Added to this is the fact that more and more training is being conducted online with cost and time being the major drivers behind this. This makes sense up to a point but cheap and quick are not necessarily the best ways to learn. In some respects many might think it’s almost the opposite of the college system; too expensive and too long. So where does the answer lie? Inevitably, as with most situations, the answer lies somewhere in between.

Here are the 5 Key Tips for ensuring an optimum learning experience.

Varied Learning

Blended learning has become somewhat of a buzz word recently and is certainly a positive move in terms of utilizing traditional classroom with online / technology. But varied learning extends beyond this in terms of the importance of striking the balance with lecture, discussion, role play, activities, visuals, one on one coaching, all of which should be designed to ensure maximum engagement.

Competent Teaching

The teachers are the voice of the program and are still the anchors of any developmental experience. They must be knowledgeable, possess the effective communications skills and be able to flex to meet the needs of various learning styles. People are auditory, visual or kinesthetic and good trainers have the ability to mix up how they communicate to ensure all needs are met.

Technology

This can be used to very much enhance your presentation but can also take away from it. Like a good teacher it can also address the needs of various learning styles. However be sure it works, keep it simple and let the content speak for itself.

Practice

It is critically important that a new skill be followed by practice. This is as applicable with professional development as it is with sports. This could be some form of classroom activity, a peer work outside the class or a project. Make it something that ensures the applicability of what has been learned is being transferred back into their real world situation. Learning + Practice = Doing (and perfecting).

Accountability

Unless somebody holds us accountable to getting tasks completed, in most instances, it does not get done. Having people submit logs of completion, doing exams or presenting projects are needed to ensure people realize the importance of what they are learning and that tasks get completed. Consequently they have a much greater learning experience.

So as you plan to either deliver a training program or hire somebody into your organization, be sure to check that all of these are in place.

©2012 New England Coaching. All Rights Reserved.

Consequently for organizations selling their training services, one needs to be mindful of the agenda of those to whom they are selling to. As much as 101 sales training will stress the need to speak to the ultimate decision maker, this is not always the possible, particularly in large organizations. Quite often it starts with speaking with a Human Resources representative who is charged with the responsibility of identifying a suitable program and vendor. They in turn will typically present and justify their recommendation to the manager of the people identified for training. So really there are at least two buying groups both of whom look at this proposition quite differently. So here are a few key considerations (and associated questions) to think about depending on whom you are dealing with.

What’s Important to Human Resources

1. Curriculum

What does the program involve in terms of training manual and assessments used? How long does it last and what experiential components are there?

2. Trainer Qualification

Who are the trainers, what’s their style and backgrounds?

3. Testimonials

Who else has done this training? What has been their experience? Can we speak with somebody?

4. Cost (if coming from OD budget)

How much will it cost and how many per class?

What’s Important to the Business Leader

5. Business Benefits

How will my group be better as a result? What are the deliverables? What has been your experience with a similar discipline in another organization?

6. Program Duration

How do you propose to do this training? How much time will participants be away from their work? What else do they have to do?

7. Participation

Who are the best people to put in the first group or should I put those who need it most?

8. Cost (if coming from business unit budget)

How much will it cost and what’s the return on investment

Final Tip: Consider coaching the Human Resource representative on how best to subsequently sell to the Business Leader by sharing all 8 tips.

©2012 New England Coaching. All Rights Reserved.

1. Anticipate this Challenge – work off the assumption that your prospective audience might be like this and prepare them in advance. Send them an article about what you do, have them do an assessment or some other type of pre-work. If nothing else get them curious.

2. Prepare Managers – depending on the scope of the presentation it might be beneficial to speak or communicate with managers of prospective attendees so that they are talking up the program beforehand.

3. Make a Good Start – do something unusual at the beginning to get their attention. They say impressions are formed in the first 30 seconds so don’t start with your name – they most likely already know that. Make a bold statement, quote a real important statistic, use humor (if you are good at it) but above all do something that grabs them.

4. Make it Experiential – get attendees doing something that is fun but more importantly enhances and connects with the learning. Games, roles plays, lively debates, etc. all serve this purpose and gets people to engage with what you are talking about.

5. Practice / Practice – beyond the interactive piece provide opportunities for people to practice what is being taught. Make it an extension of the classroom learning, such as peer work, projects, reading, etc with some form of accountability built in to ensure it gets done.

