Before you invite me or another personal development speaker, be clear about results, actions, engagement, and accountability.
Let me explain.
When your intention is to improve performance (from X to Y by when), it is best that you will be able to answer the following questions.
What single most important results do we want to achieve and by when?
Increase sales by 30% after six months. Improve customer satisfaction by 20% in two months. Double the number of presentations to clients in six months. Reduce scraps by half in 15 days. Know precisely what you really want. To say that you just want your people to be motivated is an indication that you are not really clear on what you want.
What vital behaviors you need people to learn, apply, and master so you will get your desired results?
Whatever your personal development speaker must talk about, it must be all about these vital behaviors. A talk delivered somewhere to a different audience may not be that useful to your group.
How can we increase engagement so that our people turn new behaviors into habits so we can sustain impact of change?
If you are a manager, it is your responsibility to see to it that people are engage. The personal development speaker is no longer around to remind your people, to goad them, or push them. This is your ballgame. If you don’t know what you’ll do after your speaker delivered the speech, you are most likely to waste money and opportunity.
This is where your leadership is expected.
How can we make people be accountable to their results?
A speaker may speak about personal accountability. Listening to speakers about accountability does not make everyone accountable.
Accountability must become part of your operating system.