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Other Added - Managers – Do You Have To Run A Motivational Training Session? - 10 Steps to Ensure Success!
Sooner or later, it happens to every business owner. A customer, that you thought was really great because they praised and flattered you, has suddenly turned into the most difficult customer you have. If it's not a matter of quality-control on your part, then it may simply be that your "good customer" isn't as easy to work with as you thought. Maybe they don't pay their bills on time, and you have to chase them down. Or they're always late for their appointments, and expect you to be late for your next customer. Sometimes, it's just that their personality is so needy, draining, or obnoxious that you just can't take it anymore. As a busi
3. Involve people in the discussion very early in the session. Avoid a long introduction, just a brief intro, then straight into the groundrules.
4. For maximum participation, start the discussion o
A lot has been said and heard about employees, what they do, how they do, how to appoint one, how to retain one, benefits, bonus etc. Here there is one area, a very important one for every employee in an organization and that is Self Service.As an employee one needs to ask for every bit of information about the ongoing processes in the company to someone, any change in their personal records, any voucher submission, time card details needs to be answered by someone maybe from a different department. With a system in place that enables every employee get access to all this features and updates available, will be a good one. This will mean an e
1. Get people involved in the topic before the session – issue what the professional trainers call “pre-work”. This can be as simple as asking people to jot down some answers to one question about the topic.
For example, let’s say that you need to improve the service to customers provided by your team, then your pre-work question might look like:
“Assume that we have just had a very successful year, and that we have received heaps of feedback which suggested our service given to customers has been first rate over the last twelve months:
• What things did we do to get such great success?
• What problems or challenges did we have?
• How did we solve these problems and / or meet these challenges?”
Note: for more information on these pre-work questions, see my article “Meetings – Management Meetings – Why are they such a waste of time? How to follow the 80/20 rule and five steps to success!” (www.nationallearninginstitute.com)
2. Agree groundrules for the session – if it is to be a discussion session, discuss and agree the role of the facilitator (you). Ask “Think about some of the more enjoyable and rewarding training sessions you have been in. What did the facilitator / trainer do? What did the participants do?” Ask people to quickly jot these down, then draw out the two or three things that you believe will be most important during the session for both the facilitator’s role and the participants. Write these two lists up in view of everyone and stick to yours – when people get off the track, remind them of the groundrules.
3. Involve people in the discussion very early in the session. Avoid a long introduction, just a brief intro, then straight into the groundrules.
4. For maximum participation, start the discussion or
Those founding or running businesses have a great deal more to consider than the bottom line, the profit margin, or the availability of products or employees. The public has lost its confidence in America’s businesses, and that trust will be very difficult for many companies to reestablish. Every day the papers’ headline the latest example of graft, greed, dishonesty, and out-and-out corruption and point the finger at another of the companies – many of whom are names that people have previously respected or even revered. Unfortunately, those who caused the problem for their companies and their customers at the same time caused problems for all of Ame
For example, let’s say that you need to improve the service to customers provided by your team, then your pre-work question might look like:
“Assume that we have just had a very successful year, and that we have received heaps of feedback which suggested our service given to customers has been first rate over the last twelve months:
• What things did we do to get such great success?
• What problems or challenges did we have?
• How did we solve these problems and / or meet these challenges?”
Note: for more information on these pre-work questions, see my article “Meetings – Management Meetings – Why are they such a waste of time? How to follow the 80/20 rule and five steps to success!” (www.nationallearninginstitute.com)
2. Agree groundrules for the session – if it is to be a discussion session, discuss and agree the role of the facilitator (you). Ask “Think about some of the more enjoyable and rewarding training sessions you have been in. What did the facilitator / trainer do? What did the participants do?” Ask people to quickly jot these down, then draw out the two or three things that you believe will be most important during the session for both the facilitator’s role and the participants. Write these two lists up in view of everyone and stick to yours – when people get off the track, remind them of the groundrules.
3. Involve people in the discussion very early in the session. Avoid a long introduction, just a brief intro, then straight into the groundrules.