6. Test Knowledge – as much as people might hate the idea of a written or oral exam, this really forces participants to optimize the learning experience, seek clarification when something is not understood and speak with other class participants about the content. All of this leads to retention of content and a far greater likelihood of usage.

©2012 New England Coaching. All Rights Reserved.

So once the overall budget is agreed the bigger challenge becomes who will actually be conducting the training? When selecting a training organization here are a few tips to take into consideration to ensure you have what is most important – the right fit.

Quality of Content

It may seem obvious but really pay attention to ensuring that there is good match between the needs of the organization, the people attending and the actual content provided. In addition, what opportunities does the program provide in terms of integration of learning so that it is a real “experience” rather than simply an “event”?

Delivery Method

Based on who is attending what is the best type of delivery? There are so many ways of training nowadays whether via live classroom, books, telephone, internet based, etc. What would be best for your audience? What are their learning styles?

Quality of Trainers

Do the trainers possess sufficient subject matter knowledge and credibility? Check out their bios and / or speak with other organizations that have used them. In addition, do they possess the personalities and capabilities to connect with their audience?

Reputation of Training Organization

Check out how long have they been in existence and find out what other organizations they have worked with and how successful they have been. Assess what support they offer in terms of customization, flexibility, etc and whether this arrangement can truly be a partnership of sorts.

So don’t get hung up with the cost at the beginning; asses the true value it will provide to your organization by understanding “the fit” and this will then create an appropriate context for the cost discussion.

©2012 New England Coaching. All Rights Reserved.

Keep in mind that there is an important distinction between following up with potential clients, colleagues, and others on a personal one-to-one level, and developing an automated keep-in-touch strategy where you broadcast electronic newsletters and other e-mail and send regular mail messages. When you’ve met someone and exchanged contact information, you have permission to communicate with him/her, to start or continue a dialogue that is valuable to both of you. However, this does not give you permission to add that person to your mailing list. Any automated messaging must be done with the person’s explicit permission. With that said, it’s perfectly acceptable, once you get to know people, that you ask them if they’d like you to subscribe them to your newsletter. Then, if they accept your invitation, you have permission to send it to them along with special offers and promotions.

Keeping in touch with your potential clients is critical to developing trust and credibility and will keep you in the forefront of their minds when they need you, your services, or the products and programs you offer.

Posted by Deb Bercume and Sherry Dutra, Certified Book Yourself Solid Coaches

©2012 New England Coaching. All Rights Reserved.

Coaching by its very nature is about assisting somebody to achieve a desired result; it’s about objective support from a trusted adviser to maximize potential and it’s about helping overcome challenges and creating solutions. So bearing this in mind how might effective coaching skills and methodologies help to enhance the educational process?

Let’s perhaps consider the role of the teacher to best illustrate. First of all let’s not underestimate the task; imparting knowledge to a group of kids that inevitably vary in ability, learning styles, knowledge retention, habits, etc cannot be easy. While working off the assumption that the teacher fully understands the curriculum, the bigger challenge may well be making the “transition” to effectively imparting this knowledge. This is where coaching skills can be tremendously helpful in supporting this transfer and here’s how:

• Internal Skills such as effective listening, empowered questioning, acknowledging, validating and empathizing all contribute to connecting and engaging the students. These create the conducive learning environment and also very much speak to the positive personality and behavior of the teacher.
• External Skills which include goal setting, prioritizing, brainstorming, visioning and ensuring accountability revolve around execution and results. These are extremely necessary because they provide the structure and understanding around expectations.

The external skills are very often the focus of non curriculum teacher development but in isolation (from the internal skills) can lead to a very ineffective classroom situation. In conclusion, both these sets of “coaching” skills operate in true unison to help to create a learning environment of engaged/active students and motivated teachers.

©2012 New England Coaching. All Rights Reserved.

• Reduced health-care costs by up to 55%
• Reduced short-term sick leave by up to 32%
• Increased productivity by up to 52%

Finally organizations that promote employee health and well-being are 3½ times more likely to encourage creativity and innovation, according to a study presented by Right Management’s research team at the World Economic Forum.

Consequently, organizations are now providing programs where the emphasis is on the employee. By providing flexible work hours, free health screening, company events, coaching, online training programs of choice etc., employees can experience a greater connection between their personal and professional lives. This in turn tends to “pay forward” to the company as it is seen to be a caring organization, a good place to work and consequently employees are more motivated and committed to its successes.

