2 responses to “The Best Performance Enhancer…”

  1. It’s not the training I’m currently concerned about, it’s how quickly we try to train people without following up with refreshers and reminders.

    I just worked with a client I had trained over six months ago. They had made progressed by using some of what they had learned (or remembered) but also had let slip some of the basics they had and were asking the same questions they had when first we met. Had they not been paying attention? or did some things slip? or was there too much information?

    I know my acting students need to hear the same phrase over and over and over again before it sinks in. We are in a hurry to learn and expect it to be easy and we’re not willing to put the time needed for those musciles to form to be really able to use them. I ask new clients (public speaking and actors) how long would you give yourself to be a concert pianist or a tennis champ. It’s the same thing. Practice, practice, practice.

  2. Barbara,

    Thanks for your comment. Yes, I agree. Practice is important. I think that is why training directors need to always be thinking of new ways and next steps. They should be incorporating practice as a part of their training and motivating using these skills on the job (practice again). I encourage development over training. Development is continuous learning and building on skills, and hopefully they will hone these skills and use the new knowledge in practical application on the job.

    I am encouraged to write an article on practice. I think we have to take individual differences into account when we give anyone career instruction. I stress motivation as well. Even the less talented can get work if they are persistent and work hard. Highly talented individuals can sit back after one good job and wonder why the offers aren’t coming their way. Those who practice their craft and are motivated to succeed will find a way.


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