It takes Tact and Patience to Deal with Difficult People



Difficult people being what they are; any colleague has a tough time dealing with them. Difficult people can come in many forms, shapes and sizes. Some people find it difficult to socialize with colleague. Others make a mess out of working relationships, and yet others may be highly uncooperative and could throw tantrums at the slightest provocation, or even without one.

Whatever their different forms; it is a fact that difficult people are a fact of life at the workplace. Difficult people cause an adverse impact on the rest of the organization, or at least those they come with, as a result of which they spread their negativity.  Whether their number in an organization is low or high; their negativity can affect the workplace in a bad manner.

The situation is all the more pronounced with difficult people are in positions of power. It is difficult to both work with them and to tolerate them. When difficult people work in an organization; their effect can be demoralizing. This is one of the major ways by which organizations suffer from their presence: people who work with them either take off work or avoid taking up tasks they are capable of performing because of fear or unease of working with such people.

In areas of work which involve direct contact with customers, people who are constantly under the influence of such people have a low level of positive interaction with customers because the discomfort of working with difficult people always lurks in the mind. They end up giving below par service to customers, who are the lifeblood of an organization. The influence of difficult people is thus a vicious cycle.

A learning session on how to deal with difficult people

So, what does one do when they come across difficult people? We know for sure that although one may despise difficult people, one cannot avoid them or wish them away. They are people who are serious and passionate about their jobs and professions, and will be there for good. One should only learn to deal with them, and not avoid them, because this tactic is not going to work.

The ways of dealing with difficult people will be imparted at a webinar from TrainHR, a highly popular provider of professional trainings for the human resources industry. The speaker at this webinar is Valerie Pelan, who has been consulting and providing Executive coaching for over 10 years as President of Integrated Focus. Please visit TrainHR to register for this very interesting learning session. 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).

Actions and processes that need to be taken

The core of this learning session is the number of actual action steps and processes which can be taken to deal with difficult people. Valerie will show how these steps, when implemented right, can help deal with such people. She will explain how to put the following action steps into action:

  • Analyze the situation
    • When and how did it start – what happened?
  • Analyze your reaction – what do you have control over
    • What makes it difficult for you?
    • What is the problem from your perspective?
  • Strategies and steps to manage and handle the situation

This session will be of very high value to those who need to deal with difficult people on a day-to-day basis, such as HR Managers, Supervisors, Senior Management, Sales and Marketing, Leadership, Employee Relationship Managers, and Staffing Managers.

Valerie will cover the following areas at this session:

  • 4 Different Communication Styles
  • Adapt your communication to the one of the other styles
  • Identify the Types of Difficult People
  • Common Mistakes
  • Ways to be Manage “difficult” people
  • 4 Steps When You Communicate Difficult People
  • Book Recommendations


Fill the form to get more updates



Creating a Work Environment Conducive to the Millennials


The Millennials are the next big thing and the next big wave of the American workforce. Fifty percent of the American workforce will consist of the Millennials by 2020-21, by some estimates. What makes the Millennials unique and different from the earlier generations? Well, their arrival on the work scene and the explosion of new, often path breaking technologies of the kind the world had not seen till then, have been more or less contemporaneous.

The arrival into the workforce of the Millennials –those born roughly from 1982 to the mid-2000’s–has happened at a time when the use of a several personal devices and the social media has become so prevalent that the workforce and people’s lives are unthinkable without them. This is the factor that makes the Millennials different: They are the first in a generation which has entered the workforce with enormous exposure and knowledge of the technologies that power their careers. This is a generation, having grown with technologies, that is not overwhelmed by its glut as much as the previous ones were. This brings a distinctiveness and uniqueness into this generation.

Since the Millennials are going to be such a major force at workplaces; organizations need to get a proper and in-depth understanding of the unique characteristics and features that this bunch brings to the American workforce if they want to derive benefits from the productive and inventive capability of this generation. This is where their skill in making the kind of changes and adjustments that will help organizations accommodate the Millennials at the workplace lies. Organizations that take this issue lightly and shrug the Millennials off end up on the losing side, because they deny themselves a potential beneficial partnership with the Millennials.

Ways of handling Millennials at the workforce

Dr. B. Lynn Ware, CEO and President, Integral Talent Systems, Inc., and an Industrial/Organizational Psychologist and thought leader, will offer valuable guidance on the ways of handling Millennials at the workforce at a webinar that TrainHR, a very well-known provider of professional trainings for the human resources industry, is organizing a webinar.

Does the prospect of making the most out of the talents that the Millennials bring to the workforce excite you? Want to know more about how to deal with this workforce group that has potential, but has its idiosyncrasies? Then, enroll 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).

