Demonstrated ROI for Training and Development

Question:  I sometimes feel when I send my employees to a training session or any other developmental activity, its not guaranteed that they’re going to make changes or apply what they learned.  How can I ensure I’m getting a return on my investment in training and development?”

Answer:  “That’s an excellent question and one which is increasingly relevant in today’s atmosphere of tight budgets.  Something you should insist on is a “show and tell” after every training session or seminar, by each employee who attended.  It can be an informal briefing alone in your office, or you can have employees share with their team members a synopsis of the things they learned which they feel the others would benefit from knowing.  Ask specific questions such as “What did you learn that you will be applying in your day-to-day activities?  “How will you interface with our clients differently as a result of what you learned?” Lastly, track their progress toward the goals stated, and review it with the employee periodically; don’t just wait until a formal review either.  It’s important that we give feedback continuously to our team members.  Similar tips and pointers are contained within my COACH program for managers

“I’m learning that what’s important is not so much what I do to make a living as who I become in the process.”Joan Anderson author of “A Year By the Sea”

Joining the race for effective leadership

Entering the race for effective leadership is not for the short sighted; instead it requires long distance vision.

It begins with the belief that Leadership Development is about a cultural shift, a shift that takes time.  It requires repetition of the purpose, the leadership model and the behaviors that effect change.

It gains momentum when Senior Leaders hold managers accountable for modeling the behaviors and when managers choose not to; the leaders make the tough decision and correct the situation.

It escalates when employees see a commitment by leaders to cascade the leadership principles and tools throughout the organization. And there are resounding cheers from employees when their managers and their own development and promotions are tied to the leadership tenants.

It runs at full throttle when the leadership principles and behaviors remain consistent and employees no longer experience what they perceive as “flavor of the month.” training.

It’s a winner when:

• Candidates view the company as an Employer of Choice.
• Employees’ new ideas are on the rise.
• Knowledge transference is seamless among generations.
• Respect for leaders and managers improve.
• Talent is retained and succession pools are established.
• The leadership tenants and behaviors become the everyday norm.

A serious financial and resource commitment, you bet!  But it’s a guaranteed loss for your organization and its future talent if you don’t enter the race.

Visit our Business Leadership Coaching to learn how WorkLife Strategies assists business leaders identify develop and retain internal talent.

Bernard Roy and Hart & Cooley Recognized for Excellence

We congratulate Bernard Roy and Hart & Cooley on being recognized for excellence by American Executive magazine, May 2010. We are honored to work with Bernard and his leadership team.

Resources for Self-Discovery

Visit our  Tools and Approaches link  to read about the Career Planning Insights tool and the value of O*NET as a resource:

About O*NET http://www.onetcenter.org

The nation’s primary source of occupational information, the database contains information on hundreds of standardized and occupation-specific descriptors. Continually updated by surveying a broad range of workers from each occupation the information from this database anchors the O*NET OnLine, an interactive application for exploring and searching occupations. The database provides the basis for Career Exploration Tools, a set of valuable assessment instruments for people exploring career change

Repacking Your Bags, Lighten Your Load for the Rest of Your Life.   Richard J. Leider, and David A. Shapiro.  Berrett-Koehler Publishers, San Francisco, 1995.

Cure For The Common Life, Max Lucado offers practical tools for exploring and identifying your own uniqueness, motivation to put your strengths to work, and the perfect prescription for finding and living in your sweet spot. Practical assessment tools included in the back of the book apply the powerful principles of Cure for the Common Life. Includes Sweet Spot Discovery Guide by People Management International, Inc. The “My S.T.O.R.Y.” evaluation helps you clarify your abilities.

 Strengths Finder 2.0   Tom Rath  Gallop Press 2007 $19.95 Rooted in 40 years of research this assessment has helped millions discover and develop their natural talents.

Carol earns her Certification as an EQ Mentor

Carol recently demonstrated a high level of emotional intelligence and a passion to share experiences, knowledge and wisdom by earning her Certification as an EQ Mentor.

EQmentor, Inc. is a privately-held company based in Charlotte, North Carolina, that utilizes a unique, innovative approach to high performance through better decision-making via an online mentoring process and an online cross-industry community of professional collaboration and knowledge repositories.

Carol talks with Mothers of Pre-schoolers

In early September, I met with Mothers of Pre-Schoolers to discuss Creating a Personal Vision.  The group created quite a buzz as they used a specially designed BINGO card to identify their different talents and strengths. There was laughter and tears as these women recognized, reconnected and reframed their talents.  The women’s sense of value and self-worth bubbled up as their personal visions emerged. One attendee wrote “It was lovely talking with you today, your activity was enlightening and motivating. 

 You can learn more about the group by visiting www.mops

Demands of a waking economy – Employee retention!

As the sleeping economy begins to wake up is your business prepared to retain its employees?

Introducing career development plans provides the tools for your employees to:

• Identify and own their contributions to your business
• Define their career goals and see development opportunities within your organization
• Engage in conversations with their manager to discuss the development opportunities

 Surveys continually reveal that employees stay with an organization as long as the challenges and opportunities are there.  Career plans position your managers and employees to engage in thoughtful conversations that:

• Positively impact the employee’s commitment to the business
• Result in retention of experienced talent, and future leaders
• Motivate and energize the workforce.

 Worklife Strategies has years of experience introducing customized career development plans to diverse businesses; tell us about your business’s plans for career development.

 Career Development