Announcing Turpin Cares: a project to help Chicago’s homeless

January 17, 2017 in Author, Dale Ludwig, News, Turpin’s Culture


Turpin Cares is a philanthropic project sponsored by Turpin Communication

Greg Owen-Boger gathers packages donations for Turpin CaresSince 1992, Turpin Communication has been dedicated to helping our clients and their employees improve their communication skills. In these 25 years, we’ve always looked for ways to improve the services we provide. As part of our 25th anniversary year, we’re looking at new ways to improve, which is why we’re pleased to announce Turpin Cares.

Turpin Cares is a side project that’s dedicated to reallocating some of our good fortune and spare resources toward making the community where we live and work a better place. Here in Chicago, unfortunately, there’s a significant problem with homelessness, and too many people are in need of basic necessities and comfort.

Turpin Cares began to take shape in December 2015, coming from an idea by Greg Owen-Boger, Turpin’s VP, and his good friend Olive. At the time, it was something Greg and Olive did outside of their work. Chicago winters are cold, and Greg and Olive wanted to give out hand-knit hats and scarves to people in need. That idea evolved into assembling care packages including the hand-knit hats and scarves in addition to some basic food and hygiene items that could be handed out quickly and easily. Greg and Olive assembled bags and kept the small stock of them in their cars so they could give one away if they passed someone in need.

That first year, they made 10 packages. In 2016, they made 25. In 2017 we created Turpin Cares because we know that by creating a company-wide effort, we can do even more. So, on a regular basis, our employees and friends of Turpin will gather to assemble these care packages for distribution around Chicago — both via local shelters and handing them out one-on-one as we always have.

Each care package is loaded into a reusable tote and contains:

  • Items to provide comfort, including hand-knit hats and scarves, socks, and gloves (in the winter months)
  • Packaged food
  • Items to help with hygiene and first aid

Turpin Cares collects donations for the homeless
There’s a lot of work to do, and we’d love to have your help! If you’re interested, there are a number of ways you can get involved.

You can:

  • Sign up for our contact list to be notified of specific needs, work parties, and other announcements.
  • Donate money so we can purchase supplies for the packages (this project is not yet a non-profit venture, so donations aren’t tax-deductible, but we guarantee that 100% of donations will go toward the purchase of supplies).
  • Knit or crochet hats and scarves yourself and send them to us! We’ll add them to our next distribution as soon as they’re received. Send them any time, but the sooner the better!
  • Donate yarn. We’re knitting ourselves, and building a list of other knitters. Almost any type of yarn will work, except we’ve been advised to steer clear of 100% wool. Wool shrinks and that’s not good.
  • Donate care package items. We have assembled a list of items that go into our care packages, and you can drop those items off at our offices (if you’re in the area), or ship them to us (if you’re not).
  • Volunteer to assemble packages. We’re planning to do this assembly once a quarter this year, and our next assembly is scheduled for February 18, 2017.

We believe that we have a responsibility to help those who are less fortunate, and we’d love to have your help growing this initiative. We believe that even seemingly small things can make a real difference. We see it in the eyes of the people we help.

If you have any questions, or would like to get involved in other ways, please email greg@TurpinCommunication.com

A special thanks to Matt Brett from Substance for donating his time to create the Turpin Cares logo.

by Dale Ludwig, President & Founder of Turpin Communication and co-author of the book, “The Orderly Conversation”

Business Meeting Contract: A Pledge for Greater Efficiency

December 5, 2016 in Author, Dale Ludwig, Delivery, Facilitation, Greg Owen-Boger, Infographics, Meetings, Posts for Buyers

This infographic is intended for printing and hanging in your conference rooms. Please let us know if you have any feedback.


Business meetings are held to get a specific piece of business done during a specific period of time.

Everyone attending shares responsibility for the meeting’s success. Showing up on time, being prepared, and silencing devices are important. But the person running the meeting also has an obligation to initiate an efficient, fruitful conversation.

And that requires earning trust.

