Presenting a Compelling Vision

Sue Garner / October 24, 2023

If I asked you to stand up and present, would you be filled with dread? If so, don’t despair, this is a skill that can be developed. You don’t need to be a professional actor, you just need techniques for presenting a compelling vision and time to prepare. In this article, I share three essentials to get you started. Present to Build Connections, Win Trust and Influence I am often approached by business owners, senior management, team leaders and trainers looking to hone their presentation skills. They are knowledgeable and competent, yet the thought of pitching an idea leaves them hot under the collar. Glossophobia or stage fright are the terms used to describe the most common anxiety in the workplace; delivering presentations. However, we need to be able to speak up to educate, inform, convince and motivate team members, prospects, customers and stakeholders. The success of our business depends on it. I think it is important to remember that, in a digital world, we have fewer opportunities to interact. Therefore, every opportunity must be used wisely. Presenting a compelling vision is an effective way to build connections, win trust and influence actions. Before you start collating content, or harnessing that nervous energy, let me share three essential points. Start With The End in Mind (Steven Covey) Firstly, ask yourself, ‘What is the purpose of this presentation and what outcome do I want to achieve? I’ve sat through many speeches and training sessions which were packed with information. The presenter was knowledgeable and responded to questions. However, nothing changed because they provided facts, but not a vision. I was not driven to take action, my thoughts and behaviours didn’t alter and my curiosity wasn’t piqued. Now, if you are going to spend time preparing and delivering a presentation, it needs to be worthwhile. You want to engage and incite the audience; convince them and motivate them. In short, you want your presentation to have an impact. Be Invested in your Message Secondly, if you want buy-in from the audience, you need to not only know the information you are imparting but also be invested in it. “You can speak well if your tongue can deliver the message of your heart” – John Ford So, why are you passionate about the subject or driven to achieve the outcome? If you want to see fantastic presentation skills in action, watch TED Talks on any subject. Focused on ‘ideas worth spreading’ each speaker has a unique style and area of expertise, yet there is a common factor. Every speaker has a strong commitment to their message. They want to share it because they see it as valuable and important. They want to drive change by revealing innovations, challenging thoughts and behaviours, giving hope or showcasing alternatives. A speaker who talks from the heart is more likely to inspire an emotional response from the audience. This is important because it makes the message memorable and engaging. Take a moment to consider what will it mean if people sit up, listen, remember your core message and act on it. Why is this important to you and why is it important to them? This leads me to the third point. Know Your Audience Thirdly, personalise your message to the audience. Whether you are speaking at a conference, delivering training or pitching to investors, your audience believes there is value in being there. Their time is precious, so they are hoping to get something from the experience. Your challenge is to understand their motivation and respond appropriately. When you know your audience, you can pitch your content at the right level. Bring them on board by presenting information in ways that tie in with their values and tick their boxes. Consider what they need to hear or learn to engage and take those desired actions that you want to achieve. My training sessions are never the same. The core content is consistent, yet I tailor it to suit the audience. The first question I ask when clients book training, is ‘What outcomes do you want to achieve?’ This determines the presentation I prepare, which activities I use and the discussion we have. Advanced Presentation Skills The three points covered in this article are essential starting points. They can help you to prepare compelling content that inspires others to buy into the story. This can be valuable for meetings, interviews and training, as much as a conference keynote speech. If you would like to build confidence and competence in preparing content and presentation techniques, either 1:1 or as a team, contact me to discuss my Advanced Presentation Skills training. “Brilliantly paced and very informative, feel very ready to present now! The content was perfectly pitched so that I felt I was being stretched with confidence. Highly recommend to anyone looking to introduce speaking or workshops to their business.” – Sharon Strickland-Clark, Bravetart Coaching Contact me to find out more and discuss your requirements at info@suegarner.co.uk or 07775 624724.

