Keep investing in your employees’ inner mind

Inner_mind

By KyoungHee Choi

Most leaders want to train their employees to become better and more productive at work. Yet, most training programs offered to team members are quite limited and primarily focused on work performance (i.e. sales, leadership, marketing or customer service). There is no doubt that these skills are critical to businesses and team members. But as leaders try to bring teams on the same page and dealing with remote team members with fewer opportunities to connect as a team, it’s time to also consider focusing on the inner mind of employees.
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5 Common Pitfalls of Incorporating Culture & Change Management—And How to Avoid Them

Change

By Stephanie Monge-Sherman

There’s pivotal interplay between company culture and the overall success of a company. From owners of small businesses to CEOs of large corporations, this fact is recognized, embraced and leveraged to strengthen a company’s infrastructure. In fact, many people consider company culture to be the factor that determines whether a company falters or thrives. But you don’t have to believe that company culture is solely critical to a company’s success to acknowledge that employee engagement, support, and happiness are incredibly important. Read More...

How to Get Your Team to Adopt Your Company Vision While Supporting Company Culture

Vision


By Stephanie Monge-Sherman

A company vision can be incredibly abstract and hard to put into perspective, but it’s also key for a company’s success. After all, if you don’t know where you want to go, it’s pretty tough to get there. Once you’ve accomplished the (not insignificant) task of setting out your company vision and identifying the steps to get there, it’s time to get your team onboard. Leadership alone can’t produce results; cohesive teamwork at all levels is absolutely necessary, no matter the objective or the size of the company. Read More...

Beware of the Blanket Policy

safety-glasses


By Josh Williams, Ph.D.

Organizational leaders are understandably frustrated sometimes when employees are injured on the job. Of course, their primary concern is the well-being of the affected individual. However, they may also feel like they have policies in place which, if followed, would have prevented the incident. This leads to a common occurrence where an injury is almost immediately followed by a new rule or blanket policy that applies to everyone. Sometimes these policies make great sense as people were unaware of a risk. It may even save a life. Too often, however, these policies are applied poorly and don’t apply beyond the specific area or job where the incident occurred. This leads to irritation and, occasionally, odd responses. Read More...

Employee Loyalty: The Answer to Job-Hopping

Doors

By Stephanie Monge-Sherman

If you’re expecting to pick a new hire after 1-2 interviews and have them stay for the rest of their career, you’re likely in for a disappointment: the days of guaranteed long-term hiring are over.

Job hopping, or the act of moving between jobs every year or two, is on the rise as employees look for the right fit. Employers now have to not only attract talent, but also work to keep them if they want their business to grow and thrive. This makes earning employee loyalty crucial since it’s key to retaining talent.

Employee loyalty is built on a few important pillars: recognition, leadership, incentives, engagement, and culture. The transformational leadership model is the true answer to continual job-hopping: it involves a leadership style that encourages employees to innovate and craft change for the betterment of a company’s future.


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Blog Series: Before the Transformation, Enough or Too Much Information?

performance

By Dale Lawrence

The traditional model for transformation projects is to plan, build the business case, go through financial gates, estimate benefits, project plan, go through more approvals, stakeholder analysis, more approvals, assemble the team, launch project, seek more funding, start strong but then things start happening. Delays, impacts to areas of the business that were not expected, funding issues, more delays, resistance is building, watch out! Many major projects start with different project team members than they end with because the project takes too long. The perception is the business world moves fast but your business moves too slow. In reality most businesses are exactly the same.
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How to Keep Your Creativity and Innovate in a Square (or Rectangular) life?

square-Blog


By KyoungHee Choi


Have you ever reflected on how our lives exist pretty much inside a square?

We get up in a square bed every morning, take a shower inside of a square booth, eat square cereal on a square table while reading a square newspaper. When we go to work, we get out of square rooms and a square house, we drive a square car or take a square bus or subway to go to work at a square building & office. At work, we spend the day sitting in front of a square computer and with square papers. We have lunch with square tray while watching a square mobile phone. We return to our square home, have dinner on our square dining table and watch Netflix on a square TV. We take a bath in a square bathtub while reading a square magazine. Before going to bed on our square bed, we watch social media on our square mobile phone. Read More...

How setting goals during action planning can help make training stick

brainstorming working on wall paper post its

By Kelly Cave and Madison Hanscom

Training is an effective way for companies to facilitate knowledge and skill development in their employees, which in turn, helps them remain competitive in their respective markets. The extent to which knowledge and skills learned in training are used on-the-job is commonly referred to as training transfer1. Unfortunately, studies indicate that significant amounts of training content do not end up transferring to the job (2). This lack of transfer is a major concern, in large part because companies spend significant amounts of money on training. According to the Association for Talent Development, each year businesses in the U.S. on average spend over $1,200 per employee on training and development (3). Given the widespread prevalence of training and the large sums of money companies continue to devote to it, it is no surprise that many leaders are concerned with improving their employees’ training transfer. Luckily, there are many techniques that can be used to help make training stick. One of the most well-researched and supported techniques is goal-setting. Read More...

Is Competition Really Healthy in the Workplace?

Competition

By Stephanie Monge-Sherman

In more recent years, companies have been starting to realize just how important workplace culture is, and how fundamentally it is tied to the success of the business. Where companies were previously attracting top talent on salary and benefits alone, it now takes more than that and something exponentially harder to offer: potential employees want to know that they’ll be happy in the workplace and experience job satisfaction in their role—no easy feat. Read More...