I came across an archived post and asked myself that question, “Should we focus on failing?” If we weren’t so averse to failing in our corporate culture, would we learn more?

What do you think? Should we focus on failing? Should we be more tolerant of mistakes? Read this post and let me know what you think.

Dr. TC North is referenced in the above post. Here, he speaks about overcoming fear of failure and how it sparks innovation.  Click here to learn more.

Vice Chairman and Director of Strategy of the Cisneros Group of Companies, Adriana Cisneros, speaks about the power of failure and the benefit it provides in this Washington Post video.  Thanks to Charles Jennings for sharing this link.

It sounds good in theory, doesn’t it? It is tough to approach your manager and say, “Let’s fail!” What do you think? Would you share your thoughts and experiences?

A common networking question is “How do you END a conversation?”

Many people have difficulty with this. Whether you want to cling to a person for the safety of having someone at your side at a crowded event, or if you’re the type that has ‘just one more story’ you feel you must share … ending the conversation can be difficult.

Here are some tips Contacts Count recommends:
-End with the future in mind. Recap what you said you would GIVE, make sure you have the person’s contact information and follow up within 2 days.
-Ask your conversational partner to introduce you to someone else. “Do you know anyone at the meeting from the Programming Committee?”
-Let the person know you enjoyed talking to him and thank him for his time
-Be confident. -Use Contact Count’s method: LEAVE

Let go after 5 – 10 minutes.
Explain what’s on your Agenda.
Appreciate your partner.
Verify the next step.
Exit with a smile and a handshake.

Remember, change is under-rated. Whether you’re leaving a long-term relationship or a 5 minute conversation, it’s still a change and it can be awkward or difficult. When it’s time to move on, simply thank him for his time, shake hands and go forward with confidence to find your next conversational partner.

Sue Schnorr is the President of Training Insights, Inc. and Associate with Contacts Count. She enjoys teaching skills workshops and Webinars and consulting in instructional design. She will lead a conversation and teach networking tips immediately before the 1st LinkedIn LIVE Event on Oct. 27 to benefit Flower City Habitat – http://tinyurl.com/yg4kjyr

When people talk about what’s important in real estate, it’s Location, Location, Location. What’s the most important part of a training program? Reinforcement, Reinforcement, Reinforcement!

Too many training programs today are events. A “good” training program brings in great Kirkpatrick Level 1 evaluations (reactions; participants LIKED it) and Level 2 evaluations (learning: participants passed a test and ‘get it’). A “great” training program extends the learning beyond the classroom event and builds in a Level 3 evaluation (transfer of knowledge, skills or attitudes to the job.)

To maximize a participant’s investment of time in a structured learning program, the learning must be reinforced. Unless there is continued use, practice and feedback … aka REINFORCEMENT of the skills learned, the newly learned performance will fall off, or participants will forget the skills or knowledge. Neither behavior, nor performance on the job will change.

When learning is not extended or reinforced after a program, training is an event. Learning does take place, but it’s typically not transferred to the job. That concept turns some people into training cynics.

However, when learning is reinforced and continued after the program, the training becomes a solution that gets results! In short, it’s training that sticks.

Depending on many factors, including the objectives, subject matter and audience, there are many reinforcement options to use as part of your learning solution.  

Extended learning programs can be structured or informal.  They may take place on an individual basis, with a coach/mentor, or in a group. Many formats are available, from a simple pencil and paper self-study program or e-learning program, to face-to-face coaching sessions or synchronous group discussions to share best practices on tele-conferences or digital platforms.

There are more options available today than ever. Social media offers a rich collection of formats that are congruent with adult learning principles. Wikis, blogs and discussion forums are excellent ways to reinforce learning and ensure that knowledge and/or skills will be transferred to the job.

To make your training stick, add a reinforcement plan to your learning solution.  Only then, will performance improve and results (Kirkpatrick Level 4) can be seen and measured on the job.