Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.

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Blog-CoachYou worked hard to help your agents gain business plans for the coming year. Now, optimize that work!

Are you using your agents’ business plans to coach all year? If not, you’re missing out on leveraging that plan!

First, congratulations! You’ve helped your agents each gain a business plan. That’s a huge key to their success–but only the first step. Now, how can you capitalize on all that work (both you and the agents?) It’s not enough to teach them to plan, or even to sit down with each agent and work through their plans. In order to really help them use those plans as a guide all year,  use that business plan as a platform from which to coach the agent all year.

Here are the basics of coaching to a business plan.

How often should you coach?

That depends on the agent. For newer agents, coach more frequently (at least monthly). For seasoned agents, coach a minimum of quarterly and better yet, monthly.

What should you coach to?

You’ve provided your agent with a method to set goals in finding, working with, and closing clients (I hope you’re using my Beyond the Basics of Business Planning system.) You have provided your agent a method to measure results. You’re going to use the numbers that the agent is generating by measuring the results of his business plan:

First, the goals: Lead generation, listings, listings sold, sales.

Lead generation

Listing/sales appointments

Listings

Listings sold

Sales

You’re going to help the agent translate the activity numbers into ratios so the agent knows the work he must do to reach his goals.

Why bother to use the business plan as a foundation for coaching?

Because, otherwise, you’re just giving advice or doing ‘crisis management’. You want to be perceived as a trusted business coach, helping the agent grow his/her business.

Big questions: Is the planning system you’re using

1. Helping the agent assess his business–where he’s been?

2. Helping the agent set realistic goals and an action plan that translates into daily activities?

3. Includes an accurate method to measure the activities and results of the activities so you and the agent can make fast adjustments?

Man-Walking-Up-Stairs-to-GlobeWant Some Support to Get Your Agents Business Plans?

Contact me to find out how I can educate your agents on business planning and support and coach you as a leader. Give me a call at 425.392-6914 or email me at carla@carlacross.com. I can do a webinar series for you, supply you will all the planning documents, and help your leadership coach your agents–at a very affordable cost with big pay-off for you.

Do you have a social media plan for 2021?

In the last two months of this year, I’m featuring business planning.

How have your agents integrated social media into their business plans? Where does it go? In the marketing part of their plans. That’s pretty easy. But, what should social media to do for agents? Sell houses? Get calls to them? Increase their (and your) image? Before we can answer that, we have to define types of marketing and how to measure its success.

Does Social Media Work?

One of the biggest questions agents ask is,  “Does social media work?” Well, that depends on what you expect it to do for you. To make any of marketing effective, the marketer must first decide what the objectives are for that marketing. Then, marketers can set up appropriate measurement tools.

The Two Types and Objectives of Marketing

Merchandise: That means advertising a product or a service to get the phone to ring, or to get a specific, immediate response. An example of merchandise advertising would be placing a home ad in the newspaper or placing a home ad on Facebook.

Institutional: That means advertising that increases your image, cements your uniqueness in the mind of the consumer, and/or establishes you as the agent of choice. These are not placements that make the phone ring, or get an immediate response. Instead, this kind of marketing is more subtle. It is also more difficult to measure, but, it can be measured. How? By establishing a baseline of consumer perceptions about the product or service, and then measuring the consumer perception after the campaign. (Best to hire a professional marketing service to do this, because it requires expertise).

What do Agents Expect from Social Media Efforts?

If agents are placing homes on Facebook, they probably expect to get inquiries on those homes. Are they getting them? Do they have a method to measure results? Or, if they’re not expecting an immediate response, why are they putting the home there? To show Facebook friends they are successful? The marketer must decide.

If agents (or you) are blogging, what to you expect to get from blogging? If you are establishing yourself as a neighborhood expert or expert in certain types of homes, you should be able to see more acceptance and trust from the consumer after you consistently and frequently add to your blog.

Don’t Give Up!