Training, Inclusivity

Psychological Safety and Workplace Culture

Sue Garner / September 28, 2023

Collaboration and innovation are essential skills for the future success of business. However, they don’t exist in environments where employees hold back for fear of the consequences. In this article, we explore what psychological safety is and why it is essential for a successful workplace culture. What is Psychological Safety at Work? Your organisation may have a Health & Safety Policy and be compliant with the Equality Act, but is it a psychologically safe place to work? Psychological safety relates to the perception of consequences if you take a risk. That risk could be questioning a statement, challenging an idea or putting forward a suggestion. Equally, it could be admitting that something hasn’t worked or you are struggling with a project. Is it an ideal scenario if your employees rarely approach you with a problem? Surely, this means that you have a competent team who are great at using initiative and problem-solving. However, it could be the case that they are covering up errors and issues. The reason for this could be fear of an unpleasant situation; being reprimanded or looking foolish in front of colleagues. Alternatively, admitting problems could risk not receiving bonuses and opportunities that are based on successful outcomes. Equally, it might feel great when everyone agrees with your latest idea, but is this what they really think? Does a compliant nod suggest a flawless plan or do people not feel confident to point out a concern that is on their mind? Consider how you present the information and direct the response. For example, ‘Is everyone in agreement?’ leaves little room for someone to speak up. The Fearless Organisation A psychologically safe work culture is built on trust and respect. Remember that you recruited your employees because of their diverse skills, knowledge and experience. Therefore, your workplace should be filled with different thought processes, opinions and insights. This pool of perspectives and talent is where your strength lies, but only if people feel able to be themselves and express themselves without fear. In research on psychological safety, Amy Edmonson identifies the issues with being afraid to speak up. For a start, she notes that neuroscience research identifies that a fearful workplace diverts resources away from our ability to remember and process new information. This reduces our ability to analyse, think creatively and problem-solve. So, without psychological safety, your employees are less productive. Secondly, the fear of sharing concerns or trying new things hinders development and innovation. When issues aren’t flagged up, the organisation is at risk of escalating problems. And, if everyone sticks to the tried and tested, there is little chance of discovering something new. In The Fearless Organisation* Amy Edmonson highlights the importance of: Her research suggests that success is dependent on a workplace culture where everyone is valued and can contribute without reprimand or judgment. Does your Workplace provide Psychological Safety? Let’s consider your workplace based on Amy Edmunson’s three priorities. Firstly, does your recruitment process encourage diversity? If so, the team will bring a rich variety of thoughts and opinions to the table. With this in mind, did you know that I’ve recently launched Neurodiversity in the Workplace training? This builds awareness of the skills that neurodiverse individuals offer and the reasonable adjustments that can aid recruitment, integration and retention. Secondly, are employees’ views actively sought and valued? It is all about making the most of your team’s wealth of skills and perspectives. Some people need time to consider and process information, which means that the best decisions can’t always be made on the spot. Equally, some employees will be comfortable speaking up in a group, whilst others may only raise a point if they are asked on a 1;1 basis. Are there opportunities for everyone to contribute in their own way? Thirdly, if someone raises questions are they viewed as difficult and disruptive or do you thank them for their question? Do you recognise that you need to provide further information for them to do a great job? Equally, are radical ideas dismissed or are employees empowered to give them a try? A strong manager will see that an employee challenging an idea, or trying and failing offers an opportunity to discuss further and improve the plan. Leadership for Business Success Being a leader isn’t about knowing it all and having all the answers. It is about empowering and motivating employees, so you can draw on their skills and strengths. Workplace diversity is an asset and an effective workplace culture ensures everyone feels included and valued. Amy Edmonson’s three steps create a true sense of belonging. This enables both individual and organisational learning and development, motivation and retention. Therefore, the outcome of a psychologically safe workplace is a higher chance of business success. My new course on Trust and Psychological Safety offers an ideal opportunity for leaders to explore the subject in relation to their workplace and communication style. Contact me to find out more and discuss your requirements at info@suegarner.co.uk or 07775 624724. * https://www.lean.org/wp-content/uploads/2022/01/pl_Psychological_Safety.pdf

Mentoring, recruitment

Senior Managers Shape the Workplace Culture

Sue Garner / August 31, 2023

As a Senior Manager, your skills, attitudes and behaviours shape the workplace culture and influence team dynamics. You may have focused on upskilling your workforce, however, when was the last time that you refreshed your skills? In this article, we explore the benefits of investment in advanced leadership training. Understanding Your Leadership Style When was the last time you undertook training to develop your leadership style? As the manager, keeping your skills up to speed is a prerequisite for the development of your team. They can only reach their potential if you have created a workplace culture and leadership style that enables them to do so. So, the first question is, what is your natural, or usual, leadership style? As a senior manager, you will be instinctively drawn to a certain approach, one that fits your personality and your past experiences of being managed. You may not have defined your current leadership style recently and may feel the exercise is fruitless, however, self-awareness is important. This is because the techniques and communication used to manage others have a significant influence on their attitude and performance. With an understanding of leadership style, it is easier to identify the strengths of that approach. It also brings awareness to times when the default position isn’t working and adaption is needed. When to Adapt Your Leadership Style Adaptions to your primary leadership style can be temporary; driven by a situation or employee that benefits from a different approach. As an example, you may favour a Laissez Faire style, offering your team greater autonomy in how they work. Yet, an autocratic approach may be essential to deal with an emergency, such as a data breach. Do you adapt easily and how do your team respond to the change? Equally, you will get more from your employees when you adapt your approach to best meet their needs. This is especially important if your business is to attract and retain a diverse team which includes individuals from different cultures, along with neurodiverse talent. I explore this in greater detail in my Are you Ready for the Next Leadership Challenge article. Sometimes, a permanent shift is needed for personal and business growth. Management styles become outdated and change is the only way to create a desirable and productive company culture. This may not be an easy transition, yet it ensures you role model desired behaviours and influence positive change across the team. Are you regularly frustrated because: Any of these points can indicate an issue with the workplace culture. Let’s turn the tables by developing more effective leadership styles through training and coaching. How to Identify Your Leadership Style So, we’ve established that understanding your current approach is valuable for identifying when it works and when it needs adapting, but how do you identify your leadership style? Diagnostic Tools to Identify Leadership Preferences In preparation for my Advanced Leadership Training, I ask all delegates to complete a DISC diagnostic profile. This helps to identify their preferred style and provides me with insight for tailoring the session to influence positive change. On several occasions, delegates have been surprised by the results, as they differ from their perception of how they manage. Employee Feedback on Leadership Style A further step is to ask your team for anonymous feedback. Does their perception of your leadership style match yours? You can also ask what works for them and if they have any suggestions for where improvements could be made. Use a variety of tools to collect feedback, including questionnaires, comment boxes and discussions to enable all employees to share opinions in a way that they feel comfortable and supported. I can use the insight from diagnostic tools and employee feedback to inform training and, if required, coaching to learn new skills and provide practical advice that result in sustainable changes. Advance Leadership Training If you’ve prioritised staff training and have neglected your personal development, now is a good time to invest in Advance Leadership Training. This focuses on the necessary skills, qualities and mindset to effectively manage and motivate your team. In partnership with Thrive, I am also offering a FREE 1-hour Managing Neurodiversity in the Workplace webinar, to outline approaches aimed at bringing out the best in your neurodivergent team members. This is a great first step in refreshing your leadership style. If you have any questions about my leadership training, please get in touch at info@suegarner.co.uk or 07775 624724.

