business communication, hr best practices, hr policies, Human Resources Training

Why do we enter each change event without learning from the last failure?

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Change is the only constant in business, we have been told. With the inescapable nature of change; an often-overlooked aspect is the success that change brings. Does every change that happens, happen for the better? Does all change necessarily bring about success? This is an area with exploring.

Failure of change to produce the desired result could be seen or felt at any stage: at the time of delivery, at the time of going live, or at any earlier stage. and, it is important for organizations and individuals to analyze the repercussions of change failure. Did it affect a few members of the team or more? Did it affect the entire organization? Was the loss of a short or long term?

That is, it is important to learn from the mistakes arising from change failure. A major line of thinking that needs to be instilled is the way we look at failure or its possibility. We often ask questions like if a product will be delivered and not when. We are normally resistant to change and are not prepared to accept the outcome of this change. The key is to recognize why a certain failure could arise. We need to learn from our past failures. It is only when we come out of the illusion that each time will be better than the previous one, that we can let our past failures guide offer lessons for guiding us into the future.

A learning session on how to learn from failed change management initiatives

Richard Batchelor, a very highly respected international change management professional, who has extensive experience delivering successful outcomes to engagements in business transformation, enterprise technology solutions and organizational restructures (including M&A) supported by extensive positive achievement in strategic human resources, executive leadership coaching, organizational development and operational excellence delivery, will be the speaker at this webinar.

You can gain insights into all the elements of change management and how to learn from its failures by enrolling for this webinar at TrainHR Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

Explaining using a real-life example

Rich will use a recent, large real-life change initiative as an example in this webinar to explain what to do and what to avoid when it comes to initiating and implementing change management that is durable and positive in its effect. During this webinar, he will use this example to describe what went well, and what did not, and what the exercise at change management in this example taught. He will show what levels of engagement were observed before, during and after the change was realized, using this to help understand and explore the role of organizational culture in all this. He will explain what impact organizational culture had, both in the positive and negative senses.

The principal element of recognizing what factor is working during change management will be imparted. The pointers and indicators that failing activities throw up are important to notice and work on. Rich will arm participants of this webinar with the nous needed for recognizing these. He will cover the following areas at this webinar:

  • Change Readiness
  • The Benefits of Lessons Learned
  • Knowing when things are not ok – markers for failure
  • Getting Help with Change Efforts
  • Recognizing when the end has arrived
  • Managing personal Resilience and Integrity.
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business communication, hr best practices, hr training, Human Resources Training

Workplace Communication has many Important Aspects

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Communication is at the very heart of the workplace. Communication is vital to any organization, no matter what its nature of business and size. Workplace communication includes all form of communication: Communication from employer to employee, from managers or leaders to the employee and between the leaders themselves, and from employee to employee.

So, what is it that has to be communicated? Quite a lot, if we make sense of the observation made above. Since workplace communication involves almost everyone at the workplace; it is fit to consider workplace communication as being effective when each communicator knows what is to be communicated and how to do it for best results.

Some guidelines for effective workplace communication

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Since workplace communication is about various types and levels of communication involving almost everyone at the workplace; it helps to familiarize with a few guidelines for effective workplace communication. These are general aspects of workplace communication, irrespective of who is communicating to whom at the workplace and on what topic.

Workplace communication is about the choice of words

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Essentially, effective workplace communication involves using the right words at the right time. People who are adept at workplace communication choose the right words, emphasizing what is important and why. “I want this report urgently”, when phrased into “could you please turn in the report we need to discuss, by 3 PM?” appeals more. This kind of statement emphasizes the importance of time, but is also polite.

Listening is a critical component of communication

A maioria das pessoas não sabem se estão com problemas de surdez

Effective workplace communication rests on the art of listening. This may sound strange to some, but a communicator who does not listen fully or properly risks being a person who is in the habit of delivering monologues. The art of communication gets perfected only when the communicator learns to listen. This is what complements and completes the communication and makes it effective.

Body language is an important aspect of workplace communication

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As much at the workplace as in life; one’s body language is a great indicator of the communicator’s ability to convey while also making an impression. Being casual while making a point kills the rationale of good workplace communication. It sends out a rather negative image of the communicator. One has to be attentive to signs of body language while making a point.

Avoid beating around the bush

Coming to the point straightaway is very important for making workplace communication effective. Depending on the nature of what is to be communicated; this may not always be possible and a little background may be necessary, but even when necessary, this should be brief and only as much as absolutely needed.

Assess the impact of workplace communication

 

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One can go on speaking without realizing what impact it is having. This makes workplace communication absolutely useless and boring. The communicator has to size the impact her words are having on the audience to which she is communicating and decide to continue or curtail the communication.

business communication, Human Resources Training

Influence Should Bring About Cooperation And Collaboration

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Influence is one of the biggest factors in both our personal as well as professional lives. It is but natural that we get influenced in one or another, direct or indirect manner. The members of the family we grow up in and the people in the neighborhood or the school are some of the sources that influence us directly as we grow up. Celebrities, achievers and sportsmen are some of the other examples of indirect influence in our lives.

Our managers, peers, colleagues and classmates are other people who influence in our lives. Influence is inevitable. Real influence is one that gently coaxes and motivates another person to follow the footsteps of the influencer. That true influencer is one who doesn’t try to control, but only shows how to do things better by doing it themselves. It should be about bringing about cooperation and collaboration. The ultimate form of influence should reflect what Mahatma Gandhi famously said, “My life is my message”.

How important is influence in the corporate world?

If one has to be an influence on someone else in the workplace, one has to decide whom one wants to influence. Who among these would it be?

  • One’s manager
  • Coworker
  • Employee
  • Customer
  • Suppliers

The power to influence others requires personal power and good communication skills, no matter what the reason for which one is trying to influence: It could be to take someone along with one’s line of thinking or convince them about one’s ideas; it could be to just complete a task, or it could be to work in a team.

High class learning on how to influence others at the workplace

All the elements of how to influence people in the right manner will be taught at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry.

The speaker at this webinar is Chris DeVany, who is the Founder and President of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Chris has consulted to government agencies from the United States, the Royal Government of Saudi Arabia, Canada, Cayman Islands and the United Kingdom and has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance. He is the author of the book, 90 Days to a High-Performance Team.

To benefit from the rich experience that Chris brings into management and organizational development; please register for this webinar by visiting TrainHR.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Polishing the skills of influence

The aim of this fast-paced webinar is to sharpen the participants’ skills for influencing and persuading others. It is for those who have a difficulty in trying to persuade and influence others, those who find creating and building rapport challenging, and those who get overwhelmed when trying to gain commitment from others.

Chris will teach them the ways by which to create rapport, ask directly, listen effectively, and use proven interpersonal skills to improve their effectiveness with individuals and with groups. He will offer important topics, key questions and answers that the participants need to be able to address effectively to improve their team members’ and team’s performance, no matter how widely distributed everyone is.

Tips and suggestions

Chris will explain “8 Quick Steps to Listening More Effectively Every Time”. There will be tips, tricks and techniques that will help the participants influence and persuade more effectively immediately. Participants can put this learning to immediate use at the end of this session.

Professionals in management, for whom influencing others is important, ranging from CEO’s and Senior Vice President to Vice President, Executive Directors, Managing Directors, Regional Vice Presidents, Area Supervisors and Managers will find this session highly absorbing and useful.

Chris will cover the following areas at this webinar:

  • Influence Styles
  • Plan to Influence
  • First Practice
  • Creating Rapport
  • Gaining Commitment
  • Build Assertiveness
  • Influence in Groups
  • Group Exercise
  • Win-Win Influence.
business communication, Human Resources Training

Want to lead? Learn to communicate effectively

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Communication is the most important means by which a person or organization express themselves. Communicative ability is difficult to suppress. At the individual level, there are talented communicators, and there are the effective communicators. A talented communicator can be telegenic, and can bring in only style. Substance may be lacking in the communication of a talented communicator.

On the other hand, the effective communicator is one who communicates with conviction, trust, respect, understanding, empathy and resolution. This is the kind of communicator organizations need.

To be an effective communicator; the communicator need not have the charisma or attractiveness of the talented communicator. Such a communicator does not need to even possess strong vocabulary or a grandiloquent or articulated style, or even the ability to be able to speak in public, or that of being a good listener. The effective communicator simply needs to understand how to read people, realize that communication is both receiving and broadcasting, and be able to adapt to many unique and stressful situations when it comes to communicating with others.

A learning session on how to be an effective communicator

All these behaviors and traits can be imbibed and implemented through proper coaching. The ways of doing this form the core of a webinar that TrainHR, a highly acclaimed provider of professional trainings for the HR industry; will be organizing. To enroll for this webinar, just visit TrainHR

The expert at this webinar is David Rohlander, author of the Amazon-bestseller, “The CEO Code”. With five sixths of his new clients coming from referrals, David is the ideal expert to impart learning on the many aspects of effective communication.

Understanding and integrity are the soul of effective communication

David will seek to offer clarity on a simple, but potentially one the most troubling questions in the minds of many people: “How to communicate effectively”. In exploring the critical elements of the effective communicator; David will teach how participants can develop these traits and how they can use communication to accomplish great things through other people.

David will explain his conviction that understanding is at the root of effective communication. This, to him, is the cornerstone of effective communication. He will expand on this thought during the webinar, earmarking a considerable part of it to making participants understand the role of understanding. When participants imbibe this trait into their communication, they will be able to read people, develop awareness of the self and inculcate technics and methods to practice.

Carry honesty and conviction in words

When people learn to communicate effectively, it brings with it important qualities such as being able to lead, and to persuade and carry conviction, which makes people believe in them and their ideas. This gives them a prominent position in the minds of listeners, because it equips them with the power to practice integrity. Their words carry weight when they are uttered with belief, honesty and goodwill.

The hallmark of effective communication is integrity in the words, which is what separates the effective speakers from the talented ones. If this important quality is lacking, they are going to lose the trust and faith that people repose in them. This will make them no different from politicians.

This webinar will offer important learning to professionals across the entire spectrum of organizations, for whom communication is a key part of their work and success. C-Level executives such as CEO, CFO, COO, Vice Presidents and Regional Managers, managers and supervisors, newly promoted managers, and high potential employees being groomed for Leadership & Promotions will benefit in a large manner from this webinar.

At this webinar, David will cover the following areas:

  • What is effective communication?
  • Trust
  • Respect
  • Understanding
  • Empathy
  • Resolution
  • It is an Art.
bullying at the workplace, business communication, discrimination and harassment training, employee performance evaluation, employee training, hr best practices, hr management training, HR management trainings, hr policies, hr training, Human Resources Training, Law & Compliance, Regulatory, Technology in HR, Training & Development, workplace safety

5 attributes for employee assistance program

An Employee Assistance Program (EAP) is a program that an organization implements to ease some of the personal problems faced by its employees. An employee assistance program is largely voluntary, in that it is not mandatory either for organizations to implement it, or for very employee to avail it.

employee assistance program - TrainHR

According to the Employee Assistance Professionals Association, here’s what to look for:

  1. 24/7 phone response. Seek out providers that have trained counselors on duty answering a toll-free phone line at all times. Avoid EAPs that require users to navigate an elaborate phone tree before reaching a counselor.
  2. Confidential services. Licensed, professional counselors should deliver assessments and face-to-face counseling sessions in safe, private and confidential offices. Make sure there are enough counselors in your area to deliver timely services in both urgent and nonurgent cases.
  3. Referral support and follow-up. The EAP should assist employees by providing referrals for long-term or specialized care based on assessed needs, recommended treatment and employees’ financial resources. The EAP should provide follow-up and ongoing support for employees.
  4. Crisis intervention. Will EAP counselors come to your facility if there’s an emergency, such as an incident of workplace violence? Good EAPs can provide counseling for traumatized employees. They can also help management coordinate emergency-response plans.
  5. Substance abuse expertise. Given their disproportionately great impact on the workplace, drug and alcohol abuse problems often represent the bulk of EAP cases.
business communication, hr best practices, hr policies

Can creative persons be good leaders?

Can creative people be good leaders? Leadership can be an art to an extent because it requires intuitive responses to different situations and can thus be creative to an extent. But is a person who is entirely creative, the right choice for a leader? This is a big question for many organizations, and with full justification.

Getting the most creative one to lead

This happens in team sport all too often. We have innumerable instances of very talented players going on to become captains of their teams, only to come a cropper all over, with disastrous results. Usually, the push to make the team’s most talented player the captain comes from the management. It is tempted to equate creative talent with leadership talent. The two are not always on par with each other.

In organizations too, the same temptation sometimes plays on the management. Whether creative persons go on to become successful leaders is always open to question. Many leadership pundits draw a parallel between the two by thinking that if creativity is all about thinking out of the box; so is leadership.

But leadership can be a science too!

This thinking is true, but to a limited extent. For that matter, leadership can be a science too, because it involves going about situations in a logical and process-oriented manner. Does just this much make leadership a science? To an extent, leadership can be both, but to get to the focus of this discussion –that of whether creative people necessarily make good leaders –one perspective we have to take is whether creative people can take logical decisions.

This is a major aspect of the discussion. By its very nature, creativity is bereft of logic. We don’t expect to see any rationality in a Da Vinci or Picasso painting. Do we? Creativity is the free and unrestricted and usually, unstructured flow of ideas. Does this make a person with this at his core suited for leadership? If leadership is all logic and if creativity is the exact lack of it; how does a creative person become an effective leader?

Leadership and creativity are two different boxes

Saying this much does not meant that there is any doubt about the leadership ability of the creative persons, but let us bear one fundamental point in mind: Creative persons can think of not just out of the box, but sometimes even out of the world ideas, but generally ONLY if it concerns their area of work. Leadership is not likely to be, for instance, a musician’s prime area of work. Stretching this example to organizations, we may have an animator who could come up with kickass ideas, but those will usually be design ideas.

Yes indeed, leadership is also a lot of inventiveness and thinking at the drop of a hat. But this is of a different nature altogether. A leader can think about business strategies and other aspects very creatively and differently, but this is creativity of a different type from the one concerning pure creative stuff. This is how it goes: Leaders can be creative, but seldom do creative people become leaders. Make no mistake –leadership does require creativity. But that is the kind of creativity that is confined to leadership skills. In fact, every profession requires a certain level of creativity of the kind and limit it permits.

We are all unique in our own sense

Why is it that creative people usually struggle as leaders? It is because of the human mind’s inability to think in different directions with the same effectiveness. We all come with unique talents. We all have our individual traits. Largely predetermined by genetic and many other factors, these are the very essence of our true selves. This explains why some people are born with the ability to run well, while others cannot. Some others are great singers, while others cannot think of a tune. To do something that goes against the basic grain of our core; it takes a lot. The person may do it out of compulsion or for the challenge, but it will never be accomplished with the ease with which someone born with that talent can.

There are a few leaders from the creative fields, too

There are many examples of creative persons who have gone on to become effective leaders, but they are more the exception than the rule. They are usually people with multifaceted talents that go on to perform these seemingly contradictory roles with ease and aplomb. It is akin to how charismatic actors have gone on to become well-known leaders. Ronald Reagan is perhaps the best example that one can think of. We have had quite a handful of such artistes who have become politicians in the developing world and led their countries for a considerable point of time and with reasonable success.

In the normal course, expecting an utterly creative person to automatically become or do well as a leader is a difficult proposition. One cannot come out with generalized answers. On the whole, if we have to answer the question of whether creative persons can become leaders, we have to judge on a case-to-case basis.

Reference:

http://www.forbes.com/sites/chunkamui/2011/02/06/are-the-people-in-your-organization-too-smart-to-be-creative/

Contact Details
TrainHR
webinars@trainhr.com
http://www.trainhr.com
Phone:800-385-1627
Fax: 302-288-6884
43337 Livermore Common | Fremont| CA | USA | 94539

business communication, employee training, hr best practices, hr policies, Human Resources Training, interview, Law & Compliance, Regulatory

Use of psychometric tests by HR

Mature and professional HR in any organization realizes that its most important contribution to the organization is in finding the right people and more importantly, making the organization retain them. People are the most valuable resource in any organization, and nothing is more satisfying for HR than to provide the organization the perfect fit.

Resilience matters more than anything else

So, how does HR size up the “perfect candidate” for any suitable position? Of course, the usual parameters are skill sets, qualifications and experience. But there is something that is of paramount importance, something that is a far better indicator of a person’s suitability than all these, and that is the candidate’s temperament. While qualifications, skills and experience are more obvious, there is no hint in any of these that the candidate has the most important quality the organization looks for –tenacity. This is the defining difference between good and great candidates.

Something like IQ and EQ

We can draw a parallel between this quality and emotional intelligence. In the past, if a person had a good intelligence quotient (IQ), it was considered a hallmark of exceptional ability. But over the years, psychoanalysts came round to the conclusion that intelligence and knowledge in themselves were not a sufficient measure or necessary yardstick of a person’s ability.

They identified one quality that was far superior as a marker of their character, and that was fortitude. This is what is termed as emotional intelligence, or the ability to be intuitive and smart in crunch situations. This requires being able to think on one’s feet and come up with offhand solutions to any unforeseen situation, rather than rely on textbook knowledge, which cannot answer questions beyond a point.

Psychometric tests to gauge the candidate’s ability to withstand pressure

This, in a nutshell, is what smart candidacy is all about. Qualifications and experience do matter, but what is more critical is the ability to solve real-life issues, challenges and difficulties. A good psychometric analysis by HR will help identify these qualities in a candidate.

How does HR do it? One simple method could be to ask tough, or what are called smart questions at the time of the interview. A good candidate may have had a decade’s experience in handling and working on set systems, but the smart candidate is one who has known how to use common sense in resolving challenges. HR could pinpoint and ask for specific situations in which the candidate resolved issues using commonsense rather than application of rote knowledge. It could verify from its sources with the current employer if the claims were true. It could put a number of such posers to the candidate and come to some conclusion about this all-important quality of a great candidate.

Reference:

http://www.1stexecutive.com.au/improve-recruitment-/psych-assessments

 

Contact Details
TrainHR
webinars@trainhr.com
http://www.trainhr.com
Phone:800-385-1627
Fax: 302-288-6884
43337 Livermore Common | Fremont| CA | USA | 94539