Frequency and consistency are the by-words of marketers. Yet, advertising executives always complain that their clients expect results too quickly and change their campaigns way too soon. Just think. How many times did you have to hear that pop tune until you started recognizing it? How long until you could hum it? Probably anywhere from 8-20 times!

In my business planning system for real estate agents,  (with a section for managers), I show agents how to create a marketing plan. Put your social media into that plan, be clear about your objectives, and set up consistent and frequent efforts to your best target markets. Now, you are using social media as part of your overall marketing strategy.

Do you have your business plan done this year?

Check out my free business planning information for you in the recorded webinar, available at Carla-Cross.com/free webinars and more. You will get my exclusive strategic planning system flow chart, plus a 10-question planner to help you in creating a great business plan. 

head in the sand a salespersonDo your agents have their business plans for this year? Have you been avoiding the issue, hoping they would do it on their own? Not going to happen…..What’s YOUR plan to get them business plans?

What Doesn’t Work

It doesn’t work to hand them those planning documents and tell them to get them done. It’s useless. You need to teach them the process, be involved in the process, and coach them through the process. Then, you’ll motivate them to complete those plans. Also, when you treat this as important, they will respond.

What Does Work

Here are 3 ways to get your agents to do business plans:

1. Get the best planning ‘templates’ you can find, so your agents have a good planning process to follow

2. Do a class on business planning, using a proven step-wise process, along with the planning templates you’re going to use (In my online business planning system, Beyond the Basics of Business Planning, I have 2 webinars for your agents to take them right through the process, along with the documents. I also have provided you the outline for a class, if you’d like to teach it. You can use my agent webinars in your class, too).

3. Sit down with each agent and help that agent flesh out the plan. It may take more than 1 meeting. Are you willing to commit?

Level of Support

If you’re willing to provide that level of support, you will have much a better chance of getting business plans for each of your agents.

Question: Did YOU create a business plan for your office? It’s not too late to get that done, too. Then you’ll know exactly how to make a plan. (See my online program, Beyond the Basics of Business Planning, for the documents and guidance you need to create a great office plan.)

Man-Walking-Up-Stairs-to-GlobeWant Some Support to Get Your Agents Business Plans?

Why not contact me to find out how I can educate your agents on business planning and support and coach you as a leader. Give me a call at 425.392-6914 or email me at carla@carlacross.com. I can do a webinar series for you, supply you will all the planning documents, and help your leadership coach your agents–at a very affordable cost with big pay-off for you.

Jan
22

Got Your Training Calendar Done?

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Why do you need a training calendar? 

I’m going to focus on training, presenting, and facilitation for these blogs. Why? Because I see a real need for us to become masters of these areas, to help our agents and affiliates succeed at a higher level.

No Training Calendar…..

–with little rhyme nor reason as to why those events are put on the calendar. Don’t let that be you!  Without a training calendar, you don’t know if your training is working to help you meet your goals. You don’t know if your training is getting results. And, your associates certainly don’t know if you have a busines plan with a training component.

What That Training Calendar Will Do for You

It will:

1. Organize your training as part of your business plan for next year

2. Have a time-saving guide to implement the training you need for your company to move forward

3. Use the training calendar to recruit (internal AND external)

What percentage of real estate trainer/managers organize their training events on a calendar? From my experience, less than 20%. In fact, I doubt most managers make training a part of their business plan! Yet, training is the second-most important component to move our productivity and profitability up (recruiting the right people is #1).

Problems with Most Training Calendars

Before you read this paragraph, if you don’t have a training calendar, grab a calendar and write down the training events you intend to do next year. Now, let’s take a look at the 3 biggest problems with training calendars:

1. They don’t focus on the training events that can change the profitability and productivity of the office (too many ‘technical’ courses, and not enough sales courses)

2. They don’t focus on training events to meet the needs of each of your career life cycles (new, growth, and maturity)--they are skewed to one group of agents–usually new)

3. They don’t consist of measurable training, so you know what works

Take a look now at my analysis tool, to help you figure out if your training calendar is doing the job:

Your Training Calendar.