Turpin Communication Business Meeting ContractDownload the printable version for hanging in your conference rooms.

by Dale Ludwig, President & Founder, and Greg Owen-Boger, VP, of Turpin Communication and co-authors of the book, “The Orderly Conversation”

Turpin Communication’s Culture – What We Stand For

November 29, 2016 in Author, Barbara Egel, Dale Ludwig, Greg Owen-Boger, Mary Clare Healy, News, Posts for Buyers, Sarah Stocker, Turpin’s Culture

Two recent events triggered the Turpin Team to discuss our culture, values, and generally what we, as an organization, stand for. It’s not that we don’t know who we are. We do. We live our values every day, but we never actually wrote them down … until now.


The Two Recent Events

  1. Greg Owen-Boger, VP Turpin CommunicationDale (Turpin’s Founder) and I attended an ATD regional conference in Chicago. Chris Yates, Chief Learning Officer at Caterpillar and coauthor of Rewire: A Radical Approach to Tackling Diversity and Difference, delivered the closing keynote. His message focuses on the notion that in order to achieve sustainable positive growth, leaders need to create a culture of openness, empathy and inclusion – which in turn enables corporate strategy and drives innovation. He also argues that living a culture of inclusion is simply the right thing to do. We agree.
  2. Dale and I were in a meeting with a new buyer. We’ve had a long-standing relationship with this organization for well over a decade, and this particular person had recently moved into a position to purchase our services. It was a lively get-to-know-you meeting. We’d been talking for about an hour when she asked the question. “What is Turpin’s culture?” As it happened, neither Dale nor I could answer this question very well. In that moment, we couldn’t find the words. All we could do was tell a few stories about how we encourage everyone to bring their most genuine, thoughtful, curious self to the work that we do. The client seemed satisfied, but we should have been able to address the question more directly.

These two events have made it clear to us that we should probably figure this out. It’s important to the company and our growth strategy, it’s important to us as individuals, and it’s also important to our clients.

Culture is More than Brand

In our workshops, we talk about how communication, both internal and external, can have an impact on both the individual’s brand as well as the organization’s. For example, if an organization wants to be perceived as highly professional and inclusive, its employees must communicate in a way that supports that brand promise. Dale and I discussed making our own list to describe how we want Turpin to be perceived, but that didn’t seem right. It seemed too top down and, frankly, that’s not who we are.

Turpin’s Culture as Described by Team Members

I shared our client’s culture question with Sarah Stocker, who is one of our Coaches and our Workshop Coordinator. She was able to answer immediately. That shouldn’t be surprising, I guess, since Sarah has been with us for eleven years.

That conversation with Sarah sparked an idea. Why not ask our team members to answer the question, “What is Turpin’s Culture?” So that’s what we did. After they submitted their thoughts, Dale wrote a piece in response. His take on our culture, which I completely embrace, is below. Sarah’s response is next, followed by submissions from other team members.

We hope you enjoy hearing from our amazing, and fiercely loyal team members.

 


Dale Ludwig, President of Turpin CommunicationDale Ludwig (President of Turpin Communication, Founded in 1992)

After hearing Chris Yates speak at the conference Greg mentioned, I read Rewire: A Radical Approach to Tackling Diversity and Difference. He and his coauthor, Pooja Sachdev, have written a great book. They build a strong case for diversity and inclusion without sugarcoating the personal responsibility each of us must take toward it. Here’s how they put it.

We need to purposely create a culture of equality, respect and inclusion, where our differences are not seen as a problem but as a competitive advantage: a quality that can be leveraged to enhance decision-making, problem-solving, creativity and innovation … It starts with a strong set of values.

As I read this book, I found myself tying what the authors said back to the work we do with our clients. We cannot deliver a successful workshop without creating a safe environment for each individual in it. In every class, we ask learners to be vulnerable. We ask them to try, possibly fail, and try again. We understand the commitment—sometimes the courage—that takes, and we do not take it lightly. To borrow from Yates and Sachdev, then:

We need to purposely create a learning environment of equality, respect and inclusion, where our differences are not seen as a problem but as a learning advantage … It starts with a strong set of values.

