Training

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Welcome back to another episode of The Grindcast.

Get ready.

It's a new day.

We're going to talk a little bit about training and development stuff and questions.

So we had a message from Phil.

Phil at Phil, the facilitator, had a message for us and asked for us to cover this topic

on The Grindcast.

Phil, we appreciate you and your time and so wanted to get back to you.

And basically, let's get into a topic of the amount of training needed and why.

I think it all depends on the industry of the amount of training that is needed and why.

So let's start out with the basics of training is I do it and you watch.

Right.

And then we review that.

What did you get from it?

What did you see?

Then the next step, I do it.

You help out some and we review it.

Then the next step, you do it.

I help out some and we review it.

And then that last step is you do it.

I watch and we review it.

And once that has been completed to where it makes complete sense and you feel like you're

confident at what you do, then we release you to do that on your own.

That would be the ideal training process for someone.

So you'll have to repeat these steps for each thing that you want to train other people

on.

So that'll give you the quality of training that you want.

So just because you train them in one area like that doesn't mean that we neglect another

area that you got to train them like that.

And it's a lot, you know, it's a long process.

It's a lot of work to put in with somebody to train them into development.

So I think really it's when the training when it comes to the time commitment, I would

take quality of training over the quantity of training, the amount of time spent on the

training of just focusing on the quality of training that a person is getting.

And trying to invest training time into those people that show that they're willing to

implement.

And so when we talk about those willing to implement, again, it all depends on what your

job is or what your career choice is or whatever for training.

And I think there should be no matter what industry, there should be some conversation

of expectations of here's what I'm willing to give as far as training goes.

Here's what I'm willing to pour into this.

Here's what I'm going to expect in return.

Would you be willing to put in that amount of effort in having a real conversation of

what training is going to look like so they can have a picture of it in their mind.

Rather than trying to make a person stay, I would try to make a person quit now, like

in the beginning phases, if you don't want to be a part of that, if you don't want to

put that work in, let's part ways as friends now.

But I think no matter what industry you should have some form of a conversation with the

person of a little bit of expectations.

And here's what it may look like, you know, stuff like that.

And try to then pour time into the people that show that they are willing to implement

the most.

And when you're starting out training, I think another mistake that people make is that

they skip the fundamentals.

The fundamentals aren't fun.

We know that even though there's fun in the fundamentals, the word fundamental starts

with fun, it really just ends with fun, right?

Should be the mental's fun, right?

Fundamentals, the fun don't come in the beginning of practice in the fundamentals.

It's not fun at all.

Most people don't like them.

My son the other day was asking me, why are we got to practice?

I just want to go to the game.

I just want to, I like playing in the games.

I said, I know son, this is teaching lesson for you right now.

And I said everything that you would think that I would say.

But I think we have to first lay a foundation in whatever your training of just making sure

that we got the foundation of the fundamental solidified.

Just the fundamentals are mastered by the person being trained.

You can now train them to train others in some format.

Just because they have the fundamentals down and they're doing decent with that, they

could probably help train somebody that doesn't have the fundamentals down.

They may not be able to teach them the next level, but they could probably help somebody

that doesn't have the fundamentals down.

So once the fundamentals are mastered master by the training, you then you can train them

to train others.

And training for growth is about duplication.

How many people can we duplicate?

John Maxwell, you know, you guys know how much I love John Maxwell.

John Maxwell has the law of reproduction.

And the law of reproduction says that it takes a leader, to raise a leader, which is why

we got to focus on developing ourself first, like what's the first step of developing others

is to develop yourself.

Well, good leaders reproduce themselves by developing new leaders in fostering a culture

of leadership development, a culture of that.

You can only reproduce who and what you are.

It requires continual self improvement, self reflection on what ways can we improve

and get better and try to be a better example.

In order to grow your business, you have to be able to delegate.

In order to delegate, you first have to be able to duplicate.

Some people think the delegation is duplication.

That is not that is that is separate duplication is not delegation.

Delegation is not duplication.

In order to delegate, we first have to duplicate.

There's a step before that that you got to try to pour into, pour into people and shout

out to everybody out there trying to duplicate because I know it's not easy to train and work

with, we talk about building a business like building a baby, developing and training people

is also working with children at times, like building a baby, even though it's an adult,

like build them up.

That takes a lot of patience and a lot of time in order to get that person to where they

can function completely and do stuff on their own.

So shout out to you out there pouring into people and just try to don't take it personal.

If you do all the right things and develop somebody and you don't get the result from them

because that's that if it was easy, everybody would be doing it.

Not everybody's cut out to do whatever it is that you're doing.

Not everybody's going to stick.

Not everybody's going to last.

You can't take that personal.

All you could do is keep doing whatever it is that you can do to the best and then just

trust in that process.

So shout out to you guys engaging in that process.

Challenge yourself a little bit without beating yourself over the head and beating yourself

up.

Challenge yourself a little bit on, hey, how many leaders am I developing?

How many people have I developed?

Look back and see for the year, how many people have you poured into and develop if this

is something that we're trying to get better at.

Follow the system that we went over.

Possibly that could be something that would work and help you.

If speaking of helping people, if anything that we went over, if you think it helps anybody

that you know, could you take the 30 seconds out, share it with somebody, pass it on to

somebody for me and so we can make a bigger difference in the world out here on the ground

cast.

And we appreciate your time as always as you could be spending that anywhere else and you

chose to spend it with us.

So we want to wish you a great week and keep on grinding.

Thanks for joining us on another episode of the ground cast.

Get ready as a new day.