The Advantages of Outside Trainers for Companies to Consider

, ,

Employee training is one of a business owner’s or manager’s top priorities and can pay some of the highest dividends in terms of productivity and profitability as well as leading to greater customer satisfaction. There are such companies that can  provide training services to other businesses, also known as outside training. While not a substitute for training by immediate supervisors, outside training has its own advantages and could have a place in your business’s training plan. The benefits of these training companies can outweigh the costs to provide a rewarding long lasting experience.

Outside Training companies

Leaders Speakers Presentation skills and team building training

Professional Trainers

Outside consultants and professional trainers often have the seasoned skills in teaching and training being that is their forte rather than the management and supervisors within the organization who do not practice as a profession. Training is their specialty, and outside trainers are up to speed on all of the newest techniques and the use of technology in training. An outside trainer may be more willing to use role-playing and team-building exercises with which a manager might not be familiar or less willing to use. The outside trainer specializes day in and day out facilitating training sessions for many companies.

From a time management standpoint, A department manager’s or business owner’s time is valuable, and he often finds himself stretched to the limit with day-to-day obligations. Even though the benefits may outweigh the time spent, managers may be unwilling to invest the necessary time to train employees because of other pressures. By delegating some of the more time-intensive training activities to an outside trainer, his employees and company still benefit from the training, and he is able to attend to other tasks so that there is a win/win all the way around.

Another advantage of the outside trainer is that they will have non –biased and insights and  therefore can be advantageous because of the “clean slate” approach to the personnel that needs to be assessed in a non- judgmental way. In the instance or concern that outside trainers may not be familiar with some of the companies practices, trainers will spend some time prior to the training to be brought up to speed on the companies culture and expectations that they have for the prospective training expedition. The trainers are then familiar with the company’s culture as well as their management styles and procedures.

Outside trainers may provide training through seminars or conferences that are held off-site from the business. Off-site training often can provide a more distraction-free environment for employees, who may be pulled back into work when the training is provided at their main place of employment. Seminar or conference training may also allow the employee to interact with others in similar businesses and to gain knowledge and ideas from them. Different venues serve as a refreshing retreat from the overly familiar environment and can encourage fresh ideas.

Companies can truly benefit from outside training companies in the training and development of employees . Outside trainers can help you achieve your desired results in personnel enrichment refresh team when  communication cooperation have gotten out of sync for many reasons.

 

Follow These Tips and Overcome Your Public Speaking Fears

, , , ,

Most people DO NOT like to speak in front of an audience being that they experience great anxiety or public speaking fear issues in front of crowds. I run into many professionals that say that are great one on one and are great sales people but fail in front of audiences simply because they are afraid. Actually most of those people would love to be more comfortable speaking to a large audience, but either do not know how to remedy this fear or are not motivated to do so. The fix just takes a little courage and few simple tips that can be used with practice to overcome this affliction that is holding them back from being good presenters.

Public speaking Tip #1 – Know that 90 percent of your nervousness does not show to the audience. The folks out in the crowd cannot see things like your sweaty palms, nervous stomach, racing heart and many more, so relax and with the knowledge that  the audience does not know that you are nervous.

Public Speaking Tips #2 and #3 – Never try to memorize or recite your presentation word for word.  Many speakers fall into the trap thinking that they can deliver the perfect presentation if they memorize or recite but this feat is impossible and it will only lead to a broken presentation.

Public Speaking Tip #4 – Search the audience for friendly and receptive faces. This will give you the confidence that you are being well received.

Public Speaking Tip #5 – Show up early and get everything set up right. Being prepared and knowing everything is set will give you plenty of confidence at the beginning of your presentation because you will feel like you own the room.

Public Speaking Tip #6 – If at any moment during your presentation that you feel uptight or nervous , simply take a few deep breaths. Taking deep breaths brings more oxygen to the brain and will relieve your nervousness.

Incorporating these simple techniques public speaking when you are speaking in front of large or small groups will definitely give you the ability to overcome your public speaking anxiety.

Bicycle Team Building Event – Federal Government Washington, DC

, , , ,

Team Building Activities for Co-Workers

The Pretrial Services unit for the Federal Government was looking for team building training and awarded Leaders Speakers of Charlotte NC the contract.Bicycle Building Team Building Event They chose the” Bicycles Built by You” team building event because it was a high energy and creative exercise with a charity component. The event took place in downtown Washington DC. There were three sessions of enthusiastic competitive team members that had to bond with their team members and cooperate with other teams in order to advance in their quest to obtain the necessary bikes parts in order to build 20” bikes that would eventually be presented to the local Boys and Girls club at the end of the event.The teams had to come up with a team cheer and compete against each other teams with their creative, unique and high energy competitive exhibitions. They were then judged after the cheer offs to determine winners that would get a concession of a “head start” to start solving some challenging clues to earn their bike parts. The groups worked feverishly to get their bicycles built first even when it meant cooperating and helping other groups with their efforts. The overall team building experience proves and helps the individual teams realize that it takes cooperation from all groups to be successful.Bicycle Building Team Building Charity event Another sense of accomplishment and awe happened at the end of the event when the finished bikes were presented to 18 deserving children from the local Boys and Girls club of Washington DC. The staff members made it a point to individually express their appreciation for the overall experience that this team building event that will provided for them.

