Training News

  • 3 Tips for Finding and Building Upon Existing Talent
    If hiring managers keep their eyes and minds open, they will find that great talent exists in unexpected places—sometimes in a bowling alley or even a current employee right under their nose.Article Author: David Dourgarian, CEO, TempWorks SoftwareSometimes, the most valuable job prospects aren’t those who sent in their resumes in response to a job posting. Unexpected candidates can be found in the most unlikely places—as in the case of TempWorks Software, at a bowling alley—or right under a hiring manager’s nose as someone who already works within the company. Managers on the lookout for the best talent shouldn’t limit their prospects, but instead need to keep their eyes and minds open to identifying talent wherever it may exist. Here are three tips to identify potential in those outside your own industry, and foster growth and purpose among your current employees. 1. Keep an open mind. One of TempWorks’ most valuable... Read more »
  • Nominate a 2018 Emerging Training Leader Today!
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    Training magazine’s 2018 Emerging Training Leaders awards program aims to recognize training professionals who are relatively new to the training/learning and development industry and who have demonstrated exceptional leadership skills, business savvy, and training instincts. Nominate a colleague or co-worker by January 15, 2018.Article Author: By Lorri Freifeld Training magazine is pleased to offer its 2018 Emerging Training Leaders awards program. The Emerging Training Leaders awards program aims to recognize training professionals who are relatively new to the training/learning and development industry (minimum of two years and maximum of 10 years in the field) and who have demonstrated exceptional leadership skills, business savvy, and training instincts. Criteria for the Emerging Training Leaders awards nominations include: No self-nominations; nominations must come from managers, co-workers, peers/colleagues—each company can nominate ONLY 2 candidates Candidate must be in the training industry for a minimum of two years but no more than 10 years Candidate took on at least one new... Read more »
  • Training Top 125 Best Practice: Ricoh USA, Inc.’s Emerging Leader Training Program
    The program lasts six months and focuses on a different leadership competency or management skill each month, with participants expected to commit an average of 10 hours per month to the program.Article Author: Edited by Lorri FreifeldRicoh USA, Inc.’s Emerging Leader Training program was developed to build a pool of individuals capable of quickly assuming a management position within the technology company when needed. Prior to this program’s implementation, new managers did not receive training until they were promoted, so the time needed to achieve effectiveness as a manager was longer. In addition, new managers did not have a sense of the scope of a manager’s responsibilities or the leadership skills necessary for success, and often did not know whether management was a good fit with their career objectives. To meet these needs, the Emerging Leader Training Program was designed to provide participants interested in moving into management with a realistic view of... Read more »
  • Civility, We Miss You!
    Some 75% of respondents say incivility in America has risen to crisis levels, and 34% have experienced incivility at work, according to the Civility in America: A Nationwide Survey 2017, by Weber Shandwick and Powell Tate in partnership with KRC Research.Article Author: Terence Brake, Director, Learning & Innovation, TMA WorldWhat happened to “civility”? By civility, I mean being polite, considerate, and respectful even when disagreeing passionately with someone. It seems that civility is perceived by some as weakness, passivity, dishonesty, or worse, political correctness and an attack on free speech. Incivility may be manifested in ways such as: “Unprofessional behavior, rudeness, shouting or swearing, intimidation or bullying, threatening comments or behaviors/actions, unsolicited and unwelcome conduct, comment (oral or written, including e-mail communication), gestures, actions, or contact that cause offense, humiliation, or physical or emotional harm to any individual.” —Workplace Civility and Respect Policy, Ryerson University Here are a few numbers from Civility in America:... Read more »
  • The Changing Sales Model: Sales Success in 2017
    6 competency-based sales success models that scientifically link personal attributes, behavioral patterns, and competencies with performance across differing levels of sales complexity.Article Author: Tom Schoenfelder, Ph.D., Senior Vice President, Research and Development, CaliperTo say that the business environment is growing more complex for most companies is to understate a rather obvious truth, and the impact is perhaps most evident in the world of sales. There was a time when the sales professional could fill the room with personality and win deals through a persuasive presentation of features and benefits. In today’s information age, customers have become more sophisticated in conducting research, identifying their available options, and vetting and selecting vendors and partners. Despite this increased structure in the buying process, however, customers are more dependent than ever on the sales professional to help navigate the new complexities in buying decisions. Today’s customer expects unique value, meaningful business impact, and measurable ROI from... Read more »
  • Fixing Diversity Programs—Diversity, Inclusion, and Deliberate Practice
    Employing Deliberate Practice can be the solution to move from theory to practice and overcome the “know-do” gap. Being able to say out loud the words that are feared most and to receive feedback in a safe, judgment-free environment will increase confidence and give participants the opportunity to correct and explore without consequences.Article Author: Randy SabourinNo one should be arguing against increasing diversity and inclusion in the workplace. Strategically, ethically, and financially, it makes sense that organizations can benefit from being diverse. The Return on Investment (ROI) for a diverse workplace has been widely accepted by most CEOs and Leaders and backed by studies with impressive statistics such as: A 1% increase in racial diversity leads to a 3% increase in profit. Organizations with the highest levels of racial diversity brought in nearly 15 times more sales revenue on average than those with the lowest levels of racial diversity. Every 1% increase in gender... Read more »
  • Will Harvey Weinstein Make It Harder to Champion Women?
