Training News

  • How to Improve Employee Engagement with E-mail
    E-mail has proven to drive more conversions to businesses than social media ever could. The same can be applied in your employee engagement efforts, if used properly. Article Author: Freddie Tubbs, Internal Communications Manager, Bigassignments Intranets used to be something that collected dust some time ago. Nowadays though, companies use them effectively, and they have noticed an increase in employee engagement, as well as more productivity and efficiency.  This is one of the most important things in a company. Employees who feel comfortable and engaged with the ideals and values of their employers do better and do more.  The best companies in the world don’t treat this as something that is simply good to have but rather as something essential and integrated with all of their business and marketing efforts. This impacts your bottom line and your organization’s success.  However, not all companies can afford an intranet that allows for the… Read more »
  • How to Create a Winning Record with Player-Coaches
    First-level leaders who play the player-coach role in your organization make a significant impact on every metric in your business: employee productivity and engagement, customer satisfaction and loyalty, innovation, and financial performance.Article Author: Patrick Leddin, Ph.D., Associate Professor, Managerial Studies Program, Vanderbilt University, and Senior Consultant, FranklinCovey Founded in 1869, Major League Baseball (MLB) is the oldest professional sport in the United States and often dubbed, “America’s Pastime.” Throughout its near 140-year history, hundreds of people have served as team managers. These are the head coaches of the team responsible for everything from player development to on-field coaching decisions. For many years, the vast majority of managers served in a coach-player role, where they not only made coaching decisions for the team, but also filled a position on the field and a spot in the batting line-up. In fact, the manager role today historically was called the head coach or team… Read more »
  • How to Successfully Develop Your Employees: The Shape of Leadership
    Employees can only flourish as well as the leaders who hold the reins. Here are some tips to help you successfully develop your employees and keep daily operations flowing as smoothly as possible.Article Author: Advancesystemsinc When you oversee other employees—whether as a manager, supervisor, or whichever title you have been given—your skills in the art of leadership will dictate how successfully you build and maintain an efficient and successful staff system. Some useful tools you might consider from the beginning are workforce management software (especially for payroll), good training resources, and even an assistant to look over your memos and company-wide communications. In a leadership role, your most important function is to ensure your team runs like a well-oiled machine on a day-to-day basis. Simple, right? Wrong. You quickly will realize your plate can get full very fast with both micromanaging simple things and handling larger issues. Employees can only flourish as… Read more »
  • Building a NOW Team
    Excerpt from “No Opportunity Wasted: The Art of Execution” by Bishop Joseph Walker III (January 2018).Article Author: Bishop Joseph Walker III When you begin moving into your assignment and building a support team, keep in mind the importance of developing the right culture. A NOW (No Opportunity Wasted) culture is one that is sustainable and productive. When our church began to grow, it was important to bring alongside the vision-effective staff persons who could assist in moving vision forward. Staffing is one of the most important decisions of any business or organization. People ask me all the time about the criteria I’ve used in selecting the right people to bring alongside the work God was doing. Allow me to share with you the criteria I use.  Character I like to define character as behavior on display. It is at the top of the list when developing a NOW culture. People who are connected… Read more »
  • Training Top 125 Best Practice: Navy Federal Credit Union’s Talent Optimization Pipeline
    The selective six-month development program was designed to strengthen the credit union’s talent pipeline and address current and future talent needs in the organization’s Information Services Department (ISD).Article Author: Edited by Lorri Freifeld Navy Federal Credit Union’s Talent Optimization Pipeline (TOP) program is a selective six-month development program designed to strengthen the talent pipeline and address current and future talent needs in the organization’s Information Services Department (ISD). All employees who have a minimum of six months of service and have an interest in a career in information services were eligible to apply.  Program Details The ISD TOP program was piloted in 2017 to enhance internal business practices integral to achieving membership and marketing goals. The program aimed to accomplish this by engaging members of Navy Federal’s Millennial workforce by offering team members fast-tracked lateral opportunities into ISD via the TOP program. Employee interest in the development program was high—more than… Read more »
  • Why Most People Lack Self-Awareness and What to Do About It
    The one approach I’ve seen really work in my 18 years of coaching and training people to improve their personal leadership through self-awareness is anonymous 360 feedback.Article Author: Bill Benjamin, Partner, The Institute for Health and Human Potential According to a Harvard Business Review (HBR) article, “Research suggests that when we see ourselves clearly, we are more confident and more creative. We make sounder decisions, build stronger relationships, and communicate more effectively. We’re less likely to lie, cheat, and steal. We are better workers who get more promotions. And we’re more effective leaders with more satisfied employees and more profitable companies.” That’s a pretty strong business case for self-awareness being critical to our personal and organizational success. To take advantage of this, we first must overcome the self-awareness problem: Few people actually have self-awareness, but everyone thinks they do!   “According to our research” says organizational psychologist and researcher Tasha Eurich, “with thousands of people from all around the world, 95 percent of people believe that they’re self-aware, but only about 10 to… Read more »
  • Should Employees Be Trained to Ask Questions?
