skip to main |
skip to sidebar
High tech + Low change = No productivity
Singularity is the term that technologists and futurists use to describe the point at which rapid technological progress leads to a quick, completed transformation of the human experience. Are your employees prepared to embrace rapid technological changes and experience singularity?
Based on the rate of past improvements, some believe that technological advances are likely to be exponential in the coming decades. For those who work in HR and training, the impact is huge. A report issued by the Society for Human Resource Management, 2015: Scenarios for the Future of Human Resource Management, brings this to the forefront as an issue to be considered now.
Some Perspective
The rapid turnover of technological knowledge may well require that employee education be embedded and coached as a part of everyday working life. A shortage of supervisors, team leaders, and managers, who are capable of coaching employees in the face of increasingly complex technologies, is quickly becoming a reality.
Take the example of Steve. He's a supervisor for a cereal processing plant. He's faced with the addition of three new machines and the need to hire new staff. It's also budget time. He's finding that he has little time to coach his current team members through job tasks related to the new machines, much less showing the new team members what to do. It's all happening too fast.
Steve's team is not likely to be productive and may be destined to fail. Why?
A Solution
In order to achieve results every coach must go beyond simply showing how to perform a task. Coaching must involve observing, analyzing, demonstrating, and developing relationships with team members. This process is essential to help team members adjust and adapt to rapid changes, and it creates a foundation of trust and respect that is essential for optimal performance.
To achieve this, your managers and team leaders should be trained and prepared to:
- Understand why coaching is important and how it supports company goals.
- Prepare for a coaching session using observations and analysis plans for a successful dialog.
- Hold a coaching conversation which improves an individual's performance and productivity.
- Use coaching as a way to build a valuable sense of teamwork, communication, shared goals, and collaboration.
While rapid change, speed, and innovation continue to transform the workplace, it is imperative that leaders are ready for this challenge with the right coaching skills that help team members work appropriately and productively.
The Vital Learning curriculum is designed to meet your training and budgetary needs. Want to learn more about "Coaching Job Skills" or the complete Vital Learning leadership development curriculum? Available in Classroom, Online, or Blended delivery options, the Vital Learning curriculum includes the following essential topics.- Delegating - understanding when to use delegation and how to make it motivating
- Complaints - being able to effectively manage complaints
- Coaching - knowing how to productively coach job skills
- Project Management - being able to run projects, both on-time and on-budget
- Conflict - understanding how to successfully resolve conflict
- Hiring Winning Talent- knowing what to do to consistently hire the right talent
- Providing Feedback - understanding how to establish performance goals and standards and give feedback
- And more...
For detail go to www.TheLearningEngine.org
Managing talent for greater success...
If your organization is focused on growth, profitability, customer loyalty, new product introductions, employee engagement and shareholder value to name a few, you must also be in the process of managing your talent. This is a strategy that allows you to not only develop new leaders, but also retain the exceptional talent you hire. It is a tightly woven process, and what you do to retain talent must be threaded throughout all you do.
Some Perspective
The fine art of retaining talent has an effect on your ability to deliver business value. A recent survey by McKinsey & Company asked senior executives of global companies to rank obstacles that prevent them from having talent management strategies. Among the most critical, as defined by executives' response rates, were:
- 54% - Senior managers don't spend enough time on talent management
- 52% - Line managers are not sufficiently committed to people development
- 51% - Silos discourage collaboration and resource sharing
- 50% - Line managers are unwilling to differentiate high from low performance
- 47% - Senior leaders do not align talent management and business strategies
Here's one more statistic for you. A recent study showed that 85% of HR executives stated that the single greatest challenge they've had was their organization's ability to compete for talent.
If your organization is one of those facing obstacles with talent management, and you're concerned about your ability to compete for talent, then consider a plan to train your organization on how to effectively retain your best talent.
Most people can understand that turnover is costly in replacement expenses, but it also impacts productivity when other team members see good people leaving the organization.