Training, Inclusivity, recruitment

Ready for the Next Leadership Challenge?

Sue Garner / August 1, 2023

As a business leader, your role is to create a strong team that collectively delivers the desired outcomes. This relies on your skills to discover and channel talent. It’s relatively straightforward when you have a team that thinks and works similarly to you. However, we know that the best teams consist of individuals with different skills. So, what if some of your team operate in a very distinctive way? They have the potential to drive productivity, problem-solving and profitability, but to do so, specific needs have to be understood and met. Many leading organisations are beginning to embrace this concept and it could be your next leadership challenge. Embracing Neurodiversity What do IBM, Deloitte, Microsoft, Dell, Hewlett Packard and Salesforce have in common? Firstly, they are world-leading organisations. Secondly, their innovations drive workplace efficiencies. Thirdly, each one of these corporations actively recruits employees with autism. This third point isn’t an act of philanthropy, it is part of their drive for excellence and success. “(SAP) managers say they (autism programmes) are already paying off in ways far beyond reputational enhancement. Those ways include productivity gains, quality improvement, boosts in innovative capabilities, and broad increases in employee engagement. Nick Wilson, the managing director of HPE South Pacific—an organization with one of the largest such programs—says that no other initiative in his company delivers benefits at so many levels.” (Source: hbr.org) Whilst neurodiverse people have long been misunderstood and judged for their differences, it is now recognised that variations in the wiring of the human brain can be a strength. Rather than focusing on trying to cure or alter the behaviours of neurodivergent individuals, we need to adjust our approach. When organisations accommodate and embrace neurodiversity, the results can be outstanding. Recruiting Talent The challenge for leaders is to assess talent, accept differences and manage individuals who operate in different ways from other team members. In my recent article Training for Inclusive Workplaces, I focused on recruitment. I shared how assessments and tasks can be more effective than traditional application and interview processes in uncovering hidden talents. Building on this, companies including Microsoft are actively working with specialist organisations and universities to help identify individuals with the desired skill sets. These partners inform potential candidates about opportunities and support them through the application process. Does your company collaborate with a local university as a recruitment strategy? Rethinking Leadership to Harness Talent Attracting neurodiverse candidates to your organisation is the first step, yet, it is only worthwhile if you harness that talent. This is the next leadership challenge; deviating from the norm to provide the training, work environment and support where neurodiverse employees can excel. Every employee is unique and one of the key roles of leadership is to gain an understanding of an individual’s skills, motivations and aspirations. It’s relatively easy when people are natural team players, but less so when individuals prefer to avoid social situations. Communication is another challenge. Get a neurodivergent person onto a subject they want to talk about and you could be there for quite some time. Equally, force a conversation on them and you may get abrupt responses or no response at all. This doesn’t mean they aren’t listening or are disinterested, it is just not where their mind is focused at that moment. It can be insightful to read the research published by Berkshire Healthcare NHS* on workplace neurodiversity. The challenges for neurodiverse employees included: However, they demonstrated excellent strengths in: If leaders provide suitable support to help neurodivergent employees, they benefit from skills that other employees lack. A Shift in Leadership Thinking This leadership challenge requires patience, understanding and adaption. It will take time to work out which management practices and employee processes are essential and which can be flexible. Five years ago, most organisations’ policies didn’t support remote working. There was some flexibility, but in-person meetings and team collaboration were seen as the ‘normal’ way of running a business. To operate through social distancing, things had to adapt. It worked well in some industries, less so in others, but lasting changes were made. Remote or hybrid working is now commonplace. This type of shift in leadership thinking is required if we are to reap the rewards of diverse and inclusive teams. Let’s learn from the successes of global corporations and see this as an opportunity for innovation and growth. Neurodiverse employees have often been the missing piece in the puzzle. By accommodating their needs, we get the whole picture. Neurodiversity in the Workplace Training Embracing neurodiversity is an opportunity that requires a fresh leadership style. Rather than avoiding or shunning those who think differently, I want to encourage businesses of all sizes to better understand neurodiversity. Workplace training can inform and equip your team with the knowledge and understanding to draw on a broader range of strengths. This could give your business a competitive advantage. * https://www.berkshirehealthcare.nhs.uk/media/109514758/neurodiversity-in-business-birkbeck-university-of-london.pdf Related Reading: https://www.linkedin.com/pulse/top-companies-who-engaging-neurodivergence-2021-andrew-williams/ Contact me to find out more about my neurodiversity training and reserve your place., at info@suegarner.co.uk or 07775 624724.