Based on what we heard from the Turpin team members, here is a list of our values.

culture-wordcloud-14finalQuality
We are committed to delivering the highest quality communication skills training and consulting in the industry. Our goal is to help people get business done as efficiently and effectively as possible. We do this by casting aside traditional thinking about business communication, building a new foundation, and focusing on results for each learner.

Safety
To reach our quality goal, our work must take place in a training environment that is safe and inclusive. While in the classroom, everyone must be free to be themselves, to ask questions, to fail and try again without judgment. Every learner has the right to be heard and understood. They deserve our respect and empathy.

Trust
When we create a safe, inclusive, respectful, and results oriented learning environment, we earn the trust of each learner and the right to ask them to change and grow. Without their trust, we cannot succeed.

Passion
Everything we do is fueled by the passion we feel for our work. We care about our clients’ success and the work they do. We are curious and deeply committed to placing what we do within the context of every learner’s work environment.

As you can see from other Turpin team members, below, the culture we create in the training room shapes how we work together every day.


Sarah Stocker, Coach and Workshop Coordinator at Turpin CommunicationSarah Stocker (Coach and Workshop Coordinator, team member since 2005)

When Greg told me about the struggle to define Turpin’s culture, my mind went immediately to our tagline: “Find your focus. Be yourself. Only better.” I was part of the brainstorming session that produced this tagline many years ago. I like it because it rings true for two reasons. First, it’s what we try to achieve with our workshop participants and, second, it’s who we are as a company. We help those around us grow and be the best version of themselves when communicating at work. We do the same for each other.

When I talk about Turpin with my friends or family, I always describe it as the healthiest environment I’ve ever worked in. What makes it so healthy?

  • We work collaboratively. Everyone’s opinion is heard and respected. We have our own roles and hierarchy, but leadership recognizes the value that comes from mining ideas from the group.
  • We love diversity. We recognize that we all have our own perspective and preferred way of doing things. Instead of being threatened by differing opinions, we embrace them. We know that incorporating different perspectives can only make us stronger, as individuals and as a company.
  • We are transparent. There are no secrets within the company. There is trust between colleagues and leadership, and we all want what’s best for the company.
  • We recognize our strengths and our weaknesses without ego or shame. When any of us makes a mistake, we own it. We freely admit it and focus on how to solve it going forward. And no one shames you for it.
  • We are passionate, authentic, and empathetic. We are always striving to do better and to find new ways of serving our clients. At the same time, we stay true to ourselves and to what we do best. We genuinely care about each other and the workshop participants we are trying to help. We insist on keeping our training rooms a safe place where everyone can embrace their strengths and work against their weaknesses without embarrassment. Both internally and in our workshops, we build each other up so we can be our best selves.

What’s really interesting to me is that without consciously making this our goal, our culture is fully entrenched in everything we do as a company. If you were to attend a staff meeting or one of our workshops, you would see all of the values above at work. And that makes me proud to be a part of Turpin Communication. 


Dana Peters (Director of Sales, team member since 2013)

I thrive here because the “Turpin way” is an excellent fit for how I work. At this point in my career, I choose to only invest my time and talent in an environment where:

  • My contribution is valued and my opinion matters.
  • The behavior of the smart people around me matches the words that are spoken.
  • Doing things right and delivering a high quality product for clients is important and at the heart of everything.
  • Taking the time to understand what the client needs and building relationships is valued.
  • Fair and ethical business practices are a given and non-negotiable.
  • Everyone on the team is charged with a job and a set of responsibilities and then allowed to do what they need to do to get the work done. Micromanaging isn’t present, trust is.
  • I am involved, free to ask questions and communicate thoughts without having to choose my words.
  • A little respectful debate is welcome.
  • My commitment to my family and other things that are important to me are valued, respected, and never questioned; rather, they are encouraged and celebrated.

All of this adds up to an atmosphere in which I can contribute fully and effectively.