Picture this scenario: Ray was an executive for a hotel chain that had lack-luster performance. Attrition of leadership was high in the organization. He decided to conduct an analysis of risk factors in retaining top talent. He identified new strategies and tactics such as creating an emerging leaders program, training future leaders, and providing more on-the-job training for line supervisors. As a result, they have recruited better talent and, more importantly, have retained that talent resulting in the value of their stock growing by more than 50% in the last five years.
A Solution
By training your managers, you will help them realize their ability to combat turnover in the organization. You will be giving them the tools they need to create a proactive and productive environment that values key talent.
"Retaining Winning Talent" is a new program from Vital Learning that teaches managers about the process of retaining talent.
Managers will understand that they need to be concerned with team member retention and how to identify individuals at risk. Managers will be able to:
- Describe the scope, severity, and cost of attrition
- Determine the risk of attrition for each team member Identify which retention factors motivate each team member
- Increase each team member's engagement and commitment
- Build and implement an effective
- Retention Action Plan for their entire team
The Vital Learning curriculum is designed to meet your training and budgetary needs. Want to learn more about "Retaining Winning Talent" or the complete Vital Learning leadership development curriculum? Available in Classroom, Online, or Blended delivery options, the Vital Learning curriculum includes the following essential topics.- Delegating - understanding when to use delegation and how to make it motivating
- Complaints - being able to effectively manage complaints
- Coaching - knowing how to productively coach job skills
- Project Management - being able to run projects, both on-time and on-budget
- Conflict - understanding how to successfully resolve conflict
- Hiring Winning Talent- knowing what to do to consistently hire the right talent
- Providing Feedback - understanding how to establish performance goals and standards and give feedback
- And more...
For detail go to www.TheLearningEngine.org
Two for one... From a training perspective, sophisticated technologies provide endless opportunities for the delivery of training. They offer just about every combination you can think of between the classroom and online. In a recent study on lifelong learning trends, students preferred a moderate amount of technology in their learning programs, viewing it as supplemental to classroom instruction.
Technology can be one of the major keys to success when applied properly. It satisfies the need to keep employees engaged; it satisfies customers both internally and externally; it also offers employees learning opportunities.
Some Perspective
Originally, most people thought "blended" learning would save them time in the classroom. What we are finding is that rather than saving time, blended learning offers higher value and more effective training. Thus, when participants complete an online module prior to an upcoming class, they come to class armed with the basic terminology and skill points. This knowledge positions them to be ready for discussion and practice. With blended learning, they have the additional advantage of returning online for reinforcement and practice to further ingrain their new skills. This is what real blended learning is all about.
In a recent study conducted by the University Continuing Education Association (UCEA), more than 80 percent of Chief Learning Officers indicated that online learning strategies would play an increasing role in their companies over the next two or three years.
Studies also indicated that learners appreciated trainers, who used the technology wisely to guide participants through online learning and add value to the process.
It is also important to have high quality and alignment with the content -- There needs to be a strong connection between the material taught and the practices and objectives of the organization. When training and business practices are in sync, productivity and improved performance are not far behind.
A Solution Look for organizations that provide both online components and classroom elements that mirror each other. These components might include fully- accessible online videos and skill practice exercises that can support the classroom component and that can be replayed by the learner at a later time for reinforcement of the skills learned. The flexibility of the online component should allow you to structure the learning segments for use before and after the classroom portion of the course.
At Vital Learning Corporation we have readily available programs in formats that allow you to transition and blend traditional classroom training with online. Blended learning has gone strategic. Is it time for your organization to follow?
The Vital Learning curriculum is designed to meet your training and budgetary needs. Want to learn more about "Blended Learning" or the complete Vital Learning leadership development curriculum? Available in Classroom, Online, or Blended delivery options, the Vital Learning curriculum includes the following essential topics.- Delegating - understanding when to use delegation and how to make it motivating
- Complaints - being able to effectively manage complaints
- Coaching - knowing how to productively coach job skills
- Project Management - being able to run projects, both on-time and on-budget
- Conflict - understanding how to successfully resolve conflict
- Hiring Winning Talent- knowing what to do to consistently hire the right talent
- Providing Feedback - understanding how to establish performance goals and standards and give feedback
- And more...
For detail go to www.TheLearningEngine.org
