An Authority Driven Thinker

Training is more than just demonstrating a new process…

The supervisor must know the process thoroughly
The supervisor must be able to communicate the “big picture” to demonstrate the value of the training
The supervisor must understand how each team member things and learns

The 6 different ways people think: (or process things – a general way most people think)
1. An authority driven thinker (rule followers, these people normally just do what you ask them to do) They’re normally compliant. These people aren’t self-starters, won’t think outside the box, these people might just do things to “slide” by
2. Deductive thinker – processes, reasons thru deductive reasoning…how do we get from point a to point b and wants to understand each step of the way. They often need picture, graphs, charts, etc. You have to spell things out for them
3. Sensory thinker – learns by doing, touching, kinesthetics. These people are hands-on
4. Emotional thinkers – need to feel good about their work, that what they do matters or makes a difference. You’ll have to attach a little extra value on what they do. Emotional Intelligence – how well do you know how to understand, relate, or get people to move forward
5. Intuitive thinkers – people who have the “ah-ha” moments, or come to you with reservation. “This doesn’t feel right”. These are the ‘mavericks’ of the organization who have been there awhile. Their sense of intuition drives them
6. Scientific thinkers – need to experiment and test their own theories. Don’t bother telling a scientific thinker how it worked out for you…they need to do it/figure it out themselves. Scientific thinkers out of control can get on your nerves b/c they may challenge everything you do. Self-thinkers, can figure things out, problem-solvers…may have to keep the reigns a little tight sometimes

Preventing death by Lecture – resource book
“The talking head is dead”
Mix it up/change the focus every 8-10 minutes
By Sharon Bowman

Emotional Connections The goal is to enhance understanding and retention. Use music, anecdotes, games, quotes, statistics, personalize it, help give them something to connect to, work on their emotions, pull-on their heart-strings, remind them why they do what they do. Grab people with your titles, themes, training material

What learning moments do you best recall, whether in training or on the job?

To motivate people on your team you need to balance responsibility and authority
As adults learners, we remember about 90% of what we SAY AND DO
Sad statistic is that we only put into practice about 10%

Watch Out! Common barriers to learning when training…

Common Barriers
How to get around them
Distractions:
Work is piling up at my desk
Deadlines are looming
Training sessions are interrupted
Delegate
Prioritize/make time for it/plan accordingly
Schedule/be intentional when you schedule it
Shut the door
Fear of change:
Generally likes things the way they are
Training equals change of some sort
Tell them “What’s in it for them”
Reassure
Prepare them in advance
Explain why it’s beneficial
Demonstrate/show how you’re on bored with it
Training delivery is boring and uninspired:
“sage on the stage” reads or preaches
Personalize it
Fun it up/themes/visuals/food
Take a break
Don’t be boring
Intonation of your voice/be animated
Physical discomfort:
Cold or hot classrooms
Sitting too long
Bad sight lines to screens/whiteboards
Difficulty reading printed materials
Address personal needs at the beginning
Frequent breaks
Find the most conducive environment
Logistics/physical set up of the room
Lighting/temperature/food/noise level/sound
Be prepared/get there early/do your homework
Have a plan “a” and plan “b”
Fear of embarrassment:
Fear of being called on
Fear of public failure
Make it a group effort/question
Ask for volunteers, & as the trainer, go first
Ice breakers
Too much information:
Don’t keep people longer than you said you would
Condense info
Have handouts for info you

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Related Documents: An Authority Driven Thinker

Research Paper On Negotiation