Why Most Training Doesn t Work! 1

k oo eb Pet erT homs on Why Most Training Doesn’t Work ! 1 Over many years of being involved in the training and development business I've been in...
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Why Most Training Doesn’t Work !

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Over many years of being involved in the training and development business I've been in the fortunate position to undertake a great deal of research as to why so much training, training in many different areas of all different types, simply doesn't seem to work as well as it might or – for as long as it might! Now this may seem… A rather strange thing to say for someone in my position, however the truth is that so much training, particularly in what you and I might call soft skills, has what has often been called a “hot bath effect!” Or in other words, the people being trained get very warm, get very hot, get very enthused on the training seminar (the hot bath) and then become their own cold selves when they return to their normal working environment. Over the years… I‟ve been able to identify the major reasons why this happens and to find many of the solutions. And in the identifying of those causes I've also been able to establish many of the solutions to these problems. In this report I'm going to share with you the inter-linking factors contained within those reasons and clearly explain the solutions. So that when you undertake training - whether that‟s distance learning, such as my Product Creating Magic programme, or in Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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house or open seminars you may attend you and your people will have a distinct edge when it comes to getting real results from any training. The first and major reason is contained within the following expression, which came to me in a flash of inspirational one day! "People will never consistently do... who they aren't!"

Perhaps an unusual expression but - within it lays the key to so much under achievement and failure to obtain real results - as well as the key to outstanding achievement and extraordinary results. So let me explain… People, you and I and everyone we know, always do things that are in harmony, or aligned or congruent with our beliefs and values, in other words our self-concept. We don‟t easily do, for any period of time, anything that is out of alignment with that self-concept. On training courses, when skills are being taught, there is often no discussion regarding the attitudes, the beliefs or the values a person should have, in order to use the skills discussed; to their maximum effect!

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Therefore… Once the training has finished the seminar attendee uses the new skill just long enough to feel uncomfortable and then returns to their old ways - because those old ways are who they are!

“Training which doesn’t work is - a cost Training which does work is - an investment!”

Yes, the boss can insist that new skills are used and for a while they will be. However often only because of the fear of some form of reprisal - the sack, a demotion or ridicule! Once the “boss” is no longer overseeing the task in question the person will return to what feels comfortable and invariably this will be the ways and methods they used before.

In order for someone… To take on board the news skills, new ideas, or new methods then they must examine those skills in conjunction with who they are. Or in other words - they must examine their beliefs and values in connection with the skills. Some years ago I was out - shopping with one of my sons. We were in a shoe shop and at the end of the transaction I asked the young man who has served us, why he continued to address me as “sir” instead of using my name, once he‟d seen it one my credit card.

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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His response was enlightening as he exclaimed “Yes, I was told to do that on the head office training course - only I feel awkward doing it!” A classic case of skills not matching with the young man‟s beliefs and values - his self-concept! Or in the words I gave you as the first major reason why training doesn‟t always work as well as we‟d hope: “People will never do consistently who they aren’t!”

Let me re-phrase it for you.

People will do consistently who they are!”

So what is the solution for this major problem with training? Actually it is really quite simple and straightforward. Any training should incorporate opportunity for discussion of the beliefs and values of those being trained and sufficient time given to examine why and how the new skill can be congruent with whom they are.

Let me give you an example. Let‟s say a customer service team was being trained in customer service skills. And that one of the skills involved calling customers by name. Rather like the young man I mentioned a moment ago. Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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If the young man and his colleagues on the training, has been asked to give examples of being called by name from their own experiences - and realised and detailed the positive impact it made on them and thereby the positive impact their use of the idea would make on their customers - then they would start to re-align their beliefs and values with the idea.

In addition… The internal motivation of those being trained could be brought into play by a discussion of the personal downsides and personal upsides they would experience by the non-use or use of the skill. This is not carrot and stick. That is external - here I clearly mean the internal feelings they would experience. If you have or have had occasions to be a leader of people and have been disappointed at their failure to use a skill in which they‟ve been trained then perhaps this start of the explanation of these reasons gives you a key insight you can use!

From a personal point of view… You can examine the skills you‟ve been taught - that you don‟t use and begin to understand why and how you can utilise those skills to increase your results. Simply question your beliefs and values about the use of those skills and realise the upsides and downsides of use or non-use.

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Remember:

People will never consistently do who they aren’t! People will consistently do who they are!

