I recently had the pleasure of talking with Professor John Kotter at his Harvard Business School residence, overlooking the beautiful Charles River in Cambridge, MA. John is the world’s foremost authority on organizational change having conducted years of research on the subject and having written the seminal book, Leading Change. His new best-selling book, Our Iceberg is Melting, co-authored with Holger Rathgeber, piqued my interest with its storytelling, fable approach.

I was introduced to John through Entelechy’s relationship with Linkage, Inc. in creating training materials to support their highly acclaimed Management and Leadership series of broadcasts. I came to the interview prepared to discuss with John his thoughts on two related subjects:

1) What is the impact (or potential impact) of training on organizational change?

2) How important is the role of mid-level and front-line management on change?

Impact of Training

John has been in education for many years, but only recently has come to see another side of the educational process. John’s vocation as university professor and avocation as speaker, author, and thought leader have helped him hone his presentation techniques to a razor’s edge. However, he as come to realize that information alone does not drive change.

Several years ago, Kotter was approached by Holger Rathgeber for permission to use Kotter’s 8-Step Change process in an innovative, creative, and compelling way. “I knew Rathgeber was on to something.” The two collaborated on The Iceberg is Melting, a fable about change featuring a cast of penguins, some convinced of the need for change and others less enthusiastic for change.

In the process of writing the compelling fable and in working with a company to create training to support the book, John has gleaned some insights into the impact of training on organizational change AND what makes for impactful training.

Referring to his success as a speaker, author, and professor, Kotter states that up until a few years ago, “This training stuff wasn’t my specialty. I wanted to provide training that was more than simply information. I wanted to change behavior.”

To change behavior, Kotter has three suggestions for trainers and the training they create:

1) Appeal to the emotions. Impact feelings.

2) Turboboost the training by ensuring that attendees are able and inspired to take action.

3) Train everyone.

Appeal to Emotions and Feelings

Kotter believes that “with any training program that is not trivial, the feeling component is huge. Some things can seem so logical, yet people don’t change.” He points to a healthcare example – eating habits. “One of the most extreme motivators one can think of is death. Yet, when subjected to a logical presentation of information linking heart attacks and death to poor eating habits, most people choose NOT to change their eating habits even though they KNOW that their behavior is directly contributing to death.” Clearly KNOWING something isn’t sufficient in changing behavior.

Kotter believes – and research in neuroscience supports – that feelings and emotions, especially positive feelings and emotions, play a significant role in changing behavior. In the healthcare example, a heart attack will scare most patients into changing eating habits, for a while; studies indicate that old habits slowly creep back until another heart attack ensues. Fear – a negative emotion – will work for a while. Sustained change, however, comes with positive emotions. Enjoying life more, participating in physical activities, feeling better, and looking more attractive may be more influential in creating lasting change.

Likewise, non-trivial training should appeal to the positive emotions and feelings associated with the new behaviors if change is expected to last. Examples aren’t enough; Kotter believes that stories – “war stories” – appeal more strongly to people’s emotions and help people see themselves in this new way of behaving.

Turboboost Training

John is convinced that most corporate training results in insignificant behavior change because there are few mechanisms to ensure that participants are able to learn and apply what they learned.

Effective training is memorable training. “You need to get participants engaged. You need to make the training memorable; if people can hold onto something memorable, other things associated with that memory stick as well.” Information is usually not memorable. “The aim of training is NOT transfer of knowledge, but change of behavior.”

Kotter also suggests brevity. “We’re all busy and have little time to devote to long training, regardless of how well done. Shorter is better than longer.”

Additionally, effective training creates an eagerness and confidence in participants to try on the job what they learned in the classroom. “And I’m not talking about your typical action planning,” suggests Kotter. “Participants need to be inspired to take action. They need a turboboost of confidence that they CAN and WILL succeed.”

Train Everyone

Like excited atoms tend to create more excited atoms in a molecule, the more people who receive similar training tend to create increasing levels of excitement and energy around the topic. Additionally states Kotter, “There’s an exponential increase in efficiency since we have a common vocabulary and common frames of reference.”

Especially with non-trivial training, training that impacts an organization for example, the more people who receive training, the greater the benefit and the greater the return on investment.

Kotter confesses that, “I’m new to corporate training and many of my findings are probably obvious to those who have been in training. So, I’m not beating my chest saying that I have discovered valuable insights that no one has yet thought about.”

At the same time, it is valuable to recognize that Kotter, the world’s leading authority on change, views training as key to successful, sustained change:

On basic issues that have to do with organizational performance, the more people you can help – as opposed to making it exclusive – the more you get some real power. To do that, you can’t do it the way we would teach at Harvard Business School, the teaching has to be done a different way. The more the experiences are seductive and engaging, and the more the training is based on theory that explains how people learn and apply what they’ve learned at work, the better.

