Thursday, 20 December 2018

How can Trainers Manage Introvert Participants?

Dear HR, Training and L&D Champions,
How can Trainers Manage Introvert Participants?
Every trainer wants their participants to be operating at their peak level of energy and efficiency and motivation. however it can become detrimental if the trainer fail to understand the types of participants he/she has!
TLMM was recently analyzing a trainers competency engagement in an IT Project management workshop and realized that majority of participants in that workshop are introverts. This had us thinking, what can we do to ensure we 'manage the introvert participants wisely' (getting these participants to be engaged throughout the workshop)
There was a study done by psychologist Russell Geen, where he gave math problem to introverts and extroverts to solve with varying levels of background noise. And he found that the introverts better when the noise was lower, and the extroverts did better when the noise was higher.  
So we researched the following ways you can inform your Internal Trainers on how to manage their introvert participants.
  1. Introverts withdraw when they feel as though they’re being interrogated. So keep the 'questioning' participants minimal. Solution: Don't put he/she on a spot but give the question to the group and they all answer to together.
  2. Introverts wants meaningful learning experiences. Avoid using scenarios that are too obvious or stereotypical. Instead, keep scenarios realistic, succinct (get to the point!), and complex to up the engagement.
  3. Introverts like to think first and talk later. Give introverts more time to think about the lessons and how they apply on the job.
  4. Introverts prefer to write down their ideas. Ask post-training questions that prompt the kind of critical-thinking introverts embrace. Rather than ask, "How effective were the solutions provided in the training module?" try wording the question a little more provocatively, like: “How does your solution to the scenario differ from the recommended solution provided in the training?

Until our learning article, 

TLMM Quote for December 2018: Don't re-invent the wheel or lay the same foundation as your predecessors. THINK. CHANGE. ACT.

Regards,
Cheryl Lourdes & The MatchMakers
We Consult, Match & Screen Best Expert Trainers in Town!
 TLMM' recent validation since started in Y2010:
  • Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
  • Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
  • Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Wednesday, 12 December 2018

When Interviewing a Trainer - Will this be a DISCUSSION or PRESENTATION

Dear HR, Training and L&D Champions,

When Interviewing a Trainer - Will this be a DISCUSSION or PRESENTATION

We have learnt our lesson. Before arranging for trainers to present to our clients, we need to ask if its a discussion or presentation. WHY?

If you are thinking all this while that during the 1st interviewing meeting; trainers definitely need to 'present' via their laptops, let me share with you that there are other clients that wants them to 'discuss' and not hide behind their presentation slides. However, there is no 1 fit answer here.  

This depends on the timeline ability (meaning do you have a lot of time to schedule 2 interview meetings with the trainers, if yes go ahead and design your own best style of interview meetings) . But let us share with you some TIPS in the industry.

So what are the reasons to have the 1st meeting as a 'discussion' rather than a 'presentation'? The reasons to ask a trainer to discuss is to evaluate the following:
  1. To gauge the level of conversational ability of the trainer
  2. To find out how deep is the depth of knowledge on the subject of their training
  3. To know the trainer himself/herself on personal level (although its only a 1 hour discussion)
Here are some questions you can ask the trainer during your discussion phase:
  • What exactly does your business do?
  • How does your business define success?
  • What is your growth plan for the next few years?
  • Why do you think we need (the training you wanted)?
  • Why do you deserve to be our trainer?
  • How & Why should a trainer ensure best contents are deliver to learners?
Hope the above can teach you some new insight on various methods that can be used when interviewing a trainer during the 1st meeting.

Until our learning article, 

TLMM Quote for December 2018: Don't re-invent the wheel or lay the same foundation as your predecessors. THINK. CHANGE. ACT.

Regards,
Cheryl Lourdes & The MatchMakers
We Consult, Match & Screen Best Expert Trainers in Town!
 TLMM' recent validation since started in Y2010:
  • Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
  • Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
  • Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Wednesday, 5 December 2018

When Your Trainer Becomes Corky & Disrespectful to your team

Dear HR, Training and L&D Champions,
When Your Trainer Becomes Corky & Disrespectful to your team

TLMM recently won our 4th Award under the category of Background Screening Provider for Trainers in Asia. The competencies that we display on matching a credible trainer is not defined only by the trainer's live performance in the workshop, but its the accumulative years of data based on character, integrity, respect, humbleness, willing to learn and serving like a servant.

