Whether you are in the break room or the boardroom, chances are you want to be influential. After all, influence approaches are the way we gain support for ideas, approval for projects, input to problems and sign-off on solutions. A key factor in being influential is to adapt to others’ preferences. But, how do you...
Seventy-five percent of the people with whom we interact with have preferences different from our own. It is important to be flexible and tailor speech, body language and approach so that others become more open to listen and accept ideas. This is especially important in critical business situations, during the sales process, problem solving, working...
Time and again Training and Development professionals over a decade of projects across dozens of industries tell us that employees perceive their managers don’t fully understand and support what they learn in training. So, a few weeks ago, we presented a webinar on how to build manager involvement. At the same time, we put out...
The book Humble Inquiry: The Gentle Art of Asking Instead of Telling by Edgar Schein describes the mindset that best suits today’s leaders who are facing the increasingly VUCA (Volatile, Uncertain, Complex and Ambiguous) business environment. Schein speaks about the need to move away from an expert mindset (telling) and move towards a humble mindset...
New Year, New Leader! Many see the beginning of a new year as a “refresh button”, setting new goals with new sights to accomplish in the upcoming twelve months. Have you made professional resolutions for yourself? Will 2017 be the year that you see yourself becoming a leader that is conscientious of others in a...
According to the Association for Talent Development’s 2014 State of the Industry Report, organizations spend an average of $1,208 per employee on training and development. For companies with fewer than 500 workers, that number is even higher, coming in at $1,888 per employee. How do you ensure those dollars result in a change of skill...
HR and Talent Management professionals have a challenging task: they have to know their own professions, while at the same time deeply understand the businesses in which they work. This dual level of professionalism is expected of their roles, and is especially important when HR and Talent Management professionals are crafting strategic plans and budgets...
Fall is often a time we review and begin planning for the next year. As you plan for 2021, consider these top six areas that training and development professionals implement to support their organizations.
In trying to answer the question, “How does stress impact leadership?” researchers found that eighty-eight percent of leaders report that work is a primary source of stress in their lives and that having a leadership role increases that level of stress(1). In our own work at PPS International Limited, leaders in workshops and during coaching...
HR and Training Professionals are important resources to ensure that organizational changes are managed well. We know that change occurs in our organizations for a variety of reasons including: Mergers, acquisitions and divestitures; Updates and adjustments to company-wide policies; New senior leaders joining the organization; Upgrades to technology; Reorganization or restructuring of departments or entire...
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