Affiliates: Share this blog and training calendar analysis with your brokers. They will thank you, because they’ll save time, effort, and get more agents into those training programs.

Question for You

What did you learn from your analysis?

trainer

Let Me Help Your Trainers Refine Their Skills

I help associations and companies help their trainers become masters, try new methods, keep their audiences, awake, and become more creative. Contact me and we’ll talk about how I can help you. 

It’s time to do your business plan! So, my next blogs will focus on helping you create that business plan–and getting your agents to plan. I’ll include some of the planning templates, too, from my business planning program (see below).

Do your agents have mission statements as part of their business plans?

Why is having a mission important? How should it guide agents? You’ve heard the talks about finding your passion. But, you see your agents being over-whelmed in their careers. It’s just too much to think big when they’re just trying to find that house or convince a buyer to work with them!

The Importance of Your Mission

This time of year, we’re encouraging everyone to create their business plans.

Why? Because, otherwise, you don’t know whether or not the actions you decide to take will fulfill your mission. This is also true of your agents.

Tackling and Bringing Down your Time Management Challenges

If agents have been in the sales business a little while, they’ve already discovered that their biggest challenge is time management. How can they get done in a business day everything that needs getting done? That’s where your mission comes in. Creating your mission helps you prioritize all the things you’re supposed to do. It helps you decide what not to do. Most important, it helps you figure out

how to put YOU into your management and sales business successfully

I have a gift for you right now, to help you assist your agents in defining their missions (it works for leadership, too). Click here to get this planning tool, which is excerpted from my online resource Beyond the Basics of Business Planning. 

Grab My Online Business Planning Program and Make Planning Easy!

Thought you’d get it done but it’s still on your ‘to do’ list? I want to help!

Managers: Frustrated because you can’t get your agents to plan? Problems solved! I’ve put my exclusive planning pages online–plus webinars to help you get through that plan fast. Don’t wait another year for business success. See more here.

Managers: I’ll teach your agents how to plan, too! Included in your Manager’s Package!

Ready to order? Click below:

Beyond the Basics of Business planning for Managers  (includes agents’ planning system) 

Beyond the Basics of Business Planning for Agents  

teacher at boardTrainers: Are you after better performance–or just giving them more knowledge?

Are you standing in front of your students to create better performance, or more knowledge?

I learned this the hard way. After graduating with a degree in piano performance, I applied to and had been awarded a scholarship to UCLA as a graduate assistant in the music department. But, after I was at UCLA a few weeks, I became disillusioned, for I found out that the UCLA music department was all about ‘knowledge’, not performance. Professors earned tenure by publishing papers about sixteenth century Elizabethan madrigals–but they didn’t have to be able to play the madrigals…My interest and experience in music had been performance.

Are You After Better Performance or More Knowledge?

I’ve never forgotten that lesson about the difference in the knowledge about something–and the performance of it. Which is more important in what you are teaching? What do you want your students to be able to do as a result of your presentation/training? Sure, just like musical performance, you must have some technique to perform. But, also like musical performance, lots of knowledge doesn’t make you a good performer.

If You Want Better Performance…

Here are five areas to look at to assure you’re creating performers, not just know-it alls.

1. What percent of your program is instructor focused? That is, the instructor performs. If it’s more than 50%, you have a knowledge-heavy program. Model your program like the piano teacher teaches piano. He talks very little, demonstrates some, and listens to the student play and gives positive reinforcement and re-direction.

The teacher knows he taught because the student can play.

2. Do you choose your instructors based on their knowledge and their ability to deliver the message attractively? Start choosing your instructors, instead, on their ability to facilitate performance. They should be able to demonstrate a role play, set up a role play, and draw conclusions. Like great piano teachers create increasingly difficult programs for their students, your instructors should be able to craft ever-increasing difficult rule plays.

