What do you do with an employee who’s just not interested in learning?
I once had an employee who spent each lunch hour reading novels. Now, I have nothing against novels, or lunch, for that matter.
The problem: This particular employee was falling behind her co-workers in technology.
Many times, I invited her to take time to read about the technology we use in the business. Although she said “OK,” she always went back to reading her novels. Read more…
“Learning is not a one-time experience but an ongoing process.”
This is one of the overarching ideas in a recent report written by Mollie Lombardi from the Aberdeen Group, which examines the business impact of organizations focus on learning programs.
The study is based on a collection of responses from 185 organizations and seeks to determine how organizations connect learning to business priorities, create development programs that impact every stage of the employee lifecycle, and utilize technology to support learning initiatives.
The study concludes that there is a definite correlation between organizational success and a high focus on learning initiatives. Read more…
Does a need to improve leaders’ coaching behavior show up on just about every employee engagement survey, 360⁰ assessment, or training needs assessment you conduct?
Maybe you’ve even invested heavily in development programs to help leaders learn to be better coaches. So why don’t they stick?
Perhaps it’s because “coaching” connotes a wide range of practices that often are not differentiated at the various levels of leadership. In my experience, the word “coaching” is used as an intervention for everything from one-way feedback and corrective action, to high potential and executive development.
To make coaching a leadership best practice, organizations must define what coaching consists of at every level, and ensure all leaders experience the positive benefits. Read more…
As an HR decision-maker, it’s becoming increasingly difficult to deny the positive effects of a strong mentoring program within your organization.
The HR role has evolved within organizations to include running mentoring programs, which are commonly adopted to foster employee engagement and learning. Typically, the organizations can witness several benefits of their mentoring programs, including:
- Career Planning and Leadership Development;
- Diversity initiatives; Read more…
Growth and development usually come at a cost. They are important for us both personally and professionally, but that does not mean they are always pleasant.
Typically for us to truly build new skills as leaders in a chosen field, we have to stretch out of our comfort zone.
These opportunities are gems in one’s career — truly chances to pivot when you take advantage of them. Think of them as critical experiences. They are almost like a refiner’s fire for precious metal.
In talking with a business leader recently, we were discussing how both she and her entire team of direct reports had been going through a critical experience in their development. They had some incredibly difficult messages to deliver to their organization. It was far from easy, but necessary nonetheless. Read more…
How can you get the best payoff from virtual instructor-led training?
How can you keep the learners from tuning out? How can you help them use the skills they learned when they return to their jobs?
Here are six (6) keys for getting maximum productivity from any virtual training program. Read more…
If you ask HR leaders at major U.S. employers whether they have leadership development programs in place to identify and develop future C-level leaders, most will reply “yes,” which doesn’t mean a lot.
While companies are increasingly opening their wallets to support leadership development, existing programs are doing little to quell HR and executive managements’ anxieties about developing current and future corporate leaders.
According to late 2012 data from the Society of Human Resource Management, developing corporate leaders ranks as a chief concern among U.S. HR departments over the next decade — only slightly outranked by worries about retention. Meanwhile, companies spent an estimated $13.6 billion on leadership development programs in 2012 — a 14 percent increase over the previous year, according to Bersin by Deloitte. Read more…
Companies across all industries are finding that attracting and retaining top talent is, or soon will be a struggle.
Some believe that talent is scarce, while others believe that talent acquisitions strategies are the issue. Whatever the shortcoming may be in finding talent, training could be the solution.
Creating a work atmosphere in which talented people can continue to grow and learn could be the key to attracting the talent you need. Read more…
Everyone agrees that employee skills training can improve organizational productivity by dramatic margins.
The challenge for learning leaders is how to make the training cost-effective when the organization’s workforce is dispersed. Travel and accommodation expenses keep mounting and valuable time is lost when employees have to leave the workplace to attend a classroom that may be far away.
The solution for many organizations is to adopt virtual instructor-led training (VILT). This learning model allows employees to participate fully in the training program wherever they may be as long as they have access to the Internet.
VILT is one of the fastest-growing methods of learning delivery. Its use will accelerate as bandwidth increases continue and newer collaboration software technologies emerge. Read more…
Does your company have an employee safety program?
Even in organizations with largely office-based staff, keeping employee safety front-of-mind not only benefits employees and leadership by reducing lost days to illness or injury, but also communicates to employees that the company does, indeed, care about their health and well-being.
Of course, in industries including manufacturing, construction, engineering, energy and the like, environment, health and safety (EHS) is often paramount to company success. In the U.S., regulatory agencies like OSHA can shut down work sites or impose fines that can cost a company future contracts. Read more…