Is Empathetic Encouragement Different than Motivation?

Is Empathetic Encouragement Different than Motivation?

Weekly someone asks me, “Beth, how do I motivate my team?” My standard answer is, “Hire motivated people.” Dan Pink, a dedicated research guru, does a great job spelling out the internal and external ways people are motivated. The big ah-ha for me is in noticing the external motivators like reward or punishment are temporal and in the absence of either, the motivation is gone unless the individual is self-motivated.

Nonetheless, I see myself as a “relentless encourager.” I don’t think that is exactly the same as motivation. In my spiritual journey, I believe my spiritual gift is the gift of exhortation. I took a moment this morning to look up the word exhort and LOVED the definition. Here’s my interpretation…

To strongly and empathetically urge someone to do something.
To persuade someone to be or do their best.


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Admittedly, a career in sales and leadership probably work out okay when you have an internal drive to persuade others. We are all trying to encourage others today (I hope). Everyone needs “empathetic encouragement” in today’s environment and in the days to come.

I challenge and encourage you to check in with a team member, a friend, and or a family member and see what’s important to them. Do they feel like they have purpose right now? Could you help them see what their purpose might be? Is there something they could own and call their own?  If so, could you empathetic encourage them to go get whatever that is? Can you help someone else master something they want to get good at?

What is motivating you right now? I’m personally stunned at how my own motivation in recent weeks ebbs and flows. What I know, though, is when I can be a source of encouragement to others, my heart sings.

Please post in the comment section of the blog, what your source of motivation is. What is your gift? Are you sharing It with others?

Love you,

Beth Standlee

The Easy Thing About Making the Hard Decisions

The Easy Thing About Making the Hard Decisions

The easiest part of making a difficult decision is NOW you know what to do. I don’t know about you but for me, I’m getting pretty good at making hard decisions. It might be that everything seems hard right now. However, it may be that right now most difficult situations seem magnified and I think that magnification may be a “difficultly enhancer!” I’m curious to know about the difficult decisions you’ve had to make recently. What were they? What were the consequences? What was good? What could have been better? I wonder if you agree that once the decision was made, there was relief and confidence in knowing what to do now. I personally believe (and behave) better when I know what to do. When I get stuck in “non-decision” land, I’m pretty miserable and have even made the “wrong” decision instead of the “hard” choice. There is a difference. Our most difficult choice to date is deciding to hold our in-person sales conference, virtually on Dec. 2nd & 3rd. We have a wonderful new sales program to roll out to the world and have delayed all year so we could present it in person However, I am thrilled to have the option of sharing the condensed version virtually. Please be on the lookout for all the cool things coming from TrainerTainment regarding our brand new sales system launch!
Wouldn’t it Be Nice to Solve All Problems Forever?

Wouldn’t it Be Nice to Solve All Problems Forever?

Wouldn’t it Be Nice to Solve All Problems Forever?

During our recent Business Coaching Conference, it occurred to me that when we process any given issue it’s easy to start trying to solve the problem without getting everything out on the table first. Excellent issue processing get’s to the heart of the issue rather than providing a patch for a symptom of the underlying problem. Good discussion, lots of questions, and curiosity must come before problem-solving. To me, this is where all the real work takes hold and moves us forward (professionally and often time personally). 

During this training segment, I got a clear vision of issue processing being akin to cleaning out your cabinets! I guess it was the thought “get it all out on the table” that moved me to my own kitchen cabinets. Or it could have been I was in the mood to do something with my own messy cabinets! Take (52 seconds) and listen to a snippet of the class. SPOILER ALERT…The real issue is NOT unorganized cabinets, it’s our inability to put things back where we got them. Now I know what behavior to change to get the results desired. Seems like 40 years is a long time to solve such a simple problem!

How Do You Measure Accountability for Your Own Growth?

How Do You Measure Accountability for Your Own Growth?

