Training News

  • How to Become a Professional Technical Writer
    The U.S. Bureau of Labor Statistics has revealed through research that the demand for technical writers will grow 10 percent until 2024, due to the increase in scientific and technical products.Article Author: Ferry Vermeulen, Director, INSTRKTIV Do you like writing and technology? If you do, then a career as a technical writer might be of interest to you.  The US Bureau of Labor Statistics has revealed through research that the demand for technical writers will grow 10 percent until 2024, due to the increase in scientific and technical products. As a technical writer, you will become a lifelong learner. Not only will the technical field of writing develop rapidly, but with each document you write, you soon will become an expert in that subject. You will need to have an in-depth knowledge of the product, so you will be able to select just those elements of information the consumer needs to know and… Read more »
  • Training to Be a Chief
    Excerpt from “Be Chief: It’s a Choice, Not a Title” by Rick Miller.Article Author: Rick Miller Walking into a shattered workforce, it was clear to me that employee retention was a top priority. The sales force felt abandoned by the rest of the company. I learned that a notable exception was a small team of employees responsible for sales force education. A fierce level of loyalty had been created inside that team through the leadership of their Chief, Mary Slaughter. One of her team members, Jacquie Martini, played her own role in enabling the viral growth of Mary’s team of Chiefs. Teams that reach high levels of performance do so for a reason. The team’s individuals are good at what they do, and together they reach high levels of success. If you watch an NBA All-Star game, you will see the best of the best on the court succeeding together at… Read more »
  • Carrying the Burden of Leading Others and the Danger of Hubris
    Excerpt from “The Leadership Killer: Reclaiming Humility in an Age of Arrogance,” by Bill Treasurer and Captain John R. Havlik.Article Author: Bill Treasurer and Captain John R. Havlik To be a leader means to get results. Getting results is a fundamental leadership pressure point, and it requires keeping everyone working productively. It’s a simple equation: The more productive people are, the better the results will be. And producing results, as a leader, is what you’re most responsible for. Your effectiveness as a leader will be judged on the magnitude and longevity of the results you get. Period.  The pressure to get results is incessant, and the strength of the results frequently impacts a leader’s mood and behavior. When you’re in a leadership role, the drive for results can end up driving you. You’ve got to do better. You’ve got to produce. You’ve got to push others to do better and produce… Read more »
  • How to Build (and Run) an Agile Organization
    Agile businesses tend to have more engaged employees, higher levels of morale, and lower turnover.Article Author: Stuart Hearn, CEO, Clear Review Traditionally, organizations have been perceived as machines. You set them up and watch them run; everyone has a rigidly set role and there is a top-down approach to management and goal setting, with little room for autonomy or creativity. Thankfully, things are changing, and today, businesses are more like living organisms—they evolve by the day. As such, the way we manage them needs to adapt accordingly. In recent years, agile companies have become a necessity, primarily due to rapidly evolving and shifting business environments, disruptive new technologies, and the war for great talent. Business agility simply means a company is able to speedily respond (in the five ways mentioned below) according to market and environmental changes. This might sound like a simple concept, but it remains an elusive one for business… Read more »
  • Training Top 125 Best Practice: ISO 9001:2015 Training at Nicklaus Children’s Health System
    The global ISO 9001:2015 standard provides the framework for health-care organizations seeking to provide a consistent product or service, improve customer “patient” satisfaction, and commit to continual organizational improvement.Article Author: Edited by Lorri Freifeld Nicklaus Children’s Health System (NCHS) made a commitment in 2017 to the global ISO 9001:2015 standard, which provides the framework for health-care organizations seeking to provide a consistent product or service, improve customer “patient” satisfaction, and commit to continual organizational improvement.  With full support from the senior leadership team, Learning & Development Services (LDS) played a pivotal role in this initiative by developing quality management education tools and implementing innovative and engaging strategies to provide inter-professional education in daily operations for all clinical and non-clinical areas impacting the patient experience.  Program Details Those LDS practices included the following: Delivered comprehensive training to 409 leaders and key staff members. As of March 28, 2018, there were 60 Champions… Read more »
  • Too Many Leaders Are Managing on Autopilot
    Managers should start by setting aside one hour every day as sacrosanct time for managing. During that hour, they do not fight fires. They use that hour for managing up front, before anything goes right, wrong, or average.Article Author: Bruce Tulgan, Founder and CEO, RainmakerThinking, Inc. Most managers are so busy with their own “real work” that they think of their management work mostly as an extra burden. They avoid daily managing the way many people avoid daily exercise. They manage only when they absolutely have to. As a result, they and their employees get out of shape, and unexpected problems crop up on a regular basis. When problems get out of control, these managers can no longer avoid their responsibility and they spring into action. By that point, however, they have a difficult task on their hands: They are trying to run 10 miles when they are completely out of… Read more »
  • Do Professional Dress Codes Still Serve a Purpose?
