Ignore your counselors at your own risk!

Posted May 5, 2006 by Rebecca Morgan
Categories: Uncategorized

A colleague called this morning to see if I conducted seminars on Myers-Briggs, the personality assessment. I told him I've found few people who've attended Myers-Briggs who could remember anything beyond their own four-letter style. I prefer a different system, which I've found people can remember — and use — years after the session.

He agreed that Myers-Briggs was challenging and confusing, but the client was insistent. This is another case of a client "wanting what they wanted" regardless of whether the training created the results they wanted. The only reason the colleague's client wanted this system was because so many of his staff had gone through it. He wasn't asking the critical question, "How many of those who attended can remember anything about it, let alone use the information regularly?" If he asked that, the answer would, no doubt, be "very few, if any."

If you are looking for deep-impact training, explore what outcome you want and is what you're self-prescribing going to accomplish that? Or even better, engage counselors who your respect, then take their advice! You'll get a much higher ROI if you ask yourself tough questions, then are willing to be open to a different solution.


Coaching — one of the hardest jobs for managers

Posted May 4, 2006 by Rebecca Morgan
Categories: Uncategorized

A client called yesterday to ask me to work with her front-line supervisors. She described their weak areas that needed shoring up. As she described the litany of inadequacies, it occurred to me that no matter how much I coached them, I wasn't there to see them every day. Someone needs to be on-site to witness the unacceptable behaviors and coach them immediately, or catch them making improvements and give them positive feedback. A consultant 40 miles away was not the solution.

I had tired to convince the manager that I could work with her to coach them, or to work with her and the supervisors together, but she needed to be the one who would comment on their behaviors real time. She didn't see this as a solution. The unspoken truth was she didn't want to get involved — she wanted someone else to fix the problem.
This is natural — we all want someone else to make our problems go away. But to grow your people, you have to have be hands on. So if it is you who needs some coaching on how to coach, get it. You can work in tandem with a consultant, but you need to be involved. If you aren't, the problem won't go away. Or it will, but so will your key talent.

Call me at 408/998-7977 if you want to talk about how to get coached to coach your people.

Prescribing without proper diagnosis

Posted May 3, 2006 by Rebecca Morgan
Categories: Uncategorized

Yesterday a colleague wanted my input on a training program she was designing. She said she needed to design a 4-hour course on communication styles, on which I have expertise. When I asked what the client wanted the training to accomplish, she didn't know. When I asked then why a 4-hour course, she said that's what the client asked for.

The client is a manager of a manufacturing operation. He has no experience in training or development. He was unclear what he wanted the training to accomplish. So how could he decide a 4-hour course was the proper solution?

I've seen this so many times in my 26 years in the people development field. The client, who isn't clear on what s/he wants a development program to accomplish, pulls out of thin air a solution.

If you went into the doctor with a headache and said "I need an operation. I must have a brain tumor." and the doctor said "OK." it would be ludicrous. So why do we not think it's ludicrous when someone with no expertise decides on a solution?

If you want to develop your people, engage someone who knows what questions to ask you, how to uncover the critical areas for development which will yield the highest ROI, and will design a solution custom made to your situation.

More info on the process of doing this is in the article "8-Step Process for Growing Your Key Talent"

Email me if you want to set up a time to help you diagnose your situation and help create an effective solution. 


Posted May 2, 2006 by Rebecca Morgan
Categories: Introduction

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