The Importance of Mid-level and Front-Line Managers

“Mid-level and front-line managers are extremely important in affecting change. In the work that I do, it became clearer and clearer that firms that were managing change well, provided training at the mid-level and front-line management levels.”

Kotter’s 8-Step Process of Successful Change provides guidance for employees at all levels of a changing organization, but speaks to the need for vision and action, a direct call to mid-level and front-line managers:

Set the Stage

1. Create a sense of urgency.

2. Pull together the guiding team.

Decide What to Do

3. Develop the change vision and strategy.

Make it Happen

4. Communicate for understanding and buy-in.

5. Empower others to act.

6. Produce short-term wins.

7. Don’t let up.

Make it Stick

8. Create a new culture.

Mid-level and front-line managers, Kotter suggests, “Act as a lubricant for change. They translate vision into action and action into results. Managers communicate and empower to produce short-term wins. Most importantly, in successful change initiatives, they act as a ratchet for forward progress, never letting up and always pointing forward.”

While the role of the mid-level and front-line managers sounds glorious, without proper training and support, the role quickly disintegrates and any change initiative – whether driven from the top or from the bottom – stalls. Effective mid-level and front-line managers know how to communicate effectively with employees, knowing what and how to say it. They know how to develop their employees and prepare them for a new future. And they know how to manage the performance of those who do not wish to participate in the new organization.

Kotter believes that “we have not provided the level of training these managers need to succeed” and may have justified it by being a bit elitist in our thinking. While millions have been spent on executive training – which is important – we may incorrectly assume that learning at the executive level will somehow trickle down to the lower levels of management. That just doesn’t happen.

And even if it did, Kotter believes, “It isn’t the type of skills that mid-level and front-line supervisors need to affect change at their levels.” Mid-level and front-line managers need to know how to translate vision into action, setting goals and communicating clear expectations. They need to know how to develop competence and instill confidence in their employees. And they know the importance of recognizing effort and, eventually, success – of the team and of each individual on it.

Bringing the conversation full circle, John reiterates the importance of providing training that is emotionally engaging, behavior-changing, and memorable, turboboosting participants into action – action that is supported by the organization.

Harvard Business School Professor John Kotter is considered the world’s premier authority on leadership and corporate change. He has authored 15 books on the topics of leadership and change including Our Iceberg is Melting (2006) and Leading Change (1996). Additionally, his educational articles in the Harvard Business Review have sold a million and a half copies.

Professor Kotter’s extensive expertise in leadership and change has earned him more accolades than any other writer on the subject. Professor Kotter’s honors include being named the number one leadership guru in America by Business Week magazine, an Exxon Award for Innovation in Graduate Business School Curriculum Design, and a Johnson, Smith & Knisely Award for New Perspectives in Business Leadership. In 1996, Professor Kotter’s Leading Change was named the #1 management book of the year by Management General.

A good book or reference guide is the most important piece of equipment that a dog trainer can have.  There are all types of gizmos and gadgets that are suppose to make dog training easier, from clickers, do retractable leashes, to bark collars, and more…

Most people would never buy a DVD player that didn’t come with a manual on how to get it functioning properly.  But, many people buy a dog but have no reference material to know how to treat their pet and have an obedient and well-trained dog.

What to understand when searching for a dog training ebook.

Regarding the subject of dog training, things can be complicated. A well-made dog training ebook can be a dog owner’s most important piece of material. Having a dog is a responsibility, and ensuring the dog gets correct training is incredibly important. Most people make the mistake of thinking that dog training is common sense. It can be normal for someone to spend hundreds of hours and lots of dollars on a dog’s food, health, and equipment. However, these people neglect to provide their pet decent training. They will mistakenly count on their misguided “common sense” methods.

Just about every dog training ebook that is sold today will come with some form of satisfaction guarantee. These guarantees can vary from 30 days to occasionally over 90 day money-back guarantees. If the dog training ebook you are considering buying does not include some form of a satisfaction guarantee , think carefully about ordering that dog training ebook. If it doesn’t have of some type of quality guarantee probably means that the authors of that specific dog training ebook do not have very much faith in the content of their material.

Many a dog training ebook will include free bonus material . This extra dog training material can make less difficult things from grooming and health, to aggression training and others. Be sure to look over the bonus features that are contained in the dog training ebook. To receive the most value for your buck, find an e-book that offers the most bonus features.