    Author: Margery Weinstein With summer comes shorts, T-shirts, and flip-flop shoes. I mused the other day to the head of our department that it might be time to introduce a modified, business-friendly toga for men. Most still aren’t comfortable wearing sundresses, so an updated Roman toga seemed like the next best thing. With shorts still unacceptable in most places of business, is it time to reconsider the importance of dress codes for employees who are not customer facing? A piece in the Monterey Herald last week attempted to answer the question of why to bother with dress codes and how to enforce them. “Business dress codes are important not just for how employees present themselves to customers and the public, but they address important safety concerns, as well. For instance, flip-flops and other open-toe sandals are generally not appropriate to wear to work due to their casual appearance. In addition, their tendency to… Read more »
  • Pro Tips for Using KPIs to Drive Performance
    The health of the data impacting key performance indicators (KPIs) will dictate a manager’s ability to deliver useful feedback.Article Author: Victoria Vessella, Marketing Associate, Repsly As the adage goes, you can’t improve what you don’t measure. The use of key performance indicators (KPIs) across many different facets of business proves this point. Managers have come to rely on carefully curated metrics to determine the effectiveness of their teams, and ultimately their teams’ impact on profitability. But how can managers derive the most value from their KPIs? In other words, how can KPIs be used to enhance individual and team performance? Let’s look at some practical examples of how senior and mid-senior leaders can leverage the insights extracted from KPIs to help their teams achieve success. Look for Holes First things first: You can’t make process improvements based on an analysis of your KPIs if they are inconsistent or inaccurate. The data… Read more »
  • How to Help Employees Establish Better Habits at Work
    Habits can be maximized every day by using targeted micro-activities: simple actions that take only a few minutes and prime people to engage in positive behaviors for the rest of the day. Article Author: Adam Fridman, Founder and President, Habits are capable of addressing far-reaching issues, from customer service to engagement, and even purpose. Leaders across industry lines have caught on, and habits are quickly becoming the way business leaders approach human capital management (HCM). As the science of habits continues to advance, effective strategies are emerging that provide proven means to effect organizational change.  The advantage of habits extends beyond their effectiveness for organizations—they provide a means to create a scalable and cost-effective HCM strategy. Unlike other approaches, targeting habits doesn’t require large lumped expenditure on consultants or coaches. Habits can be maximized every day by using targeted micro-activities: simple actions that take only a few minutes and prime people… Read more »
  • The Art Of Reflection
    How often do you schedule time for learner reflection into your course content?Article Author: Dawn J. Mahoney, CPLP, Owner, Learning in The White Space My company is called “Learning in The White Space” because the one thing I know is…none of us learns a thing until we reflect upon the activity of learning. Meaning, later. After the doing. It is during reflection that the learning gets encoded and stored into our short-term memory. One article puts it this way, “We need time to absorb information” (, think of it as the brain filing the paperwork into labeled and color-coded folders. Note: Longterm memory is the folders being filed into the cabinet—the ultimate goal. (This is called building neurocognitive skills.) As Learning professionals, we are tasked with crafting sound learning content, including all that goes before (assessment, analysis) and after (evaluation, iteration). We’re busy and fully engaged in the crafting of learning… Read more »
  • How Giving Great Recognition Motivates People