Mary Clare Healy, Facilitator and Coach at Turpin CommunicationMary Clare Healy (Facilitator and Coach, team member since 1996)

It has been so fun to think about this! For me, Turpin’s culture rests on three pillars, which provide the foundation for Turpin’s approach to client engagement and internal decision-making.

  1. Passion. Turpin facilitators not only enjoy what they do, they enjoy doing it together. And it shows. This is reflected in each encounter and every step of the process. It’s clear that for the Turpin team it’s not just a job, or about checking a box; rather, it’s about unleashing the best in each individual.
  2. Respect. The facilitative approach allows Turpin to dig deep to get to know our clients and each of the individuals involved with a particular project. We demonstrate respect and have earnest curiosity, which allows us to learn about what each person does and how they do it so that we can help them improve.
  3. Commitment to results. Turpin understands that there’s a bottom-line reason for clients to seek our services. It is this understanding that results in a pragmatic approach with no fluff or filler. The training programs are all about successfully reaching the goals that have been set.

These three observable behaviors are modeled by leadership as well as everyone within the Turpin organization.


Barbara Egel, Coach at Turpin CommunicationBarbara Egel (Facilitator, Coach, and Account Manager, team member since 2014)

For me, Turpin’s central idea is “keep it simple.” Every course we teach has this as a cardinal rule.

This approach also extends beyond the training room. Conversations about internal issues often ripple out in several directions, but all of us know the ultimate goal is to arrive at one targeted, even elegant, solution. Externally, I think clients feel this as well. By keeping it simple, we are able to fit in with a variety of corporate cultures, adjust to constraints that may be less than ideal, and fold in whatever is going on in the moment: an acquisition, a firing, a product launch, or just a bad day. We are not a day or two’s distraction taking up the conference room; we are a part of the client’s team ready to do our part in helping them meet their goals.

We also keep it genuine. The people you see at the front of the training room or in the coaching room are who we are 24/7. There are no wacky personas, no fake enthusiasms. For me, this is a huge aspect of building trust, and trust is key to learning, especially with emotionally-fraught tasks such as a business presentation. Similarly, having known Dale and Greg for decades, I can attest that who they are as my Turpin bosses reflects their real values, beliefs, and hopes, and this is the reason I trust them completely. It’s also the reason that if I have an idea to make something better, I offer it, knowing they will listen, consider, and respond appropriately.

In sum, a company built on a foundation of simplicity, effectiveness, and authenticity is one that doesn’t have to worry about juggling its image or covering its, um, assets. It’s also a philosophy immune to the influence of the latest corporate trends because it is beyond trend. The essence of Turpin today will be the essence of Turpin twenty years from now, and it will still seem revolutionary then.


Milena Palandech (Facilitator and Coach, team member since 2011)

Before Turpin Communication was founded, Dale Ludwig was a colleague, a mentor, and a dear friend. I admired Dale greatly (still do) because he cared deeply about the learners that participated in his training programs. Dale was different than most of my former colleagues. Far too many trainers I knew were focused on entertaining their learners and performing for higher class scores. Dale’s sole concern was the learner and helping each of them reach their goals. He didn’t need to shine. He simply wanted the learner to shine.

That selfless determination and focus – doing what is necessary to help Turpin’s clients and their client’s employees shine – has become a foundational principle at Turpin Communication. Dale and Greg have created an organization that is truly committed to helping people “be themselves … only better.” They ensure that the classroom environment for Turpin programs is a safe place where learners will be encouraged and challenged. They consistently draw out the very best in people.


Blaine Rada (Facilitator and Coach, team member since 2015)

I find what Turpin values to be unique and refreshing. In the crowded marketplace of communication skills training, Turpin doesn’t just provide a template for how to be a better communicator, but rather a personalized approach with the goal of helping people find and leverage their unique strengths. Their approach is challenging yet encouraging, respecting the dignity of each individual while focused on producing results.


Kevin Vogelsang (Operations Manager, team member since October 2016)

I’ve only been a member of Turpin Communication for a brief time. However, the feelings inspired during this time and the interactions I’ve experienced have had quite an impact, and have very much fortified my own beliefs and convictions.

