“Talent is cheaper than table salt. What separates the talented individual from the successful one is a lot of hard work.” — Stephen King, American writer.
Every organization has its “Campers” — uninspired workers who hunker down and do only what they have to, waiting for the weekend to come, and eventually, retirement.
They meet the minimum requirements of their positions, but you rarely get much more out of them. They’ve either reached their career goals or given up on their dreams, accepting what they’ve achieved as the best they can do. They’ll stay where they sit, thanks very much.
Fortunately, that’s the exception — most people do want to do their best and get ahead. Read more…
A 2014 report from Bersin by Deloitte, The Corporate Learning Factbook 2014: Benchmarks, Trends, and Analysis of the U.S. Training Market relays some positive information regarding investment in employee development.
It says that businesses increased training budgets by an average of 15 percent last year, reflecting the highest growth rate in this area in the last seven years. It’s also likely that as the economy continues to mend, organizations are able to reinvest in areas that experienced significant cost cutting during the downturn.
At a time when there is discussion of a lack of specified skills in the talent pool, this would appear to be welcome news, particularly because this investment applies not only to short-term training. Read more…
“Failing to prepare … is preparing to fail. – John Wooden, legendary UCLA basketball coach
We constantly see media coverage discussing the business world’s negative perceptions of younger workers.
At times it seems like an unfair piling on for a generation that’s been bombarded with negative labels like entitled, unwilling to pay their dues, and unprepared. The good news is that much of the coverage is now discussing the reasons why such labels persist based on research, analysis and facts rather than a common starting point of “…when I was starting out …” Read more…
I admit it. I am addicted.
They say the first step is to admit it, so here goes: I am addicted to Candy Crush Saga.
If you aren’t familiar with it – don’t start! It is an online game (many access it through Facebook or an app) where you match three like candies to crush and remove them, thus making way for new candies. You have a limited number of moves to crush sufficient candy or you fail.
It doesn’t say, “you lose,” or “better luck next time.” An odd little character jumps up and down with a frown on her face, next to the words, “Failed.” Read more…
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…