1. Truth and Leadership Academy
 4 Step Training Method
Orientation
Demonstration
Practice
Feedback

2. Truth and Leadership Academy
So what is the purpose of Training?
Educate or increase knowledge.
Alignment of behavior with a desired outcome.
To raise the value or usefulness of an individual…
…in order to raise the value of the cause.

3. “The best training program in the world is absolutely worthless without the will to execute it properly, consistently, and with intensity.“
John Romaniello

4. Step 1 – Orientation (On-boarding)
The employee is prepared for the job through initial meeting (orientation) to discuss:
The company history, the purpose statement and core values.
Tour through the store & Introductions.
New hire paperwork, employee file created.
Company policies and expectations… (Employee Handbook, manual or video)

5. Examples of Company Policies
Schedule review
Time off request – written
Illness, Attendance & Late policy
Changing shifts – communication
Employee discount policy & rules
Overtime – 40+ hours per week
Dress code
Cell phone policy
Visitors & rides
Smoking policy
Breaks & lunch
Personal conduct standards
Progressive disciplinary actions (3 steps)
Open door policy
Safety & sanitation
Emergency procedures
Computer & Internet policy
Cameras – Audio and video disclaimer
Performance reviews, raises etc.
Parking & transportation
Discrimination & Harassment
Other?

6. Step 1 – Orientation This is the Excitement stage.
New Job, fresh start
Willing to learn, thirsty, enthusiastic
Nervous but anxious to get started

7. Step 1 – Orientation Needs of the new employee:
To understand what is expected of them.
To feel accepted and part of the team.
To know the chain of command, who they can go to for help.
To know where they can find the resources to procedural questions.

8. “Ignorance of all things is an evil… but great cleverness and much learning, if they be accompanied by a bad training, are a much greater misfortune.“
Plato

9. Step 2 – Demonstration
Trainer will present the task while discussing the details and “why’s” of each step using the training material.
Job aids, brochures, portion charts.
Scheduled during appropriate level of business, not just thrown onto the schedule randomly.
Trainer needs to be a designated trainer (certified). Usually the GM or Assistant who has shown themselves to be thorough, clear and insightful with experience in training.

10. Step 2 – Demonstration This is the Curious stage:
The employee gets to see how everything is done
This is the time to ask questions, and get clarification.
The employee starts to make sense of the systems

11. Step 2 – Demonstration Needs of the new employee:
Being comfortable asking questions (even dumb ones)
Correct procedures - Someone to tell them the correct way, and not have to determine for themselves.
The “Why” behind what we do.
An acknowledgment of understanding. “Does this make sense?” or “Do you have any questions?”

12. Step 3 – Practice
Trainee will demonstrate the task while the explaining each step back to the trainer.
Give them time to work through the task without interruption. Let them make mistakes.
Observe their technique but avoid criticism.
Point out positives and praise progress.

13. Step 3 – Practice This is the Awkward stage.
Worried about what others think of you. You are slow and everyone else seems fast,
Not aware of where to find things, Unfamiliar with terms and slang.
Fear of being abandoned or thrown into a task prematurely.

14. Step 3 – Practice Needs of the new employee:
Specific tasks, single focused, not to be overwhelmed, yet challenged.
Time to practice and develop confidence and speed.
Reassurance that you will be there for them.
To feel like they are contributing, feedback and encouragement.

15. Step 4 – Feedback
Trainee will practice the task several times until they have mastered the skill. Trainer will continue to follow-up with the trainee until the training objectives have been met (results).
Trainer connects with them to find out how they are feeling about their progress.
Ask about any concerns or additional guidance needed.
Ask for permission to give feedback.
Don’t focus on what they are doing wrong, focus on what excellence looks like.

16. “Words are singularly the most powerful force available to humanity
“Words are singularly the most powerful force available to humanity. We can choose to use this force constructively with words of encouragement, or destructively using words of despair. Words have energy and power with the ability to help, to heal, to hinder, to hurt, to harm, to humiliate and to humble.”
– Yehuda Berg

17. Step 4 – Feedback This is the Tipping Point stage:
The employee is connecting to management and fellow employees, or not.
The employee is either beginning to align themselves with expectations, or not.
The employee feels good about their progress and abilities, or not.

18. Step 4 – Feedback Needs of the employee:
Recognition of performance, growth acknowledged.
Challenged to continued growth. Not allowed to stay stuck.
A vision of the next level and how they will get there.

19. “People Quit People, Not Companies”
John Maxwell – Leadership Gold

20. My Challenge to you!
Don’t be the reason an exceptional employee (Eagle) leaves the company due to:
You not knowing the Expectations
You not following the Expectations
You not teaching the Expectations

21. My Challenge to you!
Don’t be the reason a poor employee (Turkey) stays unproductive, or remains in the company by:
Starting them off on the wrong foot never to get them to a contributing level. Half-trained or poorly trained.
Not addressing where they have drifted from the standards, only to see poor standards spread through the store.
The shortsightedness of not wanting to have to train someone else.