How effective are organizations at driving superior performance from their employees? If we are to believe human resources professionals, the answer is that our performance management systems are failing to make the grade. This is the sobering conclusion from Sibson Consulting's worldwide survey.
Expert Author: Leslie Allan | Category: Management
There are a small number of key practices that we use when we play a team sport. However, those practices are often forgotten when we try to get the best from our employees. Successful business owners and managers apply these important practices day in and day out. Find out what these key practices are and start applying them today in your business.
Effective trainers use a variety of training aids to help trainees learn. However, the benefits of these training aids do not need to end when the training program finishes. Transforming such training aids into job aids is a powerful way of extending the training room into the workplace. This article illustrates how ten common types of training aid can be transported for effective use back on the job.
You send your people on expensive training courses. Yet your business performance does not seem to improve. Your problem may lie in how you look at training. This article considers two popular views of how training works. Hold the outdated view and you will continue to lose money on training. Act on the enlightened view and your business and people will prosper. Which view do you hold?
You are responsible for the upskilling of employees in your organization. Yet you find that your training programs are not hitting the mark. It may be because you need to change your view of how training works to bring about improved performance. This article, contrasts two views of training; one useful and progressive, the other a roadblock to success. To which view do you subscribe?
Expert Author: Leslie Allan | Category: Consulting
Workplace coaching can come in a variety of forms. It can exist to enhance technical, professional, business or leadership skills. Its purpose may be to help with immediate skill application in the employee's current role, or it can be used to develop the employee for a future role. The latter purpose is more usually described as "mentoring". In setting up a coaching program, other than agreeing the purpose of the program, your key question that you will need to answer is who will play the role of coach. Your options here include the employee's manager, a trainer, a technical expert and a professional coach, amongst others. Which is right for your program will depend on your particular circumstances.
No matter how long we have been training employees, it helps occasionally to go back to the basics. We all tend towards repeating what has worked for us before, and sometimes we forget the wider organizational context of our training efforts. By focusing solely on what goes on in our training room or what we put into our e-learning content, we can miss appreciating our trainees as people who will go back to their jobs with the purpose of winning goals for the organization.
Expert Author: Leslie Allan | Category: Business
Process maps are a well recognized device for sharing a common understanding of business processes and enabling ongoing business improvement. Mapping processes effectively, though, is an acquired skill. Learn from an expert as he crystallizes ten key pointers for getting the most out of your process mapping exercise.
This may not be the first time that your CEO has sliced your training budget and I am sure it will not be the last. If you already run a lean and mean training function, then congratulations on your efforts. You may find, though, that your previous good management will not slow the CEO from asking you to shed some more expenses. Whether you have already optimized your training function in the past or you realize that you have a long way to go, here are ten practical steps that you can take to weather any financial storm.
Many managers and supervisors struggle to get the best out of their employees. Do you have difficulty understanding why your workers behave the way they do? Sometimes this is because managers mistakenly assume that everyone is like them: "I like a lot of detail, so everyone else must as well". And when an employee turns in a report that looks like an executive summary, this type of manager stresses to find out what went "wrong" with the employee.