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What do you want employee training to do? It’s all very well using words like ‘inspire’, ‘motivate’ and ‘engage’, but these don’t describe what attendees should be able to do differently, or better, as a result of their training.

A title can whet the appetite, and a programme gives flavour, but if the training is to nourish people’s minds it needs to connect with their experience so that they can see the value of what they are being taught.

The starting point when planning employee training should be “What do we want people to be doing after the training, that they can’t or won’t do now?”

I will help you design your training. Contact me

Latest from the blog

A new approach to stress training

Traditional training – which usually follows a predictable format – is fine for information-based topics, so it is recommended to training on matters that are technical, administrative or procedural. Topics like stress, resilience and wellbeing, which are conceptual rather than technical and therefore involve a different type of mental engagement, are better imparted through interactions that involve ‘learning by doing’. Most training of course involves practical exercises, but these are often regarded with suspicion by attendees because they are inauthentic and ‘not the real thing’.
I have developed a new approach.

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When the Daily Grind Is Too Much

Chossing the right job can be a hit and miss affair, and even if you find it, the working environment can be tough and unpredictable.

If you are thinking of a change, maybe starting out on your own, I’d recommend it, but only if you are suited to it. Even when we go into something with our eyes open where we think we have anticipated everything, there will still be setbacks.

Self employment is great, but it is not for the faint-hearted.

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How to be more Resilient

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Understand the steps to resilience and you can develop the ability to cope with problems and setbacks with less stress and more confidence.
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