Minimize Reading and Writing Most participants struggled to understand workbook that I provided. Written materials proved useful only as reinforcements, and not as introductions to concepts or exercises.

Formalize Discussion Hispanics generally expect more formality in interpersonal relations compared to North Americans. Training presentations and other interventions must accommodate these differences in cultural views. This is best accomplished by: (1) orally acknowledging these differences (2) clarifying course objectives, and acknowledging challenges that accompany training.

Aim for Clarity Give clear directions and confirm that they are understood. Avoid ambiguity when setting up classroom practice exercises, asking for participation in exercises, etc. This audience required that objectives and methods for each exercise, each small group discussion, each training intervention, be discussed beforehand, and in more depth than would be required with a group of monolingual English-speaking participants.

Teach a Common “Vocabulary” Participants had no shared sets of effective interpersonal skills that they could apply to working together. Cultural and language differences exacerbated this situation. Orders, requests, memoranda, and indeed virtually all other communications from management first had to be interpreted from English to Spanish and “filtered” down to non-English-speaking employees on shop floor, through bilingual supervisors and lad personnel. Inevitably, communication effectiveness suffered.

Practice-Practice-Practice Use many real-life examples to make a point and teach a skill. In these circumstances, it was advisable to develop and use from manufacturing and production.

Reward Performance Immediately Immediately reward participants who make honest efforts to learn. Because most participants were unsure of this training material, any trainee performance that approximated or that accurately reproduced desired behavior was promptly rewarded by verbal prompts and specific expressions of approval. For example, when John, a Foreman, accurately demonstrated active listening with others in group, I said to group, “John, you really summarized Joes point very well. Thats a great example of using active listening.”

Mix It Up Depending on audience readiness, mod, level of interest, and desires, I used both Spanish and English interchangeably during training sessions. For example, I wrote key points on flipchart in English, and summarized them in Spanish. I conducted some role-play exercises in English, and others in Spanish.

Training Results

The training was prompted by a need to implement a lean manufacturing program. The effectiveness of training is best measured after lean program has been initiated. The important measure of training is success of lean program.

Why only indirectly evaluate training? Because, to draw causal relationships between this training and improved workplace behaviors, effects and influence of subsequent events would have to be eliminated, or considered. Given present state of evaluation technology this does not seem possible now.

Written evaluations showed that about 80 percent of trainees acquired targeted skills and knowledge in that training session. The client considered training successful.

When you start your work day, take a moment and visualize yourself, your product, your company, your advertising, your communications, everything being surrounded in your most loving caring warm nurturing light. Say a little prayer that you want to truly give of your heart and soul on this day. Ask that people who need your gift be shown way to you so that you can bless them with your love and talents. Remind yourself that you are going to lovingly fulfill someone's unmet needs and they will gladly pay you for having done so. Send that joyful intention out to lead you throughout your workday. Let love magnetize your work throughout every stage from creation to sales.

What if you don't own company or aren't self employed? What then? Your job consists of giving your time and labor away to a boss in exchange for a paycheck. The truth is that this still applies. Long before my mother ever opened up any of her companies, she had to work long hours doing lowly jobs for others. She always infused her work with that same go get 'em attitude and would typically end up in a supervisor position. I remember her telling me that she liked to show up for work at least half an hour early every day just to set up her work station and to make sure she had all of her ducks in a row before official start time. Bosses love that kind of stuff. Of course she got promotion. Think about it, if you had two equally talented employees to choose from and one just did basic eight hour day and other came in enthusiastically half an hour early every morning, which would you choose to promote to supervisor? When debating how much to give employees for pay raises, enthusiastic employee who puts love and light into their work is always going to be given biggest possible raise. Bosses are happy to write big fat paychecks to happy upbeat employees who put their heart and soul into their work. If your boss doesn't, then you can apply for a better paying position with another company. Your joyful enthusiasm will pay off eventually.

Love your work. Pick something that you can throw yourself into with joy. Love your product. Create best product, service, or piece of information that you can. Love your company. Be glad for chance to work and earn a living. Love your customers. They are people just like you who have many needs and want to come away feeling special and important. Do these things and money will flow.

Copyright 2004, Skye Thomas, Tomorrow's Edge