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

organizational culture

Why Organizational Culture Matters for Company’s Success


Have you wondered what differentiates iconic brands like Southwest airlines, Zappos, Nordstrom, Whole Foods, Costco, and Starbucks from many others in the market? Is there a unique ingredient that makes these brands what they are? Certainly not. The composition of their products does not set them apart. Rather, there is something else that makes the brands of these companies the popular ones that they are: organizational culture.

If organizations can bring out products that ensures sustained business success in the long run; it is because of this factor called organizational culture. How? It is this culture that makes employees give their best to the organization, without being compelled to do so. It is this culture that brings about a highly engaged workforce that feels motivated to produce products that are world-beaters, day in and day out. It is this culture that is indispensable to an organization’s success. The extent to which organizational culture is inseparably tied to business is best summarized by Peter Drucker, guru of modern management techniques in his aphorism, “Culture eats strategy for lunch”.

Organizational culture is the soul of the organization

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So, what is it about the organizational culture that spurs these companies to produce products that are household names? Well, culture is the organization’s DNA. It is its very core, from which everything about the organization takes shape. Yet, organizational culture, like the root of a tree, is responsible for what the tree is, but is hardly seen by onlookers at first glance. It is only when one scratches the surface a little that one discovers the root of the organization and its success.

The centrality of the organization’s culture can be understood from the fact that without it, no organization can attract, nurture and build talent. We all know the consequences of such a shortfall: the organization is inadequate in its ability to produce products that make a mark on corporate history, such as the ones we have just mentioned.

Organizational culture is still overlooked

Despite the predominance of culture in shaping an organization; this vital element is overlooked by many organizations. Many organizations have yet to understand its primacy in shaping products. Many organizations continue to think that great products are the result of great processes and great technologies. While the importance of these factors cannot be denied, the role of culture is at the core of these aspects. Unless one has a motivated and engaged workforce, technologies in themselves will not count for much.

So, the need for imbibing the right culture into the organization is of utmost importance. Leaders in charge of organizations should look inwards and ask themselves searching questions such as:

  • Is ours an organization whose culture inspires and engages, or is it one that stands in the way of our employees’ career enhancement?
  • Do we have an organizational culture that consists of a set of rigid top-heavy directives, or does it facilitate cross-department collaboration?
  • How have our employees and our customers perceived our organizational culture?

Get to understand all the elements of organizational culture


TrainHR, a training provider par excellence of professional trainings for the human resources industry, will be organizing a webinar, at which all the elements of organizational culture will be explained. Marcia Zidle, CEO of Leaders At All Levels, and a board certified executive coach, will offer her valuable insights into organizational culture, at this very valuable course. please visit TrainHR to enroll for this webinar.

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 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).

What benefits does a great organizational culture bring?

There are significant and tangible benefits that a positive organizational culture can bring about. Marcia will describe these. Some of these include:

  • Focus and Spirit
  • Engagement
  • Cohesion

At this very pertinent and perceptive course on organizational culture, Marcia will cover the following areas:

  • Understand why Peter Drucker says: “Culture eats strategy for lunch”
  • Discover why culture is like an iceberg: What’s above and below the water line
  • Identify and analyze the six key elements of culture in every business or organization
  • Review twelve daily ways effective leaders can communicate and reinforce company culture
  • Plan specific actions you will take to lead or influence changes in the culture of your organization
  • Use a three-step process to pinpoint what drives the culture of your team, department or company
  • Recognize what successful leaders know and do that helps them avoid cultural traps and misfires.

Click here to know more about Organizational Culture




hr best practices, hr policies, Human Resources Training

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? This learning will be imparted at a highly valuable webinar that TrainHR, a leading provider of professional trainings for the areas of human resources, is organizing.

At this webinar, Lynn Ware, CEO and President, Integral Talent Systems, Inc., who is an Industrial/Organizational Psychologist and thought leader who has practiced for over thirty years in the talent management field; will be the speaker. Dr. Ware has designed, developed and implemented career development systems in partnership with several Best Place to Work organizations such as Google and Scripps Medical Center.

To gain from the three decades of experience that Dr. Ware brings into career 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 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Successful career development has seven crucial elements

The goal of this training course is to familiarize the participants with a clear understanding of 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. Dr. Ware will give a clear understanding of these 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 some kind of backup bench strength to prepare for talent departure that happens at short notice. Such exits are all the more common, given the hurry in which fresh blood is eager to seek out opportunities.

Dr. Ware will show, through these seven elements, the ways by which to attract, nurture and retain top talent in the organization. At this session, which will be of immense value to HR professionals and senior management; Dr. Ware will cover the following areas:

  • 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.

Click here for more information

hr best practices, hr policies, Human Resources Training

Foundations of Process Improvement


Short for Suppliers, Inputs, Process, Outputs and Customers, the SIPOC tool is used to define the stakeholders for any of these: an event, a meeting or an initiative aimed at bringing in improvement. Putting a SIPOC plan in place involves first clearly defining the process the organization is trying to get an understanding of or improving. The organization has to next go about defining the outputs it gets from each of these processes, and identify who make up the customers for these outputs.