    Author: By Margery Weinstein Some cultures welcome questions, and some don’t. In academic settings, where I spent a lot of time (graduating both from college and graduate school), questions are treated with great respect and enthusiasm. Some companies also probably welcome questions, but many others do not.  I’ve noticed that the head of our department isn’t crazy about my question asking. He often gets impatient. Just last week, he snapped, “I have to get back to work.”  But I thought fielding employee questions was the work! Isn’t making sure your employees understand everything they need to know to do your assignments a key part of the job for any manager? I was curious about the art of question asking and the role it can play in the workplace, so I looked up articles about it online, and found one from Harvard Business Review, “Relearning the Art of Asking Questions” by Tom Pohlmann and Neethi Mary Thomas.… Read more »
  • 5 Tips for Building Culture in a Remote Workforce
    Growing an effective culture within a remote workforce requires a clear vision of the changes you wish to see across the organization, employees who meet that vision, a commitment to perpetuating the company vision and culture, and a strong leader who embodies that culture.Article Author: Paul Gentile, Senior Director, Product Marketing, LogMeIn Have you ever walked into a room and immediately felt welcomed, like you instinctively connected with the people and the surroundings? How about the opposite experience, when you enter a space and immediately know something doesn’t feel quite right? In the context of the workplace, that feeling has a lot to do with a company’s culture, and it can have a significant impact on the happiness and productivity of your teams.  I think Peter Drucker said it best with the phrase, “Culture eats strategy for breakfast.” No business can be truly successful without a compelling internal culture, but building… Read more »
  • Can’t Compete with Start-Ups? 3 Tips to Increase Your Organization’s Customer Centricity
    To be successful in today’s world, leaders need to prioritize time away from internal priorities and time with customers.Article Author: Dan Parisi, Executive Vice President, BTS USA We all know business and financial acumen are critical to the success of organizations, but there’s more to winning in business than maximizing your P&L and cash flow. Leading a successful business in today’s hyper-competitive world is all about putting the customer first—anticipating their needs, understanding what drives their success, and using customer-based insights for sound decision-making. In short, being customer centric. However, in large, complex companies, even leaders with great business acumen struggle with putting the customer first. There are two main reasons:  As companies become larger, layers of management and functional specialization are added, putting distance between most of the organization’s employees and customers. As companies become more successful and complex, leaders spend more and more of their time on internal issues.… Read more »
  • 3 Lessons for Creating Online Certification Programs
    The desire to provide value in a changing marketplace is one of the reasons the Association of International Certified Professional Accountants moved beyond in-person tutors, trainers, and test centers to offer online learning and assessment for candidates pursuing the Chartered Global Management Accountant designation.Article Author: Joe McLatchie, Senior Manager, Association of International Certified Professional Accountants (AICPA) Like many organizations, one of our greatest challenges at the Association of International Certified Professional Accountants (AICPA) is to provide relevant learning and continuous professional development to our members and students. As technology continues to change the way businesses operate, the competencies our members must have in order to provide value to their organizations also are changing—which, in turn, has driven us to change the way we operate. The desire to provide value in a changing marketplace is one of the reasons we’ve moved beyond in-person tutors, trainers, and test centers to offer online learning and assessment… Read more »
  • Training Top 125 Best Practice: Mastercard’s PME Foundations