Inclusivity, recruitment

How to Future Proof Your Workforce

Sue Garner / June 28, 2023

Business success is dependent on internal and external factors, which can change at any minute. We cannot control everything that is going to happen, however, if we understand how to future proof our workforce, we can lessen the impact. What Makes a Workforce Future Proof? Do you have confidence in your team? That is a powerful question, but the answer reveals a lot about your recruitment process and learning opportunities. When we talk about a future proof workforce, we mean a team with the necessary skills, resources, and support to adapt and respond to opportunities and risks. It’s about a team of individuals who instil confidence, by being equipped to work independently and collaboratively to reach desired outcomes. We mean employees who radiate your brand values and ensure your reputation goes from strength to strength. This doesn’t just happen. It is dependent on considered recruitment processes and investment in the ongoing learning and development of all employees. Will We Need Employees in the Future? In a digital world, we may believe that the answer to future proofing our business is dependent on investment in technology. The efficiencies offered by AI and automation challenge the idea that we even need a workforce. There is no doubt that technological advances transform the workplace and will play an increasing role in business operations. However, thinking technology will completely replace employees is a mistake. For a start, whilst customers benefit from the convenience and efficiency that digital offers, they also value human connection, empathy and personalised experiences. A significant factor in customers’ perceptions of your brand is informed by interactions. Whilst technology offers streamlined processes and convenience, it only acts on inputted data. It cannot apply reasoning or common sense and, unlike your team, it cannot adapt, think creatively and be innovative. Not all customer interactions are straightforward, so when a standard digital process isn’t appropriate, we need skilled, knowledgeable and personable employees to help customers reach their desired outcomes. Hiring the Future Workforce So, the first point to raise is that the skills that make us irreplaceable in the workplace are not always prioritised in job specifications, application forms and interviews. Decisions on the best candidates are still informed by academic qualifications and direct industry experience. This means it is easy to overlook potential applicants with desirable talents and transferable skills. What’s more, it isn’t just customer experience that benefits from human connection. A positive employee attitude is also dependent on the soft skills of colleagues and team leaders. They are evident when employees feel valued, empowered and challenged, and when their abilities and achievements are recognised and acknowledged. To future proof your workforce, I recommend using soft skill assessments in recruitment. It’s also important to value personality traits and emotional intelligence as highly as qualifications and industry experience. When teams are built on skills rather than job roles, it leads to greater flexibility and adaptability. Developing a Future Proof Workforce The next step is training. Whether employees are new or long-standing, we need to keep developing their skills and thinking. Investing in learning and development opportunities is essential for a future proof workforce. The LinkedIn Global Trends Report UK* states that both career development opportunities and upskilling are top priorities for employees. What’s more, when workplace learning occurs, the organisation benefits from a 7% higher retention rate. Do you see your team in terms of their job role or have you identified their skills? Where are the untapped resources? Who has the potential to lead, innovate or critically evaluate? Sometimes, it is the individuals that you least expect who respond best to learning and development opportunities. On this point, I believe that business leaders can greatly benefit from involvement in workshops and training sessions. If attended with an open mind, it can be a means to identify individuals with the ideas or skills for new projects and initiatives. Experience has also taught me that the best outcomes are achieved when individuals have sufficient time and support to confidently implement the learning. They should then be empowered to work without micro-management. Trust them; their approach might be different, but diversity should be valued. A fresh approach might lead to fresh thinking that drives customer engagement and competitive advantage. Collaborate for a Future Proof Workforce My final point is to look beyond your team to enable your organisation to be more adaptable. Your employees don’t need all skills to cover every eventuality. Collaborate when you have synergy with other businesses and draw on the skills of freelance specialists. Look for opportunities to connect, share resources and benefit from expertise or insight. See your team as an extended network that can flex to best meet requirements. Summary A future proof workforce is empowered and adaptable; a team that you have confidence in. Achieving this is dependent on identifying and recruiting the necessary talents and skills. Then, the full potential of your team can be discovered and developed through training, mentoring, online courses and other learning opportunities. This upskilling is a priority for employees and, when they have the time and support to implement it, is an asset to your business. This investment in your workforce will help them to be future ready. In addition, use collaboration and freelancers to extend your resources, expertise and adaptability. * https://business.linkedin.com/talent-solutions/global-talent-trends/uk-talent-trends As a specialist in business coaching and assessments, I can assist you in recruiting and developing employees. Get in touch to find out more about DISC and soft skills training at info@suegarner.co.uk or 07775 624724.