To discover how to turn your knowledge, your experience, your expertise into ongoing streams of cash mouse over to: http://www.peterthomson.tv/3day/

The Ability Blip Experience indicates there is usually a downturn in results before a new skill will produce improved results. Unfortunately many teachers and trainers do not make this point clear to those who are being trained or those teachers and trainer are unaware of this downturn effect. Let me give you an example, which you and I can use as an analogy to demonstrate the power of this idea. Very often when a person takes up the game of golf, without any formal instruction, then they will hold the golf club with what is called a baseball grip. You can imagine what this grip is like, it is the way you would hold a rounder‟s bat or baseball bat, or axe - a double handed grip. The person may have some success with this grip particularly if they have small hands.

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Now after a few games of golf… And perhaps some frustration at their inability to produce consistent results the person goes to a golf professional to have some lessons. The first thing the golf pro does is look at their grip and almost certainly will get the person to change it into an overlapping or interlocking grip. This new grip will feel so strange that a novice golfer will feel that they can‟t even hit the ball using it. And for the next few games that may well be the case. However - with practise the new grip will take them to level of success they would probably never have achieved with the old grip. This "downturn" in results prior to the upturn in results is common in many training situations. Have you ever changed the software on your computer and found that suddenly your typing speed or quality of work suffered? I know I have! Very often… People are resistant to change their familiar programmes, mental or computer, because they are comfortable with the old ones. And yet - if and that is important, if the new programme will, after practise take you and me to new heights of achievement and success that the old skills or programme wouldn‟t - then we must Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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be prepared for that downturn effect before we experience the increased results. If only the trainer or teacher or coach or golf or tennis pro would explain what will happen - then the pupil, the student the delegate would be far better equipped for the experience and have the certain belief that perseverance will produce a better result.

When a skill takes time to master – it‟s essential that skill is built in small steps – slowly but surely adding a new layer of skill onto a previously practised routine.

Practice This idea links perfectly with another of the reasons why training doesn‟t always produce the results it should and that is insufficient time is allowed for practise of the new skill. So many companies and organisations do not allow sufficient time for their people to be able to practise the skills they have learned - in a non-threatening environment. By non-threatening - I mean practise that does not take place with the customers. My usual way of explaining this is simply to say - professional footballers practise for 3 or 4 days a week to be with their customers for just 90 minutes on a Saturday afternoon and yet most salespeople don‟t practise for just 90 minutes a week to be with their customers for 3 or 4 days! Now who is the professional? Whenever you‟ve learnt a new skill or have organised training for your people - make certain that sufficient time is booked, away Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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from work, for practise to be undertaken. And of course they will need to be regular practice sessions over time.

It Takes Longer My next point of why training doesn't always seem to work as well as it might is linked to these first points. And that is, that it will usually take longer to produce normal results using the new skill than the time taken to produce the same results using the old skill.

Let me give you a clear example of this: And this is only a minor change in skill and yet clearly indicates the problem.

Everyone in business these days use a computer and many people, apart from the computer on the desk, use a iPad or similar. When someone first uses a pad when they‟ve been used to the keyboard of their desk computer - then their output of completed work is reduced. Or in other words it takes longer to type out a memo or letter on the smaller keyboard that it does on the desk computer. This doesn‟t only apply to computers - my experience clearly indicates that this applies to most training. Once we have recognised these facts and understand more time will be needed to produce the same results and that there is likely to be a downturn in results before increased success and that practise will create greater confidence in the use of the new skill then we will be better prepared for training and far more likely yes, far more likely to benefit from that training experience. Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Why Most Training Doesn’t Work ! If you are a leader of people and do train them or send them on training courses then do create practice time once they return

and let them know that you understand that a short-term downturn effect may be created and you are prepared for it. If you don‟t let your people know these facts they will try the new skills, find that work output goes down, find they feel uncomfortable and quickly return to their old ways. Your training will have been a cost rather than an investment in the future of your business. From a personal point of view if you know that you are going to attend a training course - then book hours or days in your diary during the weeks following the course or seminar - so you have time to review your notes, practise your skills and move through the downside effect. In this way any training you undertake can be a serious and worthwhile and long-term investment in your future. The Ebbinghaus Effect Michael Tipper, a Grand Master of Memory and World Memory Championship Silver Medallist – wrote an article for me on the Ebbinghaus Effect. Here‟s a summary of what Michael said: If you had the opportunity to spend £500 on a training course - or flush £400 down a toilet and spend the remaining £100 on anything that took your fancy – which would you do? Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Well in fact – you‟d get pretty much the same outcome whichever option you chose. Why? Because in each case you‟d only receive - £100 worth of value! In the second case you‟ve already thrown away £400 and spent £100 – in the first case (the training course) – without the correct procedures in place – you‟ll waste 80% of your investment. Let me explain: Hermann Ebbinghaus undertook the first experimental investigations in Germany from 1879 – 1895. He found that people‟s ability to recall information they‟d been given decreased rapidly – even over a very short time frame. In just a few hours more than 60% of the information had been lost! The decline then eases but within a month more than 80% cannot be recalled. His results are shown on this graph:

