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Dear Readers,
Halloween at our house is mostly fun, but a little scary. The older my sons get, the scarier it becomes. The fun part is the kid's costumes and the treats they bring home. Plus, I claim whatever is left over in the bowl.
This month's edition of WorkplaceXpert provides a big bowl of assorted treats–a little something for everyone. This month's selections include topics on leadership, ideas on how to increase motivation and memory, change, content development and everyone's concern - dealing with lack of money and time for training. Enjoy!
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Developing Content to Deliver Results
By David Ian Forbes
Developing high-value content that advances your business strategy and tactics presents two key challenges. The first challenge is to determine what existing content provides the greatest value and, just as important, what does not provide value. The second challenge is to determine what content doesn't exist, but should. Certainly the highest-value content is that which directly impacts business execution and performance. An optimal filter to help gather and evaluate content requirements is a better understanding of key business processes and the knowledge needed to perform them. In other words, to figure out what content you need, it's best to focus on where you are going and how best to get there. Learn More
No Time or $ to Train Your Team? Make the Most of 'Teachable Moments'
By JoAnna Brandi
As a customer care trainer who works with companies of all shapes and sizes, I'm well aware of the 'extreme cautiousness' with which most organizations are approaching any purchases - especially when it comes to training their employees to be and do their best. As I see it, there are three main challenges. Learn More
Using Yourself as an Architect of Positive Change - With a Little Help from Your Friends
By Louis Carter
Most practitioners have roles in organizations in which they have to develop human capital by training, coaching, mentoring, and otherwise working to influence their own careers and the careers of their colleagues. As practitioners we are often faced with our own challenges in making sense of difficult situations, facing conflict, and confronting change. We are often so concerned with helping others with these issues that we may forget that, as champions of change for other leaders in our organizations, we must consider strategies that allow us to resolve these issues for ourselves and to model positive behaviors. Learn More
Get a CLUE: Four Elements to Increase Motivation and Memory in Learning
By Sharon L. Bowman
It's no secret that classrooms and training rooms often house reluctant, resistant learners. Some folks just don't want to be there - and with good reason. Maybe the class is mandatory but irrelevant, unrelated to what their interests are or to what they do. Maybe it's just plain boring. It's also common knowledge that teachers and trainers are expected to motivate these reluctant learners. Even knowing that motivation is an intrinsic thing - it has to come from within the learner himself - the expectation is unspoken but clear: "Thou shalt motivate others to learn." Learn More
Leadership Paradox
By Warren Bennis
In an amusing yet-to-be-published paper on action-oriented leadership programs, Harvard Business School staffer Sarah Kauss told how she did everything from grooming "a rather large blindfolded horse" to visiting a psychic who counseled her to wear a crystal around her neck, all in the interest of honing her leadership skills. She also participated in more mainstream programs. Kauss found the most effective exercise was working with the Ariel Group Inc., a firm near Boston made up of professional performers that uses theatrical techniques to teach leadership skills. This is not surprising, given that leadership is, among other things, a performing art. Learn More
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