How to Interview Well and Minimize Bad Hires

, , , , , ,

It’s interesting that some candidates come off Impressive in the interview process then 90 days down the road their performance does not jibe with how they came off in the interview? Many individuals are very skilled at interviewing but turn out to be bad performers and visa/ versa.  I have been interviewing  candidates for sales positions recently  and have found some helpful tips to help vet the right candidates. The key here is to to sharpen your interviewing skills with the right interviewing preparation.The following are some of questions that can help you in your interview process.interview

  1. What did you initially find interesting about this job?

This question will help you determine if the the potential employee really cares about your company and understands the job. If the answer is detailed and reveals he has done research on your company and the role, you may have a good fit. If instead a candidate gives a generic answer that shows no comprehension of what your company does or what the position entails, he may just be desperate to find any job–and you don’t want to hire him.

2. Have you visited our website? What intrigued you about it?

Pay close attention to how detailed a candidate is when answering this question. If he seems caught off guard or stumbles through his responses without giving specifics about the website, chances are he probably didn’t do his research. If a candidate couldn’t bother to pull up your website once before the interview, chances are he’s not truly interested, detail oriented, or well prepared.

3. What salary do you need?

You’re not inviting a salary negotiation. You just want to know what salary the employee needs to cover his bills, what it takes to make salary the least of his concerns. This helps you take the focus away from money and lets him know that salary is not what’s important about what you have to offer–it’s the actual job that matters. Learn what the employee wants, and then direct the conversation back to the job itself.

4. How much money would you leave us for?

Present the candidate a hypothetical situation: He gets the job, with the exact salary he asked for, and loves everything about the company and position. Then, he gets a job offer from another company. How much money would he need to be offered–on top of the salary he requested–to take the other interview? This is hugely important, because a great candidate will say a job he loves is truly worth more than money (as long as it covers his expenses). A mediocre candidate will say double or triple the salary, and a bad candidate will say a dollar amount that’s less than double. You want to hire someone who doesn’t work just for money, someone for whom money isn’t a top priority if you take it off the table.

5. Has there ever been a time when your workday was over but your tasks weren’t finished? What did you do?

This question, will reveal if your candidate is truly a dedicated employee. A bad prospect will say he left the tasks until the next day; a great candidate will say the day isn’t done until the work is. You want someone who cares about helping your company, not someone who loses focus and skirts off at the very first opportunity.

6. How do you pick up the slack if a co-worker doesn’t finish a task?

Set up a scenario: Suppose the candidate is working on a project at 10 p.m. on a Friday and gets a call from an angry customer because someone on your team missed an important deadline. A great employee would take ownership of the task and do it himself. A mediocre one would write down the details and refer it to the co-worker, to be handled later. It’s important that an employee be able to take initiative–even if it means picking up the slack–for the good of the company.

  1. Can you solve this problem?

Set up a scenario: Suppose the candidate is working on a project at 10 p.m. on a Friday and gets a call from a customer who’s angry because someone on your team missed an important deadline. A great employee would take ownership of the task and do it himself. A mediocre one would write down the details and refer it to the co-worker, to be handled later. It’s important that an employee be able to take initiative–even if it means picking up the slack–for the good of the company.

Taking the time and thoughtful approach to interviewing your candidates will help you find the right personnel.

Save

Save

How to Fix Bad Management that is Destroying your Employees Morale

, ,

team build resolution

I have recently had the opportunity to interview many prospective sales people as candidates for entry level sales positions which has brought in candidates from many different industries and professions. I shockingly discovered through my process of interviewing that many of the applicants experienced bad management /employee relationships in their past jobs that resulted in resentful attitudes or quitting. In any case it seems that there are a lot of supervisors or managers that are not properly trained to manage other people leads to unsatisfactory production and low profit margins. team buils pymaid Sometimes companies have are forced to hire inexperienced management personnel or they do not have the time or resources to properly train them. So how do companies remedy a bad management situation? Well it obviously starts with reassessing and retraining of management and supervisory roles. Most times it is better to get an opinion and a fix from an unbiased outsource, this has two benefits in that the outside source can provide the unbiased judgment and it takes the burden off you and/or your company being perceived as the bad guy.

In addition to my role as a sales consultant I have been practicing leadership and team building training for several years. Team building exercises are a way of realigning, restoring team values and re-establishing effective communication channels not only between management and the teams but between teams (co-workers) as well. For Example I had the opportunity to facilitate a “Cultivating team a Atmosphereprogram for one the veterans associations management teams. They seemed to have interdepartmental issues – dissention, total communication breakdown with different management styles ECT. They were looking to quickly repair a breakdown and dysfunctional situation immediately.  As the participants came in the workshop room to choose their seating you could see the division among the personnel. “The Cultivating a Team Atmosphere workshop is a one day team building workshop with exercises and teachings to help overcome any obstacles that are inhibiting a productive and harmonious workplace.  The  participants were lead through various exercises that uncovered and resolved some very long standing issues. After the first break, one of the top managers who sat in on the leadership workshop took me aside and said that she was pleased that we had made some breakthroughs in a short period of time. It usually does not take more than a half a day to start uncovering and resolving communication issues and collaboration problems that can be easily remedied. Once you have people together and take them through a few exercises they realize and then are open to discuss their errors and problems at hand and be able to resolve them in a focused and non- threatening environment.