If you think back to the things you were doing only the last week and the information you picked up – how much of it are you Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Why Most Training Doesn’t Work ! still able to recall easily? Certainly as time passes by your recall (without a review system) will diminish. Fortunately there is a solution! The key to achieving better recall is continual review of the information covered on the training course/seminar/distance learning modules. When this is done on a number of occasions, leaving a increasingly longer gap between reviewing (the ideal sequence is: 10 minutes – 1 day – 1 week – 1 month – 3 months – 6 months) then nigh on perfect recall is possible. Tony Buzan – the inventor of Mind Maps says: “The person who does not review is continually wasting the effect he does put in to any learning task – and putting himself at a serious disadvantage!” It‟s essential to set up a review pattern or system for any information or skills learned. Almost all training does not contain a review system. Those few that do – produce far better results. An example: My Accelerated Business Growth System – 36 modules on Sales, Marketing, Business Growth and Ethical Persuasion – has a Video CD, an Audio CD and Workbook for every module. Using these a sales person being trained in the system has the ideal follow-up material to match with the Ebbinghaus solution. It‟s easy

to review information from the Video CD on a laptop – it‟s simple to listen to the audio CD in the car whilst travelling. The workbook can

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Why Most Training Doesn’t Work ! be reviewed whilst waiting to see a client- or at a sales team meeting. If you are planning any training for yourself or your people – then ensure that there is appropriate follow-up material to enable fast and easy reviewing procedures to be put in place. Persuasion Skills

The research carried out by Professor Robert Cialdini indicates that there are eight key factors of influence. My research indicates that if these factors are not used - then those being trained will not „buy into‟ the training as much as they might. Unfortunately… Many trainers and speakers are unaware of these factors and fail to persuade trainees and delegates as to the benefits they will receive by using the new skills. In a moment I‟ll go through an overview of the eight factors for you.

The challenge for trainers/speakers is based in the following idea. It‟s often been said that – you have to be heard to be believed! In fact the opposite of the expression is far more relevant! “You have to be believed to be heard!” When delegates or seminar attendees – do not „believe‟ the speaker it doesn‟t matter how good the ideas are or how useful the skills may be – they simply will not listen! Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Why Most Training Doesn’t Work ! The eight factors are the keys for ethical persuasion and without knowledge of them and skill to use them – any trainer or presenter may as well remain seated!

This report is not the medium for a prolonged explanation of these 8 factors – however here is a summary. Authority: People believe authority figures! A policeman who stands in the road with his hand raised in the classic „Stop‟ sign will have the vast majority of motorists stopping! The same person dressed in jeans and tea-shirt would probably get run over! Reciprocation: We reciprocate when someone „gives‟ something to us for free Liking: We more easily say „Yes‟ to people we like Scarcity: When a sugar shortage is announced on the lunchtime news – by 5 o‟clock that evening – everywhere has sold out of sugar – as people take action. They buy sugar and exacerbate the shortage. This „scarcity‟ principle also applies to information. Commitment: People act in accordance with their publicly announced (nonforced) commitments. Requested commitments should start small and build. Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Why Most Training Doesn’t Work ! Social Proof: Most sales people use the power of testimonials – either in face to face selling or as lines in a brochure or piece of direct mail. Television adverts often feature others who‟ve used the product! Why? Because testimonials work! What testimonials do trainer use when training a skill? Often – none! Contrast: A key technique in negotiation, in training even in matters

social is the contrast principle. When used in training it can have an extremely positive effect.

Admit a failing: People do not like to be trained by a know-it-all. If the trainer admits what they don‟t know, in the right way this adds to their credibility and the acceptance of their ideas by the delegates. Motivation – an inside job! One of the challenges associated with training and for that matter leadership is a misunderstanding of how motivation works. People are motivated to take action by their drives. These drives are triggered by their psychological needs. The drives have two facets. Away motivation and towards motivation!