There are different ways in which a dog training ebook can be bought. PDF files are like online books. Some e-books take the form of a .pdf file. PDF files can contain text or images and are available for instant download, and they can be used on your computer, or printed out and taken to read anywhere. Other dog training ebook, and some of the bonus material can be presented in video form. Videos are helpful to ensure that you are training your dog correctly. Videos will give you the bonus of watching someone else act out the motions of good dog training, so you know you are doing it correctly. Some dog training ebook can take the form of audio. Audio books can be convenient for someone that doesn’t have much time to spend reading or watching a video. An audio dog training ebook can be downloaded, burned to a CD, and listen to in the car, on an iPod, or with any other convenient audio method.

It is necessary that any dog gets good training. Dog training is one aspect that can not be neglected when being a dog owner.  Good dog training reference material, like the kind found at www.DogTrainerPro.info can be a big help in this regard.  A correctly trained dog is obedient, non-aggressive , well behaved, and will make a happier environment for both the dog and dog owner. 

Train sets can be enjoyable and exciting for both kids and adults. Serious hobbyists can choose the latest models available while kids may want the Christmas season train sets.

Train set collection is one of the world’s greatest hobby and pastime. They make impressive gifts for both kids and adults. Train sets can be easily assembled, too. The sets come in an array of sizes called scales. Sizes generally have equivalent alphabet names. The most popular scales for train sets are G, O, S, HO, N, and Z. The measurement can also be in ratio.

For the younger ages, they can choose the proper scales which are usually smaller scales. Sets maybe electric powered. They too include tiny parts. Therefore, it is imperative that adults supervise and assist the kids during assembly.

Train sets go together with standard parts necessary to complete the assembly. Here are the parts and accessories along with their functions:

Locomotives – This is the part which has the engine and pulls the train to move. An old model normally uses steam engines while the most modern types use diesel. Locomotives also come with a working light and still other locomotives produce smokes. Larger scale steam locomotives are mostly equipped with chugs and whistle just like a real train.

Tracks – Sets include pieces of curved and straight parts that make up the track. These types are commonly assembled to form a circle. Switches are installed to turn on/off the train. A re-railer which aligns the wheels into the tracks is sometimes included. Likewise, rail joiners are sometimes supplied as extra accessory to connect additional tracks. Tracks can be as large as you wish and you can purchase them to form a larger rail track.

Couplers – Couplers are used to connect trains and to keep them aligned when moving. They are often mounted underneath the cars. Up to date train sets come with a knuckle shaped couplers which holds the cars more securely.

Power Packs – These are electric power controllers which allow you to control your train set. You can increase the speed, slow down, or stop. You can also move your train backwards using the controller. Power packs have two connections. The one powers the train while the other controls electric powered accessories such as lights. The majority of the power packs are designed with automatic protective devices that shut down the power if they detect electrical trouble. This is a good feature for the safety of the users especially the children.

One of the most favorite train sets for kids is the Rudolph the Red Nosed Reindeer electric train from Hawthorne Village. This collectible train set features daintily sculptured characters with lovely decorations of the holiday season. This train set collection is inspired by the television special “Rudolph the Red Nosed Reindeer”. It also comprises of numerous lights which illuminates the whole train set. The set includes 16 piece HO gauge track created from nickel silver. The train is made up of metal chassis while the wheels are of steel alloy.

Another exclusive collection from Hawthorne Village is the Dale Earnhardt Intimidator Express train set. The set is a precision detail of the legendary Dale Earnhardt’s artwork. It is authorized by the Dale Earnhardt Inc. and NASCAR. The set is powered by diesel with lighting headlights. The Dale Earnhardt is meticulously designed with accuracy and is of solid metal framework having steel alloy wheels that guarantees sturdiness.

Conversely, the Thomas & Friends TrackMaster Railway System at the Coal Station set is an exclusive of Toys “R” Us. This train set collectible portrays the classic steam powered locomotives and the scenes of the coal mines.

This set features:

• 2 “magic-change” coal cars

• Coal Station

• Signalman’s house

• water tower and track

• Train dimensions: 2″ height x 13.5″ length

• Track dimensions: 27″ x 18.5″

• Create the world of Thomas & Friends with additional TrackMaster train sets and accessories

• This train collection is battery operated with a single AA battery.

When opting for train sets for your children, you ought to pick those that come with a variation of wagons that could actually load some of their toys. In this way, your children will not get bored by just watching the train run on loop without much activity. You can also purchase additional tracks so as to have modifications of the train’s movements.

CRUCIAL TIPS TO TRAIN YOUR DOG

Teach your dog to be happy, healthy, and sociable. Good dog training is all about bonding with your dog, where the dog has respect for you and also where the dog clearly recognizes that the owner is his master and that he or she is the boss.