Five easy steps to hiring and retaining Millennials

At this session, Dr. Ware will explain the five easy steps for retaining Millennials at the workforce. This knowledge is gained from a comprehensive study she carried out over 14 months to explore how millennials view the workplace and what motivates them to change jobs. One of the misconceptions that she will help participants remove is the frequently quoted aphorism, “employees leave managers, not companies”, which may not necessarily be true with the Millennials.

Dr. Ware will cover the following areas:

  • The most important job factors for attracting and retaining early career talent
  • Employment branding strategy and messaging for Millennials
  • Career support strategies that work for Gen Y employees
  • Use of integrated talent management technology for Gen Y self-service career development
  • Use of gamification platforms for career development
  • Use of mobile toolkits for career development applications
  • How to teach Gen Ys to navigate their careers
  • End-to-end career development ecosystems
  • What to do about career development if there are no advancement opportunities
  • The trendsetters Case studies from tech companies in California; what they are doing to attract and retain early career employees.



20 Characteristics of a Successful Worksite Wellness Program


No one can doubt the ability of a well-designed worksite wellness programs to improve the organization’s bottom line. In a study done by Harvard to test the effectiveness of worksite wellness programs; amazing results came up.

The summary of this study is that worksite wellness programs bring about dramatic positive changes for both the employee and organization. These numbers substantiate this fact: Organizations that implement worksite wellness programs can expect a threefold increase in their ROI. Their ROI is placed on a $3.27 to 1 scale due to a drop in healthcare costs. The main reason attributed for this is the fact that well implemented worksite wellness programs account for a sharp decrease in healthcare costs. This makes employees healthier, because of which they don’t need to take off work frequently. This factor results in raising return on investment to the tune of $2.73 to 1.

A healthy workplace is a contributor to the national economy

In addition to all these, there is another solid reason for which organizations need to implement effective worksite wellness programs. They lead to a healthier workplace, which contributes to the national exchequer, since healthier people place lesser stress on the healthcare system. And yes, as we all know, healthier people are naturally more productive at work. This leads to a more optimized economy.

Do organizations need to look for more reasons to put a worksite wellness program in place? How do they do it? This is what a very interesting webinar from TrainHR, a very popular professional trainings provider in the area of human resources, will explain. Want to explore how to implement such a wellness program into your organization? then, please enroll for this webinar by visiting TrainHR

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).

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.

The major aspects of a wellness program

The speaker at this session is Dr. Don R. Powell, who is the President and CEO of the American Institute for Preventive Medicine, a URAC Accredited Wellness company which is a leading developer and provider of health and productivity management programs. It is internationally recognized for its ability to present health information in a format that employees can easily understand and are motivated to follow.

Dr. Powell will illustrate the various factors that organizations have to take into consideration while designing and implementing a successful worksite wellness program. In the course of this discussion, he will also offer a detailed understanding of the issues an organization may face and the choices it has. The tips and strategies necessary to ensure that the worksite wellness program is successful and endures will be offered.

Since reduction in healthcare costs, absenteeism, presenteeism and turnover, and increase employee productivity and morale are the direct consequences of an effective employee wellness program; Dr. Powell will help participating organizations understand the ways of putting in place programs which will help them achieve these outcomes. A bit of change is necessary in bringing these about. Dr. Powell guide participants towards how they can alter their organization’s culture and orient their thinking towards making the workplace a healthy one. He will explain the 20 characteristics of a healthy workplace brought about by an effective worksite wellness programs.

Don Powell 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


Understanding and Applying Analytics-Based Enterprise Performance Management


Many organizations have a tough time living up their own expectations. They hardly reach their destination, and at most times, they are short of their goals and targets. One of the primary reasons for this shortfall is that their decisions are based on feeling and intuition, rather than being supported by hard facts and figures. This is the area of analytics. This tool gives a clear sense of direction about where the organization is headed from time to time.

Data-driven decision-making is far more accurate than gut feel. Enterprise and corporate performance management (EPM / CPM) is now viewed as the seamless integration of managerial methods such as balanced scorecards, strategy maps, enterprise risk management, driver-based planning and budgets, rolling financial forecasts, and activity-based costing (ABC).

Analytics-based enterprise performance management is a great means to improve organizational efficiency. When important tools such as customer profitability and relationship management, supply chain management, lean and Six Sigma quality management, and resource capacity planning go into it, and when each is embedded with Business Intelligence (BI) and Business Analytics (BA) of all flavors, such as correlation, segmentation, and regression analysis, and especially predictive analytics; the end result is a performance management system that is efficient, objective and perceptive. Such a system helps the organization take important management-related decisions.