    Author: By Margery WeinsteinThe recent workplace sexual harassment scandals—from Roger Ailes and Bill O’Reilly to, now, Harvey Weinstein (the worst in recent memory)—may have an unintended consequence: Rather than helping women by bringing to light how easily harassment can occur, the scandals may make male executives skittish about championing young women they believe in—especially if championing means a lot of one-on-one time. An article in The New York Times last week noted the impact of male fear of harassment in the workplace on female advancement. It’s already an issue. Vice President Mike Pence reportedly has a long-standing policy of never dining alone with any female employee. Does that put his female employees at a disadvantage? I would say, yes, because there is a kind of professional development and mentoring that occurs when you develop a one-on-one relationship with a boss that his female employees have missed out on. In my own career, I... Read more »
  • Accelerating Talent Development
    Excerpt adapted from “TIME | TALENT | ENERGY: Overcome Organizational Drag and Unleash Your Team’s Productive Power” by Michael Mankins and Eric Garton (Harvard Business Review Press; March 7, 2017).Article Author: Michael Mankins and Eric GartonHuman capital, not financial capital, is today’s scarcest resource. We can measure human capital productivity in terms of time, or the hours employees put into their jobs; talent, or the skills, capabilities, and ingenuity employees bring to their work; and energy, or the level of engagement, passion, and focus they apply to their work. By examining these factors in combination—Time + Talent + Energy and the interactions between them—we can gauge how effectively human capital translates into productivity and economic value. In 2015, we set out with the help of the Economist Intelligence Unit to measure how effectively companies make use of their human capital. The best companies—the top quartile in our sample—got a 29 percent boost... Read more »
  • Success Sutras for CEOs
    Adapted from “21 Success Sutras for CEOs” by Professor M.S. Rao, Ph.D.Article Author: Professor M.S. Rao, Ph.D.“Your first and foremost job as a leader is to take charge of your own energy and then help to orchestrate the energy of those around you.” ―Peter F. Drucker When you look at leaders such as Jack Welch, former CEO of General Electric; Alan Mulally, former CEO of Ford; Carlos Chosn, CEO of Renault-Nissasn; Sam Palmisano, former CEO of IBM; Alan George Lafley, CEO of Procter & Gamble; Steve Jobs, co-founder of Apple; Richard Branson, founder of Virgin Group; Herb Kelleher, co-founder and former CEO of Southwest Airlines; and Lakshmi Niwas Mittal, chairman and CEO of ArcelorMittal, they all encountered lots of leadership challenges in the turbulent business world, succeeded as CEOs, and left a mark for other leaders to follow. CEOs encounter innumerable challenges to lead their organizations effectively. This article underscores success sutras for... Read more »
  • 3 Reasons Mature Digital Organizations Retain More Talent
    When your business embraces characteristics of a more digital culture, your employees may be more likely to pursue stretch opportunities and stay more engaged and invested in their work.Article Author: Anthony Abbatiello, Principal and Digital Leader, Human Capital, Deloitte Consulting LLPBecoming a digital business means more than just introducing new technologies, and it turns out that’s really important when it comes to talent retention. Deloitte Digital and MIT Sloan Management Review found that businesses that do not invest in developing digital skills and capabilities of the workforce are more than 15 times more likely to lose vice president-level talent within their first year. However, many companies struggle to see the relationship between digital maturity, and how it encourages the acquisition and retention of top talent. This has a critical impact on the health of your business—and could ultimately be the key to survival in the coming years. Digitally mature businesses tend to... Read more »
  • Training Top 125 Best Practice: Paychex, Inc.’s Leadership Essentials Reshape
    The new approach focused on two key enhancements: a flipped classroom and cloud-based training materials.Article Author: Edited by Lorri FreifeldPaychex, Inc., is a provider of integrated human capital management solutions for payroll, HR, retirement, and insurance services. After completing a current state analysis, which included voice of the customer research, the Leadership & Organization Development team reshaped Paychex’s new leader development program, Leadership Essentials (LE). The reshape aimed to improve: Relevancy of the content Completion of pre-work assignments Speed to competency Participant satisfaction/loyalty and learning Program Details The new approach focused on two key enhancements: a flipped classroom and cloud-based training materials. This means Paychex now delivers more instructional content through online pre-work assignments outside of the classroom before the participants attend the classroom development sessions. By doing this, more classroom time is dedicated to assimilating the content through collaborative discussions, skill practices, group activities, and deliberate reflection. Shifting the classroom development approach from the acquisition of... Read more »
