Behavioral Training

Learning is in living different experiences and observing each one with a different look...

Stumbling, sometimes falling, is necessary to learn the lesson by getting up!

Training people is a challenge. Getting these people to learn and start putting something into practice is an even bigger challenge. This happens because each person is unique and thinks differently. Each has different goals, objectives, plans and visions. When they participate in training, they seek new ideas, new knowledge, techniques and tools to improve their performance. They are actually looking for something new... What is this something new? The interesting thing about all this is that many people already have knowledge, experiences, techniques, tools in their baggage, however, the way they use it leaves a lot to be desired.

It seems strong to speak this way, however, because I believe that a good coach deserves to be trained properly, with clear, objective and direct language, I position myself in this way. I see many lost managers, sometimes somewhat authoritarian and arrogant when dealing with the people around them, in this situation, they insist on saying that they have a team.

Do you believe that? Well, this is very common, I see managers occupying this position and in challenging and decision-making situations that are involved in making choices, which in turn are not always well accepted by the “Team”. This imbalance happens because a manager is not always prepared correctly and maturely. He is often placed at the head of a department, company, teams and: TURN around! Has this ever happened to YOU? Or with someone you know?

The first thing that a manager or someone who will train people needs to know is that there is a golden rule for theory to be taken seriously and put into practice: Liking people, observing them, loving teaching, training and inventing! Usually a person who is placed to train people has chosen this as a profession and knows how to do it very well, or is a manager of some area or company. In both options, the golden rule is valid, because, being a manager, the premise of liking people is inevitable to be admired by them. Watching them is your success, loving teaching, training and inventing is your goal! The act of training people is something that must be continuous and lasting, training once or twice is ineffective.

The maintenance of training, continuous feedback, monitoring of established goals, deadlines, tasks, in short, everything that is relevant to the development of the work is essential to obtain a well-prepared and high-performance team.

True and Curious Cases Many managers have the function of training people and teams. The curious thing is that the people who are being trained are afraid of their coaches in this way all the work is low in performance and quality.

The most curious thing is that these “coaches” continue to perform this function within the company. I'll tell you a real case: I was working with a client who was coaching me, she referred me to a friend. Well, I went to talk to this friend and she hired me to be her Coach, because she was afraid and afraid to talk to the coach of the company where she worked. This trainer was also a Company Coach.

Well, we started a job, in the second session she had already recommended me to two more colleagues at the Company. Surprise! the two colleagues also had the same fear and fear of the coach and Coach!! I've heard many similar stories where the coach manager creates an uncomfortable atmosphere among his trainees. For this reason, the person who is designated or chose this area to work, needs to LIKE PEOPLE, LISTEN TRULY, SEE WHAT IS GOING ON AROUND, BE ACCESSIBLE, SEEK TO KNOW WHAT YOUR TRAINED ARE LOOKING FOR, BELIEVE IN WHAT THEY ARE TEACHING! And finally be HUMBLE and STOP BEING THE CENTER OF ATTENTION!

Who shines are the TRAINED, YOU coach is the energy that will make them shine!!!! Another True and Curious Case A client came to talk to me as she wanted to better motivate and train her team. He asked me about some way to train and make his team work in balance and with more agility. I asked her: What is teamwork for YOU?

She promptly replied saying that it was self-help and helping others. I looked straight into his eyes and asked: Do YOU ​​have a team today? She made a startled expression and said: We're working on it! I asked again: Do YOU ​​have a team today? She widened her eyes, stammered, and said, More or Less. Okay, with a steady gaze, I asked again: Do YOU ​​have a team today? She lowered her head and said: No, I don't! I opened a smile and said: Okay, let's go! How are YOU going to build a team and then train it, keep it motivated and balanced? She was amazed and gaping, for she realized what she had just discovered.

How can I train a team without first assembling one? She understood that a team is a set of people working together in a clear, objective way, with planning, respect and with the same FOCUS!

In order to train and form a team, it is necessary to know its members, their desires, their skills, what they do best, what they seek when performing their work, what their limiting points are, what each one can and will contribute.

Daniela Mello Ferreira