Challenges of Leadership, Human Resources Training, Leadership, leadership and management

How to Bring More Self Mastery into Your Leadership Skills?


One of the ultimate benchmarks of leadership is when it has no followers. Surprised? Ironical as it might sound, this is the true indices of leadership success. Leadership is said to succeed best when the people it produces do things on their own, without having to depend on others, and without having to have a boss to tell them what to do. If the mentee a leader has mentored doesn’t come back to the mentor for things, then, it is a positive sign that the leadership training has been successful.

This is one of the strange paradoxes, and on often overlooked aspect of sound leadership. Who can be a better leader than the one who is self-disciplined, self-driven, and self-motivated? This is the highest objective any leadership training should hope to achieve.

The best criterion for leadership training


If leadership training throws up a crop of leaders that don’t need handholding, do not need an overseeing authority to tell them what to do, how and when, and if leadership training has turned out leaders who are emotionally intelligent, love challenges and have a thorough sense of purpose and direction, there can be no better indicator of its efficacy.

key leadership traits


key leadership traits that leaders need to imbibe to become self-controlled and self-directed. This skill is very important to take on leadership roles in the next few years, which is set to undergo major challenges with the waves of technology and other effects sweeping it.

TrainHR will give you more knowledge about the following areas:

  • The definition of self leadership and it’s relevancy to you personally and professionally
  • Learn how to bring more self-mastery into your leadership skills
  • Examine 8 simple yet powerful principles to master self-leadership
  • How to apply the principals to make the difference you want to achieve
  • Steps to improving self-leadership once you have tried it for a while.



employee onboarding

Onboarding Employees: Good Beginnings Make Good Employees

Happy Businesswomen Shaking Hands During Meeting

If one were asked which among all the functions of an organization are most important; onboarding should rank among those at the very top. This is the process in which the organization familiarizes its culture, its business and its processes to the new hire. Note the use of the word “process”. This is the definer for what onboarding should be like. Some organizations like to think of onboarding as a one-time exercise. It is not. Onboarding is a journey, not a destination. This simple knowledge should drive HR into crafting the right onboarding system.

The basis to putting a robust onboarding system in place is the understanding of the fundamental difference between onboarding and employee orientation. Employee orientation is a small part of the onboarding. It is more about documentation, while onboarding goes much deeper. Onboarding is a continuous process that runs for a few months, and this is the period in which the employee develops a bond with the organization. Once this is done, she starts getting engaged with the organization. An engaged employee, as we know, is the ultimate asset for any organization.

Orienting the employee mind-set towards the organization


HR bring about this transition in the mind-set of the new employee towards the organization

Avoid the common mistakes of onboarding


One of the most important mistakes HR does with respect to onboarding is to give the new employee the chance to form opinions about the organization. This happens when their roles are not clearly defined, or their functions are not clearly charted out, or their reporting hierarchies are not set out properly. When a new hire spends a good time of the first few days staring at the walls or at the monitor and doing nothing, waiting for the manager to come down and instruct; the interest bubble punctures.

This gives them the chance to judge the company, their manager, their peers, and the job they’ve been hired to do. An orientation program in which too much information goes and little enters the heads of the new employee makes matters worse.

Avoid these situations if the onboarding process has to be sound and effective. Develop not just a program, but a process, by which the new hires will start becoming productive immediately and will be kicked up about their new job. HR should prepare, conduct, and evaluate effective new employee orientation programs and they should update existing programs. Onboarding practices should reflect new technologies and learning styles of 21st century employees.

Learn more about the following areas by connecting with TrainHR

  • Avoid traditional orientation mistakes
  • Define onboarding goals
  • Plan an orientation agenda
  • Avoid information overload
  • Put new employees at ease
  • Ease the transition of new employees into existing teams
  • Develop rapport between new employees & their manager
  • Communicate organizational culture & support
  • Utilize new technologies
  • Provide consistency to ensure legal requirements
  • Increase new employee retention
  • Help HR professionals work with all levels of the organization to improve the onboarding experience.


Human Resources Training, Mentoring for future leadership, workplace Mentoring

What are the Tools and Techniques for Mentoring?


Effective mentoring is one of the pillars of a strong leadership capability. Organizations that realize the need for future leadership rely on effective mentoring as a means to shape it. This said, while the role of mentoring in building the future of the organization is beyond question, what is important to understand is how to make this mentoring effective.

Learning about the tools and techniques of mentoring


Learn the tools and techniques that mentoring requires to become effective. the tools and techniques include:

  • Relationship building
  • Building trust
  • Two-way relationship and what it means
  • Effective communication
  • Critical thinking
  • Visualization
  • Body language
  • Trigger words and deflections.

Stages of mentoring


There are three levels of mentoring:

  • The Trusting Phase
  • The Learning and Development Phase
  • The Maintenance Phase.

Various tools and techniques that apply to that phase have to be implemented. While tools and techniques can be used for each of these, there are tools and techniques that are common to all three.

Present-day mentoring has outgrown the traditional model, in which the mentor would select the mentee and finish the mentoring. This approach was rather one-sided, in that it was more of a hand down, and little was left to the mentee to contribute.


Connect with TrainHR and learn more about Tools and Techniques for Mentoring which include:

  • What are the Tools and Techniques?
  • The Phases of Mentoring
  • Relationship Building
  • Two-way Trusted Relationship
  • Effective Communication
  • Body Language
  • Trigger Words and Deflections.
workplace conflict resolution, workplace Mentoring

How to Turn Difficult People and Poor Performers into Team Players


Improved productivity results from the ability to synchronize one’s personal work style with the culture of the workgroup and the organization. Mentoring a team’s members is an integral part of achieving this objective. While mentoring is an important aspect of improved productivity; it is in mentoring the difficult people, and those who do not see eye-to-eye with the mentor, that the challenge of mentoring lies. Even if the mentor and the mentee do not agree on major areas; it is important and imperative to mentor them in the interest of the organization and in the interest of the mentor and the mentee.

Managers and mentors should cultivate the ability to understand how to mentor such difficult people. Mentoring the employees who are not on the same page as the mentor in terms of the work or the organization’s goals calls for bringing in a different kind of thinking. Such mentors have to adapt the principles of emotional intelligence to a new level. They need to have a different level of self-awareness and sensitivity to others. When it comes to mentoring difficult people and poor performers, the mentor has to bring in a set of abilities which include:



  • Adjusting their management and personal style to the needs of different situations
  • Getting more done by using the appropriate delegation techniques for any given situation
  • Resolving conflict more effectively in a wide variety of situations
  • Turning difficult people and poor performers into team players
  • Winning the cooperation and trust from everyone in the organization
  • Increasing the confidence, leadership skills and personal and professional satisfaction in their job
  • Using coaching to guide and direct the team members to improving performance.

Get to understand the elements of mentoring difficult people

All these aspects of mentoring difficult people and poor performers and the ways of motivating them into higher levels of productivity at work will be the learning that TrainHR, a leading provider of professional trainings for the human resources industry, will be offering

Learn more deeply about the following topics by connecting with TrainHR


  • Motivate and direct the employees you rely on-even when they don’t share your values
  • Adjust your management and personal style to the needs of different situations
  • Get more done by using the appropriate delegation techniques for any given situation
  • Resolve conflict more effectively in a wide variety of situations
  • Turn difficult people and poor performers into team players
  • Win the cooperation and trust from everyone in your organization
  • Increase your confidence, leadership skills and personal and professional satisfaction in your job
  • Use coaching to guide and direct your team members to improving performance.


workplace Mentoring

Why Dynamic Mentoring is an essential tool for Career and Organizational development


The American workplace is not going to be the same as the one that we have seen till now. It is set to see major changes. While evolving and advancing technologies are expected to constitute one major aspect of this change; the bigger change is going to be witnessed in the area of demographics at the workplace.

In the next few years, the American workplace is expected to see over 80 million Millennials. Such a huge infusion of a new generation in such a short span of time has rarely been witnessed in the corporate history of America. This will bring about a huge and drastic shift in the work culture, ethics, working conditions, and everything else that we associate with the workplace.

Understanding the Millennials


What does this mean for managers? Simple: they have to roll up their sleeves and get ready for understanding, receiving and accepting the new generation. This starts with an understanding of how the millennial workforce is different from the rest. Although they have been entering the workplace in stages from about a decade or so; the spurt in their numbers is a big factor. This is what should gear up the management in organizations to take the steps to make the best out of them.

Millennials are those workers who were born roughly in the decade beginning in 1983. The generation that was born almost simultaneously with the explosion of technologies; the Millennials are expected to be different in every way. The familiarity with technology and the ease of its application is a very distinct trait. They are also expected to have lesser attention span, are more prone to using the social media, are likely to be more tolerant of a diverse workforce, and are likely to be less loyal to their employers.

Acquire learning on how to mentor the Millennials

Group of young business people and designers.

The Millennials are an integral part of the 21st century workplace. It is imperative for organizations to mentor them with the right focus and channelize their energies in the right direction to get the best out of them. So, organizations will have to learn to deal with these and the other traits that the Millennials bring into the workplace.

How do organizations mentor the Millennials at the workplace ? This learning will be taught by TrainHR, a leading provider of professional trainings for all the areas of human resources.

Understanding of what works with the Millennials


Learn the elements of training that the Millennials are more likely to relate to. They are more amenable to the one-on-one development model, where experienced managers can encourage them to take risks and seize opportunities. Also know the common pitfalls that need to be avoided when mentoring the Millennials and how to build a mentoring program that helps to work with the Millennials and yield tangible results.

Connect with TrainHR and gain more knowledge on the following topics,

  • What is mentoring & how can it bring organizational benefits?
  • What are the qualifies of successful mentors & mentees?
  • What guidelines are best for setting up or enhancing mentoring?
  • How can mentoring programs become derailed?
  • What strategies can be used to fix broken mentoring efforts?
  • How can organizations evaluate mentees & mentoring programs?
  • How can HR & Training professionals contribute to mentoring efforts?



Career Development

Strategies for Successful Career Development


Talent management is that critical management skill that really defines an organization after all. But then, talent management does not happen in a vacuum. If the organization is to be successful at its talent acquisition and talent management endeavors, it must create the right career development ecosystem for it. Well thought out strategies should go into creating this ecosystem.

This career development ecosystem should be an integrated one, into which many elements need to go in. Once the top management devises the right method for putting this ecosystem in place; it helps the organization tap the strength of its resources in executing its business goals.

It happens only in a positive organizational culture


The starting point of this strategy for building an integrated ecosystem for talent acquisition and retention is the creation of a sound organizational culture. It is this culture that creates the milieu for the ecosystem to be built and developed. This culture is a prerequisite for equipping employees with the tools they need for realizing their full potential with the organization. The basis to all this is active employee engagement, the absence of which neutralizes and negates everything that the integrated ecosystem can achieve.

What are the ways and approaches for building this integrated ecosystem in which organizations’ employees feel engaged and are aligned to the organizational culture and goals, and love to work for the organization? Connect with TrainHR for gaining more knowledge about Successful career development.

Successful career development has seven crucial elements


Understand the strategies for creating an integrated ecosystem which facilitates the career development of the employees. Producing a highly engaged and motivated workforce whose talent the organization utilizes to its fullest, and retaining this workforce is the result this ecosystem should yield. The creation of such as career development strategy has as many as seven core elements.

This integrated ecosystem is set in the background of the present-day trend in the job market, in which keeping in mind the difficulty in finding and retaining talent, organizations are building backup bench strength to prepare for talent departure that happens at short notice. Such exits are more common, given the hurry in which fresh blood is eager to seek out opportunities.

Through these seven elements, learn the ways by which to attract, nurture and retain top talent in the organization:

  • The components of a Career Development Ecosystem
  • How to create a shared understanding of career development in your organization
  • How to get managers to support career development, have career conversations, and develop people on the job
  • How to motivate managers to become talent developers vs. talent hoarders
  • How to encourage employees to take ownership for their own career development
  • How to use career development as part of a powerful employment brand to attract the best talent
  • Recommendations for job-related online career assessments
  • Content to include in a self-service career development portal
  • Specific career development approaches for Gen Y employees, including tools to level set promotion expectations
  • Enterprise-wide software that can be utilized for talent visibility throughout the organization
  • The role of external and internal career coaches
  • Financial outcomes with case studies from implementing effective career development programs.

Struggling with Career Development? connect with TrainHR for better career development tips


Developing Versatile Leadership


How should leadership be? Should a leader supervise too less or too little? Is there a measure for how much she should get involved in the subordinates’ work? Well, there is no single answer to questions such as these, because it is impossible to generalize. Each situation and each individual is unique and different. Leadership is not some kind of assembly line production of standard hand-me-downs.

So, leadership is said to be mature, and will eventually become effective when it succeeds in realizing how to use the right approach for handling each person. This is the real hallmark of sound leadership, and it takes good talent, practice and experience to cultivate it.

Never a one-size-fits-all quality


Leadership is never a standard set of general processes and methods. It should tailor itself to different situations and individuals to help employees become what they can be. This is the best measure of success of leadership, because it should mentor people and help them reach their true potential by helping them identify and utilize their strengths and underplaying their weaknesses. This calls for instilling versatility at leadership.

The interesting ways by which leaders can become versatile to suit the different situations they face in their profession will be taught by TrainHR, a leading provider of professional trainings for the HR industry.


Please log on to TrainHR to know more about this topic. its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.

How much or how less?

Leadership is often a curious mix of what lies between too little and too much. Historically, leadership has handed down lessons without stopping to analyze its effects. If the present generation needs to overcome the drawbacks associated with this method, versatile leadership is the antidote.

We will show how versatile leadership is actually quite simple. He will explain a set of tools, which when implemented, can go a long way in helping the participants gain the right balance between what is too much and what is too little. The key is to use the right approach with the right person in the appropriate situation.


The tools imparted at this session can be put to use in a wide variety of situations. The expert at this session will start by examining one’s own preferred leadership style and demonstrate the consequences of overusing one style and neglecting others. We will then go on to explain the relationship between the employee and the situation to show how it should influence the leadership approach. Once this model is envisaged, it will help to apply it to a number of real-life situations. The outcome of this approach is an appropriately supervised, competent employee.

We will cover the following areas:

  • The history of studying leadership
  • A look at Millennials
  • What makes an effective leader – various perspectives
  • Data from 360° feedback
  • The versatile leadership models
  • The relationship between situation and leadership
  • Finding the right tool
  • What to do if results aren’t up to par
  • Practice situation.

Professionals in positions in organizations that require leadership skills or interact with leaders, will benefit a lot from this session. These include HR Generalists, HR Managers, Supervisors and Managers, Team Leaders, Line Managers, and Business Owners.


Like to know more about Important of Versatile Leadership? CLICK HERE