Think of them as creators of ‘virtual reality’.

3. Who is held accountable for the program–the instructors or the students? In most programs, we ‘relieve’ the instructor if he doesn’t get good reviews from the students. The instructor’s the only one accountable. Turn it around. 75% of the accountability should be on the students to demonstrate they have learned the skill. Why? Because, without student accountability, managers get your ‘graduates’ who can’t perform.

4. Is your focus on curriculum? Are you attempting to create value for the program to management or owners by providing more information than the other school? Most training programs could cut 50% of their curriculum and graduate better performers. Instead of focusing on curriculum, create your program as ‘virtual reality’. Have a system that provides a series of “performance building blocks”. Don’t tell them all about playing a concerto. Just tell them enough to let them ‘get their fingers on the keys’.

5. Are the objectives of your program knowledge-based? How do the students graduate from your program? Do they pass a written exam? Managers want a graduate who can perform the activities of a real estate salesperson to reasonably high performance standards. A good training program should identify, teach, observe, and coach performance in several critical performance areas until the student can perform well enough to graduate.

The Right Performance Test

As a piano performance major, each term, I had to play a ‘mini-recital’ in the music auditorium for an audience of four–all piano professors. I couldn’t just talk about music theory, or answer a multiple choice exam. I had to play. And, to pass the ‘course’, I had to play to certain set performance standards. The more your training program resembles the ‘virtual reality’ of your specific performance, the more valuable your program to the people who hired your students –and you.

Raise Your Trainers’ Level of Performance

Carla is helping trainers everywhere become even better at what they do. Why not invite her to work with your association or company? Here are some of the areas Carla addresses:

  • How to put more participation into your courses (so you quit boring them to tears)
  • How to give students a much different experience, by using creative, effective training methods
  • How to arrange your course so it has a natural ‘flow’ and students are really competent by the end of the course
  • Invest in your faculty. They will go out and recruit more great faculty members and your training program with grow with purpose!

Contact Carla at carla@carlacross.com or 425-392-6914. She’ll find out your needs and customize a program just for you.

clockOnboarding: Those critical first seven days. Find out why that first week is so critical.

First: What does new agent onboarding and training have to do with retention? According to two recent studies–a whole lot!

In this blog, I’ll address some of the results and its ramifications for real state companies–from the survey published by the Society for Human Resource Management (SHRM).

Why Bother with a Great Onboarding System?

Because you’ll have much great retention! According to the SHRM study, companies that leave onboarding to chance experience higher than 50% failure rates when it comes to retaining new talent.

Question: Do you have a great orientation system? Are you leaving anything to chance? Does your new agent feel like he/she is in a fog for the first few months?

If you want a template and suggestions of what should be included in your orientation, click here.

Those New Hires Check Outa There Fast! (Faster than you Think!)

According to the same SHRM survey, 67% of millennials are already thinking of looking for their next job on day ONE!

Question:

Tips for Those First Critical Seven Days:

  1. Manager sends a welcome email  or snail mail (better) to new agent on day one.
  2. Each day’s activities are completely outlined so the new agent knows exactly how to proceed (you’re building in habits of success).
  3. The first week’s activities include shadowing and lunch with one of your senior colleagues. (If you have an advisory council, this is a perfect match!)
  4. Welcome gift given to the new agent on day one.
  5. End of first day checklist completed with manager
  6. Round table or lunch set up with your influential agents to welcome the new agent
  7. Use a detailed, prioritized action-plan checklist, like Up and Running in 30 Days, to assure the new agent knows exactly what to do, how to do it, and is held accountable to it.

Outcome: 69% of new employees are more likely to stay more than three years if they have experienced a well-structured onboarding program.

So, how does your onboarding system stack up?

Find out: Regularly survey your agents who have been with you 6 months to find out what they found valuable and how it could be improved. Why not have the best onboarding/retention system in the industry?

