General interview instructors should consult interview experts, who should be familiar with interview attitudes and skills, have outstanding language expression and have more than two years of guidance experience.
2) Determine the culture object.
You can give face-to-face training to all managers of the enterprise, or you can choose the target according to the specific situation of the internal managers of the enterprise, and the other managers will declare themselves for training.
3) Define the training purpose.
According to the different situations of different objects, the purpose of training is subdivided.
4) Determine the training time, place and funding source.
Training time can be arranged on weekends and completed in two days. The training place should be in a quiet and spacious room. The source of funds should be determined in advance, preferably in cash.
5) Instruct teachers to print and distribute relevant materials.
This information should include the overall plan of the training, the main contents of the training and the preparatory work that the trainees should do. 1) Expert lecture.
Please refer to the lecture content of this book for the general skills of expert lectures.
Expert lectures mainly teach students the knowledge and skills of face-to-face communication, with emphasis on listening, speaking and decision-making skills.
A. listening skills for face-to-face communication.
★ Listen to what the other party wants to express.
★ In addition to words, the other person's body language such as expression, eyes, gestures and breathing can not be ignored. We should understand each other's body language.
★ Grasp the information from the other party, show an understanding attitude and expression, and let the other party feel your understanding.
★ Avoid looking directly at each other's facial and physical defects.
This way of listening to the other person's conversation is called active listening method, which can make the other person speak freely and say what he wants to say, and the listener can also get useful information from it, which is beneficial for managers to understand and deal with problems.
B, face-to-face communication and conversation skills.
★ Speak less and listen more. Managers should talk as little as possible and give their subordinates a chance to talk, which gives managers a chance to know everything.
★ Try to be induced and questioned in language expression, and say less decisive words.
★ The language should be concise to avoid misunderstanding.
★ You should keep a calm and modest tone, and don't have lofty ideas, which will make subordinates afraid to speak.
C. interview communication decision-making skills.
★ Before making a decision, managers should fully understand the situation and requirements of their subordinates.
Don't make a decision easily, think twice before you act.
★ Try to stand in the position of subordinates and think of them.
★ Try to take care of employees' interests without endangering the interests of the company.
2) Role practice.
I listened to the knowledge and skills of interview communication through expert lectures, honed the skills of students in role training and improved the interview ability.
A. the general idea of role practice.
The so-called role exercise refers to the roles of the interviewer and the interviewee, assuming that the exercise is carried out in a certain situation. It should be noted that a third party should be arranged to observe and then evaluate after the drill. This method can also be used in the training of personnel assessment personnel, and the effect is better if it is combined with audio-visual teaching materials.
B, specific practices
First, the two men were divided into a group. One of them is the sender, that is, the speaker has three minutes to speak freely, and the other is the receiver, that is, the listener, quietly listening to the other party.
After the three-minute conversation, it is the receiver's turn to express what he has just heard with his own will, while the sender in front listens attentively to the other party's conversation. If the other person's answer only conveys what he wanted to express before, then the answer "yes" means correct.
However, if the other party's answer is slightly different from his previous meaning, the answer "No" means there is an error, but it does not explain where the error is. Let the other party correct and explain it at any time until it is completely in line with his own meaning, otherwise continue.
Of course, if the other party gets a "yes" answer soon, the two sides can continue to exchange roles, with the former receiver speaking freely for three minutes, and it is the sender's turn to play the role of listener. As a third party, you should listen in order to understand the causes of semantic misunderstanding between the two sides. By repeating this training, learners will be able to quickly grasp each other's emotions and conversation points.