    Understand the impact you make when you recognize people the right way for their positive contributions at work.Article Author: Roy Saunderson, MA, CRP, Chief Learning Officer, Rideau Recognition Solutions People from around the world in a variety of occupations all have an inherent need to feel appreciated for who they are and recognized for what they do. But what if we’ve all been thinking of recognition the wrong way? Take, for example, the definition of recognition from the Society for Human Resource Management (SHRM): “The acknowledgement of human achievement made publicly or privately, and can involve a monetary or non-monetary reward.” Does it have to be an achievement or can it simply be good work done well? It’s OK to respect the individual preferences for public or private recognition. However, does recognition always have to involve a reward? I believe you can give people recognition without having to give them a… Read more »
  • Reorienting L&D For The Digital Age
    Three areas today’s HR and L&D leaders need to focus on as they evolve their talent development strategies.Article Author: Brandon Carson, Director, Delta Air Lines The digital age has created a massive increase in the speed and complexity of business, resulting in the largest job transition since the Industrial Revolution. Given this rapid transformation, the next five years likely will be more disruptive to HR and corporate Learning and Development (L&D) than the last 50. Today’s HR and L&D leaders should focus on these three areas as they evolve their talent development strategies: Workplace Automation Driven by Artificial Intelligence (AI) The Coming Skills Dilemma The Competition for Talent Workplace Automation Driven by AI A recent McKinsey Global Institute report stated that AI will generate more than $13 trillion in business value by 2030, and it will disrupt and/or displace as many as 375 million workers— or roughly 14 percent of the… Read more »
  • Trade Show Training
    The VP of Marketing and Sales from headquarters created an incentive program for the sales staff based on the number of leads attained each day. What could go wrong? Plenty!Article Author: Neal Goodman, Ph.D., President, Global Dynamics, Inc. A leading manufacturer brought together its top sales staff from the U.S., Germany, and Japan to serve as its booth staff at the largest trade show in its industry, which is held annually in Germany. The staff had never worked together. They were selected because most of the visitors were coming from these three countries and there was a good cultural and linguistic fit. Visitors from other countries would be met by any available staff member. The VP of Marketing and Sales from headquarters created an incentive program for the sales staff based on the number of leads attained each day. Bonus money was set aside as an incentive to go to the… Read more »
  • Diving Into Virtual Reality With Bobby Carlton
    We are seeing VR technology becoming less tethered, notes VRScout’s Bobby Carlton. “There’s a big movement around freeing users—letting them have a full range of motion.”Article Author: Phylise Banner Although I don’t spend a lot of time sporting the latest virtual reality (VR) headset, I do find tremendous value in immersive learning environments. I regularly explore VR tools and technologies, and promote their value in the training space. At the same time, I am not comfortable walking around a physical room wired to several devices while immersed in a virtual experience. With so many new companies offering immersive training solutions via augmented reality (AR), VR, and 360 video, I realized it might be time to dive deeper into this space. So I turned to my favorite AR/VR expert: Bobby Carlton, a scout at VRScout covering VR and AR news. I started by asking Bobby to share what he thinks is novel… Read more »
  • Take The Mystery Out Of Succession Planning
    The basic steps of succession planning are the same regardless of organizational size.Article Author: Ross Tartell, Ph.D., Adjunct Professor, Psychology and Education, Columbia University Think about how often a key person leaves and the organization is surprised—and has no one who can step in. Or there’s an opportunity for the business to grow, but no one has the skill to make it happen. These situations only get worse when there is a war for talent. A solid succession planning process increases the likelihood that the organization has the individuals with the right skills and motivation when the business needs them. The basic steps of succession planning are the same regardless of organizational size. Larger organizations have complex approaches because of their scale—not because the fundamentals are different. When developing a succession planning model, you first must be sure to understand the market forces and strategies that set the path of the… Read more »
  • Is Your Career By Design Or Default?
