If people can fully utilize their talents, everything will prosper. Cultivating excellent employees is the primary goal of enterprise operation. After the implementation of the "Talent Reproduction System 1.0 Plan", the Head International management team went to Shanghai to study the "Talent Reproduction System 2.0 Plan". This study will explain how to build a coaching system from three aspects: mentorship, internal training, and teaching skills.

The internal trainer system is actually to cultivate coaches within the enterprise. When selecting internal trainers, the main dimensions to consider are willingness, professionalism, and altruism. The internal trainer mainly talks about what I do (real talent and practical work), doing what I say (as evidence), and then doing and improving (continuous improvement).

Therefore, the internal trainer is first and foremost an 'informant', who is familiar with the company, business knowledge, and internal affairs; Next is a 'speaker', who talks about what I have done, empowers me with introversion, and can form effective experiences and share them on work scenarios and key actions; Finally, there is a 'teacher' who can achieve success and help others grow.

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From the perspective of organizational management, the types of courses taught by internal trainers in enterprises can be roughly divided into mindset, knowledge, and skills.

During the teaching process of psychology courses, there are obstacles such as unquantifiable, non visual, cognitive differences, and difficulty in unifying cognition. The purpose of offering courses is to achieve value repositioning (awakening), change behavior, and enhance cognition. The factors that affect mentality include assumptions (incorrect), information (biased, negative), value (diminished), and identity (diminished).

During the teaching process of mindset courses, guidance can be provided through five strategies: ① correct confidence guidance (battle reports, positive energy words), ② value guidance, ③ setting benchmark examples, ④ creating conflicts through comparison, and ⑤ comparative analysis. Experience first, inspire later, and then implement into action.

Start:：

① The Three Three Three Rule: Three seconds: building trust, three minutes: opening remarks, three hours: professional expression;

② Opening method (INTRO): interests, needs, questions, scope, goals;

③ Opening techniques (design): quoting famous quotes, stories, questioning (carefully designed), warm-up (games), current affairs news.

teach:：

① Logic (logical expression): PPT logic, syllabus logic, expression logic (remote control logic);

② Interaction (questioning): triggering thinking, verifying results, and confirming understanding;

③ Detail extension: 70% must know, 20% should know, 10% can know, not all practical knowledge;

④ Segmenting (tying pockets);

⑤ Encourage students.

Testing:：

① Summary: Check if it has been absorbed by the students, identify and fill in any gaps, and repeat the explanation if there are any bottlenecks;

② Testing: questioning, answering, sharing, examination, AB mutual inspection;

③ Q&A: For those who have questions to ask the teacher, solving individual problems, a teacher's level is entirely reflected in whether they can solve students' questions;

④ Task Exercise: Materials can be provided;

⑤ Explanation: The next training content.

The goal of skill based courses is to enable employees to have subconscious reactions, automate their behavior, go from not being able to attend, to becoming proficient and creative. Obstacles are lack of interest, happiness, and achievement; The corresponding strategies include complete demonstration, decomposed actions, complete trial, feedback correction, and repeated practice.

start：Three Three Three Rules, INTRO Opening Method, Opening Techniques

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teaching：Process, standards, key actions, answering questions and encouraging students

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