A Survey for You to Use: Next

In my next blog, I’ll share the survey I just did in an office where I’m consulting on their onboarding system. Boy, did I get some great feedback!

How’s Your Quick-Start Program Working?

Up and Running_5e largerBoth these onboarding studies prove that leaving the new agent’s orientation, training, and start to chance just doesn’t cut it. Take a look at what’s new in Up and Running in 30 Days: updates in 5th edition. This invaluable book is only $32.95 plus shipping, and has been used by thousands of new agents to launch successful careers. Order here.

What could your retention rate be if you had a superior onboarding system?

 

 

interview with clip boardOnboarding: Is it causing attrition or retention in your company? Do you know? Do you know how awesome (or not) your onboarding system is? Have you done a survey? (more about that in later blogs).

The biggest lesson in the onboarding process is starting each new agent with a proven lead generating plan.

What Does Onboarding Include?

One study I used in Up and Running in 30 Days was the Inman Select Special Report: How to Fix New Agent Onboarding. The Inman report didn’t define what was included in Onboarding. From reading the study, however, Inman included initial training, coaching, and mentoring. I am going to add basic orientation and basic actions to the Onboarding process. Why? Because many real estate companies do not have adequate orientation processes. So, agents don’t get the basic direction needed to launch their businesses.

Question: What is your initial orientation like? Does it cover all the bases? If you want a template and suggestions of what should be included in your orientation, click here.

In this blog, I’ll address the results and its ramifications for real state companies–from the other survey published by the Society for Human Resource Management (SHRM).

Retention Starts in the Interview

From working with real estate companies over the past three + decades, I think that most brokers regard retention as something that we must do to keep those seasoned agents. However, according to the survey results in the SHRM study, retention decisions are made by those we hire within a very short period of time. In fact, both studies indicate retention starts prior to hiring!

Here is a major conclusion from this survey, and it what means to real estate companies.

Expectations of the job are different than what new hires heard in the interview. And, the Inman report said new agents fail because they are unprepared for the realities of working as an independent contractor. I’m sure you’ve experienced this. Your new agent is all excited about a career in real estate. But, he/she will not do the lead generating activities required to launch a career. You told the candidate he/she had to lead generate. What is wrong?

Question for you: How well do you explain the job expectations in your interview? Do you provide a prioritized job description for the new agent? (Click here to grab mine). How do you give the prospective agent a real idea of the job?

Three Tips:

  1. Prior to hiring: Have the agent shadow one of your agents who is modeling the behaviors you want.
  2. Provide the agent with the eBook What They Don’t Teach You in Pre-License School. This eBook tells the truth about real estate as a career! You’ll save lots of time in the interview process and winners will pick themselves.
  3. Ask the prospect agent to do an activity you feel is important: Like create a dialogue to talk to someone they know about buying/selling real estate.
  4. Prior to hiring: Give the prospective agent Up and Running in 30 Days. Ask them to review the book. In my experience, if they come back, excited to begin this specific start-up plan, they are a good match for a productivity-focused office. If they come back and reject your lead generating plan, not a good prospect!

In my next blog, I’ll discuss more of the study conclusions and what they mean to us as real estate owners. I’ll also offer tips to tighten your onboarding process. Isn’t it worth having great systems if you could increase your retention of first year agents to 75%?

Last question: What’s your retention rate now of first year agents? How much money do they make their first year in the business? Do you know?

How’s Your Quick-Start Program Working?

Up and Running_5e largerBoth these onboarding studies prove that leaving the new agent’s orientation, training, and start to chance just doesn’t cut it. Take a look at what’s new in Up and Running in 30 Days: updates in 5th edition. This invaluable book is only $32.95 plus shipping, and has been used by thousands of new agents to launch successful careers. Order here.

Here are the 5 great performance principles I learned from my piano teacher.

Why are these so important? Because, as trainers, we want to

change behavior,

 

 

not just impart information!

Big questions right now: Are you training with methods that actually change behavior, or are you just imparting information you think will help your students?