    Whether you have been in the world of work for 30 minutes or 30 years, a career path requires thought, effort, and cultivation.Article Author: Gail Kelman, FLMI, ACS, AIAA, CASL, Head, Learning and Career Development, Guardian Life In the book, “Alice Through the Looking-Glass,” by Lewis Carroll, Alice has a discussion with the Cheshire Cat. Alice: Would you tell me, please, which way I ought to go from here? The Cheshire Cat: That depends a good deal on where you want to get to. Alice: I don’t much care where. The Cheshire Cat: Then it doesn’t much matter which way you go. Alice: ...So long as I get somewhere. The Cheshire Cat: Oh, you’re sure to do that, if only you walk long enough. Like most of you, I’m frequently asked, “Which courses should I take?” and “What’s my next step?” And my first question, just like the Cheshire Cat, in… Read more »
  • The Disengagement Epidemic: Can ONA Rescue Us?
    A tool called Organization Network Analysis (ONA) allows companies to uncover their hidden Zappers—those who create energy—and connect them together into networks that fuel discretionary effort.Article Author: Tony O’Driscoll, Professor, Duke University’s Fuqua School of Business Today’s accelerating rate of change and compounding degree of complexity is taking a significant toll on the global workforce. Deloitte’s 2019 Global Human Capital Trends reports that more than half of today’s workforce (51 percent) is dissatisfied with their job. Globally, more than 1.7 billion people who show up for work every day are not happy, and 2.4 billion are disengaged. The price of disengagement is high. Gallup reports that high-engagement organizations achieve 21 percent higher profitability and four times earnings-per-share growth over competitors. Some 84 percent of organizations see engagement as an important issue, and almost a third rank it as a Top 3 concern. But only 9 percent of organizations today say they… Read more »
  • Front-Line Management 101: Fostering Talent Engagement
    Talent Engagement is maximizing your employees’ talent, skills, or abilities (what they love to do) for the good of the company—and as a result, for themselves. Article Author: Ashley Prisant Lesko, Ph.D. Quick! Tell me three tasks or responsibilities in your current job description that you actually do on a regular basis. Most of us frequently find we regularly deviate from our job description— whether we want to or not. But what if you could go beyond your job description and do more things you really enjoy doing? Perhaps you’re an HR business partner (HRBP), but you really enjoy getting in front of clients to talk about your services. Or you’re a trainer who enjoys computer coding. Talent Engagement is maximizing your employees’ talent, skills, or abilities (what they love to do) for the good of the company—and as a result, for themselves. It’s been found that employees are 27% more… Read more »
  • Sticky Notes: It’s All About YOU!
    Make sure the first person you are managing every day is yourself.Article Author: Bruce Tulgan, Founder and CEO, RainmakerThinking, Inc. What gets in the way of your success at work? When I ask that question in interviews and focus groups, 9 out of 10 responses are factors beyond the control of the individual. A few include: Company policies, rules, regulations, culture, and standard operating procedures Too much work and not enough time Conflict between and among employees Limited resources No clear chain of command Too many bosses, each of whom has different performance standards, priorities, management/communication styles, expectations Lack of constructive feedback These are all real challenges, but if you want to be powerful, then you have to focus on the one factor you can always control: YOU. You need to do as much as you can, as well as you can, within whatever limitations you have, wherever you are. You… Read more »
  • Productivity Coach's Corner: Make Their Day!
    Over the last 20 years of serving as a leadership coach, I’ve learned it is essential to help people remember they make a difference. Article Author: Jason W. Womack, Med, MA “How do the people around you know they make a difference?” I teach an eight-day Leader Development Course 15 times a year for groups of 60 leaders or so. I begin each small group session by asking that important question. Many stare back at me for a couple of moments. Most of them make up an answer or reply, “Oh, I’m sure they know.” That may be true, but they need to hear it. Over the last 20 years of serving as a leadership coach, I’ve learned it is essential to help people remember they make a difference. So ask that question and see how the momentum builds. Here’s something else you can do to make someone’s day: Write them… Read more »