All of this can be accomplished in a cost effective way. Billions of dollars are spent annually on employee development that enhances the technical capacity. However this can reach a point of diminishing return and companies are now assessing their “training” budgets and looking for novel and effective ways to get more meaningful returns on their investments. Wellness Programs are an efficient way of better managing people related costs by creating happier and healthier employees.

©2012 New England Coaching. All Rights Reserved.

One well recognized Coaching Organization, Coachville provides some great resources in terms of the benefits of Group Coaching both in terms of the dynamic and financial benefits. They say that:

• It enhances your business model in two strong ways
  • It can work as a low cost entry point into your practice AND
  • It can work as a powerful maintenance program for clients before or after they complete 1-1 coaching engagement with you.

• You create a powerful group environment
  • Each member feels like they are part of a highly connected and supportive team – which builds confidence and community.

• Group Coaching is often the perfect entry into organization coaching
  • High-impact and low-cost per person coaching is highly valued by organizations especially as a follow on to skills training programs.

One of the keys for Group Coaching to work effectively is to have a very clearly defined process to follow. You may not be able to do much of the inner work that traditional one on one coaching allows but you certainly can do some generic work around clarity, priorities, goal setting and action planning, to name a few. The results from this are that clients:

• Make positive changes in their lives
• Gain a better understanding of coaching,
• Appreciate the value of the coach
• Tell other people

So perhaps a key to getting Coaching more widely accepted and embraced is to recognize that working in groups is a very effective model and to be a great coach you also need to be a great teacher.

©2012 New England Coaching. All Rights Reserved.

Blog Contributor Maggie French is a Business Coach and former Financial Executive. She helps people seeking to balance the key elements of running their business.

You are coaching, soliciting new clients, giving workshops and all excited about your new venture. But do you wish to simply offer Coaching Services or run a Coaching Business? What are some of the basics for all businesses when starting out?

There are three components for all businesses, regardless of size.

1. Business Structure -

The five business structures as defined by the IRS are, Sole Proprietorship, Partnership, Corporation, Subchapter S Corporation and Limited Liability Company.

When choosing a structure, it is important to define what level of liability for financial and debt obligations you want to personally assume and what level of income you wish to earn. It’s okay if this evolves over time; remember life is about change.

2. Professional Services -

Three services are recommended, an Insurance Broker, an Attorney and a Financial Advisor; one is essential, an Accountant. Your accountant provides invaluable assistance in your business particularly when it comes to Structure and Tax Returns.

In selecting services, research what you require, get recommendations, interview at least three candidates, get a written estimate and formalize your agreement in writing.

3. Record Keeping -

The two key components of record keeping are Sales and Expenses. Sales are the funds you garner from client sessions, workshops, product sales and consultancy. Expenses are very simply all the carrying costs of running the business. Consult with your accountant as to what can be included as expenses for tax purposes.

Well maintained record keeping is very important. It identifies your sales and expenses to calculate business income, which define investment opportunities and tax responsibilities.

These considerations allow you to move from simply providing Coaching Services to running a Coaching Business. The IRS website is a most valuable resource that you can refer to.

©2012 New England Coaching. All Rights Reserved.

Marlborough, MA, August 19th 2009 – Developed in collaboration with Norwegian company, Life-mastering AS , this is an online, interactive, visual tool that allows individuals create their very own Life Plan.

“This marks a new phase in the development of our business”, said Bill Sex, President and Founder of New England Coaching. “Up to this point, a significant focus of our learning and development has been through more traditional methods such as classroom teaching and coaching. This provides the opportunity to use the internet as a medium and offer clients a very accessible and effective product at a reasonable cost.”

The POSSIBILITY Board™ is a Vision Board, Wheel of Life, and Goal Setting Process leading to Prioritizing, Action Plans and ultimately Results. Rolled up together, this provides users with the ability to plan and take a proactive role in determining their own future. It can be used by individuals through the tips and helpful hints that are built in as guidance, and for coaches working with their clients.

“We are very happy to be partnering with New England Coaching and hope to build on the successes to date in Europe,” said Rune Semundseth, Business Development Director of Life-mastering AS. “New England Coaching is ideally positioned and we are very excited about opportunity The POSSIBILITY Board™ provides for its many potential users.”

New England Coaching is a premier provider of training, education and coaching services leading to personal, professional and organizational success.

©2012 New England Coaching. All Rights Reserved.