PS. If you want creative training techniques that really do change behavior, check out my unique course, Instructor Development WorkshopOr, see my distance learning version, Train the Trainer. Both qualify instructors to teach clock hour courses in Washington state.

Why Some Get Results–and Others Don’t

Recently, one of my coaching clients (an owner of a real estate company) asked me, “Why do some trainers and coaches get great results and others don’t–but seem to be working as hard?”

Great question, huh? In fact, if we trainer/coach types knew that answer, we could build our systems so that we assured great performance! So, I went back to my ‘former life’–that as a musician and piano/flute teacher, and thought, “Why do some piano teachers create great performers–and others don’t?”

Why Use Piano Teachers as the Analogy….

I use the analogy of the piano teacher, because it’s easy to hear differences in sloppy and great performance. I’m sure you’ve heard 2 people play the same piece of music. One plays it accurately and one just kind of slops through it. Or, some piano teachers’ students drop out, unmotivated to practice, while others stay motivated, challenged, and achieve high performance–even if they don’t seem to have great talent.

Five Proven Components for Great Performance

From having taken piano lessons since age six, gaining a degree in piano performance, and having taught piano at the grade, high school, and college level, I’ve had an opportunity to see the great and the not-so-great–both teachers and performers. Here are the five components I’ve discovered make the biggest difference in great performance (which is what you want to shoot for when you teach!).

1. Great piano teachers screen in and screen out.
They don’t let just anybody take lessons from them.

Trainers and coaches: What’s your ‘screen in’ process? Do you have one? Do you have a list of questions you ask? In our coaching company, we have a prescribed list of questions we ask potential clients (and we unfortunately have to turn down some). I even have a Coachability Assessment I provide potential clients. Click here to request your copy.

2. Great piano teachers set expected standards (minimums) during the screening process–not after the lessons start!
Those standards include: Amount of practice each day, recitals attended and played in, going to lessons, etc.

Trainers and coaches: What do you expect of your clients? Make a list of at least 5 standards now–and get the ‘mutual expectations’ agreement in writing prior to letting them into your program.

3. Great piano teachers figure out the ‘competency levels’ they want their students to attain–and when they expect them. They won’t let the students perform in front of others if the student has not reached compentency levels.

Trainers and coaches: How good do you expect your students to get in that one-month training program you’ve been doing? Do you even measure skill levels? Which skill levels to you measure? How? Do you have your students practice their listing presentations until they reach the level of competency you believe the real client expects? What an eye-opener! Make a list now of 5 skills and the level of competency you want your students to attain in your training program. You’ll see your outcomes go way up just by doing this.

4. Great piano teachers get better performance because their excellent students motivate other good students to excellence.

Trainers and coaches: Have you ever gotten yourself into the situation where you felt like you were way above the other people in your group? This isn’t an ego thing–it’s just a ‘I don’t belong here’ thing. Likes attract. Good performers motivate other good performers. Excellent performers stay. Are you creating a self-motivating group–or, are you creating a situation where your good performers will leave for a team that is ‘more like them’? This goes back to those ‘screen in’ and setting competency principles. I know we all feel challenged when people don’t appear motivated. Here’s one of the secrets to fire them up!

5. Great piano teachers provide lavish praise–when deserved.

Behavior that’s rewarded is repeated.

If you have competency levels, you have a way and a reason to praise. Your students/clients know when they have reached those levels–and can expect praise, too! In fact, strong students/clients will ask you for praise. Write down the 5-10 methods you use to appreciate and praise good performance. If you can’t get to 10, figure them out.

But, what about the method? The specific coaching, the training? Yes, the method is important, but the coaching/training techniques above are much more important. I’ve heard some great performers and some poor performers all playing the same kind of music from the same method. At the same time, great methods should have some ‘built-in’ features that assure the trainer/coach is achieving these 5 principles.