I was a math major, and I have substantial anxiety when it comes to speaking. This made the prospect of an interview with Greg and Dale (two individuals with decades of experience in all manner of communication) more than a little daunting. Meeting them was such a pleasant experience though. The atmosphere during the interview was so welcoming that I felt immediately comfortable despite my previous dread and anxiety. It became immediately clear: I would be lucky to work for this company. To find a job anywhere else with similar openness and warmth would be nearly impossible.

As part of my training, I observed a presentation workshop. It was an excellent experience. I was barely involved in the process, yet I was blown away by everything that occurred. I felt connected to the participants, and I was engrossed as they practiced their presentations, improving from one attempt to the next. Dale and Greg created an environment where everybody cared about each other and their success.

After just two months of actually working for Turpin, it has been made clear that my initial perception of the company was correct. The team is genuinely caring and empathetic of each other and the clients. I am thankful to work in this type of environment, which is essential for my own personal happiness and well-being.

by Greg Owen-Boger, VP at Turpin Communication and co-author of the book, “The Orderly Conversation”

Breaking Free: 4 Things Nervous, Over-Preparing Presenters Can Do to Calm Down and Engage

October 10, 2016 in Author, Dale Ludwig, Delivery, Myths Debunked, Nervousness, Preparation, Presentation

Nervous presenter hides behind sheet of paperI recently delivered a workshop for eight very nervous presenters. They were a great group and talked very frankly about their worries and concerns about presenting. Their nervousness stemmed from different things. For example,

  • One of the presenters hated being the center of attention, so speaking to groups increased her anxiety.
  • One was a non-native English speaker, unsure of her word choice.
  • A few of them worried about losing their train of thought and spacing out during their presentations.
  • Others felt intimidated by their audiences, having just moved into new roles requiring presentations to leadership.

While the causes of their nervousness were unique, each of them had developed the identical coping strategy—they all over-prepared. Each of them set out to nail down what they planned to say before the presentation began. Everyone scripted, most rehearsed, one found himself trapped in analysis paralysis as he struggled to make sense of marketing data.

As we’ve written here and here, this type of preparation, often purported to be the best way to reduce nervousness, doesn’t work in the business setting. What happens, as I saw with each of these presenters, was that they cut themselves off from their listeners. By relying on scripting and detailed notes, their presentations became monologues delivered by uncomfortable actors.

Along with their nervousness and tendency to over-prepare in reaction to it, this group shared another characteristic. When they were being videoed, they were completely unaware of themselves. I don’t mean this in a bad way. It wasn’t that they were unaware of bad habits. On the contrary, they were unaware of how good they were. After each person was videoed for the first time, their response to the question, “How did that feel?” was some version of, “That was terrible.”

  • “That was terrible … I had no idea what I just said.”
  • “That was terrible … I felt my voice shaking and I stumbled on my words.”
  • “That was terrible … I was so nervous I know I spoke too fast and just went on and on. I didn’t know when to stop.”

The thing is, the rest of us didn’t see any of this. Even though they were speaking off the cuff, none of the workshop participants appeared disorganized, unclear, or particularly nervous.

What was the takeaway from this? There were three.

  1. Never assume preparation will reduce nerves or guarantee success. What you need to do, especially if you’re a nervous presenter, is prepare for flexibility. Think about alternative explanations, different ways to make the same point.
  2. Greater flexibility builds confidence. If you’re familiar with our methodology, you probably guessed that each of these presenters defaulted to the Writer side of the Orderly Conversation. Writers tend to worry a lot about being accurate enough, about saying things they planned to say. They need to trust themselves more.
  3. As counterintuitive as it might be, it’s your connection to the audience that reduces nervousness. Begin your presentations by focusing on the individuals in the audience. Really see them and how they are responding to you. This will make your presentation feel like and be more of a conversation. It’s pretty much impossible to engage listeners when you’re reading or reciting a script. [Tweet “It’s pretty much impossible to engage listeners when you’re reading or reciting a script.”]
  4. There’s always a difference between how things feel to you during your presentations and how they appear to your audience. Sometimes this difference is slight. Sometimes it’s huge. With this group it was the latter.