recruitment, Mentoring

The How & Why of Assessing Soft Skills in Recruitment

Sue Garner / May 31, 2023

Application forms and CVs provide an effective means of discovering candidates with desirable qualifications and experience for the role. However, of equal importance are the individual’s soft skills; the personal attributes which can heighten or hinder business success. These aren’t easy to quantify, but in this article, I share ideas on how to assess soft skills and why this should be part of the recruitment process. What Are Soft Skills? Before we talk about assessing soft skills, let’s clarify what they are. These relate to an individual’s attitude and approach to work, colleagues, customers and challenges. Why Are Soft Skills Important in the Workplace? No matter what your industry or profession, you need employees who collaborate, communicate and use initiative. You need critical and creative thinkers; individuals who can solve problems, make decisions and adapt. Those with a positive outlook, those who listen and those who can see things from different perspectives make for productive team players and effective leaders. As automation and AI are increasingly integrated into our workplaces, hard skills become less important. Knowledge and technical capabilities can be input, with machine learning keeping this updated. Whether as employees or customers, people want to associate with brands that make them feel valued. As such, the future of work demands personable employees with emotional intelligence. Understanding and responding appropriately to colleagues, customers and stakeholders is at the heart of business success. 3 Ways Employers Can Assess the Soft Skills of Candidates The first step is to consider which skills are vital to the organisation and role. Do you need creative thinkers and problem solvers or does the position demand empathy, negotiation skills and conflict resolution? Once decided, add these to the job description, advert and application form to show they hold equal weight to qualifications and experience. 1. Use Personality Assessment Tools to Inform Candidate Selection As part of the recruitment process use personality assessment tools. Using a variety of formats, these offer a comparable, non-bias means of reviewing the soft skills of candidates. My preference is DISC, a world-leading tool that is trusted to provide insight into vital soft skills. An Introduction to DISC is available on my website. Sometimes assessment tools deliver unexpected results, with a less qualified candidate showing considerable strengths in the skills you are looking for. Is it easier to upskill them on the hard skills or develop the soft skills of a graduate with industry experience? 2. Ask Ex-Colleagues for Reference Requests When asking applicants for two references, these are typically provided by previous managers or team leaders. However, it could be beneficial to also request a reference from a colleague. A SkillsSurvey study* identified that managers tended to mention task-related behaviours in references; for example, technical competencies and the ability to meet deadlines. In contrast, team members were more likely to mention interpersonal soft skills; for example, working collaboratively and being helpful. When you follow up on references, ask open questions, such as ‘What was your experience of working with this colleague?’ or ‘How can you get the best out of this candidate and how did they get the best out of you?’. This approach is likely to generate clearer feedback about their soft skills. 3. Present Problem Solving Questions in the Interview This type of question is less about the answer they come up with and more a means of revealing their attitude and approach. You might show the candidates an idea for an upcoming project and ask them to develop it as a group. Then, on an individual basis, ask how they would respond if the perimeters changed; for example, the deadline was brought forward or staff capacity was cut. Note their reaction to the suggested change. Are they stumped or open to fresh thinking? Do they run with the first idea that springs to mind or is their evidence of a critical or creative thought process? Is there any suggestion of a collaborative response or is it all on what they, as an individual, would do? Soft Skill Development As a final point, I want to add that identifying and developing the soft skills of your existing workforce is also beneficial. A recent article in People Management** cited higher employee engagement and business performance as outcomes of soft skill development. The article reported that 92% of employees viewed soft skills as important for their careers and 56% would be willing to change jobs if essential skill-building opportunities were offered.Using assessment tools to identify skills and coaching to develop them is, therefore, an effective way of attracting, strengthening and retaining talent. * http://www.prweb.com/releases/2017/06/prweb14461828.htm ** https://www.peoplemanagement.co.uk/article/1815592/uk-losing-22bn-year-not-investing-soft-skills-development-research-finds As a specialist in business coaching and assessments, I can assist you in recruiting and developing employees. Get in touch to find out more about DISC and soft skills training at info@suegarner.co.uk or 07775 624724.

