Group Facilitator,Trainer

A Facilitator-Trainer to Meet Your Business Objectives:

“The obstacle to learning is often what we already know,” Claude Bernard, Physician, Biologist.

SmartCoaching Training Programs:

Personal and Relationship Skills Leading People
Communicating with the heart and brain Delegating well for better engagement
Finding more energy through good time management rituals Leveraging diversity to succeed
Inner strength for better leadership Making good use of business coaching to build an outstanding team

Various organizational issues lend themselves to role-playing sessions and creative facilitation tools. Such sessions pertain to conflict management, effective communication, time and priority management, negotiating skills and other subjects.



Facilitator: A Key Role in the Success of Your Meetings

In small work groups, team meetings and “private retreats,” my role as a facilitator is to :

  • Make sure all points of view are expressed.
  • Produce summaries and draw links between different actions.
  • Stay on course with the meeting’s objectives (how often do you stray from the real issue?).
  • Deal with emotions generated by animated discussions.
  • Revive the discussion if few ideas emerge.

I personally enjoy facilitating work meetings because they put all of my coaching skills to the test:

  • Active listening
  • powerful insight
  • keen observation
  • emphasis on results
  • efficient communication
  • generosity and audacity

Training Includes Much More than Theoretical Tools

SmartCoaching takes the time to develop a training program suited to the specific needs of your participants and to find case studies relevant to your activities. Our trainers emphasize opportunities for interaction among participants, role-playing and learning based on familiar organizational situations.

We provide participants with a carefully designed set of courses notes so that they can devote their full attention to the program and subsequently refer to these notes when necessary.

SmartCoaching Emphasizes Long-Term Retention:

Spending lots of time and money on training?

Satisfied with the learning retention rate?

Those who fail to apply what they learn on a daily basis quickly lose key course concepts.

A follow-up program or a mini-coaching session a few weeks after the conference will help ensure that your employees put what they learn to use.

Here are two interesting articles about learning and retention: