Much stronger relationships People develop a deeper appreciation for each other

Much stronger relationships people develop a deeper

This preview shows page 9 - 12 out of 15 pages.

Much stronger relationships. People develop a deeper appreciation for each other. Tough employee issues like conflict and manipulation settle down. Workplace wellness. Less stress, less sick time… People begin to see themselves better. The errors of wrong advice to customers rapidly decrease. The internal process always meets the timeline requirement. The leader and employees works smarter not harder. Increased trust and respect of self and others (including between management & staff). Fewer negative thinking patterns… more positive, more focused, and more peaceful people. 9
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Higher productivity. Leaders have effective performance management tools to assist self and others to develop innovative work style options and work life balance. The internal process was faster than 20% as before and productivities of all apartments were upward. The new turnaround time has been launched for all relevant apartments for well cooperation. The front line team have compliment from customers for good service and professional style. More efficient and focused staff has the ability to reduce costs and/or meet budget expectations. II.2. How to provide the training program for employees: a) Start with the Right Mindset: The attitude and mindset of wanting to help and teach someone else is what you want to portray, not the fact that you are smarter than them or know more than them. That only leads to disrespect and makes the learning for less likely. b) Prepare An Outline: To train for sale staff we should repair an outline can be a life saver for stepping them through a process and to guide you to stay on track. You should create this before the training starts if you can and have it ready once you proceed. It’s helpful especially if you are not a natural learner since you may find it hard to stay on track or approach things in the right order. c) Consider what your staffs wants to learn: Don’t assume that what you plan to train will be everything that your staff wants. You don’t need to change your topics or main areas, but sometimes looking to tailor your training just a little bit to cover the important areas for your audience will make a huge difference. This 10
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doesn’t matter whether you are providing training or a huge seminar. Ask employees what they want to get out of it and look to cover some of those areas specifically. If you consider the staffs they will be far more receptive and attentive since they will actually be looking for the area that they are most interested in. d) Follow up and reinforce the learning: Once you finish with the training, make sure to follow up on it. This doesn’t matter if you had providing one time session or continual training, following up on the areas you covered from previous training is important to refresh it for yourself and your audience, and it allows you to see how much has actually been learned. The point of training is not that you taught it, the point is that who you taught it too has actually learned it.
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