We had recently blacklisted a very high performing trainer (meaning your employees will love him when he trains and they will learn). The reason is this 'bad-ass' trainer (pardon my language) displayed character changes from being a very nice person few years ago to a really nasty and cocky trainer. So I started thinking on the reasons of why someone can change? and knew that this is related to FAME, POWER & MONEY! When fame, power and money gets into the head of people they will not know how to be their selves and steps on everyone to make it big time. 
So how can you be cautious and not hire this corky trainer?
  1. Trainer needs to be good (and patient) listener - Some of the qualities of a good trainer are absolutely non-negotiable. The capacity to listen, ask the right questions, and understand the needs of the learner is at the top of this list rather than promoting his own brand.
  2. Have a finger on the pulse of learning trends - What elevates a trainer from ‘just okay’ to great, is an awareness of the latest training trends. Effective trainers keep up with current research in adult education and digital delivery and look out for opportunities to incorporate proven trends into their training.
  3. Analyze and improve again, and again, and again - The best trainers constantly ask themselves: “what makes a good trainer?”. They’re not only focused on developing their learners, but also developing themselves. Great trainers don’t shy away from constructive feedback but take it as an opportunity to re-examine their methods and do better the next time around.
  4. Lifelong learning - What does it take for the trainer to be a lifelong learner in your field of expertise?  Trainers who regularly undertake their own learning are more in touch with the struggles and triumphs of the everyday adult learner. This makes them more effective in choosing content types, topics, and convenience features like mobile learning when planning a course.
Until my next learning article, remember be CAUTIOUS of the trainer who is a 'bad-ass cocky type - they will make a change for your organisation but not themselves - so that I call a fraud!


Contact TLMM to source and match you best credible trainers

TLMM Quote for November 2018: Don't re-invent the wheel or lay the same foundation as your predecessors. THINK. CHANGE. ACT.

Regards,
Cheryl Lourdes & The MatchMakers
We Consult, Match & Screen Best Expert Trainers in Town!
 TLMM' recent validation since started in Y2010:
  • Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
  • Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
  • Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Wednesday, 7 November 2018

Understanding Millennials isn't just about employing them only... but knowing how to Market your messages to them is Crucial

Dear HR, Training and L&D Champions,

Understanding Millennials isn't just about employing them only... but knowing how to Market your messages to them is Crucial
As millennials move into leadership roles, they’re going to be making 'buying' decisions, so it’s important for HR, Training and L&D Custodians to understand how to 'market' and 'train' this generation (Do note everyone is a sales and marketing person - we need to learn how to drive our messages to employees)

Here are 2 ways:

1. Millennials love to use reward programs. 
Whether it’s through earning points or a loyalty program millennials are eager to have bosses recognise them as special, unique and appreciated.
Question: How can you have a reward system in place (something like a FB messaging system, but here its merely rewarding employees on simple achievements and bosses , staff giving ongoing feedback through the system) 
TLMM researched this site for you to source: https://youearnedit.com/
2. Millennials use and value online reviews. 
They will share their opinions and check up on others’ feedback. They are comfortable communicating with their favourite brands through social media -- and expect responses to both complaints and compliments.
Question: Do you have group sessions/ open door concepts/ inclusion sessions that cultivates reviews for your employees to 'poor' out their concerns and at the same time receive feedback?       
TLMM researched this site for you to source: https://www.tinypulse.com/

Hope you have learnt!

TLMM Quote for November 2018: Don't re-invent the wheel or lay the same foundation as your predecessors. THINK. CHANGE. ACT.

Regards,
Cheryl Lourdes & The MatchMakers
We Consult, Match & Screen Best Expert Trainers in Town!
 TLMM' recent validation since started in Y2010:
  • Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
  • Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
  • Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Tuesday, 16 October 2018

85% of employees globally workforce are not engaged

85% of employees globally workforce are not engaged

From the study of Forrestor Consulting, they have researched that embracing continuous performance management is the Key to getting employees to be engaged. The issue with disengaged employees will effect global economy and incur losses to 7 Trillion USD losses in productivity.

