The Art of Training

Most executives are not trained. They work hard, but not in training. As a result of non-training, managers wind up doing a lot of "do." When they are a coach, rather than developing people, they usually rate them.

The majority of the time, when the administrator wants one of his people to change, guides the satellite manager in one of two ways:

1) Ask the man to change his behavior – "Fix X."


2 ) Tells the man how to change – "Make Y."

And as everyone knows, when people get such instructions often, nothing changes, or when it happens, the change changes very quickly.

The reason for this – blame it on generation X or whatever – is that people will not change if they do not have a purchase and are not committed to a new plan. It requires some companies to find a way to get a purchase and commitment.

Turning coach managers can create a culture of procurement and commitment. It can increase people's productivity and performance. Most managers are very willing to train. In our experience, they do not train because they do not know how.

Here's a simple process to follow to turn coach managers. The key to the process is to be great at ASKING vs TELLING.

Collaborative Training is a three-step process that begins to ask.

Take your manager's hat, think of yourself as a coach and ask questions. Here is the ART process:


Evaluate the situation. Begin by asking the person for self-esteem. Not as formal but really going deep – Ask: Who are positive? What are the areas for improvement? Make sure that an individual evaluates himself for at least three minutes. This usually means asking questions. Only then do you have a vision.


Identify and remove the obstacle. Ask the man to point unclean – what's the obstacle? Then ask – What would the ideal look like? What can you do to get there? Give your views. Ask what support the person needs. Role Playing, Sharing Ideas, Practicing …


Set the next step and time. Get commitment, give encouragement. Most of all, do not forget to follow.

Good training is synonymous with development. Great training is an independent process. Coaches can start this process during training. There are two instructions: 1) Let them talk first and 2) Work on one at a time. With this, the overall process should not be longer than 15 to 20 minutes – not one or two hours! And the process will teach the seller how to become his own coach.

Why are you training a coach? By looking up organizations and insignificant changes, you, your team and your company need everyone to be a coach. ART training not only helps improve your performance by helping people remove performance barriers, but also enables you to teach your people and yourself and match your coach. Get started now!


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