Learning on all aspects of Analytics-Based Enterprise Performance Management

A webinar from TrainHR, a leading provider of professional trainings for the HR industry, will offer sharp insights into performance management. Gary Cokins, founder of the advisory firm, Analytics-Based Performance Management, and an internationally recognized expert, speaker, and author in enterprise and corporate performance management improvement methods and business analytics; will be the speaker at this webinar.

In order to gain knowledge of this vital tool in performance management, please enroll 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).

A useful tool in budgeting, too

Gary will also offer in-depth understanding of budgeting, an important fiscal exercise for organizations, in optimizing performance management. He will show how two components of the enterprise and corporate performance management (EPM / CPM) framework, strategy maps and activity-based costing principles, can be drawn on to resolve limitations of financial forecasting.

This webinar is of high value to personnel in important positions of organizational decision-making, such as CFO, Financial Controller, Accounting Staff, CIO and Information Technology Staff, Strategic and Business Planning, Marketing and Sales Managers, Budget Managers and Risk Managers.

Building Effectiveness into Time and Task Management


Success at managing work involves working smart, not working hard. Many people get put off by this assertion, associating smart work with slyness and cunning, and hard work with honesty. The truth could not be farther than this. Smart work is all about being adept at leveraging time and other resources with less effort, but with sharper insight and planning. When employees and managers work smart; they save the organization enormous amounts of time, because they accomplish the same output with less resources and time than consumed by hard work.

When people work hard, they will not be able to finish their tasks on time. This builds up pressure to carry out the next tasks, and affects the whole chain of activities. Smart work, on the other hand, helps them do the same work with lesser strain and pressure. So, isn’t smart work the hallmark of a smart employee? Organizations want employees who make optimal use of resources and finish tasks in lesser time.

Smart work requires smartness. One needs to be thinking on one’s feet all the time to devise innovative and time and resource saving ways of carrying out a work. How does one do this? Smart time and management doesn’t have to be innate. It can be acquired through proper learning and training.

Learning the art of being smart at work

This is the learning a webinar from TrainHR, a leading provider of professional trainings for the human resources area, will offer. Chris DeVany, who is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development; will be the speaker at this webinar.

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.

Poor time management leads to chaos

Not knowing how to manage time leaves us exhausted for the next task, because we end up expending our stamina on one task. Over time, people tend to dread routine tasks, as a result of which their efficiency levels drop. All this is the result of putting too much effort on something that needed to be done in lesser time. This can only be achieved when one knows how to work smart in completing tasks within set timeframes. This presentation will show how to be productive and will offer practical techniques for controlling time and making it a manageable resource.

Chris will offer learning on all the important things that managers who work smart do. Participants will be able to achieve better results through more effective planning and clarifying objectives, delegate effectively and free themselves for bigger tasks, set group goals and priorities, eliminate the time wasters, handle interruptions and distractions, refuse taking up unreasonable demands, redirect their efforts to the most important and valid tasks, ensure that they have enough time for themselves during the day, and learn strategies to improve concentration and increase efficiency.

He will cover the following areas at this webinar:

  • Self-Evaluation How Do You Manage Your Time
  • Concentration and Focus
  • Planning to Succeed
  • Decision Making and Prioritizing
  • Getting Organized
  • Establishing Boundaries to Create Balance
  • Setting SMART Goals.

Decision makers who work within strict confines of time, such as CEO, Senior Vice Presidents, Vice Presidents, Executive Directors, Managing Directors, Regional Vice Presidents, Area Supervisors and Managers will find this presentation highly valuable.

Learning to Manage Time is Crucial for Managers


This is a factor, which, when handled optimally, makes us become highly efficient and effective at whatever we do. On the other hand, when managed badly, it can drive us crazy. This is the crucial element of Time. We all know that everyone on earth has the same duration of time. Yet, some people seem to have a lot of it, while others seem to be short of all the time. The issue is not time itself, but the way in which it is managed.

Managing time is a skill that is needed for everyone, but more so for managers, who have many things and items to take care of. Even with all the support of people and systems and technologies; time management is a talent and skill that is essential for achieving goals. When goals are not achieved within their timeframe, there is no purpose of having them at all.

Knowing how to leverage is the essence of time management

Time management is about accomplishing set goals and targets within the allocated timeframe. It is about allocating the right resources in the right measure towards doing this. It is about how a manager leverages limited resources to accomplish set goals. Time management is about doing this consistently and making the time available to everyone as productive as one can make. Managers who fail to do this fail the organization. If the employees end up taking more time than is necessary for achieving goals; it is a loser, because the competition can do better at this, with the same amount of time at its disposal.

Time management can be learnt

The finer aspects of time management need to be inculcated if the employees and the organizations have to achieve what they set out to. The ways of doing this will be the learning a webinar from TrainHR, a renowned provider of professional trainings for the HR industry. Nancy D Butler, who is the owner of “Above All Else, Success in Life and Business” business coach and continuing education instructor will be the speaker at this webinar.

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). 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.

Want to learn how to make the most of time, so that it benefits you and your organization? Then, please register for this webinar by visiting TrainHR.

Nancy will put participants of this webinar on the path to take better control of their time and enable them to accomplish the things that are most important and better plan for how the rest will get done. It will help them to determine an appropriate balance between their business and personal life.

Nancy will the participants of this webinar an idea of what to do so that they do not feel they are short of time. Participants will no longer feel they are doing all their tasks all alone, that too much time is being taken away by unimportant tasks, or are facing too many interruptions in their work. She will show how they can be in greater control of their time and work.

She will cover eh following areas at this webinar:

  • Overview of different time management systems that can help you manage your time better
  • We will go deeper on one time management system including:
    • Your time wasters
    • Breaking your week into different “types of days”
    • How to allocate each “type of day”
    • What is a model week?
    • Can a model week work for you?
    • A sample model week
  • Other time management tips and tricks to keep you on track and be more efficient and effective
  • And, so much more.


HR needs to Hone the Art of On boarding New Hires


Onboarding new hires is the most important steps that HR takes in welcoming new employees into the organization. It goes beyond induction and orientation. The onboarding of an employee starts with the induction of the new hires. All that the employees need for getting their head into the organization is part of onboarding. Acclimatization and acculturation are the most important elements of the onboarding process.

Onboarding is not a single event. It is a phase in which the employee gets familiarized with all the aspects of the organization, such as the business, the people, and the environment, and the most important element of onboarding: understanding the organizational culture. In this sense, onboarding goes beyond just paperwork and documentation.

A series of steps and measures

Joining formalities are only a part of onboarding. The main intention and purpose of onboarding concerns connecting the new talent to the organization. This work assumes greater significance for organizations when they onboard important personnel such as leaders. There is a huge difference between hiring leaders and hiring regular employees. Obviously, there is a lot of expectation from decision makers. These leaders are expected to do something out of the ordinary.

A measure of the effectiveness of the onboarding process is how quickly the new hire adapts herself to the organization. The greater the delay in this exercise, the lower the ability of the new hire to deliver. If HR succeeds in the onboarding process; the organization makes the best use of this precious talent.

Motivation is the key


In using onboarding as a key tool for absorbing and assimilating the new hire; HR has to do everything in its capacity to ensure that the initial excitement that the new hire experiences upon joining a new organization is sustained and does not fade anytime soon. If HR is unable to help the new hire keep the motivation up by raising their levels and challenging their abilities; it faces the prospect of sending the organization to any of these:

  • One in three new hires looks to quit the organization in only six months of joining, if the onboarding does not convince her of her prospects in the new organization;
  • At least a third of the executive new hires fail to reach their targets in the first two years of joining
  • Ineffective onboarding will be a major contributor to organizations losing two out of three talents in only four years at the present annual turnover rate of 10-15%

A study done by The Aberdeen Group offers hope that these trends can be reversed if the organization adapts the right hiring processes. Organizations that get their onboarding right can retain well over a healthy two thirds of their new leadership talent.

The connecting point

Experience has shown that it is not so much familiarity with the processes and tools that help engender a strong bond between the new hire and the organization as a strong sense of emotional connection with the new hires.

This is a more effective connecting point between the organization and the new hire, and is a far more authentic indicator of the success of the onboarding process than anything else. It is this strong, yet intangible connection is the crucial driving force for aligning the organization’s culture to the new hire, especially, a leader.

Getting the connecting point right

The ways of creating and nurturing this vital connecting point, on which the success or failure of onboarding rests, will be taught at a webinar that TrainHR, a leading provider of professional trainings for the HR industry, is organizing. The speaker at this webinar, Marcia Zidle, who is CEO of Leaders at All Levels and a board certified executive coach based in Dallas, Texas, will explain how to make this happen. Want to make your onboarding process a success and optimize leadership talent in your organization? Then, please enroll 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).

The talent of retaining and nurturing talent

The steps and decisions that HR can take to make onboarding effective will be explained at this webinar. She will cover the following areas at this webinar:

  • Learn six mistakes to avoid in your new hire onboarding process
  • Review best practices in executive onboarding accelerating executive success
  • Understand three onboarding approaches to integrate the new hire into their job and organization
  • Review an onboarding 90-day timeline with key tasks and tools to measure goals and milestones
  • Identify the top derailers for the critical stakeholders the manager, the new leader, human resources
  • Learn from focus groups what new leaders consider the top onboarding issues and ways to ensure success.