19
mar
0
trainer_mistakes

The Biggest Trainer Mistakes

Posted by Human Resource TrainingNo Comments

Everyone makes mistakes – including trainers. Training is a process, not an event, and its purpose is to produce results. People in the workplace can be trained on everything from communications to leadership to problem solving. So how do you prevent trainer mistakes?

One of the biggest trainer mistakes is they have no “transfer strategy.” A transfer strategy is where training begins long before it’s actually delivered and continues until results are seen. There are nine “moments of truth” that have an effect on the transfer strategy. They include: manager before, participant before, trainer before, manager during, participant during, trainer during, manager after, participant after, and trainer after. The behavior everyone has during the training can make all the difference. What you do before, during, and after training is very important.

The solution for a poor transfer strategy is focus and clarity. The trainer needs to have clarity on the materials in order to provide the best training possible. According to training expert Bob Pike, managers, participants, and trainers all have a great deal of impact on whether any kind of training is implemented. If managers see that what is being offered to their employees equips them to perform faster, better, and easier they’ll support training and other solutions recommended. He advises to make sure to involve managers in both the needs assessment and evaluation processes and consider creating an advisory board of managers that can lend expertise and credibility to training efforts.

The Seven Largest Mistakes

There are actually seven big mistakes trainers often make. It’s important to know what they are so you can avoid them. To learn about all of these, attend HRDQ’s webinar The 7 Greatest Mistakes Trainers Make and How to Avoid Them on March 27 at 2 p.m. EDT. Training expert Bob Pike will explore the WORST mistakes trainers make when designing and delivering training and show you how to avoid them. He will cover mistakes in:

  • Learning transfer strategies
  • Chunking content
  • Being attentive to the amount of content presented
  • Asking and answering questions
  • Going off schedule
  • Training measurement and evaluation
  • Keeping participants energized
  • Opening and closing the training program
  • Handout development

Bob Pike will then cover all of the fixes and solutions for these mistakes. This is an important webinar for anyone who has a trainer position, is an HR professional, or is a manager who delivers any type of training. Register today!

13
mar
1
team_effectiveness_training

Improving Team Effectiveness

Posted by Team Building ExercisesNo Comments

Employees have to operate as a team very frequently in the workplace. But there are many areas they need to work through in order to perform at the highest level of team effectiveness. If anyone on the team has issues, the entire team suffers. Focusing on five core areas of competency will allow a team to function properly to meet goals and achieve success.

There are five areas of team effectiveness to focus on:

  • Mission, vision, and goals. The team should have a strong and unified vision of the future, while the organization should have a clearly defined and well-communicated mission statement and purpose. The group makes plans and all work is managed against the goals or objectives. 
  • Team roles. The team’s work should be organized to support the overarching goals, and each team member should have a clearly defined role and job description. If everyone knows what their own responsibilities are, the group can function well and move smoothly through complex projects. Each team member also needs to take accountability for the work they are responsible for.
  • Operating processes. Team members need to be aware of the organization’s operating processes. Policies and procedures can be used to manage the work or operations of the group, like problem solving, conflict management and decision making.
  • Interpersonal relationships. Team members must work well with each other. If they don’t, the team will likely fail. Trust is key in a team where each person is responsible for both their own tasks and the achievement of the group as a whole.
  • Inter-team relationships. Teams need to work with other teams in an organization. They must work cooperatively and collaboratively in order for an organization to succeed.

If these important categories are assessed and prioritized, then the team will likely succeed due to its strength and unity. But sometimes further help to get there is needed. Team Effectiveness Profile is a diagnostic instrument designed to assist groups in improving their output and work satisfaction. It was developed to help groups systematically identify issues and maximize the team’s productive efforts.

To learn more about team effectiveness, attend HRDQ’s webinar “Team Effectiveness: What is it Anyway?”  The webinar is based on “Team Effectiveness Profile.” Participants will learn how to identify issues that block effectiveness, reduce or eliminate problems that can drain a group’s energy, maximize the group’s productive efforts.

11
mar
0
remarkable_leadership

Remarkable Leadership: The traits that help people grow

Posted by LeadershipNo Comments

What makes for remarkable leadership? Qualities like honesty, integrity, courage, and dedication are part of being a notable leader. They inspire their team and encourage them to achieve the organization’s goals. A remarkable leader is someone who people want to follow.