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Why Most Training Doesn’t Work ! People are motivated to move away from pain and similarly motivated to move towards pleasure. Very often only „towards

motivation‟ is used in training. Delegates are shown the „rosy future‟ they will experience when they use the new skill. However:

Away motivation is the catalyst for action! and Towards motivation creates the continuation of action! Therefore far more „away motivation‟ needs to be used when explaining why a „new skill‟ should be used. Delegates and trainees need to realise what will happen if they DON‟T use the new skill. Training Environment The training environment plays a critical role in the success of any training course. If the room has no natural light delegates will soon lose interest in the subject being discussed. Room temperature must remain cool without getting to cold. Timings: Training sessions, which go on over one and a half hours, are too long. Far better to have a series of short sessions, ideally 45 – 60 minutes at a time with 10 minute breaks. During the breaks the content of the training course should NOT be discussed. The break is necessary for the delegates to assimilate the information they‟ve learned. The 6 Keys For Memory People are far more likely to retain the information given on any training course if the six keys for memory are utilised. Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Firsts and Lasts: The reason for the short training sessions is so that a number of „firsts‟ and lasts‟ are created. Memory tends to „sag‟ in the middle of sessions. Unusual: People remember unusual items – therefore anything creative that can be blended into the training can help retention and recall.

Review: We‟ve discussed the power of review under the Ebbinghaus Effect Enthusiasm: The enthusiasm of the trainer will help the trainees retain information Linking: When information is „linked‟ to knowledge already known by the delegates they have „hook‟ to hang the information upon. Summary So there we have it – numerous reasons why training does not always work as well as it might. If you are considering „sales training‟ for your people – perhaps you‟ll take a moment and look at the various options available to you from Peter Thomson International All of the ideas we‟ve covered together in this report are blended into all of those options and with the additional aspect of the „Risk

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Why Most Training Doesn’t Work ! Reversal Guarantee‟ you can be assured any training will be an investment and not a cost.

Thank you for reading through this report. If you have any questions please do call me on +44(0) 1926 339901 or email me at the following address: [email protected]

To discover how to turn your knowledge, your experience, your expertise into on going streams of cash mouse over to: http://www.peterthomson.tv/3day/ Peter Thomson

Peter Thomson is now regarded as one of the UK‟s leading strategists on business and personal growth. Starting in business in 1972 he built 3 successful companies – selling the last to a public company, after only 5 years trading, for £4.2M enabling him to retire at age 42. Since that time Peter has concentrated on sharing his proven methods for business and personal success via audio and video programmes, books, seminars and conference speeches. With over 100 audio programmes and over 100 videos programmes written and recorded he is Nightingale Conant‟s leading UK author. Books 1. THE SECRETS OF COMMUNICATION - Be Heard and Get Results 2. THE PINNACLE PRINCIPLE - Maximise Your Potential 3. SELL YOUR WAY TO THE TOP - Selling Skills Audio Programmes Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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1. CONVERSATION – THE POWER OF PERSUASION (6 cassettes/CDs Communication Skills) 2.

THE BEST KEPT SECRETS OF THE WORLD‟S GREATEST COMMUNICATORS

(6

Cassettes/CDs) 3. ACCOMPLISHMENT – THE SCIENCE AND PRACTISE – (7 cassettes/CDs Self Management) 4. FIRE YOUR BOSS AND HIRE YOURSELF – (6 cassettes - Marketing - cowritten and recorded with Jay Abraham) 5. VOCABULARY POWER – (6 cassettes -Word Use) 6. LEAD THE FIELD – (6 cassettes - re-voice of the Earl Nightingale Classic) 7. HOW TO SPEAK UP FOR YOURSELF ON ANY OCCASION – (13 cassettes, one video and one 200 page workbook - Public Speaking) 8. HELP! – I‟VE GOT TO MAKE A SPEECH – (6 cassettes/CDs -Public Speaking) 9. INVEST & GROW RICH - (6 cassette Investment Programme - Peter Thomson as question master to group of stock market experts including Jim Slater) 10.

HOW TO EAT AND BE HAPPY! (6 cassettes - co-written and

recorded with Rob Locke [main presenter for QVC Shopping Channel] - slimming tips) 11.

THE PINNACLE PRINCIPLE - 2 cassette version of Accomplishment

programme. 12.

THE SECRETS OF COMMUNICATION - 2 cassette version of

Conversation programme. 13.

