How to Train and Energize Your Team

The Difference Between Training and Coaching Training Used for skill-building Introduces new or new-to-your-organization skills and behaviours Used to set a foundation, establish wide-spread expectations and ensure a common ground Coaching Used to make training stick Reinforces new skills Used to follow up and maintain expectations Help to integrate new behaviours

Is it a training or coaching issue? Bob recently attended a training session on how to close a sale. After a couple of weeks, he is still unable to close a sale. You’ve hired a new employee who is struggling with greeting customers. You have noticed that Jane is providing incorrect information regarding the winery and region. John who is at the cash does not appear to be encouraging customers to purchase extra bottles of wine. A tour group has just arrived and Mary who is at the tasting bar is overwhelmed with questions from the big group. Coaching Training Training or Coaching

Is it a training or coaching issue? It’s November and your employees appear tired and uninterested. Bill who has been with the winery for 5 years is uncomfortable asking customer’s personal questions. A customer asks the associate what VQA means and the associate responds that he does not know what it means. Jennifer has a habit of saying “yergunnahafta” to her customers. An employee has asked you how to deal with upset customers. Training Coaching

Creating a Training Program ADDIE Analysis Implementation Evaluation Design Development

Creating a Training Program Analysis Analysis Examine your winery Identify your vision Employee Gap Analysis Performance Analysis Grid Implementation Evaluation Design Development

Creating a Training Program Analysis – Employee Gap Analysis

Does the employee have adequate job knowledge? Creating a Training Program Analysis - Performance Analysis Grid Does the employee have adequate job knowledge? High 10 9 8 7 6 5 4 3 2 1 A Motivation B Tools C Position D Skills and Behaviours Low 1 2 3 4 5 6 7 8 9 10 High Does the employee have a positive attitude (desire) to perform the job?

Creating a Training Program Analysis Analysis Examine your training need identifying what you want your training program to achieve Implementation Evaluation Design Development

Creating a Training Program Design Analysis Designing the storyboard of your training program. EnterTRAINment I T’s the little things Implementation Evaluation Design Development

Creating a Training Program Design - EnterTRAINment The more active and engage the participants are, the more they pay attention, and in turn, the more they learn. Group discussion (both large and small) Videos Games  Role play

Creating a Training Program Design - It’s the Little Things Always start with the housekeeping Start with something interactive Consider your transitions Accommodate for any past training Include a variety of training tools Be flexible Account for late start and longer breaks Consider the fatigue factor Keep it simple Always make the 2nd half shorter Run an activity after lunch Restate the key concepts of interactive exercises Make it relevant Always include a little more content than you think you need Always refer back to your goal

Creating a Training Program Development Analysis Develop the content Developing the materials Worknooks Flash cards PowerPoint Presentations Videos Implementation Evaluation Design Development

Creating a Training Program Implementation Analysis EnterTRAINment TalkJudo for training It’s he little things Implementation Evaluation Design Development

Creating a Training Program Implementation - EnterTRAINment Passion & Attitude Voice Body language Enthusiasm Facial expressions Your words Remember, when you’re training, you’re on stage!

Channeling Your Personal Passion What are you passionate about?

for Training Validate Confirm, Clarify, Continue Feel, Felt & Found Re-focus Avoiding negative language Encouraging rule following

Creating a Training Program Implementation - It’s the Little Things Know your material Smile Use the room Never ever run long! Use participants names Always refer to the participant materials Don’t ask questions you don’t know the answer to Practice, Practice, Practice Listen Use personal stories Be flexible Don’t rush activities Always be early Stay in control of discussions Keep it relevant Don’t preach

Creating a Training Program Evaluation Analysis Evaluate Formative evaluation Summative evaluation Smile sheets Gap analysis sheets Content retention quizzes Sales numbers Implementation Evaluation Design Development

Connecting Training & Coaching Training Coaching One-time event that introduces skills and behaviours Large time commitment at the time Does not occur on a regular basis Coaching Conducted on a regular basis Short time period Daily behaviours are assessed and improved Based on a set of universally known and understood behaviours and expectations

Performance Coaching Review Monthly WCO Mystery Shops Prominently post a blank report Celebrate the great scores! Discuss the mystery shop, and don’t allow excuses Coach the areas that need improvement Be a Role Model Make it a positive tool

Shift Starters Review Plan Less is More Keep it positive 20/80 BE ENTHUSIASTIC!

Training During The Busy Season Focus on giving your employees the skills they need, at the time they need it.

Re-energize Your Team The most important role that you will have during this time is to Stay Positive!

10 Tips for Keeping Employees Motivated Rotate Tasks Give your employees more responsibilities   Promote fun   Implement small incentives   Be a role model   Create opportunities to learn   Make time for each employee Boost team spirit   Be flexible   Keep Coaching

The Power of Praise

How to Train and Energize Your Team