Tip #502: A Story Turns Out to be Untrue
This Tip describes a training situation where I used a story to make a point, only to find it was a legend and untrue. “There
January 27, 2014
This Tip describes a training situation where I used a story to make a point, only to find it was a legend and untrue. “There
This Tip suggests ways to avoid an 85% post-training loss of learning, primarily focused on what the supervisor can do. “The way positive reinforcement is
This Tip continues with Day Two of the second train the trainer, where there was disappointment, then success with the learning objectives and agendas. “Euclid
This Tip describes a guaranteed way to get all participant evaluations from a two-day leadership retreat before they leave. “The excellence of a gift lies
This Tip shares how I’ve been getting mileage out of a car metaphor for module titles and learning objectives. “An idea is a feat of
This Tip describes my first visit to Amman, Jordan to conduct two five-day train the trainer sessions and design curriculum. Amman March 16 12:10 a.m.
This Tip discusses how to give critical performance feedback in a collaborative problem solving fashion that holds the employee accountable. “I like criticism, but it
This Tip discusses the fact that not everyone can effectively supervise others, particularly if they need to conduct a performance evaluation or discipline. “What you
This Tip discusses eight places in the training process where supervisors ensure successful employee training. “It’s all to do with the training: you can do
This Tip focuses on seven informal in-class needs assessments a trainer can use to avoid teaching what the trainees already know. Seven Informal In-Class Needs
This Tip talkes about five ways a trainer can save training time with informal needs assessments prior to the training program. “I could undertake to
This Tip focuses on six reasons why supervisors need to be involved in training design, first because training supports employee performance. “One of the most