, there are some students hope that through learning, to understand and grasp how to more effectively use the corresponding knowledge, skills, and thinking to suit the remedy to the case enterprise, so as to achieve expected results. Performance skills training is a tool that everyone should have a lot of people because of its "light up the candle in life". In addition to help you stay ahead on the job, assist your side partner to promote effect, it is also a lifetime accompany you important skills, when needed into a career won't retire and eternal, became the turning point in your life.

 

Of course, if you were on-the-job training division, master performance skills training is to make you stand out from competition training market, not only realize your life value, also can help you bring a considerable income. Must keep in mind that training is provided by the investment performance. Is there who don't want to earn more in the investment returns? Normal person is generous for high return on investment, because he knew that, the higher returns in investment relatively improve is normal! Trainer in the training industry, therefore, must have excellent performance and skill training system, because it not only can bring the expected performance to the customer, also bring his share of the wealth!

 

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