If the owner assumes the role as the leader, the dog knows and respects that position, then it will feel more secure and be a happier pet.

A properly trained dog should never be fearful of it’s owner and that is why most up-to-date methods of dog training focus on the positive aspects of the dogs actions and reward it for the good actions that it takes rather than punishing it for anything that it does that is wrong.

A well trained dog that respects it’s owner will always want to please, and that leads to a better-behaved dog both at home and when socializing with other dogs and people.

These positive training methods are also great at training dogs that have consistently done something wrong, as they will quickly learn that the rewards for good actions are far greater than the attention they are seeking from their negative actions.

Even older dogs can be trained quite well by using these methods so a dog is certainly never too old to learn new tricks.

RECOGNITION TRAINING FOR YOUR DOG

Recognition training is quite possibly one of the oldest methods of training dogs, dating back to the days when people started trying to naturalize wild animals. Recognition dog training is probably the method of dog training that most of us are well known, and it is a natural instinct to reward the dog when they perform the task that we have asked of them.

Some people prefer to use a combination of the reward training methods and the leash and collar training to get the best out of their dog in the least time. Some dogs respond better to reward training than leash and collar training so your decision might depend on what method you see working the best with your dog.

HOW LONG SHOULD YOUR DOG-TRAINING SESSIONS BE

There are many different factors that come into play when determining how long your dog training sessions should be.Just as people have many and varied personalities, the same is true for dogs – even within a breed.

Many people recommend that you do a personality analysis before getting your dog to determine which breed will be most suitable in your life. Very often, however, we choose dogs based on other different factors at the time.

The various different breeds of dogs have different personal qualities and you need to work with these when training your dog to get the best results. The age of the dog is also a factor in deciding the ability to be trained.

While young puppies generally have a shorter attention span they haven’t picked up the bad habits of older dogs and in most cases are easily trained. When training young puppies it is a good idea to have shorter training clinics, and to end the training clinics with a bit of fun and games.

When you mix a little fun with the training, you always get better results, and you will also be more likely to proceed with the dog training for longer. As the owner and their dog advance with training, both parties will find it far more enjoyable as the results will improve and the obvious rewards that both the dog and the owner receive from one another will bond the relationship even further.

There’s nothing quite like dog training to start off a bond between the dog owner and his new pet, in the best possible manner. Dog training is the best thing you could ever do for your pet for a long lasting relationship.

Before starting dog training, it is best that you know your options well. These days you can find many types of dog training, in many different places. These trainings vary in price and each one them has something different to offer.

The first type of dog training is known as puppy preschool. This is a dog training course meant for puppies that are about 6 weeks to 5 months old. These puppy preschool classes generally last for no more than 6 to 8 weeks. In these training sessions, your puppy is essentially taught how to socialize with people and as well as other puppies. Here your puppy also begins to learn how to sit down, stay at a place, and how to come.

The second type of dog training course is meant for the dogs that are at least 5 months old. This type of dog training is known as the basic dog training. The duration of these classes is usually about 8 to 10 weeks. This is the basic course, where your dog is taught the art of walking properly on a leash, sitting, staying, coming and heeling.

The third type of dog training course is known as the intermediate dog training. This dog training aims at teaching the dog mostly the same things that are taught in the basic training course, in a more detailed form. Here the dog is trained to stay for a longer span of time, and is also taught to follow the orders given by other people.

The intermediate dog training generally lasts for about 8 to 10 weeks, and is meant for those that are no less than 5 months old. It is essential for the dog to have completed its basic dog training course, or to be accustomed to the basic commands that could have been taught by the owner.

The next type of training course is known as the advanced dog training course. Here, once again, the course is quite similar to its previous one, i.e., the intermediate dog training course, except for the fact that this time it is more detailed. Here, the dog is taught how to sit even without you in the view.

This training course is about 8 to 10 weeks long, and is meant for those that have completed their intermediate training. Here, they are also trained to walk beside their owners without a leash. Moreover, it gradually prepares the dog to take the Canine Good Citizen training course. The Canine Good Citizen training for dogs is the last course. To pass this course, your dog will be taught the 10 necessary aspects.

This course is strictly meant for those dogs that have completed all the previous courses. The test is quite tough and can only be passed if the dog is really well behaved. Depending on whether your dog can pass, the course can last for several weeks.

Keeping this information in mind, you should be able to decide the dog training course best suited for your dog. However, you may seek the opinion of your local dog trainers to know more. Many trainers consult for free. So now you should be at least a step closer to introducing your dog into a training course!