Tip #199: The Case For Credentials, Not Initials
I have a bias that I am going to share, based on thirty years of experience in training and consulting: Knowing is not doing, and
I have a bias that I am going to share, based on thirty years of experience in training and consulting: Knowing is not doing, and
am so appreciative when you respond to these Tips and offer your expertise and great finds. Last week’s Tip discussed two countdown timers that I
Subject matter experts rarely refer to themselves as SMEs and they certainly don’t find that role on their job descriptions! We need to approach them
I blame it on the approach that many college professors still model. If lecture is good enough for higher education, then many business owners and
I have four brothers- and all five of us are in business for ourselves. I have owned my own training and consulting firm for over
I recently received an inspiring example of what can be done to bring learning alive in an employee orientation program. As some of you may
I suppose I should begin by saying that I use a Mac computer and laptop, which may make it somewhat easier to create playlists using
The ninth and last step in the comprehensive nine step LESSON PLANning Process is: STEP 9. ARRANGE TO EVALUATE IF THE TRAINING NEED HAS BEEN
The Challenge: You have only thirty minutes to cover a lot of information, yet know you should use some discussion to break up the lecture.
Difficult Behavior: Complains about anything and everything, including: the room, materials, topics, instructor, organization, weather, refreshments, etc. Focus is on what is wrong or bad
Difficult Behavior: Quiet, non-participative, passive in the group. Does not make an effort to become part of the discussion. Can be shy, depressed, afraid, tired,
Difficult Behavior: Is quick to find fault with the material or instructor. Picks apart statements in an inappropriate way. Often is angry, but will not
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