Henry Ford famously said, “The only thing worse than training your employees and having them leave is NOT training them and having them STAY!” This powerful statement challenges you to rethink how you nurture and retain your talent. Do you pull or push your staff? Do you rely on adhesion or cohesion? Is your focus on attention (teaching), adjustment (coaching), or accomplishment (mentoring)? These are crucial questions that can make a difference in your professional development strategy.

To that point, imagine if you could train your employees in a way that not only improves their skills and performance, but also increases their loyalty and retention. Imagine if you could create a learning culture that fosters collaboration and innovation among your staff. Imagine if you could transform your professional development strategy from madness to method. Sounds too good to be true? It’s not. In this session, you will find out how to apply the “Mad Structural Matrix” to design and deliver effective and engaging learning experiences for your employees. The “Mad Structural Matrix” is a framework that helps you align your training with six key elements: emphasis, focus, goal, approach, summary, and relationship.

You will also discover how to balance three different professional development methodologies: teaching, coach, and mentoring for maximum effectiveness as you apply the Mad Structural Matrix framework. By using this framework and these methodologies, you will be able to create a relational mindset in your company that promotes cohesion and growth among your employees. Don’t let this opportunity pass you by. Join this session and explore how to take your training to the next level!

𝙇𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙊𝙗𝙟𝙚𝙘𝙩𝙞𝙫𝙚𝙨: The participant will...
⋆ Determine how to improve one's approach to the education and retention of staff by understanding the differences among teaching, coaching, and mentoring.
⋆ Define the five components comprising the “Structural Matrix” of these three approaches (Emphasis, Focus, Goal, Approach, and Relationship) and how to leverage them for maximum effectiveness.
⋆ Differentiate between adhesion and cohesion when attempting to enhance knowledge sharing and closing skill gaps.