  • Document Your Performance to Get the Recognition Your Deserve at Work
    Put yourself on a “Continuous Improvement Plan”—together with your boss, spell out expectations for your performance. Keep track in writing as you complete each item. Regularly report to your boss and have him or her document exactly how and when your concrete actions met expectations every step of the way.Article Author: Bruce Tulgan, Founder and CEO, RainmakerThinking, Inc.Most managers rarely document performance unless they are required to do so. In fact, other than the inadvertent paper trail of automatically recorded data, notes, paperwork, end-product reviews, and e-mail correspondence, there is a good chance that most of your day-to-day work is not documented by anyone. The bulk of your formal personnel file probably consists of mid-year and annual reviews, maybe some annually updated development plans, your rankings if the company ranks employees, numbers if they are tracked, occasional nominations for bonuses and awards, and, of course, any formal write-ups of misconduct or... Read more »
  • Do We All Literally Need to Learn to Speak Millennial?
    Author: By Margery Weinstein“I literally stayed up all night.” “I literally got angry.” “I literally spent the afternoon at the park.” And I literally can’t tolerate hearing the word, “literally,” anymore. Is it primarily a Millennial thing, or is abuse of the word, “literally,” something afflicting people of all ages? It seems like it’s a favorite word of young people who grew up in an age of virtual reality and online worlds, so perhaps they feel expressions such as “real world” and “literally” are needed to distinguish between the virtual or online, and a physical, concrete object or experience. Whatever the case, use of the word “literally” is just one example of how the language tendencies of the youngest generation may take older employees time to get used to. But I wonder if, rather than correcting them, we may have no choice but to adopt their ways? They’ll soon be overtaking the rest of us... Read more »
  • Your Past DOES Matter, So Always Be the Best Version of Yourself
    If someone interacts with you and has a positive experience, they are likely to speak positively of you to others, as well.Article Author: Joy Marlinga, Operations Coordinator, Oculus TrainingI recently moved back to my hometown and was lucky enough to be hired back by my previous employer. Mind you, the last time I had worked at this establishment was about seven years ago. It helped that the individuals who were hiring me, and who would become my immediate supervisors, were two people I had known for a long time. Of course, this was not the reason they hired me back, but as most HR professionals know, there can be biases you just cannot ignore simply because they are subconscious. Originally, after I was hired back, I was required to start at the bottom of the ladder again. This meant I would have to re-apply for an internal posting to gain my... Read more »
  • Want to Improve Contact Center Training? Try a Gamification Approach
    Well-designed games permit users to develop directed, empathic responses to carefully crafted situations and permutations. These types of simulations are particularly useful when training customer service representatives (CSRs) in a contact center environment, where customer emotions can run high.Article Author: Doug Taylor, Program Director, and Derrick Spires, Training Director, High Point GlobalWhile building a great customer experience is serious business, training for it can be fun. For people on the front lines of providing service to citizens, a gamification approach can help increase engagement and retention of training materials. Using games to help people master content has come a long, long way from the earliest iterations that most of us probably can remember: playing Jeopardy! in the classroom using a game board that our teachers either wrote in chalk on the blackboard or created out of poster board. The gamification techniques used in today’s e-learning training environments are often highly sophisticated. In addition... Read more »
  • Navigating the Labyrinth of Stress: Interpersonal Needs and Personality Preferences
