Ever wondered how the right reminders and motivational nudges could reshape your team's performance? Get set to unlock the secrets of coaching automation, a powerhouse tool that's revolutionizing the way we approach learning and development. Picture 'Tim', whose journey from negativity to leadership potential we track, showing just how automated systems can support profound behavioral changes and instill a growth mindset. This episode isn't just about personal transformation; it's a blueprint for overhauling time-consuming organizational tasks like onboarding, making them more efficient and effective.
Embark on an exploration of how automated coaching could be the missing piece in cementing your team's training. Using examples like Active Campaign and JotForms, we demonstrate the creation of streamlined leadership training that doesn't just hand out information but ensures it sticks. Picture a world where your team is regularly infused with curated content to inspire and engage, all while progress is meticulously tracked through smart digital assessments. We balance the scales between tech efficiency and the invaluable human touch, equipping you with the insight to lead your team into a future where development happens on autopilot. Join us and see how your organization's leadership training can leap into the future.
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Speaker 1:
Welcome to a masterclass in coaching automation. You know, recently, I think we can all agree that in the coaching space well really, the learning and development space, well, actually, the business space artificial intelligence is all the rage. Let me share with you something that I think we may have passed by, and that's automation. Now, automation is not new. Automating tasks is not new. Think about going to a catalog online and you fill out a form and you'd say you know, I'd like more information. Subsequently, you get an email right away. We all know that's something called an auto responder. It's not really a person sending that email. Now, years ago at our company, we had a product called the coaching generator where we could pick times and dates that content would be delivered, based on a program or a client's initiative, and we got away from that just due to the fact that the technology was older and it was out of date and you know, other companies had better technology, so we gravitated to that. Now, when you take the learning and development in the training space, I think we can all agree. We can all agree that training by itself is not enough. We have to reinforce it. In the last three months, we have set up automation campaigns reminding people of the knowledge, prompting them to practice the skills that they need to be successful. We've done this with a sales organization, a customer service organization, and recently we helped an organization create an automated approach and strategy to their employee onboarding program According to the client, save them tons and tons of time.
Speaker 1:
Now, what is coaching automation? Let's talk about just a simple example. Okay, let's just take a very simple framework to kind of for lack of better description frame out what coaching automation really can be. Let's think about an employee who's got a lot of talent yet let's just call him Tim, I'll use myself and this person's got a negative attitude. They don't work well with others and they have a lot of talent and they have professed they'd like to become a leader in the company someday. Now, when you understand someone's motivator, you have a point of leverage. You can use that. Now.
Speaker 1:
We all know if someone has a negative attitude. We always make the mistake right. We call them in, we say well, Tim, you know you gotta cut it out or else, and we really think that that's inspired someone to now have a positive attitude. It doesn't work that way. If it worked that way, I wouldn't be in business. So someone who has a negative attitude for lack of better description has been practicing that negative attitude.
Speaker 1:
So what do we need to do? We need to reverse the trends. We need to reverse the trends. So we all know that leaders only have so much time, Training departments only have so much access. We have to come to grips with one thing. You know there's this old cliche will and skill. We have to go back to the employee. We have to facilitate the choice of willingness. Yet we know our time is fragmented. What if we could automate that process?
Speaker 1:
Okay, so let's say we have somebody go through, let's say, a course and being a good teammate, and it's gonna be motivational. It's gonna be a course in how to handle conflict, how to inspire other people, whatever it might be. Now, after that course is done, whether it's in person, whether it's online we all know it's an old statistic Roughly 80% of what you learn is gone within 14 days if it's not reinforced or applied. We all know that most students will not leave and say gotta go back to the office and meet with my teammate so I can practice my new attitude. We know that's not gonna happen, yet we need to maintain a focus on this endeavor. So let's say, if you have a piece of paper, write this down. What if Monday, Wednesday and Friday at 7 am, this person with a negative attitude named Tim is going to receive an inspirational video? They're gonna receive an inspirational video and one of my favorite videos is by Denzel Washington. I think it's called Denzel Washington, If you look up Broke the Internet. It's a great motivational speech and he talks about hardship and resilience and you know, fall down seven times, get up eight, and he really has a way of capturing you. He's got a great voice. He's got a great cadence to the way he speaks. I wish I had his skills. And this person will receive a video Two to three minutes Monday, Wednesday, Friday.
