A Tip for Training Teams

Adrian Molina

May 26, 2022
5 min read

The people under your leadership are alive with possibility, full of God-given talents, strengths, and skills. As leaders, it's our job to see that potential and turn it into practice.

Adrian Molina

Our God is a God of excellence. Genesis 1:27 shows us that God intentionally crafted us in His image and likeness. If we are made in the image of God, that means He designed us to be excellent.

Excellence looks different for everyone in every season. What’s excellent for me might not be excellent for the person next to me. We are under construction, continually in the process of “becoming.” And just as we are all individually a work in progress, so are the teams we lead. The people under your leadership are alive with possibility, full of God-given talents, strengths, and skills. As leaders, it’s our job to see that potential and turn it into practice, helping them become the most effective contributor they can be. It is our privilege to call people higher in their purpose and help them walk in excellence.

I want to share a simple but effective training method designed to help you develop your teams. This model has become ingrained in the inner workings of how we operate at VOUS. We are strategic in the way we train our leaders, and I hope you can take what works for us and use it in your business or ministry in a way that works for you. The method follows four simple steps:

1. Show

2. Tell

3. Observe

4. Verify

Let’s dive deeper into how each step can help improve the way you train your teams.


If I want to teach someone a new skill (or redirect an old skill into a new form), the first step is to simply show them how to do it. I have to put the skill on display, showing them exactly what I’m looking for.


After I have shown my team the behavior, the second step is to verbally communicate what I am looking for and why it matters. The heart of this step is to set the right expectations. Much of the frustration in the workplace comes from unmet expectations; we have to be comfortable communicating what we want. Speak the expectation out loud and write it down in a digestible way so there is no lack of clarity.


Once I ensure they have a good understanding of what I’m looking for, it’s time to create a moment to observe the behavior. Now if you’re anything like me, you know that it can be challenging to resist jumping in and getting the job done. But part of developing people is taking a step back and providing an opportunity for them to put their skills on display. People want to know two things: that they bring value and they are of value, and the only way to identify those things is when we allow them to bring their value to the table.


The final step is to verify the newly learned skill. Now that I have shown you, told you, and observed you, it’s time to confirm that you are doing it the correct way. If any corrections need to be made, this is where those adjustments should be communicated.

Let’s put it all together with a quick example. If I’m teaching you how to shoot a free throw, the first thing I will do is show you how to do it. After showing you the action, I’ll invite you up to the line and tell you how to do it, explaining the correct form and communicating the expectation. Next, I’ll step aside and observe you flexing this new skill, making notes of corrections and where I can encourage you. After observing, I’ll step back in and verify if you have done what I’ve taught you and share any adjustments that need to be made.

As leaders, our teams have been entrusted to us, and their growth and development should always be stewarded well. I believe that as you implement these steps, you will see positive changes in your organization, ultimately leading your team to walk in excellence.

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