At the end of this workshop, one of these presenters said something that made my day: “What I’ve learned today is that I can do this. I don’t have to worry so much.”

by Dale Ludwig, President & Founder of Turpin Communication and co-author of the book, “The Orderly Conversation”

Trainers: Let’s Retire the “Gotcha”

October 4, 2016 in Author, Dale Ludwig, Facilitation, Posts for Buyers, Talent Development, Training

Originally published on Training Industry’s blog September 28, 2016

Trainers: Let's Retire the "Gotcha" by Dale LudwigThere’s a common facilitation technique used in training situations that needs to go away. Let’s call it the “Gotcha.” This technique intentionally leads learners to fail in some way, by leading them either to an incorrect answer or to fail an activity. Sometimes it’s used as an engagement or attention-grabbing technique. Other times, it’s used to test learners’ prior knowledge or highlight deficiencies in their understanding.

While these are respectable goals, the Gotcha can destroy the trust and goodwill of learners. Here are a couple examples.

Read the full article here.

by Dale Ludwig, President & Founder of Turpin Communication and co-author of the book, “The Orderly Conversation”

“I Hate Dry Runs” (How To Make Training Prep Less Torturous)

September 14, 2016 in Author, Dale Ludwig, Delivery, Myths Debunked, Posts for Buyers, Preparation, Talent Development, Training

Dale Ludwig, President of Turpin CommunicationRecently we were working with a group of trainers in a facilitation skills training workshop. During a conversation about how they preferred to prepare, one of them, we’ll call him Steve, said, “I hate dry runs, but we do them all the time. It’s a tortuous process for me.”

As a leader or manager of trainers, you have probably heard this type of grumbling yourself. You ask your team to do dry runs, though, because you want the training they deliver to meet your quality expectations and the business’s needs.

But it is true: dry runs, dress rehearsals, walk-throughs (whatever you call them) can be frustrating for your team. This is especially true if you’re preparing for learner interaction, facilitated discussions, and role-plays, all of which rely on an unknown learner contribution.

So, then, what is the best way to prepare to deliver training?

The answer to this question always begins with “It depends.” It depends on individual preferences. It depends on the amount of time available. It depends on how much your trainers already know about the topic. It depends on the technology and whether they’re working alone or in teams. In other words, there is no single best way to prepare. But there are three important things to keep in mind.

  1. Don’t have the team practice to be perfect

Training delivery cannot be perfected, and trying to make it so destroys the genuine connection between trainer and learner that is essential to the process. A trainer’s success is measured by the moment-to-moment reactions of individual learners. While one of these moments might be “perfect” for one person, it probably won’t be for others.  Assuming that it’s possible to string together a long string of these moments for a group of people is misguided.

  1. Don’t confuse rehearsal with other types of preparation

There are many ways to prepare. Some of them—memorization and rehearsal, for example—are inappropriate for trainers. Rehearsal is a process used by actors and musicians to nail down a performance. By repeating their performance over and over in the rehearsal room, they are able to recreate it on stage. This process undermines the training process and leads to stilted, inflexible, and disengaged delivery.

  1. Remember that everyone on the team is different

The goal of preparation is to build confidence and control, to make every trainer as comfortable as possible with the process that is going to take place. Given the complexity of that process, trainers’ needs will vary. Some thrive with a series of dry runs in the room where the training will take place; the approach that Steve, our workshop participant, would do anything to avoid. Others prefer talking through training content at their desks or while driving. Still others simply need to review the slides or outline to feel confident with the overall arc of the training day. Knowing which technique is best for your team requires knowing which approach gives them the control they need without stifling spontaneity.