Here are the advantages of why HR, Training and L&D Champions need to cultivate an engaged workforce
1. Help increase productivity by 1.5 times more
2. Consistency of coaching and mentoring culture
3. Boosting happiness levels and stress free

Here are the disadvantages should HR be fully engaged to embrace a continuous performance management process.

1. This will be time consuming for HR
2. Monthly meetings, and progress reports needs to be assessed.
3. Ideal HR staff needed to be recruited to empower this vision

However, as a People Department (HR, Training and L&D champions) we need to be optimistic all the time.  Lets start embracing a continuous performance management culture.  



Hope you have learnt!

Regards,
Cheryl Lourdes & The MatchMakers - We Consult, Match & Screen Best Expert Trainers in Town!


TLMM' recent validation since started in Y2010:
·         Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
·         Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
·         Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Monday, 15 October 2018

3 Ways: Why Mentoring is the Key to Retaining Employees

Dear HR, Training and L&D Champions,

3 Ways: Why Mentoring is the Key to Retaining Employees

According to the 2016 Deloitte Millennial Survey, 63% of millennials say their leadership skills are not being fully developed. It also found that those intending to stay with their organization for more than five years are twice as likely to have a mentor (68%), than not (32%).  Millennials are frequently looking for purpose in their work, so allowing them to explore that space while they move through their career will increase their enjoyment with their job.

1st Way:  Conduct Reverse Mentoring
Reverse mentoring is an initiative where older executives are mentored by younger employees on topics like technology, social media and current trends. It is shocking and but try doing a pilot on Reverse Mentoring and you will be amazed of how this helps make your Millennials and even the Gen Z be more happier and finding a fulfilling purpose.

2nd Way: Micro Mentoring
A millennial may have multiple mentors over a small time frame, as they go to different resources for areas such as job searching, interviewing, salary negotiation, onboarding, team development, and working with a new manager. You can search this 'micro mentoring' engines and suggest to your millennials

3rd Way: Group Mentoring
This  methodology is for individual development that utilizes multiple experts and multiple learners in a group setting. Although structured as a group, learning is individual and each mentee works on their own unique learning needs and development goals. The benefit of group mentoring is alignment of skills to various mentors skills.

Regards,
Cheryl Lourdes & The MatchMakers - We Consult, Match & Screen Best Expert Trainers in Town!


TLMM' recent validation since started in Y2010:
·         Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
·         Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
·         Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Understanding Millennials isn't just about employing them only... but knowing how to Market your messages to them is Crucial

Dear HR, Training and L&D Champions,

Understanding Millennials isn't just about employing them only... but knowing how to Market your messages to them is Crucial

As millennials move into leadership roles, they’re going to be making 'buying' decisions, so it’s important for HR, Training and L&D Custodians to understand how to 'market' and 'train' this generation (Do note everyone is a sales and marketing person - we need to learn how to drive our messages to employees)

Here are 2 ways:

         1. Millennials love to use reward programs. 
    Whether it’s through earning points or a loyalty program millennials are eager to have bosses recognise them as special, unique and appreciated.
    Question:  How can you have a reward system in place (something like a FB messaging system, but here its merely rewarding employees on simple achievements and bosses , staff giving ongoing feedback through the system) 
    TLMM researched this site for you to source:https://youearnedit.com/ 
    2. Millennials use and value online reviews. 
    They will share their opinions and check up on others’ feedback. They are comfortable communicating with their favourite brands through social media -- and expect responses to both complaints and compliments.
    Question:  Do you have group sessions/ open door concepts/ inclusion sessions that cultivates reviews for your employees to 'poor' out their concerns and at the same time receive feedback?           
TLMM researched this site for you to source https://www.tinypulse.com/

Hope you have learnt !

Regards,
Cheryl Lourdes & The MatchMakers - We Consult, Match & Screen Best Expert Trainers in Town!


TLMM' recent validation since started in Y2010:
·         Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
·         Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
·         Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors