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Content about Roy Saunderson

February 20, 2012
Talent Tips: Transparency in Training

Are we being transparent within the field of learning and development these days? Have we been totally open and honest about what we are doing? Do we hide and cover up the real facts behind the results of training dollars spent?

By Roy Saunderson

Has the demand for candor, openness, and personal responsibility in society—a.k.a., “transparency”—effectively affected the field of learning and development?

November 23, 2011
Talent Tips: Making Learning Fun

VThere is a lot of talk about gamification today and how we can use it in business—with consumers, as well as with our employees. But what about learning? Bill and Melinda Gates think gamification can make a difference in how children can learn. They recently opened their foundation purse strings and invested $20 million partially toward developing innovative digital and game-based learning tools for children in the U.S.

By Roy Saunderson

Are there really benefits to using rewards and recognition through games to help individuals learn more effectively?

There is a lot of talk about gamification today and how we can use it in business—with consumers, as well as with our employees.

But what about learning?

October 7, 2011
Talent Tips: Training on the Go

Mobile learners appreciate good-quality content designed to save them time and that provides immediate accomplishments in small chunks. Keep it short, but use all the media—video, audio, exercises, simulations, games, etc.—to “show” and not just “tell” how work can be done and skills developed.

By Roy Saunderson, President, Recognition Management Institute

Are we ready to train employees through iPods? Some organizations already do so with great success. Yet there are important principles to consider in getting mobile learning right.

In the fast-moving world we live in, we stay connected through a growing number of mobile devices we’re glued at the hip to. Now imagine having training follow you around and be available whenever you are ready to learn.

July 25, 2011
Talent Tips: High-Potential Recognition

Never rely upon traditional recognition programs and practices for high-potential leaders. Instead, give them the prestige and pedestal to be recognized by their peers and senior leaders as the potential leaders you want them to become.

By Roy Saunderson

It’s hard enough to keep and retain high-potential employees, but it can be even more challenging to give them the right recognition that is meaningful and effective.

June 6, 2011
Talent Tips: Learning Across the Generations

Since we know there are certainly differences in work habits, expectations, and motivation across the four generations in the workplace today, one can expect similar unique learning characteristics for each generation, as well. The bottom line: Like the workplace itself, learning should be inclusive and respectful of each generation while sharing in a common learning objective.

By Roy Saunderson

It’s one thing to have four generations—Seniors, Boomers, Gen Xers, and Millennials—in the workplace, but what are you supposed to do when you get them all in the same classroom?

March 24, 2011
Talent Tips: Changing Minds

Getting everyone to change personal beliefs about employee recognition is hard to do but essential if you want people to appreciate employee contributions.  I often use the words, “Beliefs—Behaviors—Results,” in a PowerPoint slide or on flip charts to help people understand the power and differences of recognition and rewards.

By Roy Saunderson

Getting everyone to change personal beliefs about employee recognition is hard to do but essential if you want people to appreciate employee contributions.

For many years when giving workshops on how to be more effective and authentic in giving employee recognition, I often used the words, “Beliefs—Behaviors—Results,” in a PowerPoint slide or on flip charts to help participants understand the power and differences of recognition and rewards.

October 1, 2010
Talent Tips: Thank-You Training, CNN-Style

When training senior leaders on how to say, “Thanks for a job well done,” 
the key is ensuring they feel urgency and purpose—just like the way 
24/7 news networks disseminate information.

By Roy Saunderson

Exceptional senior leaders are visionaries whose mandate is to inspire other leaders to follow them, and together, they achieve specific goals. The universal bottom line is to 
increase business through positive customer results, which produces a healthy profit and good return on 
investment for shareholders. But the vision alone won’t get you there—proper execution is required. And that means recognizing employee efforts, commitment, and successes.