Coaching and Training Goal

Our coaching and training goal at TrainerTainment is to educate, engage, and in turn create some type of transformation. When you look at each sector it’s easy to see there is distinction and clarity around commitment, accountability, and results. Education and engagement can happen independently of one another. Transformation relies on implementation, feedback, intentionality, and a real commitment to growth.

Let’s take a look at each sector involved in training and coaching:

Education-Information
Teacher – or not

Low accountability. Ie: someone says, “Read this book-I learned so much.” You agree and intend to read the book. However, everything else takes priority and you never read the book, watch a Ted Talk, listen to a Podcast-etc.

  • Take a class-independently with no accountability to others.
  • Consume a video
  • Watch TV
  • Read a book
  • Listen to a podcast
  • Skim a blog
  • Attend a webinar
  • Listen to a lecture/speaker
  • Education can be a very independent, consumable activity that one can act on or not.

TrainerTainment provides a myriad of education options. Education pieces are typically low risk, low cost, entry-level options like written, or downloadable guides, free webinars, blog articles, and of course my book-People Buy from People-How to personally connect in and impersonal world.

Engagement-Experiential
Trainer/Coach

Moderate level of accountability. Practice happens during a good engagement session. There may be a test or a set of KPI (Key Performance Indicators that measure progress and are followed up on during the practice or coaching session. This is a safe place to implement and practice the education pieces learned in the previous section.

  • Take classes-with others & a teacher.
  • Attend an interactive clinic, workshop, or coaching session.
  • Participate in a program with a coach.

TrainerTainment provides 4 levels of engagement options. A higher level of commitment and risk are required to participate fully in engagement level coaching at TrainerTainment. Virtual Clinics and Onsite Conferences are the lowest levels of engagement options. Onsite training or Virtual location-specific based training is at level 2. Level 3 includes location-based coaching on a weekly or bi-weekly basis has proven to be an effective, efficient way to grow leaders and sales teams across North America. Finally, level 4 coaching provides one to one coaching for individual leaders or salespeople.

Transformation-Outcome/Results
Master Level Coach

High level of accountability for the student and the coach. When education and engagement are combined the transformation happens when the outcome is measured. Simply stated, when growth is the goal, learning ensues. At some point, the learning must be applied, practiced, and ultimately attempted. The outcome may be positive, negative, or neutral. Knowing what to do next can be very difficult without a coach.

  • Positive Outcome/Result-reinforce behavior. Encourage, recognize, reward. Cheer-leading is the easiest form of leadership and accountability.
  • Negative Outcome/Result– A Coach or a leader may have to resist ignoring or hoping the negative result will correct itself. (SPOILER ALERT) This is not a good strategy. Addressing the negative result may potentially mean more education and or engagement is needed. A good coach knows how to ask the best questions to understand the best course of action. Accountability is a must in this scenario.
  • Neutral Outcome/Result– Refer to the negative outcome section above.

TrainerTainment has provided on-going coaching for sales and leadership teams for more than 15 years. Those teams have won FEC of the World, increased sales, improved costs, and grown as individuals and organizationally across the board. The people, whether salespeople or leaders & owners, understand that it is their effort that makes the difference. The coaching team at TrainerTainment is devoted to improving processes, listening, and supporting the people on the teams we coach. Collectively, we have well over 120 years of industry, sales, & leadership experience. 

Most winning teams have a coach. If you are looking for real transformation in your business and/or with yourself or individual team members, I hope you call us today. (Click here to schedule a Calendly with me.)

Email me personally at beth@trainertainment.net

Click image to view infographic

 

 

What Makes a Great Manager?

What Makes a Great Manager?

Vivian has been a member of the TrainerTainment team since 2016. Her graphics expertise makes us look good! Viv is also a wonderful coach and trainer. Her coaching strength lies in the fact that she is completely client-centered. When working with a sales team, for instance, she’s the kind of coach that jumps in and helps research leads in a specific community. She’s kind and always inspires others in a very positive way. I know you’ll see what I mean as you walk through her blog and learn what she believes makes a good manager. – Beth Standlee
Coaching and Training have taught me that being a great manager encompasses quite a lot. I recently discussed with someone who was just promoted what made a manager great. We both came away learning not only what a great manager is, but how important it is to listen to team members.