Being a remarkable leader doesn’t come down to just one trait. There are quite a few parts of being a remarkable leader:

  • Learning Continually. As a leader, a person must recognize that they need be continual learners. The learning process never stops, and good leaders grow and change as time goes on.
  • Championing Change. Change is the currency of leadership. Leaders must be champions of change – planning it, approaching it, introducing it, working it, and following through on it.
  • Communicating Powerfully. Every part of the leader’s role requires communication skills. Leaders must become powerful communicators to get what they want to express across to their team.
  • Building Relationships. Leaders have to cooperate with people. They must build relationships to gain respect from others and work toward success.
  • Developing Others. Coaching and giving feedback are two skills that leaders need to perform continually. To reach organizational goals, there needs to be individual growth of everyone on the team.
  • Focusing on Customers. Without customers there is no business. Leaders recognize that all efforts exist for the customers, so customer focus needs to be a priority.
  • Influencing with Impact. Leaders know that to engage others and make things happen they must be able to influence. Leaders build their ability to influence with impact.
  • Thinking and Acting Innovatively. Leaders know that they must think and act innovatively as things change in an organization. They need to think outside of the box as they approach problems with unique solutions.
  • Valuing Collaboration and Teamwork. Leaders know that it’s not all about them – individual team members must collaborate and work together to achieve goals set before them. Leaders must value and support collaboration and teamwork.
  • Solving Problems and Making Decisions. Problems will occur and decisions must be made daily. Leaders who are skilled in these areas will help their organizations make more progress faster. Leaders must become problem solvers and decision makers.
  • Taking Responsibility and Accountability. In a successful company, people must take responsibility and accountability for their actions. Effective leaders recognize their role in it, and they take and share responsibility and accountability.
  • Managing Projects and Processes. All work in all organizations is classified as a project or process. Leaders must recognize the value of each and organize them accordingly.
  • Setting Goals. Leaders are responsible for setting goals for themselves, their team, and the organization. Setting and working to meet goals is an integral part of a company’s evolution to success.

With these traits, a person can develop into a more remarkable leader – one who a team will want to follow. Becoming a remarkable leader is a journey, but it can become easier with “Remarkable Leadership: A Learning Series.” This tool offers a flexible and practical learning experience for leaders at all levels. Based on the acclaimed book, “Remarkable Leadership: Unleashing Your Leadership Potential One Skill at a Time,” author Kevin Eikenberry challenges participants to be more intentional about what, when, and how they learn. The 12-module program allows organizations to target specific leadership skills. Click here to learn more: https://www.hrdqstore.com/remarkable-leadership.

To learn more, attend HRDQ’s webinar “Leadership Development: 12 Ways to Develop Remarkable Leaders” on March 13 at 2 p.m. EST. The webinar is based on Kevin Eikenberry’s workshop Remarkable Leadership. Participants will learn the reasons why many leadership development processes fail, keys to a successful organizational leadership development process, strategies for developing targeted leadership skills in a relatively small period of time, and how to create relevant learning experiences to build leadership skills. Register today!

7
mar
0
emotional_intelligence

Emotional Intelligence in the Workplace

Posted by Emotional Intelligence AssessmentNo Comments

 

The Five Importance Factors of Emotional Intelligence

Emotional intelligence often gets overlooked at work. Qualities like communication, leadership and problem solving are often at the forefront, but emotional intelligence is also necessary to be successful in the workplace.

There are five factors of emotional intelligence. These factors form the critical components related to performance excellence. Each factor can be worked on and developed to maximize emotional and social functioning at work. The factors are:

  1. Perceiving is the ability and willingness to notice and follow social cues, which significantly improves production and a sense of wellbeing and community in the workplace.
  2. Managing skills expand on the awareness of emotions to include the ability and willingness to evaluate and adequately control the emotions necessary for effective functioning.
  3. Decision making requires individuals to notice and process cues drawn from the environment, their own emotions and their perception of the feelings of others.
  4. Achieving skills allow people to self-motivate for success, enjoy moderate risk levels, spend less time thinking about failure, and become more willing to accept feedback.
  5. Influencing skills allow you to understand your own strengths, take more opportunities to influence others, and assert yourself appropriately.

Working on these skills will allow you to become a more emotionally intelligent person. Functioning with emotional intelligence will allow you to navigate relationships at work with ease.

To learn more about how to develop your emotional intelligence, check out the Emotional Intelligence Skills Assessment (EISA) training tool which promotes individual and organizational success. Designed for management development training, the EISA measures adult emotional intelligence on the five scales and can be used as a standalone training resource or powerful complement to address leadership development, team building, and communication effectiveness.

Attend HRDQ’s webinar “Emotional Intelligence: How to Develop Skills for Success” on March 13 at 2 p.m. Attendees will learn what emotional intelligence is, why it’s important to organizations, the four vital aspects of emotional intelligence, how emotional intelligence can improve performance and success in the workplace, and how to create an emotional intelligence development plan. Register today!

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