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Friday, January 13, 2017

10 Tips for Leading an Effective Strengths Training -- Gallup Called to Coach: Dean Jones

On a recent Called to Coach, we spoke with Gallup's Talent Development Architect, Dean Jones.

This webcast is part two of a two-part series on leading effective strengths training. In part one, Dean discussed five basic things you need to cover about strengths during a training session. 1. Strengths are rooted in the study of excellence, it’s not a typology. 2. Define the difference between a strength, a talent and a theme and be sure you know them by heart. 3. Introduce the CliftonStrengths assessment and be able to talk about the validation of the assessment. 4. Help people name, claim and aim their talents. 5. Address how to handle weaknesses. In this webcast, Dean dives deeper into how to lead an effective training.

Here are the 10 new tips Dean covers in this webcast:

1. Prepare based on five perspectives:
  • Understand the design of the course, get inside the integrity of the design and get the connection points, learn how it pieces together, the narrative and the flow.
  • Think about the participant experience and what you want the outcome for them to be.
  • How will you deliver the course as a leader?
  • Consider the logistics and the materials you will use. Remember not to give people materials until they need it, otherwise it is distracting.
  • What is the intended impact? Participants need something they can take away and apply immediately.

2. Practice, practice, practice; great course leaders practice all the time.
3. Be present.
  • Be authentic, transparent and vulnerable.
  • You don’t have to be funny or entertaining.
  • Create a space of authenticity and connection; your attention is fully on the participants.
4. How you start the course is everything; it sets your trajectory and how the course will land.
  • You don’t get a second chance to make a first impression.
  • You want to create credibility and accessibility.
5. The course doesn’t begin for people until they hear their own voice in the room
  • Give people a couple of questions – your name, what do you do, share three words that describe you.
  • Give them something good about themselves that they can share; share authentically, not just talk.
6. Great courses work on three levels/dimensions - Bloom’s Taxonomy - cognitive, psychomotor, affective.
  • What do we want people to know as a result of this course? Do (skills)? Feel?
7. Reduce the risk of participating.
  • Participation is always a choice for people, they are calibrating their risk, even extroverted people.
  • Is this a safe place? Will my contribution be honored?
  • Are you creating an environment where people will choose to engage/participate?
8. What participants say in the room is worth twice what you say.
  • Don’t talk too much.
  • If they say what you say it means even more.
  • Training is helping people to discover something and integrate it; not just telling.
9. Great trainings are practical.
  • Help people translate what they learn into action.
  • Great courses can provoke insights in people; need to set them up to translate their insights into action.
10. Close strong.
  • The most important thing for people to do at the end is to be able to synthesize what they’ve learned.
  • Assimilate it into our thinking and behavior.
  • Great learning shifts our behavior, it becomes a part of us.
  • Make sure they review what they learned; what did you cover today?
  • Have people make commitments for what they are going to do next.

To hear more about coaching strengths for organizations, individuals and coaches, please watch the full video or listen to the audio above.

Gallup Strengths Center to browse our myriad of products and learning opportunities for strengths-based development.

Continue the coaching conversation on Facebook and Twitter. It’s a great way to network with others who share a passion for strengths!

Register for the 2018 CliftonStrengths Summit

Register for future webcasts.

Dean Jones is the principal architect of Gallup's global client learning strategy. Dean consults with clients on strategic solutions to address key business issues, including organizational development, performance management, learning and development, productivity and workforce effectiveness. he oversees the direction of Gallup's client learning offerings, the development of the organization's learning consultants, and the growth of Gallup's learning business worldwide, including its public course offerings and learning products.

Dean Jones's top five strengths are Activator, Focus, WOO, Strategic and Relator.


Kathy Kersten said...

Dean, Thank you for such a great list of tips. I particularly love the idea that the facilitator talks less and the participants talk more. That was a main take-away from my Strengths Performance Certification course in 2008 and it is what turns my sessions into "an experience" rather than a training. I plan to share this list with the Strengths Champions/Advisors that I coach within the companies that I consult with.

David Nu said...

Thanks, for sharing this post with us.

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