Today I had a lovely tweet from Jean Crew about the tweets I share and it really gave me a boost. Sometimes, I do wonder why I bother to write blogs, share updates on LinkedIn and tweet about what I am doing/thinking. Sometimes what I share, barely seems to get noticed and it starts to become a numbers game.
So this got me thinking about encouragement and feedback (again) and how important it is. As trainers/facilitators, when we take people through any sort of change whether it is time management, leadership, conflict management, how do we make sure that the changes in their behaviours are long-lasting? How do we make sure their rockets have enough fuel to keep them going along the trajectory they have started on?
Here are some of my thoughts :
- Before the workshop, ensure their line managers know what they will be learning about and have agreed some objectives with the learners
- In the workshop, give praise where it is due, in a genuine way
- Get them to give each other feedback – give them a model that works
- Post- workshop encourage the line managers to reinforce the good behaviour and any changes that they see
It sounds so simple….. and yet….. do we always give our learners enough fuel for their rockets?