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Posts Tagged ‘Human Resources’

If getting employees up-to-speed faster is a big deal for your organization, I suggest you consider bringing Learning Paths into your organization.  This is a methodology that is easily applied to any job including managers and leaders. There are several different ways to begin working on Learning Paths:

1. Learning Path Consultant

We can lead one or more Learning Path projects and assist with the development of activity descriptions and any additional training required.   Typically a Learning Path project for a single function can be complete in 60 to 90 days.  The Learning Path consultant will work with an internal Learning Path team in order to gather the required expertise and build support and consensus.

2. Certification

We are know offering Learning Path Certification in a 2-day workshop.  These are done both internally and as public workshops.  The workshops prepare participants to lead a Learning Path project in their organizations.  Additional follow-up and coaching is offered to help ensure successful Learning Path projects.

For those who need more information to make a decision on how to bring Learning Paths to their organization, we are always available to do a 1 hour Learning Paths webinar that presents the basic concepts and the path forward.  There are also a number of whitepapers on the Learning Paths website.  Here is the contact information you will need.  Steve Rosenbaum, 952-368-9329 or steve.learningpathsinternational.com.  Our website is www.learningpathsinternational.com

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Lead Your Learning Organization to Improve Results, Cut Costs and Prepare for the Road Ahead

Time: 12 Central
Date: June 8th

In today’s challenging economy, companies and training departments are face with three major challenges: trying to do more with less, preparing for change and planning for recovery. Simply cutting budgets isn’t the answer. Learning leaders have a key role in helping their organizations learn to survive, perform and prosper.

This webinar explores Learning Paths, a proven methodology, that enables learning leaders to take an active and more strategic role in ramping up capabilities, addressing competitive challenges and preparing the future workforce. The session focuses on how to:

  • Define what proficiency means and how it drives performance and growth
  • Determine proficiency gaps and dramatically reduce time-to-proficiency
  • Build a Learning Path that optimizes formal and informal learning
  • Capture and report measurable business results from training that have traction at the executive table
  • Apply a consistent approach across the organization that improves quality and reduces cost
  • Business cases showing how different companies have reduced time-to-proficiency by 30-50%

This strategy will help you position the value of learning and take a lead role as you help create a strong foundation to shape and support organizational growth in the coming times.

Register http://www.trainingmagnetwork.com/topics/show/1804

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Is your workforce able to do more with less? Are you positioned to grab market share while your competition struggles? Are you ready to ramp up quickly when the economy picks up? Leveraging Learning in a Down Economy is a dynamic one-day workshop that will give you proven strategies and tactics to address each of these challenges. This workshop presents Learning Paths Methodology as the best way to leverage learning in your organization. You will learn how to:

  • Turn employee development into a competitive advantage
  • Get higher productivity and quality from current employees
  • Implement process changes and operational improvements faster and more effectively
  • Quickly get employees fully productive when roles expand or change
  • Capture and transfer best practices before they are lost or leave
  • Drive out time, waste, variability and cost from training
  • Identify and close proficiency gaps in record time
  • Use your onboarding process as a key recruiting and retention tool
  • Dramatically cut the time it takes your salespeople to become fully productive in their roles

WHAT YOU WILL LEARN
Proven through extensive use at GE and other leading companies, the Learning Path Methodology has been successful applied to more than 400 function and 30,000 employees in seven countries to drive down time to proficiency by more than 30%. The heart of the Learning Path methodology is to create a detailed proficiency definition for all critical jobs. In this webinar we will be discussing how to use a proficiency definition to:

  • Determine who is 100% proficient
  • Define proficiency gaps that need to be closed
  • Identify parts of the job that don’t need to be done
  • Assign parts of jobs to others
  • Focus on results rather than long term development

WHO SHOULD ATTEND

  • Senior Management
  • HR Executives
  • Sales Executives
  • CFOs and CLOs
  • Operations Managers

To Register go to: www. learningpathsinternational.com

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Do teams always outperform individuals?  If not, when to individuals excel over teams?  As a general rule, I’d say teams work best when there is more to do than one person can handle, there is enough time to work on team formation and team work, collaboration will produce a better outcome and there is a need for a wide range of skills and talents.  On the other hand individuals work best when time is critical, you require unique talent or require superior individual performance.

Let’s take the example of something as simple as a tug of war.  On one side you have a team of three who have practiced together and now work well together.  One the other side, you have the world’s strongest man acting alone.  Guess who wins?

How about something creative?  If you have a team of successful novelists together writing a book, do you get a better product than if a single author wrote the book?  For the answer check out the audio book, “The Chopin Manuscript.”  This is a collaboration of great mystery writers.  It’s nothing special.  I don’t think team Rembrandt would have improved things.

As a general rule, when you need teamwork use a team, when you need individual excellence use an individual.

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Uploaded by Poofy Many people will tell you that top performers don’t make the best managers or leaders.  So what I wanted to post here are some of the things that only top performers bring to the position of manager or leader.  For our example, we will use the positions of sales manager and top salesperson.

For me, a great leader is the person who is first out of the foxhole and says, “Follow me, I’ll show you the way.”  A top performer is in the best position to help other salespeople with tough sales situations by saying, “Follow me, let’s go make a call together.”   When top manager who isn’t a great salesperson makes this statement, the subordinate is likely to say or think, “that’s okay, I don’t want you to screw it up.”  The top performer is someone who can lead by example with the respect of subordinates.  The top manager can only say, “I’m right behind you.”

Okay, whose going to be the best teacher, coach or evaluator?  The top manger who isn’t a top perfomer has to rely on want others  have written or said.  It’s not first hand experience.  If the salesperson offers push back or questions what the manager said, the manger is in a tough spot.  Whether you believe it our not, there are things that Tiger Woods or Jack Nicklaus can tell you about winning that even great golf teachers can’t and certainly beyond the average club pro.

There are certainly skills that great managers and leaders have that you don’t develop as a top performer.  There are many things that are a different skill set.  So what’s the best approach?  I think you need to decide if you should hire a great manager and teach them how to be a top performer or you hire a top performer and teach them how to manage.  You have to decide which one takes less time and which one is most cost effective.   (Picture Uploaded by Puffy)

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Another in my series of videos to watch. This shows how airlines are providing better and better service.

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Every lose your keys? Have a bad day like this?

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