Training

Digitalisation & E-learning Driving Training Market Growth

Sue Garner / May 2, 2023

Upskilling the workforce has become a priority for businesses and this has increased the demand for corporate training. Specifically, growth is being driven by e-learning and the digitalisation of training materials. How can businesses and trainers make the most out of the opportunity to future-ready employees using virtual training modules and resources? Online Training to Upskill the Workforce A report published in PR Newswire* suggests that the future looks bright for corporate trainers. Their research indicates that steady growth in the European corporate training market will continue through to 2026. However, they’ve identified that it is the emergence of cost-effective e-learning modules and digital materials that underpin this growth. Online learning is nothing new, the first online course was offered by the Open University inCatalonia in 1985. With the development of online learning platforms, virtual courses have beenedging into the offer for many trainers and educational establishments over the last decade. What transformed things was being forced online during the pandemic. Like me, many corporate trainers had no choice but to shift to virtual and rethink how best topresent information in formats that worked online. Equally, employers had little option but toembrace online learning to upskill the workforce. Initially, it was a challenge, but the benefits of virtual training and e-learning modules soon became clear. So, what are they? The Benefits of Virtual Training and E-learning For both businesses and trainers, the first advantage is cost. Virtual training avoids expensesassociated with travel, room hire, refreshments and accommodation. Secondly, virtual training is time efficient. This is partly due to being able to access the learning from work or home, rather than travelling to a venue. Equally, it allows employees based in different offices, across the UK or globally, to attend the same training event. There are also time benefits. In-person training courses are typically a half or full-day commitment. However, it is possible to complete e-learning modules or attend virtual training sessions in 45 minutes to an hour. Not losing a member of staff for the whole day reduces disruption and this makes it easier to offer learning and development opportunities to the team. Also tied into time, it is easier for our brains to absorb and process information in small chunks. So, when trainers break down content into shorter online learning modules, they increase the chance of the learning being retained and applied. With the range of online training platforms that are now available, it has become straightforward for trainers to develop online courses and for employees to access these via a PC, laptop, tablet or phone. Virtual Instructor Led Training One concern that business owners share with me about online training is that it’s not tailored or as interactive as in-person training. I agree that this can be an issue with online training modules. They are written to impart information, such as technical skills or industry knowledge and the learner just works through at their pace. If your business is keen to tailor content and evoke discussion, I advise you to seek ut Virtual Instructor Led Training (VILT). Although online, VILT is live and interactive. The trainer delivers the content, encourages interaction and both asks and responds to questions. With VILT, there are pportunities to share ideas for implementing the learning, along with ways to overcome barriers. The Challenges of Virtual Training Successful outcomes from virtual training are dependent on several factors. Is the Future of Training Virtual? I believe virtual training will play an increasing role in upskilling the workforce. That’s largely because it’s more flexible, cost-effective and accessible than in-person training, however, it doesn’t have to stand alone. I’ve seen successful employee development when e-learning has been combined with mentoring or coaching. The training provides the foundations of learning and the mentoring aids implementation. If something has held you back from embracing virtual training, get in touch. I can answer yourquestions and provide suggestions on how to get the most out of this opportunity. For further information on VILT in advanced leadership and performance coaching, please get in touch at info@suegarner.co.uk or 07775 624724. * https://www.prnewswire.com/news-releases/corporate-training-market-in-europe-to-grow-at-a-cagr-of-7-31-from-2021-to-2026-digitization-of-learning-materials-will-drive-growth—technavio-301781903.html

