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Developing and Coaching Others - March 2007
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THIS MONTH… Developing and Coaching Others
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Research says:
A manager’s meaningful and capable involvement
before, during, and after learning is “the” critical
ingredient necessary to ensure employees ingrain
learned behavior on-the-job where it matters most.
Experience says:
You tell us that all the time.
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Consistently ALD, Inc. leadership training generates positive feedback from our customers. When we ask about the quality and success of our training, they say mid-level leaders really like what they learn in our programs. The consistent feedback is… “It’s very practical, I can do this!” and “I wish I would have known the things I learned in your courses when I first began to lead people; it would have saved me and my people a lot of pain, and we would have been a lot more productive quickly.”
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| However, when we press for details most customers are not able to give us more than anecdotal evidence of success. They tell us they believe that behavior and performance has improved somewhat, however they can’t say for sure. |
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| So, why do you suppose organizations continue to send people to training without actually proving resulting behavior changes on-the-job? Perhaps it’s because they know by observation and performance that there is an urgent need to improve the skills of their people, and they are not aware of a better alternati
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To discuss your specific needs, please contact an ALD representative
ALD, Inc. | 3021 Lake Forest Drive | Hayden Lake, ID 83835
PHONE: 1-888-762-9699 or 208-762-1322
FAX: 208-762-2653 | EMAIL info@ald-inc.com
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