Content about Disaster

One-on-one coaching allows leaders the opportunity to overcome problems ranging from poor public speaking to a lack of executive presence.

A 2011 study commissioned by the American Psychology Association indicates incidents of stress are commonplace, with 36 percent of employees reporting feeling some degree of stress on a daily basis and 20 percent feeling extremely stressed. Here are some tips to help mitigate stress in your workplace.

In the traditional results-based approach, management identifies skill gaps as potential threats to achieving corporate goals. Training initiatives are launched to develop the skill, but mission-critical corporate goals can shift like the wind. A better approach is a results-capableworkforce: a team of people who can move with the tide, accept and internalize new strategies, and execute change with confidence.

Is it possible  that  an organization’s performance could hang  on somethingas soft and gushy as how individuals deal with crucial conversations? “Yes,” say Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler, authors of “Crucial Conversations.”

Many organizations give tips, tools, and techniques that can help employees enhance their performance and businesses increase their revenue, but most of the time, articles are read and seminars are attended, and that is where the learning stops. It’s not a mistake that the saying goes, “Old habits die hard.” The key to successful learning is training reinforcement.

Training employees in rapport-building skills goes some way to improving their performance in real interactions with customers. However, no amount of training in the techniques of rapport building will improve an employee’s real behavior with a customer if that employee is stuck in a mindset that, wittingly or unwittingly, drives rapport-destroying behavior.

If we are to become the leaders we have the potential to be, it is essential that we understand who we are and what we believe, says Doug Moran, author of  “If You Will Lead: Enduring Wisdom for 21^st Century Leaders.” While there is a great deal of self-awareness associated with all of the “If” Sixteen Leadership Attributes, these first four in particular—character, authenticity, integrity, and self-efficacy—provide a strong foundation for self-awareness.

As soon as employees start a new job, the clock begins ticking. An effective onboarding program is essential to quickly bring new hires up to speed on an organization’s mission, policies, objectives, systems, and daily practices, as well as ensure they can be productive as soon as possible. Surprisingly, only 60 percent of employees believe their company’s orientation program for new employees is adequate, and only 63 percent believe their organization currently provides effective on-the-job training.

The story of Circuit City’s meteoric rise and catastrophic fall reveals myriad leadership lessons. It also underscores the critical strategic role that training and development play in a company’s continued success.

Scientific evidence supports the fact that to be fully effective, employees need greater soft skills to complement and enhance their hard skills. Becoming more resilient is the soft skill at the very foundation of all other work activity. Discover the seven pillars that serve as the gateway to resilience training.

In an ideal world, what if we could pick a company, look at every measurement that training personnel might possibly impact and then train that staff from hello to goodbye. After three months, six months, 12 months, etc., of coaching and reinforcement to ensure the employees continue to use their new skills, we’d compare all the measurements. Would that be the perfect solution to the training ROI quandary?