Training, Inclusivity

Training for Inclusive Workplaces

Sue Garner / April 4, 2023

The Benefits of a Neurodiverse Workforce There are many benefits to a neurodiverse workforce, yet this is the most under-employed group in society. If you are looking to expand your talent pool, they are the hidden resource. However, the majority of teams lack the training and understanding to make the workplace accessible and inclusive for neurodiverse individuals. How can we change this and open up fresh opportunities? Your Ideal Candidate Could be Neurodiverse Would you like to recruit an employee who pays incredible attention to detail and is a natural problem solver? Are you looking for a candidate with a fresh perspective who is innovative and creative? Do you need a strategic thinker or someone you can rely on to be consistently productive? These are all skills that many neurodiverse individuals excel in, however, they are under-represented in the workplace. The challenge is that this pool of talent finds standard recruitment processes difficult or inaccessible. What’s more, a lack of understanding and support can make it challenging for them to fit in and thrive at work. What is Neurodiversity? The human brain is a complex system that continuously comprehends and processes information that enables us to live, understand the world and operate within it. No two brains are wired the same, so we are all unique. This explains why we have a natural affinity to certain activities or ways of learning, yet find others a struggle. Neurodiversity is a term used to describe individuals whose brain is wired in a non-typical way. This includes people with dyslexia, dyspraxia and autism. It is believed that 15% of the UK population is neurodiverse. Neurodiverse individuals process the world in a way that neurotypical individuals can’t understand. For example, they often have intense sensory awareness, so get overwhelmed in environments that are loud, bright or scented. A neurotypical individual filters out most of this sensory information, so they don’t experience the same heightened awareness of their environment. Why Employ Neurodiverse People? You might be wondering why it is worth including neurodiverse individuals in your workplace. Let’s begin by looking at some big names who have been credited with great inventions, insight and thinking that changed the world. Bill Gates, Elon Musk, Albert Einstein, Sir Isaac Newton, Greta Thunberg, Alan Turing and Michelangelo. They didn’t just accept things as they were, they challenged the norm, saw things from a different perspective, were dedicated in their pursuit and innovated. They are all known or believed to be neurodivergent. A neurodiversity document published by recruitment company Badenoch & Clark* references the introduction of an Autism at Work policy introduced by the international banking group, JP Morgan. The first cohort of neurodivergent employees proved to be consistently more productive and faster than their co-workers. The success of the initial programme led the company to recruit over 150 neurodiverse individuals to their team. These examples turn the table and question why only 21.7% (ONS data 2021) of autistic people in the UK are employed. Recruitment Challenges for Neurodivergent People Many neurodivergent individuals do not showcase their strengths in standard recruitment processes. Completing an application form is a huge barrier for someone with dyslexia and a team activity could push someone with autism far out of their comfort zone. Neurodivergence can make it difficult to make eye contact or read social cues. They might answer questions honestly, with no filter; giving very brief or highly detailed long responses. In an unfamiliar setting, they may be easily distracted as they process the environment or fidget. For untrained interviewers, these behaviours are not desirable. It might seem as though the individual isn’t interested in the role. At JP Morgan, they used Pymetric games as part of the interview process. These focused the candidates on a range of tasks which provide an overview of cognitive, social and behavioural attitudes. Other ways to find the right candidate might include offering work placement opportunities or setting a task for them to work on in advance and bring to the interview. Neurodiversity Training Many employers are reporting skill gaps, yet there is a pool of highly talented individuals who are currently being overlooked. I can see strong benefits in training teams to be more aware and open to possibilities. A fresh approach will surely be beneficial to individuals and companies. I’m undertaking training this summer, which will equip me to add neurodiversity awareness webinars and Neurodiverse Workplace Champion courses to my workplace training services. I believe that this will improve understanding and help businesses make reasonable adjustments. This will reduce the barriers to applying for positions and doing the job for highly competent individuals. Raised awareness may also help companies to recognise the neurodiverse individuals within their current workforce. People who maybe like things a certain way, ask a lot of questions, favour routine, are persistent or like to work alone. Keep an eye out for details of future courses in my newsletter and social channels. Discover a Pool of Talent In a world where fresh thinking, innovation, a productive workforce and great attention to detail can give a company a competitive edge, we are missing a trick by not adapting our recruitment processes and workplaces to make them inclusive for neurodivergent individuals. It is time to discover an overlooked pool of talent and fill those skill gaps. Discover a Pool of Talent In a world where fresh thinking, innovation, a productive workforce and great attention to detail can give a company a competitive edge, we are missing a trick by not adapting our recruitment processes and workplaces to make them inclusive for neurodivergent individuals. It is time to discover an overlooked pool of talent and fill those skill gaps. Contact me to discuss your training needs and to reserve a place on neurodiversity training that I will launch this September. * https://www.badenochandclark.com/~/media/uk/bac%20uk%2006%202021%20-%20neurodiversity%20report.pdf/

Training, Coaching

Transform your Courses into Bite-sized Resources

Sue Garner / March 3, 2023

As a trainer, you dedicate time and effort to research, plan and prepare your training sessions. Are you currently repurposing that content? If not, this article explores the benefits and options for giving your resources a fresh lease of life. Why Repurpose Training Content? As a fellow trainer, I fully understand the work that goes into preparing an effective training course. You need to draw on a wealth of knowledge, experience and insight to enlighten the audience. You also need to present the content using a variety of media; this is how we appeal to different learning styles and retain the audience’s attention. As a half-day or full-day course, there is scope to deliver this as an in-person or virtual training, but not everyone likes to learn in this way. By repurposing your content, you open up the option of expanding your reach, making the content relevant to different audiences and generating revenue through alternative streams. Feed the Appetite for Nano Learning At the start of the year, my 5 Training Trends for 2023 article highlighted the growing desire for nano learning. That is the option of accessing and digesting information in bite-sized chunks.Not everyone has time to sign up for a full day’s course, but that doesn’t mean they aren’t interested in self-development or the insight that you can impart. They just want it in a different format. You can make nano learning possible by: Dividing the training course into stand-alone modules This might include a series of pre-recorded presentations or videos, with accompanying workbook activities. The modules could be sold as a downloadable resource, with individuals picking which they are specifically interested in. Alternatively, it might be sold as subscription-based learning, with each module being released to paid subscribers every week. Hosting webinars Webinars provide a platform where information is shared and interactive discussion is encouraged. Typically 30 – 45 mins in duration, they enable participants to grasp the learning, ask questions, see demonstrations and participate. Webinars can also be recorded, so they can become on-demand content. I’m currently updating my free Guide to Running Webinars, which will be available soon. Hosting podcasts Podcasts are a popular format for learning as they can be listened to whilst driving, commuting on the train or making dinner. This audio learning might include guest speakers or interviews with thought leaders or even the audio only content from your pre-recorded videos! Creating insightful infographics The quickest way to share a wealth of data and insight is by presenting it in a condensed and visually appealing format, namely an infographic. These are great for sharing in newsletters, on social channels and in publications. You might use them as a means of driving traffic to your website or promoting an upcoming course. Creating video content A specialist in video creation may be able to convert elements from your slide deck into a video format or create an animation to illustrate key learning points. According to data shared by Mowgli, 80% of people prefer video over written text. What’s more, 7Video reports that educational videos are one of the top trends in video marketing for 2023. Extracts from a video can be used on social channels or add the transcript to your video and use it as a blog! These resources can be stored on your website. You might charge for downloading or provide some items for free in exchange for an email sign-up to build your mailing list. Take your Training to New Audiences With creative thinking, elements of your training course may be of relevance to a new audience. With a little refresh, it might be possible to tie your content into topical news or events. Keep an eye on trending keywords or forum discussions and share links to relevant resources in your website library. Provide Something for Everyone A dedicated day of training is still appealing to many learners, however, by repurposing your content, you can extend your reach. Training modules, webinars and infographics are just three of the options that make learning more accessible, flexible and convenient. They enable individuals to learn on their terms and in a style which they find easier to understand and retain. Repurposing your content can also offer you different revenue streams, a resource for promoting upcoming events and a means of marketing your expertise. Why not give it a go? How can I help you? I offer a limited number of Training Insights calls each month. These personalised 1:2:1 sessions are a quick fix – providing solutions for any of your training queries. Contact me to book your personalised Insights call today.