Speaker 1:
The boss says to this person Tim, every Monday, Wednesday, Friday, you're gonna get a lesson. It's gonna take you less than five minutes to complete. I'm going to ask you to take it seriously. I know you want to become a future leader. Your commitment to completing this six to eight minutes a week will be paramount to you becoming a future leader at this company. Now Tim might say to this boss what do you mean? No, no, no, I just need you to do this and I want you to do it and at the end of 30 days, I want you and I to go out to lunch and we're gonna talk about how you felt when you got the videos, how you felt afterwards and, more importantly, what you put into action. So this person gets a video Monday, Wednesday, Friday let's just call it 30 days Could take longer than that To set that up. Would take less than 20 minutes for that leader to maintain in the forefront of Tim's mind the choice of negativity and positivity.
Speaker 1:
So here's the funny thing about this topic. Nobody goes home and their spouse says honey, how was your day? Nobody says neutral. You know, I didn't have a feeling all day. We have good days or bad days. We're very manic, we're very, you know, we go from one side to the other. The way people fuel their brains is important, yet we don't always have time to do it as leaders. We don't always have the accessibility as training and learning and development departments. So this person gets an inspirational video you can subscribe on Vimeo, YouTube. There's so many challenges, or so many channels, I should say, that provide challenges for people to really possess a positive attitude. You can grab those videos, put it right into a system and have it automatically sent. I'll get to that here in a few minutes on how to set that up.
Speaker 1:
And all of a sudden, this person Monday, Wednesday, Friday gets these lessons. Now, after the lesson, there are questions and I'd love to have you write this down. There are three questions we'd love to ask. That drives self-awareness. See, this person isn't going to change. We have to crack open the door of self awareness. Then the application of change comes and the questions are what did you specifically learn? The second question is what have you learned about yourself that you are positively committed to improving? It's called a self-actualized question. Number three based on what you've learned, what are the actions you're going to take going forward to support this video, to present a positive attitude on a daily basis?
Speaker 1:
Here's the magic sauce. Not only Monday, Wednesday, Friday is this automated? The leader hasn't lifted a finger after this is set up and it's very easy to set up, by the way and all of a sudden, this person is being inspired and challenged to think differently Three times a week. You could even do five times a week, it depends on what you're trying to do. Yet they're also answering coaching questions. See one of the challenges with leaders today and I defend leaders is they have so much on their plate right now to think of good coaching questions in the moment can be difficult. What if you proactively thought of the questions beforehand so it was well-structured?
Speaker 1:
That video on coaching question, or questions, is a coaching session. You are actually coaching that employee without being physically present. The other thing that you can do at the end is something that we call a last assessment. Last stands for learning action. Share and tell what did you learn? What actions did you take? Share what you learned, Share the actions you took and T tell us what you're going to do going forward, which is the ownership and accountability. They can fill out that assessment at the end. Here's the other cool thing you can embed digital assessments. You can actually see people's responses and answers.
Speaker 1:
Now, how do you do this? There are tools out there that make this so easy, and if you're a leader or if you're an L&D or training department leader and you know leaders are struggling with coaching and you want to combine this with training reinforcement you can actually make it easy for your leaders. If you know what you want from them knowledge, send them content. If you know what you want from them skill-wise, remind them of the skills and prompt them to practice with other people. That's the action. You could set this up. And let's say Tim is not the only one. Let's say you know, Julie, the leader wants 10 of her employees to go through a team-like endeavor like this to be really better teammates. If you set it up for one, you can set it up for all 10 people at the same time. You can inspire and motivate people. 30, 60, 90 days, setting up in less than 20 minutes. That's coaching automation.
Speaker 1:
The key to coaching automation is you are replacing the conversation with content. The content can be quotes, it can be video, it can be observation, it can be facilitated peer-to-peer discussions or practice sessions. You can set up automation and the cool thing is the automation tools. I don't know how to say this, except it's going to sound crass. There are a time it doesn't.
Speaker 1:
So while we look at artificial intelligence and we are all for artificial intelligence, by the way, we have our own AI tool. We are not against artificial intelligence. Yet what if we could get our people having their minds fueled every single day, every other day positively, inspirationally, and then have them answer really well thought out coaching questions, and those coaching questions are put into a repository that positions the leaders to better understand his or her employees and to position them to have really fruitful, targeted, impactful coaching conversations. That's coaching automation. So we use two tools we use for our automation active campaign. We also use for our digital assessments something called JotForms, Very easy to use. So the tools are out there. If this intrigues you, check out our coaching automation course. Check it out. It will completely change the way you look at coaching. It'll completely change the way you look at potentially your training reinforcement endeavors. If you have any questions, reach out to us.