Effective preparation requires, above all, understanding what the goal of preparation is and insight into what does and does not work for individual trainers. Whatever technique you use, remember that preparation should lead to a flexible, responsive learning conversation.

by Dale Ludwig, President & Founder of Turpin Communication and co-author of the book, “The Orderly Conversation”

Practicing to Deliver Perfect Training? Stop It

August 8, 2016 in Dale Ludwig, Delivery, Facilitation, Posts for Buyers, Talent Development, Training

Originally published on Training Industry’s blog July 26, 2016

Practicing to Deliver Perfect Training? Stop It. Dale LudwigGiven all the work leading up to a training session—assessing business and learner needs, instructional design, slide creation, and so on—it would be easy to assume that the preparation process is well understood and consistently executed. And it is, up to a certain point. However, there is often one step in the process where it is not. That is the step between design and delivery. At that step trainers make a variety of choices about how to get ready for delivery, based on habit, their level of confidence with training content, and time.

For many trainers, choices are guided by the notion that “Practice Makes Perfect.” You’ve probably heard team members say, “I know we’re pressed for time, but let’s try to fit in a few dry runs.” Or after a workshop you may have heard, “If only we’d had more time to practice…” The problem is that practicing in this way is not the solution and often part of the problem.

Read the full article here.

by Dale Ludwig, President & Founder of Turpin Communication and co-author of the book, “The Orderly Conversation”

Happy 70th Birthday, TD Magazine!

July 5, 2016 in Author, Dale Ludwig, Delivery, Greg Owen-Boger, News, Posts for Buyers, Talent Development, Training

We’d like to take a moment to wish TD Magazine a very happy 70th birthday!

TD Magazine is the flagship publication of the Association for Talent Development (ATD). As you may remember, Dale Ludwig and Greg Owen-Boger (Turpin’s leaders) co-authored an article, which landed on the magazine’s cover in the April issue earlier this year. The cover makes a guest appearance in the video below.

We’re so very happy to be part of this innovative and historic publication.

Miss the article? You can read it here: Dual Role: SMEs as Trainers in the Classroom

Adapting to the Needs of Adult Trainers

June 21, 2016 in Author, Dale Ludwig, Posts for Buyers, Talent Development, Training

Originally published on Training Industry’s blog June 15, 2016

Adapting to the Needs of Adult Trainers by Dale LudwigAs a training and development professional, you know that the work of designing and delivering training always focuses on the needs and perspectives of adult learners. Learner needs shape how information is organized, delivered and reinforced—the whole process from beginning to end.

You also know that a workshop’s success depends on the trainer’s ability to deliver it. What is often overlooked is that individual trainers, like individual learners, have unique needs. They have different preferences, concerns and coping mechanisms which must be kept in mind when coaching them to succeed. Let’s think of them as adult trainers.

Here are some ideas that will help them succeed.

Read the full article here.

by Dale Ludwig, President & Founder of Turpin Communication and co-author of the book, “The Orderly Conversation”

2 Levels of Success in Business Communication

June 1, 2016 in Dale Ludwig, Delivery, Meetings, Posts for Buyers, Presentation, Talent Development, Training

Originally published on Training Industry’s blog May 23, 2016

TrainingIndustry2LevelsAs a leader, you expect the people you work with to communicate effectively and efficiently. Too often, they don’t. Meetings waste time. Presentations fail to persuade and sometimes seem pointless. Employees disengage, and everyone dreads the next meeting.

Much of this could be avoided if people remembered that all business communication—whether it takes place during meetings, presentations, or important one-on-ones—has to succeed on two levels. Helping your employees understand this is the first step toward improvement.

The first level of success gets a lot of attention. It’s about achieving a business goal—getting others to understand, buy or agree to something—whatever needs to get done that day. The business goal cannot be reached, or reached easily, without the second level of success.

The second level is about how the communication process is managed. No one wants to feel they have to work hard to understand what’s going on. Nobody wants to feel their time is being wasted. What everyone does want is a sense of ease, relevance and efficiency. Or, to put it another way, people go into every meeting, presentation or training session with three needs in mind:

  1. They don’t want to work harder than they have to.
  2. They want it to be about them.
  3. They don’t want to feel their time is wasted.

Read the full article here.

by Dale Ludwig, President & Founder of Turpin Communication and co-author of the book, “The Orderly Conversation”