"Most managers of business functions epitomize their occupation.” This statement, taken from The Whole Brain Business Book, isn’t likely to surprise you. It makes sense that someone who’s moved up to a management position would be the embodiment of his or her functional area of expertise.
You've decided to implement communication skills training. Maybe it’s part of a specific talent development strategy, or perhaps communication issues have been a continual challenge, dragging down productivity, collaboration, trust, customer service ratings or any of a number of critical business functions that we can’t afford to be struggling with in today’s fast-paced, complex environment.
Don’t waste your money.
That’s not to say communication skills training isn’t valuable. The bottom-line impact of communication breakdowns in the workplace has been well documented. The problem is, many companies waste the investment because their approach misses the mark, or the conditions aren’t in place to support it—or both.
Whether you’re working in-house with internal employees or at a consulting firm with external clients, employee assessments—of one kind or another—are probably part of your toolkit.
But when was the last time you assessed those assessments? Are they the right tools for the job? And are they delivering the ROI you need?
Here are 4 signs it might be time to invest in better employee assessment tools.
In fitness it’s a given that if you keep doing the same thing over and over again, you’ll eventually hit a plateau and your results will start to flatten out.
Enter cross training, which involves switching up your activities or combining several different techniques and strategies into a single workout. It gets you out of your comfort zones, fires up new muscles and pushes you to a new level of performance.
Could that same philosophy be applied to fire up performance in the workplace?
What makes a good match? Whether you’re putting together a workplace mentoring program or just thinking about your prospects for Valentine’s Day, thinking preferences provide some clues.
On the work front, many organizations have begun setting up mentoring programs recently. With another estimated 4 million Baby Boomers expected to retire this year, these companies want to make sure their valuable knowledge, experience and critical thinking skills don’t leave along with them.
in Engagement and retention, Employee turnover, human resources, The Whole Brain Business Book, Training and Development, Thinking Styles, Employee retention, HBDI, Learning and Development, Thinking Preferences
The “shocking” to “disturbing” headlines about employee engagement are almost routine these days. Study after study turns up numbers in the range of 70 to 80 percent of the workforce that’s either not fully engaged or actively disengaged at work, costing companies billions in annual turnover.
It’s not that executives aren’t throwing money at the problem. In fact, by some estimates, companies are collectively investing upwards of $1.5 billion a year into trying to turn it around, without much to show for it in return.
But there have been a few positive signs beginning to emerge. Modern Survey’s Fall 2014 Employee Engagement Index showed engagement levels are beginning to inch up, while disengagement is at its lowest point since the study began.
Sounds good, right? Well, keep reading.
What’s your biggest leadership challenge?
Preparing emerging leaders to step up?
Building high-performance teams?
Developing a leadership mindset across the organization?
If you’re like most training leaders today, the answer is “all of the above.” The good news is, you and your leaders already have the best tool for navigating an “all of the above” world—the brain.
Even better news: Kevin Sensenig’s webinar for Training Magazine has the practical
It’s no secret the subject of learning and the brain is always on my mind. But lately, it seems to be something everyone is thinking about.
In the past month alone, I’ve received two requests to write articles about the impact of brain research on training and learning. It’s also a topic that seems to be percolating more and more in the overall business community, particularly as new methods of studying the brain have generated new findings, more publicity and greater interest in broader circles.
In light of all this, it’s not surprising that one of the most common remarks I now hear from business leaders, training professionals and learners alike is an exasperated, “I feel like people are telling me I have to be a neuroscientist to do my job these days!”
When we talk to people about the Herrmann Brain Dominance Instrument® (HBDI®), a few questions invariably come up:
- Does the HBDI® measure the same thing as [XYZ] assessment?
- How is the HBDI® profile different from [XYZ] profile?
- Can the HBDI® be used along with [XYZ]?
- If we use an additional assessment, will it confuse people?
Understanding the premises of different assessments can help a
We had the opportunity to mix and mingle with some of the sharpest minds in the training profession at the Training 2014 Conference earlier this month in San Diego.
We enjoyed learning about the latest trends in training and development, and from our booth in the Expo Hall, we had a chance to catch up with a number of you who shared how Whole Brain® Thinking is playing a role in your development, performance and business strategies.