ACTION IS THE KEY - 30 cassette programme on sales, sales

management and personal development.

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Why Most Training Doesn’t Work ! Monthly Audio Newsletter - 156 Cassettes published.

Peter is the publisher, writer and presenter of the widely acclaimed AUDIO

newsletter “THE ACHIEVER‟S EDGE!” This monthly programme

has thousands of Subscribers from many parts of the world and has now been blended into a joint venture business with Nightingale Conant as part of THE ACHIEVER‟S CLUB and has launched in the USA. The Achiever's Edge has been produced since January 1998 and now has 156 completed cassettes. The programme is a blend of personal development and business topics and includes interviews with well-known achievers such as - Sir John Harvey-Jones, Vic Conant, Julian Richer, Bob Proctor, Jay Abraham, Rebecca Stephens, Dominic O'Brien, Allan Pease Paul McKenna, Richard Bandler, and Robert Cialdini etc. Available on Audio and CD ACCELERATED BUSINESS GROWTH SYSTEM A monthly CDROM/CD/ /workbook/ - business growth system - for sales people, sales managers, sales directors and business owners. Each monthly programme contains tried and tested and proven ideas to help any business increase sales and profits. 36 modules. Personalised Training Videos A series of 10 sales training modules have been written and recorded for a UK major insurance company – allowing a consistency of training across their 300+ sales team. 7 personalised modules for another major insurance company. Tips Booklets Peter has written and published 7 tips booklets: “117 Ways to Get Almost Anyone . . to do Almost Anything!” “117 Ways to Grab Your Life and Really Make It Happen!”

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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“117 Ways to Get Your Audience to Shout More! More! More! Every Time You Stand and Speak!” "117 Ways to Motivate Your Team without Breaking the Bank!" "117 Handy Haggling Hints - How to negotiate win/win deals" “117 Ways To Sell Almost Anything to Almost Anyone!” GOLF! "97 Surprisingly Simple Secrets – How You Can Turn Frustration into Pleasure” These booklets have been taken by a number of large companies and with personalised covers used as promotional items for suppliers and staff. tgiMondays As editor of tgiMondays Peter provides a free weekly Motivation Monday Message to over 20,000 success-minded people worldwide. www.tgiMondays.com Doctor of Letters 1n 1999 The American Intercontinental University in London – with permission granted by the American Government- awarded Peter an Honorary Doctorate (Doctor of Letters) for his work in communication skills and helping others to succeed in life. Conferences and Seminars Apart from writing and recording programmes - Peter spends part of his time delivering seminars and conference speeches in the UK, Europe and the Far East. As a family man (4 sons), 30 years of business experience on his own account - his presentations and audio works are brought to life with true stories of success and failure – designed and delivered to

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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Why Most Training Doesn’t Work ! make any listener realise that they too can achieve their goals, be more successful and still – have time to play! A hallmark of Peter‟s work is his use of thought-provoking original expressions – expressions that stop people in their mental tracks and have them re-evaluate their beliefs about success. “People will never consistently do – who they aren‟t!” “Better the right “no” answer than the wrong “yes” answer!”

“Most people don‟t ask you the real question – they ask a question about the wrong answer!” “Ask yourself the easy questions and you‟ll have a hard life, ask yourself the hard questions and you‟ll have an easier life!” “Time and distance travelled compounds the effect of error!” “If the first „yes‟ is the real yes – don‟t ask for the second yes”” “If it‟s too easy you don‟t care to try – if it‟s too hard you don‟t dare to try!” “In a world where the big things have little difference – it‟s the little things that make a big difference” “If feedback is the breakfast of champions – then regular feedback is a diet we can live on for ever” “Leaders should be . . . consistently different!” “If only I knew now – what I knew then!” “The income you get will always reflect the outcome that someone else gets” Contact Details: PETER THOMSON PETER THOMSON INTERNATIONAL LTD P O Box 4444 Kenilworth Road Royal Leamington Spa Warwickshire United Kingdom Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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CV32 6JW Telephone: +44 (0) 1926 339901 Fax:

+44 (0) 1926 339139

Email: [email protected] http://www.peterthomson.com

“Passionately delivering a series of tried and tested and proven ideas through a powerful mix of multi-media products, personalised consultancy and training, rigorous follow and continuous measurement with the sole purpose of guaranteeing your accelerated and sustainable business and personal growth”

Peter Thomson International Ltd Email: [email protected] Website: www.peterthomson.com © Peter Thomson Leamington Spa 2014

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