6 Ways to Maximize Learning

Here's how to gain the most from training events.

1) Know what you want

Before the workshop, set learning goals for yourself. What do you want to  learn? How can this program help you? What would make you feel that your time was well spent?

2) Ask for what you want

As the program unfolds, ask questions that guide the presentation toward the information that you need. Also, seek out specific ideas that will help you.

3) Focus on your success

Rather than fight against new ideas, greet them as possibilities. If the ideas seem unworkable, seek out ways to modify them so that you can use them. Or find parts of them that you can use.

4) Encourage the speaker

Learning succeeds best when you become involved. Thus, ask questions, make comments, participate in the projects. Pay attention. Let the speaker know that you are interested. This encourages the speaker to do a better job.

5) Care for yourself

Keep your body comfortable so that your mind can absorb more. Take a brisk walk during breaks. This increases your heart rate, which pumps fresh blood through your brain. Avoid eating a large,  heavy meal. This sends blood to your stomach and away from your brain.

6) Be grateful

Thank the speaker after the program. Either write a note or stay to express your appreciation. Also thank the people who organized the event in your company. Seek them out to express your thanks.

6 Ways to help your employees beat stress and work more

If you would like your business to employ highly motivated and high-energy level employees then investing in the workplace atmosphere and facilities will help and will reduce work-place stress significantly.  Research confirms that if your employees are stressed then that will cost you even more money in missed workdays and increased on-the-job injuries over both the short term and the long term.

In addition to the negative repercussions of having stressed out employees, your business may be experiencing lower productivity and poor quality of output.  It is both clear and obvious that some very cost effective strategies could  minimize stress on the job and provide your employees with opportunities to reduce other stress related problems.

Below is a list of 6 ways in which you can help your company reduce stress for your employees while increasing the output of your business:

1. Provide an attractive and comfortable work environment whenever possible to reduce stress.  Pleasant surroundings can do more for a person’s attitude then we often realize.  Create a less formal atmosphere by adding plants or improved decoration, even if that is just in a rest room it will help.

2. Supply a quiet room for your employees to take their breaks in. Not the canteen or games room, this room should be separate from the normal "hustle and bustle" of the work-place. It will give your employees an opportunity of a quick 10 minute break from work and anywork related stress that they may be experiencing.

3. Instead of giving orders 100% of the time try to create opportunities for employees to make decisions that will directly affect their job performance. This gives them a sense of personal power and less stress because they feel they have some control.

4. Thank your employees for work accomplished and recognize them for exemplary performance. A quick thank you will go a long way in reducing complaints and stress. Be genuine and only thank when workers have worked well otherwise you will be rewarding sub-standard activities.

5. Always choose ergonomically sound equipment, tools, and furniture. These will make work easier for your staff, reduce workplace injuries and therefore limit any compensation claims. In addition workplace stress will be reduced and staff, equipped with the correct tools, will be more productive.

6. Go out of your way to create opportunities for the employees to meet, socialize and build relationships away from work.  Set up a bowling team from work where you gather and play once a week or maybe a softball team, or even a book club, for employees only.

When staff realize you have their interests in mind and are doing all you can to improve working conditions they will respond and you will see an improved atmosphere and productivity.

6 Succession Planning Myths...Debunked

Of late, the topic of succession planning has sparked much concern. However, it seems few organizations have heeded the warning. According to a Human Resource Planning Society and Hewitt Associates study, fewer than 60% of companies have a succession plan in place.

Below are some of the most common myths about succession planning.

Myth #1: If there are no imminent retirements, succession planning needn’t be a top priority.

According to a survey conducted by Capital H, nearly 22 percent of respondents expect to lose between 10 percent and 25 percent of their top performers to retirement within the next five years. These top performers play a significant role in a company’s success, often serving in high-level, supervisory roles. For successions to progress smoothly, the people chosen to fill these roles need to be prepared and adequately trained. That process takes time.

Myth #2: Succession planning is only an issue for big companies.

85 to 95 percent of all the companies in the United States today — more than 10 million – are family-owned or family-controlled. The smaller the business, the greater the impact is felt from a replaced employee.  This is especially true of any employee succession in a sales or operations leadership role, as a poor month or two can mean disaster for a small company. Small companies need to plan early and invest in the training necessary to help the new or promoted employee succeed. For smaller companies, this may mean researching outside learning opportunities and setting aside a budget to cover them.

Myth #3: There need only be a succession plan for C-level team members.

During the recent recession, employees were often asked to broaden their lists of responsibilities. The Economic Policy Institute reports that employee productivity has increased 4.1% each year. Manager and director-level professionals have been asked to take on more duties than ever before. As such, it is important to look at a cross-section of departments to ensure proper succession plans are in place for each division.

Myth #4: Succession planning should be handled on a case-by-case basis.

Continuity works best. Allowing each department to come up with its own unique process for succession planning, can be a troublesome and time-consuming endeavor. Organizations, instead, should create a company-wide process that could then be used by each individual department.

Myth #5: Good talent is easy to spot.

As an employee moves up the corporate ladder, soft skills become more necessary and valuable components of success – management skills, emotional intelligence, leadership ability, and so forth. However, these skills can be difficult to quantify. To spot and cultivate employees with these skills, an organization needs an instrument to help measure and assess talent. According to a recent report by Pepperdine University’s Graziadio School of Business and Management, organizations like Lilly, Dow and Dell have long-used talent assessment as part of their succession planning processes.

Myth #6: Succession planning only pertains to baby boomers.

According to SHRM and CareerJournal.com’s 2005 US Job Recovery and Retention Survey, 76% of all employees are looking for a new job. This means that your top performers may be leaving sooner than you imagine. As such, it’s important to think about succession planning – not as a one-time effort – but as an ongoing process to continually grow and develop your organization.

6 Steps to Effective Communication

Effective leaders are known for being excellent communicators. Here's what to do.

1) Avoid "Not." Negative talk encourages arguments, counter attacks, and attempts to solve your problems. It also creates a negative impression. For example, when you say, "I can't," you appear helpless and ineffective. Instead, talk about what you can do and what you want.

2) Deal with impossible requests by 1) acknowledging the request, 2) empathizing with the other person's feelings, 3) saying, "I wish I could fix it." and 4) suggesting a reasonable alternative." For example, imagine that you work at a resort and it is raining. A guest walks up to you carrying a golf bag, slams it against your desk, and shouts, "This place stinks! I spent thousands of dollars coming here and it's raining."

You respond by saying, "You're right it's raining. And I know how upsetting it must feel to travel this far and be stuck inside. I wish I could make it stop. In the meantime, you may want to visit our indoor putting center. Our golf pro is offering instructions this afternoon."

3) Deal with difficult requests by 1) affirming your willingness to help and 2) asking the other person to help you plan a solution.

For example, if your boss asks you to start another project, you could say, "I understand you want me to start a new project. And right now I'm working on another project. To help me set my priorities, I wonder which one you want me to finish first."

4) When possible, offer choices that show the consequences of different options. This allows the other person to choose both the process and its impact.

For example, you can say, "That's a great idea. And there are different ways I can meet your request. We can use our existing supplies, which are free, or we can buy custom materials, which will cost $500. Which option would you prefer?"

5) Deal with complaints by asking the other person to describe a fair settlement. You can say, "What do you want?" or "What would you consider a fair solution to this?" or "What would make you happy?"

6) A smile significantly affects how you sound. It also makes you more approachable. When you frown, other people hear anxiety, caution, fear, and rejection. A smile (or at least a pleasant expression) encourages open communication.