human resources | Transitions Intl
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How To Avoid Wasting Money and Time on Training ?

Billions of dollars are spent annually on Training and development within organizations, without commensurate Return On Investment. (Tens of billions of dollars are spent on it annually, but companies often squander these investments because the training is not geared to drive business results, say experts at The Boston Consulting Group (BCG)). Organizations invest in soft skills training and development to manage talent, to enhance leadership, communication and other soft skills amongst their employees. Transitions occurs in taking on new roles, new challenges, managing a new team, new responsibilities, new countries or even with a different team or boss. This often results in many employees feeling challenged with their leadership, communication and influential skills. Coaching and training can help in enhancement or a shift in these soft skills. There is a clear need for training and coaching within organizations. Yet, what are some of the reasons for the gap between the need for training and development and the resultant ROI? 1.Training is often not geared to drive results, based on which those who receive training are being evaluated. 2.Training is often a “band aid” solution to fix a deeper problem or challenge that may exist within an organization. 3.Training is conducted in those areas which are not

The Strength Based Resonant Team Leader

A month back, I conducted a workshop on Tips and Tricks To Engage Employees. The focus of this workshop was employee engagement using a neuroscience perspective. While discussing the neuroscience aspects, one of the points I highlighted was the importance of leaders and managers recognizing the strengths of the people who work with them in their teams or organizations. Strength is the key binding factor in providing certainty, feeling that we have the power of choice in what we do and being recognized for our talents because we operate from our area of strength. It provides the endorphin to help our brain move towards an engaged and reward state. One of the participants had a view that in some industries only command and control works and there is no time, especially given the deadlines, for recognizing strengths or working on creating an environment of Certainty, Recognition, Choices or Connection. An interesting discussion ensued in the workshop once this comment was made. One of my coaching clients during one of her earlier sessions was sharing her challenges at her work place. She has been with her organization for eight years and she was describing how the head of the business was a very tough

Does “Employee Engagement” Matter?

John was with his company for a little over two years. He was one of the senior management reporting directly to the CEO and Chairman. He was very soon expected to take over as CEO and Chairman. However, John was frustrated and has been mulling over leaving the firm to pursue other opportunities.  John had joined this firm with a lot of expectations in terms of the vision he saw for this company. This was the second firm in his 15 year career so far. Employee engagement has become a key word and an area of focus within organizations more so from the point view of retention. What is employee engagement? Employee engagement is the emotional commitment that a person has to their organization. What is the Key to Employee Engagement From Gallup 12 questions for Employee Engagement 1) Do you know what is expected of you at work? 2) Do you have the materials and equipment to do your work right? 3) At work, do you have the opportunity to do what you do best every day? 4) In the last seven days, have you received recognition or praise for doing good work? 5) Does your supervisor, or someone at work, seem to care about you as a person? 6) Is

TOP TEN QUESTIONS YOU NEED TO ASK, TO RETAIN GOOD PEOPLE

“Appreciation is a wonderful thing. It makes what is excellent in others belong to us as well” ― Voltaire Employees who feel valued are more likely to be engaged in their work and feel satisfied and motivated. Employee turnover is a significant cost to any firm.  Retention is a big issue. Typically people stay because jobs are hard to find or get. When things open up the “best  people"  leave. This leaves performance and productivity holes in the Company. According to a survey by the American Psychological Association (APA), feeling valued is a key indicator of job performance. You get the right people on the bus ( refer my post on Marcus Buckingham Alert for Talents) but equally important is retaining the good talent so that they don't get off the bus. How do you retain your good people? Does everyone know what is expected of them. Do they have a clear and concise description of the job and the expectations from them to deliver the job. You are what your talents and values are. Do you allow your people to develop their talents ? Do you give them opportunities to take advantage of the multiple skills your people possess. Do you provide the necessary tools and