A SIPOC plan’s next step is gaining clarity on defining the variable inputs needed for the steps in these process, and getting an understanding of who the suppliers supplying those inputs are. The SIPOC activity has to draw up a list of suppliers, as well as the customers. This is essential, because the suppliers and customers are a vital cog in the wheel of the SIPOC process, and/or happen to be those who influence the results of the SIPOC process. Documentation is a very important aspect of the information for review and measurement.

Application in many areas

Sales and marketing and HR are among the vital areas, apart from manufacturing, in which SIPOC can be applied for gaining effectiveness. SIPOC is a valuable tool for bringing about sustainable and continuous process improvement. To do this, the organization has to first chart out its sphere of influence. This consists of the various stakeholders, both internal and external, that are part of the process.

All the elements of a sound SIPOC process will be discussed at length at a webinar that is being organized by TrainHR, a leading provider of professional trainings for all the areas of human resources. At this webinar, Daniel T. Bloom, a well-respected author, speaker and HR strategist, who during his career has worked as a contingency executive recruiter, member of the internal HR staff of a Fortune 1000 corporation, and a Corporate Relocation Director for several real estate firms; will be the speaker.

Please enroll for this webinar to get a full understanding of the SIPOC process 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 1.25 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Learning through live example

Daniel will demonstrate the effectiveness of the SIPOC process by using a form, which will be used as a guide for identification of the elements of the SIPOC process and how it can be adapted into the tough HR environment. The model he will explain will show how SIPOC can be used for communicating to top management the inputs and outputs for HR strategy in a number of areas including talent acquisition and show the extent of the organization’s alignment with its mission, goals and values.

This webinar will show how SIPOC can be used to communicate the corporate policies and procedures through the entire rank and file of the organization. The steps needed for sustainable process improvement will be a major learning from this webinar.

Daniel will cover the following areas at this webinar:

  • Where do we begin?
  • Creation of a SIPOC diagram
  • Five factors affecting a SIPOC
  • Stakeholder vs Shareholder
  • Lessons learned.
hr best practices, hr policies, Human Resources Training

Why do Employees and Organizations need Worksite Wellness Programs?


Why do employees and organizations need worksite wellness programs? Well, for the same reason that human need clean air to breathe. If you thought that this expression is hyperbolic, take a look at a study that Harvard did to assess how effective worksite wellness programs can be:

It found that worksite wellness programs play a supreme role in driving dramatic positive changes in both the employee and the organization. This Harvard study points to numbers in justifying this fact: The difference in the ROI between organizations that implement worksite wellness programs and those that don’t is well over 300 percent. If an organization that fails to implement a worksite wellness program has an ROI of $1; the corresponding organization that puts a worksite wellness program earns an ROI of $3.27. The reason for this huge disparity is as logical as it is simple: organizations with an effective worksite wellness program face a drastic drop in healthcare costs.

As a result, organizations can invest the money that would otherwise be required for healthcare costs on more productive activities. This comes on top of the fact that their productivity is already high because they have in their workforce healthy employees, who don’t need to take off work frequently. This Harvard study pegged the raise in ROI due to this factor at $2.73 to 1.

A worksite wellness program contributes healthily to the national exchequer

Apart from at the micro level, an effective worksite wellness program also has a massive macro contribution to make. When healthier workplaces accrue due to the implementation of a worksite wellness program, it leads to greater number of healthy people, which means that the health services are not burdened. As it is, healthy employees are also optimal contributors to the workplace. This is the kind of double whammy that a worksite with an effective wellness program brings about.

After having read this, does having a worksite wellness program at your organization excite you? Do you want to understand the ways by which to put such a program in your organization? Then, you need to attend a webinar that TrainHR, a leading provider of professional trainings in the areas of human resources, is organizing.

At this webinar, Brett Powell, certified Wellness Program Coordinator, who is Vice President at the American Institute for Preventive Medicine, a URAC Accredited Wellness company, will be the speaker. Considered one of the nation’s foremost authorities on engaging a multigenerational workforce in wellness programs; Powell is a sought-after speaker at national conferences including the National Wellness Conference, the Art & Science of Health Promotion Conference, and WELCOA.

Please visit TrainHR to enroll for this webinar. 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 activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Putting in place all the elements of a wellness program

Brett will help participants get a grasp of how they can implement programs which will help them achieve measurable employee welfare outcomes. The 20 characteristics of a healthy workplace that a set of effective worksite wellness programs bring about will be explained at this webinar.

Brett will cover these areas at this webinar:

  • 20 wellness program activities
  • 3 ways to increase participation in worksite wellness programs
  • 5 ways to evaluate the effectiveness of a worksite wellness program

This program is of immense value to professionals such as Human Resource Professionals, Benefit Managers, Wellness Coordinators, Occupational Health Nurses, Medical Directors, EAP Professionals, and Health and Safety Directors, who are involved in employee wellness and productivity.


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

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


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.