Each person brings a unique management style. It’s important for managers to lead effectively, without the drama, so everyone can listen and do what they are asked to do. Listening and being respectful to your team is critical.

Here are the top 10 things we thought were most important.

  1. Setting Goals. Set goals on a yearly basis. This will keep you and your team on track and provide measurable results and data to use for the coming years. Make sure you make them SMARTER (Specific, Measurable, Action-Oriented, Relevant, Enthusiastic, Risky) Goals
  2. Identify Distractors. Try to identify anything that could potentially distract team members from the goal at hand and help remove those things that are obstacles in their growth. Distractors could be personal or business-related but finding what is holding them back and removing those obstacles will allow teams to flourish. It could be too much administrative work, unrealistic expectations in the sales team, wearing too many hats… focus on what the main goals are.
  3. Give Frequent Feedback and Praise. Don’t wait for an annual review to give feedback and praise. Frequent feedback helps your team grow and develop strong skills. Let them know they are doing a great job or what needs improvement.
  4. Leverage Skills and Knowledge. Know your strengths and weaknesses as well as your team’s. Make sure everyone is doing the right job & is sitting in the right seat.
  5. It’s Okay to Not Know an Answer. When you don’t have an answer to a question, it’s best to acknowledge it and find the answer. Saying things like, “That’s a great question. Let me get back to you on that,” is a great response. The team will be better off knowing that, although you may not have an answer to everything, you can find an answer. Be timely with those answers.
  6. Clear Communication. Be straightforward and clear with your directions. Sometimes we think something is easy or everyone should know how to do it and sometimes they don’t know. They will appreciate clear, direct instructions and it will save you a lot of time in the long run. Clarity creates the ability to have accountability.
  7. Have Empathy and Lots of Patience. To be an effective manager, you need empathy and patience. Empathy allows you to better understand and relate to each team member. Patience allows you to give people the room to perform.
  8. Pay Attention. Pay attention to your team members, even if they aren’t speaking directly to you. Keep up with the dates they put on the team calendar, look at their schedules, and take note of their work. Acknowledge their personal circumstances. Give praise when praise is due.
  9. Empowering Your Team. When you empower your team, you help grow leaders within your business. If you’re constantly micromanaging, they’ll never develop the experience to tackle problems on their own. If you empower them to go beyond their role, they’ll face challenges that will further sharpen their skills and allow them to grow.
  10. Get in the Trenches. Constantly refine your processes. In order to better understand your team and customers, it is helpful to answer the phones and get right into the mix with your sales and operations teams. Getting to know their obstacles and learning more about customers helps you make better decisions and identify areas for improvement.

5 Star Cleaning Workshop

5 Star Cleaning Workshop

Sonya TerrySonya Terry comes to TrainerTainment after more than 16 years in the laser tag industry as a trainer, general manager and area manager in Texas for Leisure Entertainment Corporation of Canada. The company’s Laser Quest is one of the first manufacturers and operators of laser tag arenas. Sonya has extensive experience in training and motivating young, first-time workers in the amusement industry, which is one of TrainerTainment’s specialties.

Hello welcome to the 5 Star Cleaning process. Cleanliness has always been important, but we all know that is a major focus now. The 5 Star Cleaning Workshop will cover these 5 important areas:

Awareness … Looking at things with fresh eyes, and in a different way.
Hygiene… Personal responsibility to not spread germs, by washing your hands frequently throughout the day.
Product… Use the correct products in the correct places every time.
Sanitation… Committed to the sanitizing surfaces employees and customers frequently touch.
Visibility… Communication and commitment to all. Are you communicating your commitment to your customers do you let them know that safety is a top priority in their center.

You can utilize this 5 Star Cleaning Workshop to ensure that you and you team are ready for business!! Sign up for our newsletter below and immediately receive the link to download the complete workshop package, which includes the training PowerPoint, Cleaning Checklist, and a Certificate of Completion.

 

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