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    Product Description

    Managers aren’t trainers, but developing people is the key differentiator between weak and strong managers. The key is coaching, enhancing the skills of both individuals and teams. This Quick Take Package includes five research-based micro-videos that will transform the coaching skills of your managers. They’ll learn the surprising effectiveness of positive feedback. The critical importance of follow-up and how to do it in a time-efficient way. The staggering power of peer learning and how to tap it in group coaching sessions. And the often overlooked importance of the manager’s attitude toward coaching.

    The videos included in this package are:
    1. Framing Corrective Feedback in a Positive Way
      Bill has an employee with a serious performance issue. Bill sincerely wants to help and considers a very direct corrective-feedback approach -- for example, saying something like this: “I’d be doing you a disservice if I didn’t tell you you’re failing, and that you’re going to lose your job if you don’t improve.” But Bill also wonders whether that message might backfire, demoralizing the employee and making the performance problems worse. So what should Bill do? In this Quick Take you will learn how a coach can frame corrective feedback in a positive way, why that doesn’t mean sugarcoating bad news or pulling your punches, and, why this approach is far more likely to result in behavior change than traditional ways of delivering corrective feedback.
    2. The Power and Practice of Follow Up
      So what makes some training work and other training fail? Find out what separates training and development programs that succeed from those that don’t, how coaching plays a critical role in workplace learning, and how to conduct effective follow-up sessions with your employees.
    3. How to Harness Peer Learning in Group Sessions
      Compared with one-on-one coaching, group learning may seem like a compromise. It’s a time-efficient way to get across basic concepts and need-to-know information, but it’s certainly not the same as an expert working individually with an employee on high-level skills – right? Right. It’s not the same. It’s often better. In this Quick Take you will learn what research says about the power of group learning sessions, why peers are often better coaches than bosses or other experts, and how to design high-impact group-learning sessions for your team.
    4. Your Mindset Makes All the Difference
      A “fixed” mindset is the belief that people’s abilities and talents are relatively static and cannot be improved in any meaningful way. A “growth” mindset is the belief that innate talents are just a starting point – and that people can improve and grow over time if they work at it. In this Quick Take you will learn what studies reveal about the connection between coaching outcomes and a coach’s mindset about learning, how a change in mindset leads to more effective coaching, and five keys to success in a coaching role.
    5. Why Goal Setting Often Doesn’t Lead to Goal Achievement
      How many times have you set a goal for yourself or your team that wasn't achieved? In this Quick Take you will learn why strong enthusiasm for reaching a goal isn't enough, the difference between "goal intentions" and "implementation intentions" and a simple research-proven technique that vastly increases goal achievement.

    This package includes

    For each of the Micro-Training videos, you'll also get:

    This product includes a Micro-Training Video, Quiz, Discussion Guide, & Summary Sheet
    Quiz (& Quiz Answer Guide)

    Prove that the learner(s) understand the concept and increase knowledge retention.

    Discussion Guide

    Facilitate a discussion, connecting the concept to your unique challenges.

    Summary Sheet

    Revisit the concept as follow-up or in the moment-of-need.

    How do you use this?

    Multi-video packages are for companies that want to take a deep dive into a single skill area. Each package contains several carefully chosen videos that create an extended learning path. Devoting two to three months to exploring a topic from multiple angles results in more sustained engagement in training, better knowledge retention, and more effective deployment on the job.

    To kick start Micro-Meetings

    Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.

    To kick start one-on-one coaching

    Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.

    As self-directed learning

    Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.