4. For maximum participation, start the discussion o
Every company needs a sound and robust business model that scales as life changes. Many small businesses start with a business plan based on guesses. Then as life rolls on, there is never time to update it to reflect your evolving situation. When your accountant nags you, you just feel bad. And your bank manager makes a new business plan a condition for any money discussions so you rush into guessing again.Be succinct and clearIn my experience, a well-written Business Plan will earn you money! For small businesses, it can be two sides of A4 – in fact the briefer the better. Four questions need to honest answers:
• What things did we do to get such great success?
• What problems or challenges did we have?
• How did we solve these problems and / or meet these challenges?”
Note: for more information on these pre-work questions, see my article “Meetings – Management Meetings – Why are they such a waste of time? How to follow the 80/20 rule and five steps to success!” (www.nationallearninginstitute.com)
2. Agree groundrules for the session – if it is to be a discussion session, discuss and agree the role of the facilitator (you). Ask “Think about some of the more enjoyable and rewarding training sessions you have been in. What did the facilitator / trainer do? What did the participants do?” Ask people to quickly jot these down, then draw out the two or three things that you believe will be most important during the session for both the facilitator’s role and the participants. Write these two lists up in view of everyone and stick to yours – when people get off the track, remind them of the groundrules.
3. Involve people in the discussion very early in the session. Avoid a long introduction, just a brief intro, then straight into the groundrules.
4. For maximum participation, start the discussion o
What is medical transcription?The process of transcribing doctor-dictated dictations for the purposes of documentation as a medical record is simply termed as medical transcription. The person who transcribes the dictations into a document is a medical transcriptionist or a medical transcription professional. The process originated in the West. The person who did this job used to be called as a medical assistant who used to be with the doctor at the hospital writing down notes instructed by him. Advancement of this process is electronic conversion of the dictations.Why and who?For insurance purposes and maintenance of medical rec
2. Agree groundrules for the session – if it is to be a discussion session, discuss and agree the role of the facilitator (you). Ask “Think about some of the more enjoyable and rewarding training sessions you have been in. What did the facilitator / trainer do? What did the participants do?” Ask people to quickly jot these down, then draw out the two or three things that you believe will be most important during the session for both the facilitator’s role and the participants. Write these two lists up in view of everyone and stick to yours – when people get off the track, remind them of the groundrules.
3. Involve people in the discussion very early in the session. Avoid a long introduction, just a brief intro, then straight into the groundrules.
4. For maximum participation, start the discussion o
Don’t know how to sell yourself? You’ll miss out on the best career counseling advice!It all starts with changing some misconceptions about job search. You see, most of us were given career counseling advice that an interview or a meeting with a prospective employer means talking about your background and work history.Nothing could be further from the truth.It’s not about your past or what you used to do for someone else. It’s about how you come across right now, in the present moment. That means you have to sell yourself so people get a powerful snapshot of you . . . one that makes them sit up and pay attention to you!An
3. Involve people in the discussion very early in the session. Avoid a long introduction, just a brief intro, then straight into the groundrules.
4. For maximum participation, start the discussion or activity in pairs or small groups, then move the discussion/feedback to the main group. For example you could ask people to discuss their answers to the pre-work question in small groups and come back to the main group in 6 minutes with the three most relevant points.
5. Use questions to stimulate discussion. You should prepare these in advance. I always suggest that you prepare 15 questions that you could ask. Why? There’s no science or research to the number 15, just that I know through experience that not only will you have some great questions to ask, but in the process you’ll probably also develop the answers to any question you might be asked!
6. Involve all participants – pose questions to the quieter members to provide answers from their pre-work or from their discussions they had in the small groups at the start of the session (this will enable them to answer from their prepared notes without putting them on the spot).
7. Paraphrase and summarise the group’s progress often. This is important to keep the session on track. List the agreed points on flipchart paper progressively throughout the meeting.
8. Have teams record results of their activities/discussion on flip-chart paper and post around the room – this provides a focus; a way of summarising; a sign that “action is happening”. It is also very helpful for you as the facilitator to refer back to from time to time to remind people what has been covered or to emphasise important points that they have already agreed on.
9. As much as possible, give the group the responsibility for running the session. Set an agenda, then give people roles to carry out, activities / exercises to complete. For example,
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