Principles, System, Coaching–Putting it All Together

From talking with prominent trainers, managers, and coaches, we’ve pinpointed a need for all those training and coaching today to get the coaching they need to turn out great performers. So, each one of these 5 principles is in my initial online training program for newer agents: Up and Running in Real Estate. Check it out. Your agents will be performing better and faster with this program and principles.

Is Your Initial Training Program Getting the Results you Want?

Or, a better question: Do you know what the results are? With my online training program, Up and Running in Real Estate, you see the progress your agent is making each week. You measure the results in concrete terms. Check it out. It will save you time, and money, and give you much greater retention!

Teaching adults effectively: How are you doing it?

This month, I’m writing a blog series to help trainers write great courses or take those courses and make them ‘live’. From writing courses for most of the major real estate franchises, and training thousands of real estate instructors, I’ve found some undeniable truisms. Here’s one:

 So, let’s look at these truisms and write our courses to reach the adult learner effectively. This is one of the areas we address in my resource on how to write a course (click here to see it).

How Adults Learn and Retain: How to Weave These Principles into your Course

Benefits to teaching to these principles in your course:

  • Adults aren’t bored (!)
  • Adults feel important
  • Adults pay attention
  • Adults retain more
  • Adults feel protected; low risk environment
  • Adults like you better
  • Easier for you to teach!

The Big Principles to Keep in Mind

Adults learn through association:

We learn what we already knowa Two fellows teaching community colleges instructors how to teach shared that one with me. How insightful!

How do skilled presenters accomplish this in a course environment?

Do you relate what you’re teaching to the adult’s prior experience? Or, do you jump right into a complex theory and expect your students to keep up…..

Adults learn by doing

Life is truly ‘do it yourself’. Do you have your students doing an action in class? What happens in your course to assure the students are doing? How do you know they can do whatever it is you are teaching them to do? Observe it in class, of course!

Retention soars when adults do and say something at the same time. How are you using this principle in your course?

How much doing of significance do you have planned in your class?

To live by my own principle, I just increased the amount of ‘student’ teaching I have during my Instructor Development Workshop. The students loved it and showed me I can get them into action faster and more often than I thought!

Big principle: How we retain information is directly related to how we acquire that information.

Would you say that instructors are most concerned with short-term, or long-term student learning?

Adults learn from each other

Use teaching methods to encourage information exchange.

How do you assure students are exchanging information? Are you using various alternative delivery methods (not lecture) to assure students are learning not only from you, but from one another?

Adults learn through repetition

Use several approaches to the same concept/process. Does your course offer review and repetition to assure students are really learning?

Adults learn through rapid recall

What rapid recall methods have you seen used in the classroom? Do you do this so you ‘tie up’ each section before you move on?

Adults seek to satisfy individual needs

Experience levels vary greatly. How would an instructor find out each student’s individual experience levels prior to getting into the classroom? When I’m teaching my Instructor Development Workshop, I provide each attendee a ‘pre-conference survey’ at registration, so I can see the needs and level of learning of that person. Even the words used give me some powerful hints about each attendee’s priorities and beliefs!

Adults learn practical information.

They want information and skills to directly apply to their lives–right away.

How have you seen instructors assure that the information is not only applicable, but that the student applies the information to their challenges, while in the classroom? Are you assuring that each of your attendee translates the course information/skills into action plans?

Go back to the course your teaching or writing and see if you are adequately addressing how adults learn. Doing so is one of the attributes of a real course, not just an ‘information overload!

Honestly: Are the Courses You Teach Boring? (Even to YOU?)

Come join me to put these creative, fun teaching methods into your course. Attend Beyond the Basics: Advanced Skills to Make that Course Come Alive, coming up April 23-24 (approved for 7.5 clock hours in Washington state).

We’ll be working with parts of a course you bring. We’ll put in some great methods and then practice to see how they work–a unique opportunity!

There’s no other course like this–and your chance to get some individual and small group coaching to make your teaching and your course a huge success! Click here to see the course and register.