    In managing stress, the big first step is recognizing how you tend to act under stress. Once you recognize what it looks like for you—and consequently for those you work with—you’re empowered to manage it.Article Author: Michael R. Segovia, Lead Trainer, CPP, Inc.Stress isn’t necessarily a bad thing, but when it’s sustained, it can be debilitating. It affects our ability to regulate our emotions, and our metabolism and overall health. Stress can even cause our brains to shrink—a problem I’m confident no one needs. With 2017 seeing tremendous change already—and there’s surely more to come—stress management has to be a top priority for individuals and organizations alike. One effective way to deal with stress combines looking at our behavior through two models. First, our interpersonal needs (as described by the Fundamental Interpersonal Relations Orientation or FIRO model) often lie at the root of what tends to get us stressed. Second, our personality... Read more »
  • Training Top 125 Best Practice: OptumRx’s Principles of Effective Training (POET)
    The POET program was designed to identify and develop subject matter experts within operations to assist in the classroom while also providing them a sense of what it is like to be a trainer.Article Author: Edited by Lorri FreifeldOptumRx specializes in the delivery, clinical management, and affordability of prescription medications and consumer health products. Prior to establishing a centralized Learning Services organization, training at OptumRx was conducted by subject matter experts (SMEs) from the company’s operations teams. As the Learning Services team was formed, many of these SMEs were hired as full-time trainers, allowing the company to have the most knowledgeable trainers to instruct on each course subject. The Learning team continued to expand in parallel with company growth, but it exhausted the pool of subject matter experts for internal recruitment and had to hire trainers from outside the organization. While these were talented training and development professionals, they lacked the subject... Read more »
  • Training Underachievers, Overachievers, and Everything in Between
    Excerpt from “The Vibrant Workplace” by Paul White, Ph.D. (April 2017).Article Author: Paul WhiteA vibrant workplace has several important core characteristics, but one is readily apparent: Work gets done. Sometimes leaders (especially managers and executives) assume that, because I talk a lot about appreciating others in the workplace, I am all about relationships (being a psychologist probably doesn’t help!). Along with this, they incorrectly conclude I am not focused on the “business side” of work and just want everyone to be happy. Nothing could be further from the truth. In fact, I react strongly to those in the field who focus solely on “being positive” without a corresponding understanding that work is about, well, work. Businesses and organizations exist to serve their customers and clientele, and they need financial resources to continue to do so. And I come unglued when I hear about Chief Happiness Officers—which I predict will fade into... Read more »
  • October 2017’s Top Reads
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    In partnership with getAbstract, Training brings you October’s top three business books recommended to our readers.Article Author: By getAbstract     More than 11,000 business books are published every year—an overwhelming choice for busy professionals. Therefore, in partnership with getAbstract, Training brings you October’s top three business books recommended to our readers. “Sales EQ. How Ultra-High Performers Leverage Sales-Specific Emotional Intelligence to Close the Complex Deal” by Jeb Blount (Wiley, 2017, 305 pages, ISBN: 9781119312574; $16.80). Sales trainers teach salespeople to give their buyers insights, educate them, challenge them, and add value to their lives. None of this promotes sales. Emotional intelligence (EQ) does. To make sales, you need to develop strong interpersonal skills, learn to control your feelings, leverage your buyers’ emotions, and manage your relationships with them. Master salesman Jeb Blount teaches salespeople how to use the psychology of “sales EQ” to close deals. Despite some rough language, getAbstract finds that salespeople everywhere can... Read more »
  • Training magazine Announces 2017 TTV Winners
    “Mneumonic Nmagic” by VitalSmarts took the #1 spot in the in-house category, and “Game Show” by Resonate Pictures nabbed #1 in the category of videos produced by a professional video company for a client.Article Author: Lorri FreifeldFor information, contact: Lorri Freifeld Editor-in-Chief, Training magazine lorri@trainingmag.com New Orleans, LA (October 2, 2017)—Talk about starting an event on a high note: In a Second Line Parade headed by Grand Marshal Jane Bozarth and the Grammy-nominated Hot 8 Brass Band, the trainers came marching in from the Hilton New Orleans Riverside to Training magazine’s Top Training Videos (TTVs) awards ceremony held September 25 at The Howlin’ Wolf. The good times certainly rolled for participants of Training’s 2017 Online Learning Conference. At the TTV awards ceremony, they enjoyed some Cajun cooking and live music before choosing their favorite TTV clips. This is Training’s fourth year doing the TTV awards program. Companies were asked to send in a two-minute video clip of... Read more »