Training is for Dogs

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Training is for Dogs
ICEI

• 2008

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A Little Bit About Me

• Degreed Mechanical Engineer
• Project Manager
• Quality Manager
• Environmental Manager
• Professional Actor and Writer
• Consultant since January 2002

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Problems In Your Industry?

• Lack of Leadership
• Alpha Males
• Retention
• Customer Service Issues
• Teamwork and Trust
• Productivity and Quality Issues
• Safety and Environmental Issues
• Stress, Burnout, Life Balance
• HR Issues-recruiting thru succession
• Others?

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Root Cause

• What are the root causes of these problems?
• People or processes?

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Training is for Dogs

• Last year in the US, companies spent 129 Billion
  on training and development.
• Okay for technical processes.
• Not great for the people stuff (personal
  development, leadership, customer service,
  communication, teambuilding, and most issues in
  most industries).
• Most training is technical/process
• Most metrics to measure performance are people
  related.

Source ASTD
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The Trouble with Training

• Training as overhead cost
• No evaluation or baseline
• Focus on teaching, not learning
• Event based/informational (three ring binder)
• Powerpointitis
• Too much emphasis on e-learning
• Very little or no follow up
• Very little or no one on one coaching
• Very little or no behavioral change

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Successful People Make Successful Companies.
So what makes people successful? And what
makes people perform?
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What is Emotional Intelligence?
Emotional intelligence (EI) or social
competence, sometimes called common sense or
maturity, is a set of social skills that enable
you to reach beyond your intellectual
capabilities.
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Dale Carnegie Was Right

• Even in such technical lines as engineering,
  about 15 of ones financial success is due to
  ones technical knowledge and about 85 is due
  to skill in human engineering-to personality and
  the ability to lead people.
• How to Win Friends and Influence People
• Dale Carnegie 1936

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Personality TestsYeah, thats me . . . So what?

• DISC
• Dominant, Interactive, Steady, Compliance
• Myers Briggs
• Extraversion vs. Introversion
• Sensing vs. Intuition
• Thinking vs. Feeling
• Judging vs. Perceiving
• 16PF, MMPI (Minnesota Multiphasic Personality
  Inventory)

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Measuring Emotional Intelligence

• Bar-On EQi evaluation
• 17 years in development
• Over 1,000,000 evaluations in data base
• North American norm group-bell curve
• Scores can predict behaviors
• Scores can predict success or failure
• Relative scores important

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Nick Burns, Computer Guy
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Terry Tate, Office Linebacker
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30 year old financial consultant, ESFJ
(extraverted feeling with introverted sensing),
IQ138, top of her class MBA, could not keep a job
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47 year high school educated construction worker,
IQ102, highly successful building contractor
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Career Path Derailment

• Right out of school
• Managing mostly processes
• Managing people in a limited capacity
• As career progresses, managing people increases
• Without the necessary EI, many hit a limit
• With EI training and development, these
  limitations can be overcome

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Developing Leaders Quickly

• Technically excellent young performers (Gen X and
  Gen Y)
• The missing piece-maturity, people skills,
  emotional intelligence
• EI work will increase these areas dramatically in
  a short period of time

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Problems In Your Industry?

• Lack of Leadership
• Alpha Males
• Retention
• Customer Service Issues
• Teamwork and Trust
• Productivity and Quality Issues
• Safety and Environmental Issues
• Stress, Burnout, Life Balance
• HR Issues-recruiting thru succession
• Others?

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Why doesnt training create behavioral change?

• Information alone will not change behavior
• Awareness alone will not change behavior
• Teaching will not change behavior
• Emotional behavioral change does not happen in
  the Neocortex-its more like language or music
• Stop wasting money on event based, informational
  training!

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Personal Development Planning Process

• Introduction to EI
• Complete EI assessment (EQi)
• Give detailed individual feedback
• Analyze EI results
• Create EI development plan-focus on goals
• EI Work Book
• Implement plan-day to day applied learning and
  daily reflection
• Use visualization and experiential learning

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Personal Development Planning Process

• Targeted learning modules spread out over time
• Coaching and follow up every three to four weeks
• Evaluate progress continuously-reflection
  learning
• Re-evaluate with EQi feedback after nine months
  to one year
• Final session-how to create lifelong
  learning-plan, accountability, measurement, check
  in
• Check in every year to 18 months with evaluation,
  coaching session, and creation of new plan

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Making it stick

• Have some kind of measurement (before/after)
• Focus on the learning, not teaching
• Dont just give out information
• Dont rely too much on e-learning
• Daily application and reflection
• Must have continual follow up
• Coaching can be very effective
• Create behavioral change

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The Classroom

• Minimize Power Point
• Open space
• Self directed
• Applied
• Experiential
• Address all types of learning needs-visual,
  auditory, kinesthetic
• Info or stats-make it a quiz or game

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After The Classroom

• 20 of learning takes place in classroom
• 80 outside classroom
• Find ways to apply the learning process to what
  the participants do each day
• Coaching and follow up are keys for behavioral
  change.

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Before And After

• 4 quadrants
• Card sort
• EQi before and after
• Letter to self-future diary
• Personal mission statement
• Weekly worksheet roles and goals

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Like Petrified Wood

• EI can be learned
• Behavior does change
• Changes are reflected in the second EQi
• Slow change from within that is relatively
  permanent

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Case Studies

• Dennis Evans
• Hardin Construction

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Video Interview-Dennis Lisa
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The People Profit Connection

• On Sale at the conference
• Available as book or audio book
• Also available as mp3 download on website at
  www.brentdarnell.com
• Try before you buy
• Outlines this methodology and includes powerful
  personal stories, business application of the
  learning, and case studies

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Questions?