Training

Are Webinars Good for Lead Generation?

Sue Garner / March 3, 2023

Webinars are one tool in the potential arsenal used to generate leads, showcase expertise and drive sales. However, to deliver them you need a suitable webinar platform and time to plan and deliver the content. So, are they worth the investment? What Sets Webinars Apart from Other Marketing Strategies? As businesses, we can’t use all of the available marketing tools, so we need to select those which work for our business and, more importantly, our customers. Do webinars feature in your marketing strategy? According to On24 data, 73% of businesses have used webinars to generate quality leads and 60% use them to nurture loyal customers. Webinars have proven particularly effective for converting B2B attendees, but why? Webinars offer a means of speaking directly with your audience and building trust. They are an interactive space for sharing expertise, educating, demonstrating and, most importantly, responding to questions from the participants. In a digital age, when we are often operating remotely from our customers, webinars offer a chance for connection. Now, you can connect in person at conferences, business expos and networking events. What sets webinars apart is that there is the potential to extend your reach beyond the capacity of a venue. You have the opportunity to speak with interested parties from around the globe, breaking down the geographical barriers of attending a physical event. There is also the option of recording the live webinar for individuals to access as on-demand content. Therefore, if the timing doesn’t suit, interested parties can still access your content at a time that is convenient to them. What are Webinars Used for? The starting point of planning a webinar is understanding what your target audience is interested in. What would entice them to register and log on? Depending on your business, this could include: Some businesses use webinars as a means of creating a resource library. The recordings are categorised on the website, with an email sign-up required to access the content. This can be an effective way of sharing information, raising visibility and building your mailing list. In addition, webinars are an effective tool for in-house training. This isn’t a marketing strategy, but it can be useful for informing remote workers or global branches in a single event. Recordings can be accessible to staff for reference and used in the induction of new employees. Raise Brand Visibility and Authority Some of my clients have been consistently using webinars as a means of raising the visibility of their brand and showcasing their authority. Starting in lockdown, when options were limited, I have consistently helped clients to plan and hone informative and interactive webinars. In many cases, the hosts have been invited to join industry panels or speak at events. If you are considering webinars as a means of driving up your brand reputation, or you have been disappointed with the results of previously run webinars, I can assist. Firstly, my updated Guide to Running Webinars will soon be available to download from my website. Contact me if you’d like a copy as soon as it’s released. This resource outlines: I offer tailored 1:1 Winning Webinars coaching to advise and assist with your planning, delivery and follow-up needs. What is the Best Time to Host a Webinar? One question that I’m often asked by clients concerns timings. That is because a successful webinar is dependent on the live audience who participate in chat, Q&A sessions and polls – without their input, it is just a presentation. So, when are your target audience most likely to be available? Research by Live Webinar has shown that midweek is a good time, more specifically Thursdays. GoTo research suggests that 11am and 2pm are the times with the highest number of attendees. It is also preferable to keep the timing to 30-40 minutes, which might mean splitting content into more than one webinar. Be aware that, according to BigMarker, only 44% of those who register for a webinar attend and more than a quarter of attendees sign up on the day. So keep promoting your event until the final hour! Are Webinars Worth It? If your products and services are best promoted by educating prospects with demonstrations, discussions and insight, webinars could be a successful marketing strategy. As it requires a paid platform for delivery, you need sufficient content to run regular events and make the investment worthwhile. The focus has to be on the target audience – what content is of value to them and what do you need to put in place to entice them to attend and join in? Get it right and webinars can prove a cost-effective means of extending your reach, lead generation and strengthening both trust and authority. If you would like to receive monthly training tips and related information, I invite you to sign up for my newsletter.

Author name: Sue Garner