Feedback
It is always so encouraging to get feedback from clients after doing training.
This client was particularly eloquent and kind in their feedback after some online conflict de-escalation training to a large group.
I do encourage you to feedback to others if they provide training. It is appreciated.
Goodbye
On Thursday we said a last goodbye to my Dad with a service of Thanksgiving.
We have been overwhelmed at the kindness and generosity of all of you, providing food, sending flowers and memories of a man who loved the beauty of nature & music, especially choral music, but also saw and addressed things that were not as they should be.
He was a man to be looked up to in many ways, but his generous personality and ability to draw out the best in people by asking searching questions is the thing I would most like to emulate. These questions often got to the heart of the issue and revealed a little of the strategic & brilliant mind that asked the question.
Those sort of questions brought discomfort, but were also the sort that bring change.
A change that can bring us to our full potential.
What discomforting question could be asked of you or your business?
Do you feel safe?
When providing a training environment, it is essential to make sure those in the room feel psychologically safe. (We can cover physical safety another time).
Clients need to feel they can relax and safely take risks in asking questions and exploring new ideas in order to learn.
Top tips to help create a safe training environment in a group setting:
Lay down clear guidelines at the beginning for respectful communication (eg we listen to each other, even if we don't agree with their point of view, we avoid talking over each other etc).
Encourage questions and listen well to both the question and any answers people give.
Thank clients for their answers or contribution, even if you don't agree with it.
Ask the whole group for any answers to more difficult questions, and only ask individuals questions you think they can answer.
Think about your verbal and non-verbal feedback to learners. Are you encouraging them with a smile, or is a frown dissuading them from contributing?
Recently I was doing some training and a person told me beforehand that they don't like to contribute in a group. I asked them if I could involve them by asking one question. I told them when I would ask them the question and told them what the answer would be. They agreed.
I kept an eye on them to check they were ok, then at the right moment, asked them the question. They gave me a big smile and answered. Then they continued to volunteer answers after as they felt safe enough to take the risk in that group.
Eye Roll
Have you ever been in a meeting where someone rolled their eyes when an opinion was made?
Eye rolling is a low risk form of showing disapproval or contempt and exerting dominance or aggression.
Sometimes it can be left, but usually it is best to address it.
The problem is, we aren't used to calling out behaviour like this.
One way to address it is to call out the behaviour without attaching it to the person.
For example:
“Oh- what was that? I saw a bit of an eye roll there- are you ok?”
This often stops the behaviour and makes it easier for others in the team to contribute.
For more training or coaching on behaviour, conflict deescalation or communication, contact office@multiplycoaching.com or message us.