    Mastercard converted its two-day, in-person Product Management Excellence (PME) Foundations course into a cost-neutral 3.5-week social/digital experience.Article Author: Edited by Lorri Freifeld In the fast-paced digital payments marketplace, growing the business requires Mastercard to proactively build and master its product management skills. The organization’s executive leadership defined this focus as Product Management Excellence (PME)—how Mastercard creates, builds, and manages products to drive future success. In 2016, Mastercard was delivering a traditional, two-day, in-person product management program, but faced challenges of cost and efficiency, scalability, and learning transfer. The company needed an innovative learning strategy to engage and empower product managers to take their development and products to the next level.  The solution was to convert the two-day, in-person PME Foundations course into a cost-neutral 3.5-week social/digital experience. The new course was designed to reach Mastercard’s dispersed global audience with just-in-time learning while building in applied exercises to enhance their existing products.… Read more »
  • The Big Reboot (Part 2): The Economic Impacts of Societal Transitions
    Society cannot know or predict the true impacts of technological disruption on the economy and workforce over the next 20 years. But our response should not be to simply hope for innovation and growth to save us. Instead, now is the time to do experiments that can provide the evidence on which future strategies can be based.Article Author: Rohit Talwar, Steve Wells, Alexandra Whittington, April Koury, and Helen Calle, Futurists, Fast Future This is the second article in The Big Reboot—a two-part series exploring how we can rethink and experiment with the mechanisms that might help prepare society for technological disruption, automation, and continuing global economic shifts. The first article explored ideas for reskilling society and creating new job opportunities. In this article, we now look at different ways of supporting the unemployed as they look to transition back into work and at mechanisms for funding all of the ideas explored… Read more »
  • TechLearn 2019 Conference
    Training magazine’s TechLearn Conference (TLC), formerly Online Learning Conference, is designed for learning and development professionals who want to leverage the latest in learning research and training technologies to improve workplace performance. TLC’s Chief Learning Evangelist is Michael Allen, eLearning Industry Pioneer; Author of Michael Allen’s Guide to ELearning Topics covered during this event include: Design Implementation Evaluation Assessment and Testing eLearning Adaptive Learning Virtual Classrooms Games & Simulations Social Learning Augmented and Virtual Reality Artificial Intelligence In addition to the Conference, time in New Orleans by attending a 2-Day pre-conference Certificate Program and one of the two co-located events—GamiCon, and Innovations in Training. Follow this link to learn more. Where Technology Empowers Learning Read more »
  • Why Undermanagement Persists: The 7 Management Myths
    Most managers want to feel they contribute to the mission and do right by their teams, just like any employee at any level in the organization. So why they don’t take a stronger hand?Article Author: Bruce Tulgan, Founder and CEO, RainmakerThinking, Inc. Unfortunately, most managers have bought the false empowerment philosophy that is constantly peddled in and out of the workplace. Most don’t take a stronger hand when it comes to managing—they don’t even perform the basic tasks of managing. Most managers undermanage. Of course, the reality is that most mangers want to be good, if not great, at what they do. They want to feel they contribute to the mission and do right by their teams, just like any employee at any level in the organization. The question is, why don’t they? I ask managers every single day why they don’t take a stronger hand. They almost always give me… Read more »
  • Do Your Employees Need a Digital Detox?
    Author: By Margery Weinstein A good friend e-mailed me Friday morning to let me know she had forgotten her smartphone at home, and after work was heading straight to her parents’ place for the weekend. She wanted me to not be offended if she didn’t respond to my texts. I thanked her for letting me know, and joked that it may not be a bad thing, giving her the experience of “digital detox.” I’ve been hearing a lot lately about people improving their lives by either limiting, or entirely putting away, their smartphone. I get annoyed watching people on the sidewalks, and even crossing the street, with their faces directed toward their phones, rather than toward the people and obstacles around them. “What could possibly be so important or compelling that they’re watching?” I ask myself. I have a smartphone I adore and use extensively, but the difference between me and them… Read more »
  • How Will Gen Z Change the Workplace Created for Millennials?
