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Written by Fran Berry
“It’s all fine and well to be teaching us to communicate better, but I’m really angry that the company is spending all this money on you (no offence or anything), when we have this system that we have to use that crashes every time I make a sale and results in the customer not getting the item they wanted to purchase. Three weeks or so later, the customer will call back and, not only have I lost the sale, I have to deal with a very angry person. What’s the point in getting better at communication and selling, when I can’t complete the sales? Now I’ll just have MORE angry customers to deal with. I simply don’t think they have their priorities right!”
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The first piece of advice that they have to offer is this; create a Shared Vision.
“There is no point in following a tradition of serving a 3 course hot lunch with all the trimmings if your family are going to be in and out of the pool all day and it’s 45 degrees “suggests Jaymelee. Sit down and have a conversation with your family members and provide ample opportunity for everyone to have their say in what the day will look like. Come to a consensus and create a plan of attack so that the vision can be realised. The key element to doing this is cellular listening. We show others how much we truly value them when we give all of ourselves to the act of listening. This means that we don’t keep one ear out for the cricket score!
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Have you ever felt like there are not enough hours in a day, days in a week or months in a year?
That no matter how many to-do lists you write or plans you put in place, no matter how intent you are on following through on your intentions - ‘I will finish all of my work today, I will do the food shopping, I will get to the day care on time’ etc. -at the end of the day you still feel like your inbox (both on your desk and in your email) are overflowing, that you’ve never got any time for you, that your children will be wondering where you are and your fridge is empty?
Are you feeling:
The most wonderful things happen when you are in the company of experts.
The expert I am talking about in this blog is an air conditioning sales person. His name is Jon.
After searching in different stores across Perth one Sunday afternoon, my husband and I came across Jon.
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In my previous two blogs I wrote about what is meant by the term Training Transfer – when training their staff, organisations must consider the return they will get from the investment they are making financially and from an allocation of resources point of view. I explored the difference between a positive, negative and a nil result from sending people to training, and how to ensure your organisation’s ROI is always positive.
In this blog, I discuss how organisations can achieve a better than positive return on investment (ROI) – a maximum ROI. To achieve this, we need to explore the question – who really is responsible for putting the newly acquired skills and knowledge into practice once trainees return to the workplace? Consider the answer to this question before you read on.
So, you’ve sent your people off to training, and here they are, with their workbooks and newly acquired knowledge, their heads full of great ideas ready to go…….. now what?
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It’s said that retail numbers are down because of the economy, which may be so. I am ready to bet that it’s also declining due to the lack of rapport building, identifying buying signals – positive language and true understanding on how to effectively communicate with others.
The list goes on about what the reasons are! I’m going to concentrate on questions in this blog.
My story starts with “I have money to spend on clothes!” A very excited Suzanne walks into a shop and starts to peruse the rack.
Shopkeeper: “Hi, is there anything in particular you’re looking for?”
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written by Beth Nurnberger
In my last blog I wrote about what organisations can expect by way of return on their investment in terms of Training Transfer; it can be positive, negative or nil (neutral= zero). In this blog I want to provide you with a highly effective approach to ensure a positive return on that investment – before the decision to send people to a training session is made.
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written by Beth Nurnberger
Most organisations have processes in place to provide personal and professional development. Sending staff to attend training is one way to invest in them. This blog explores what organisations can expect by way of return on their investment – positive, negative or nil (neutral= zero)
Have a think about this for a moment…… You may respond to this question with the following answers:
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Accelerated learning (A.L.) is the most advanced teaching and learning method in use today. It’s a total system for speeding and enhancing both the design process and the learning processes.
Based on the latest brain research, it has proven again and again to increase learning effectiveness while saving time and money in the process.
Many of today’s leading organizations and educational institutions are benefiting from the power of accelerated learning.
What makes accelerated learning so effective is that it’s based on the way we all naturally learn.
A.L. unlocks much of our potential for learning that has been left largely untapped by most conventional learning methods.
It does this by actively involving the whole person, using physical activity, creativity, music, images, colour, and other methods designed to get people deeply involved in their own learning.
According to accelerated learning, here’s what people need for an optimal learning environment:
A Positive Learning Environment. People learn best in a positive physical, emotional, and social environment, one that is both relaxed and stimulating. A sense of wholeness, safety, interest, and enjoyment is essential for optimizing human learning.
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