I was in a local Warehouse store this weekend when I heard a group of people cheering.  Of course I looked toward the cheers as did everyone else.  As it turned out, one of the store managers and a few employees had gathered around a cashier and started doing a cheer that began something like this:  ” Go Judy, Go Judy…….”  and then continued on until manager and peers were applauding.  The person that this particular cheer was directed at turned red and became flustered.

I am sure that the store manager felt that this type of recognition was motivating and showing team spirit.  Perhaps this employee had been awarded Employee of the Month and this was a standard practice.  However, a few minutes later, the same group was now gathered around another employee doing the same thing.  This appeared to done at 15 minute intervals.  The shoppers in the store did not know why this cheering was taking place.

I had to wonder where the manager had heard, read or was trained to perform in such a manner.  Someone along the way must have instructed this manager that all employees should be recognized for a job well done and that team spirit and public display were appreciated by everyone.

Managers should always know their employees well enough to determine if they are motivated by public attention or if a note of appreciation would be better received.  People are unique and there is not a one size fits all category when it comes to ways to appreciate and motivate employees.

As I watched the cheering take place and noticed the faces of those employees being recognized, I thought about a family.  Somethings are best kept in the family and not “aired” to outsiders.  What purpose did this display of cheering have on those that simply wanted to do a bit of shopping and get on with their day?  If the intent was to recognize the employees, I sure that a staff gathering would have been more appropriate. But, I guess the only way to know for sure would be to ask those being cheered!

I’d love to hear from you. Do you have any stories about employee recognition or mortification?  Perhaps you were on the receiving end, please share.

Adult Training and Development

As a coach, I am interested in continually helping my clients learn and grow.  Knowing what I do about the adult learner, it is important to get my clients buy in when training may be the next step in their development.  The following are some keys points for the coach to keep in mind:

·         Adult learners want to know the WIIFM (what’s in it for me).  How will further development benefit them and their goals? They need to be engaged with their hearts and mind.

·         Adult learners respond best with real world examples.  Offering something that may be unrelated to their needs and goals will do little to influence their development.  A discussion with a client on the practical application, principles and practices will help them relate to their own realities will inspire them to forward growth.

·         Adult learners will resist attending training sessions.  Many see it as a fault if they need to develop in an area.  Therefore, when it comes to attending training, they may rebel.  Adults like to come up with their own ideas.  Coaches will want to stay clear of prescribing training or development. Instead, have open conversations with your client and ask questions that allow the client to discover and determine their own development options which may include training.

·         Adult learners are sensitive and invested in their careers.  Suggestions of training may be seen as a weakness on their part for a mistake or failure.  A coach that helps the client discover the right learning environment for them can help them redefine their successes and aide in alleviating fear and insecurity. 

·         Adult learners need to recognize the progress they are making. Feedback is generally welcomed and should be provided by the coach.  A coach should encourage progression by applying their new skills right away.  As they see and feel success, they are more inclined to continue the learning process.

·         Adult learners go to training of development courses with opinions, mindsets and prior experience.  They should always be given the opportunity to share, discuss and move beyond prior biases.  A transition period is to be expected and a coach should reinforce that applying the newly learned skill or concept will take time and practice.  Although the client may feel awkward at first, in time they will become more comfortable as they make the skill/concept their own.

·         Adult learners cannot be forced to learn.  They will resist any attempt if they do not have full buy in.  They must be coachable and it must be their choice.  Open and honest dialogue, focused on their goals, will keep them interested and engaged in the coaching process.

A coach that can work with all types of adult learners will fine their practice fulfilling and successful. Some clients will welcome training and development opportunities.  They will be like sponges that can’t get enough.  Others will resist believing that they know enough and that all roadblocks are caused by others.  Coachability is key.  Ask questions and listen to what motivates your client.  Allow them to self-discover what will work best for them and above all, be a trusted and caring partner in the process.