How to Follow-up with a Recent Graduate
Schedule time to sit down and allow the new graduate to share their experience. Really listen to what they say and allow them to recap the processes themselves. As they relive the emotions and feelings created in class, the training is anchored in for them.
• Review their reports before you sit down.
Jot down questions you have. Make a list of all the things the nominee said they would do in their reports.
• Ask open-ended questions:
- What impacted you during the class?
- How did that feel?
- What was it like the first day? The second day?
- How did you feel on the first night?
- How will you apply the training in your business life?
- How will you apply the training in your personal life?
- What will you do differently, or more of, as a result of your experience?
- Which leadership competencies will you begin to apply right away?
- How can I support you?
- How can I hold you accountable?
• Share your experience.
Tell them what you thought before you went, and more importantly, share with them what you got out of it. Be specific. What do you do differently (especially at work) as a result of the training?
• Again, ask your nominee specifically what their business goals are.
Are they the same as before they went? Which skills do they need to reach their goals? What did Rapport teach that will help them?
• Let other Rapport graduates in your organization know about the new graduate and encourage them to talk about their experiences.
• Suggest that the new graduate journal about his/her experience.
By reflecting on their experience, the learning realizations and applications will continue to show up for months and even years to come.
• Share your experiences from other classes if they have questions.
• Set a follow-up meeting to continue the journey and hold them accountable for the goals they set.
• Encourage them to maximize the training and practice the skills possessed by great leaders: focus, accountability, passion, taking action, communication, teamwork, etc.
• Send them to the Rapport website to view blogs and past sustainability processes.
• Encourage your nominee to talk with his/her LTA who will answer questions and discuss a personal plan for continuing their training.
• Share other leadership training materials you like: books, tapes, classes or organizations.
• Share the skills you’ve gained.Many people want specifics about what they will learn, and that is great! We suggest using the lists of leadership competencies listed in Rapport’s
Creating a Breakthrough Culture as a guide. Again, you can share the processes; however, they will be of little value until they complete the processes themselves.
• Nominate others.
Share your training by nominating others. In fact, it is the best way to “keep the training alive.” As others go, you build a common language, a common belief system, and a shared vision for the future of your organization. By nominating, you choose to surround yourself with other team members who will hold each other accountable and reinforce what you’ve learned.