    A younger, larger generation is starting to move into the workforce. It’s time to pivot from just thinking about Millennials to considering how Gen Z will affect the workplace.Article Author: Ed Wesley, VP, People, DreamHost Millennials have been at the forefront of the changing workforce for years now. Human Resource processes and general business decisions have been tailored to the Millennial worker.  However, now a younger, larger generation is starting to move into the workforce. It’s time to pivot from just thinking about Millennials to considering how Gen Z will affect the workplace. Who Is Gen Z? Gen Z, or Generation Z, is made up of people born between 1995 and 2012. That means the oldest members of this group are beginning to enter the workforce. This group came of age during the Great Recession. They have never known a world where smartphones weren’t ubiquitous. Because of this, Gen Zers also… Read more »
  • How to Handle 7 Customer Service Challenges
    The right response from staff soothes elevated customer emotions and spreads goodwill, but the wrong response can turn customers away.Article Author: PJ Taei, Founder, Customer service can make or break your company. Sometimes, though, customers ask challenging questions, demand instant resolution, or complain. The right response from your staff soothes elevated emotions and spreads goodwill, but the wrong response can turn customers away. Prepare your employees to handle challenging customers properly in seven scenarios, and support your business’ success. 1. The Customer Requests a Favor When a customer asks your employees to bend the rules or do something out of the norm, your employees may respond with an automatic “No.” They may not wish to start a trend, have a desire for frugality, or not feel they have the power to grant small requests. Also, saying, “Yes,” to a favor may require employees to break an important company policy that… Read more »
  • Can High-Performing Employees Trigger Toxic Bosses?
    Author: By Margery Weinstein When you’re doing well, and are a “self-starter,” you sometimes can get a sense that not everyone is thrilled with you. You’re sent the message that doing your work well and on time is what the boss wants, but then you wonder that maybe that’s notwhat he or she wants after all. If there’s not at least one thing for the boss to be critical of, will he or she nitpick or invent something to criticize? An article I saw in Forbes last week about workplace toxicity suggests it’s still thriving at many companies. To me, workplace toxicity means a need to be reflexively critical, even when there is little to nothing to criticize. When there is nothing substantial to be critical of, bosses prone to toxicity become confused about how to assert authority. When you have toxic tendencies, you also usually have a need to be an authority and assert dominance.… Read more »
  • Looking for a New Job? 6 Tips to Identify the Right Culture Fit
    Working through these six tips will allow you to gather valuable information on your specific “must haves” and “nice to haves” for culture fit.Article Author: Nick Murphy, Founder, The Job Lab Podcast on iTunes You finally found the perfect job on one of the big job boards. It looks like the job you have been searching for, for weeks. But just because the job description looks great doesn’t mean it’s the right one for you. Don’t you want to be happy and successful in your next career move? The odds are much higher that you can be both in an organization that most closely aligns with your values or is a good “culture fit.”  So how can you tell if the company you are interested in will be a good culture fit for you? Here are six tips to help: 1. Identify what you want to see in a company’s culture. You can’t find the… Read more »
  • An Introduction to the HR Agility Scale
    HR agility is the capability of the HR function to respond more quickly and effectively to changing employee expectations, workplace disruptions, and business requirements.Article Author: Murad S. Mirza There has been an increased focus lately on the need for HR agility within progressive organizations that are seeking a profound competitive edge in the digital world. However, there is a lurking concern that HR agility is in danger of becoming the trending buzzword in corporate conversations, rather than actually delivering on its promise. Let’s first look at what HR agility actually is through the discerning lens of a clear and simple definition: HR agility is the capability of the HR function to respond more quickly and effectively to changing employee expectations, workplace disruptions, and business requirements. Therefore, the expectations for the HR function are being elevated to a level where it can keep pace with the evolving demands of the digital world. … Read more »