Author name: Sue Garner

Soft skills in the work place
recruitment, Mentoring

The How & Why of Assessing Soft Skills in Recruitment

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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.

Digitalisation & E-learning Driving Training Market Growth
Training

Digitalisation & E-learning Driving Training Market Growth

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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 for Inclusive Workplace
Training, Inclusivity

Training for Inclusive Workplaces

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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/

Transform your Courses into Bite-sized Resources
Training, Coaching

Transform your Courses into Bite-sized Resources 

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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.

Are Webinars Good for Lead Generation
Training

Are Webinars Good for Lead Generation?

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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.

Woman training a group of managers
News, Training

How to Put Training into Practice

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With the issue of skill gaps being reported in every industry, more employers are recruiting and promoting ‘best fit’ candidates and developing potential with training. It’s an effective strategy if the individuals put training into practice. However, if training is a tick box exercise, it’s worthless, so how do we ensure implementation? Filling the Skills Gap with Training Employers across the UK are struggling to recruit employees with the necessary competencies, experience and attitude for the role. In the Hays 2022 What Workers Want survey, 77% of employers had concerns about skill shortages. To address this, 60% reported increasing training resources to upskill employees. In addition, 80% were willing to hire individuals with potential, rather than the ideal candidate. The alternative is to leave vacancies unfilled. These ‘best fit’ candidates need training and development opportunities to bring them up to speed. As a professional trainer, mentor and coach, I have always focused on outcomes. There is no point in me delivering training or attendees joining me if they never apply what they learn. Training only becomes valuable when it is implemented. In my experience, four critical factors are required if training is to be put into practice: Training Delegate Attitude Our mindset is different if we are told to attend training, compared to if we are involved in the process and agreeing on training needs. Our attitude is positive if we understand the purpose and see what is in it for us and that makes us open to learning. Help elevate delegate motivation by encouraging them to identify needs before and during training sessions. Equally, whilst there are organisational benefits to upskilling team members, individuals will be more motivated by personal gains. For this reason, it is useful to understand their priorities and ambitions. What will completing and implementing training mean to them? Pre-training Preparation Pre-training preparation helps the trainer to tailor the course content and outcomes to meet the needs and expectations of the organisation and the delegates. It also promotes delegate readiness. To encourage engagement, it is important that training is pitched at an appropriate level for the individuals. Too low and they will be dismissive, too high and they won’t feel confident about actively participating or applying the learning. A pre-course questionnaire might be used to inform this. The course content also needs to relate to the organisation and the role. Collaboration between the organisation and trainer helps ensure that activities tie into the work environment. All expectations should be explained to the delegates before the course. Will they be required to share key points of the learning with other staff or write a training report for their manager? Do they need to bring anything, prepare questions or complete pre-work in advance? Training Design & Delivery Professional trainers design courses using a variety of media and resources that all learning styles can connect with. Delivery is dynamic, positive and impactful, driving delegates to see the purpose and value of upskilling. There are opportunities for questions to be asked and answers given or solutions discussed. Ideally, the content will be tailored around smart objectives and outcomes focused. It may incorporate a delegate commitment to self-identified actions following the course. Providing takeaway resources can provide a point of reference that delegates can revisit when specific scenarios occur. Learning Transfer Even when the training is fresh in delegates’ minds, transferring the learning into the workplace will not happen without adequate time and support. Delegates require the opportunity to put it into practice and to be encouraged. If they hit a barrier or setback, they need support and reassurance to try again or they will default to what is comfortable and familiar. Individuals may need to be prompted to use their new skills and asked how they are getting on. Is there anything else that would help them to develop? This workplace support may come from peers, managers or a performance coach who holds them accountable, recognises progress and optimises their potential. The success of training will only be as good as the success of the learning transfer, so it is critical that workplace support or follow-up is included in the training plan. This is a crucial, yet often overlooked, element that determines if the organisation receives good value for their investment. Training to Develop Talent Upskilling individuals can resolve skills gaps, but only if the individual is motivated and prepared, the training is relevant and engaging and there is ongoing support with implementation. With the four steps in place, training can make businesses rich in talent. If leadership training and performance coaching could transform the capabilities of your team, get in touch to discuss your requirements at info@suegarner.co.uk or 07775 624724.

Training, Coaching, Mentoring

How to Create Competent Leaders

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Inviting individuals to step up into a senior role is an exciting time. Now they’ve got to prove their credentials. You could leave it to them to manage projects, colleagues and resources or you can invest in developing their potential. Management roles are diverse and you know they will face challenges. By offering training and mentoring you can hone their skills and get them up and running quickly. This article explores why training and mentoring are key to preparing competent leaders that can tackle the multitude of demands. Equipping New Managers with the Skills for Success Hiring new managers is a punt, as very few candidates offer the full package. They may have leadership potential and the drive to put ideas into action or technical insight and an innovative attitude. So, now they are in post and all fired up. You can leave them to muddle through and learn by experience or you can provide support. Training and mentoring offer the means to immediately develop strengths and fill gaps in knowledge and experience. They help your new leaders to grow in competence, so they can confidently manage projects, people, time and resources. As a result, you are rewarded with effective managers who are equipped to take your business from strength to strength. Why is Being a Good Manager Important? Before we explore the role of training and mentoring in developing leadership potential, we need to understand why this is important. Firstly, one of the primary reasons to invest in training and mentoring is to lower staff turnover. In a Visier study, undertaken in 2022, 43% of respondents had left a role because of their manager. The same study revealed that 85% of employees believe a good manager is important for workplace happiness. Further information on the findings is shared in People Management. Secondly, poor managers extract lower levels of engagement and productivity from their team. When employee skills aren’t recognised and their needs are unmet, motivation and commitment to their work drop. This impacts morale, customer service, company reputation and ultimately, profits. Additionally, when lacking in confidence about specific parts of the role, ill-equipped managers avoid difficult tasks. They focus on what comes naturally to them, the areas that they are good at and neglect tough decisions or conflict resolution. These challenges don’t disappear, but they can spiral into greater issues. These can be detrimental to the business and costly to resolve. What’s the Difference Between Training & Mentoring for Managers? So, managers, the team and the wider organisation benefit when skills are cultivated through training and mentoring. However, you may be wondering why your managers need both. Let’s outline the difference between the two. Management Training Training – a great way to upskill, build awareness and develop leadership potential. It teaches individuals specific knowledge, which might include: Management procedures – hiring, staff appraisals, conflict resolution, implementing company policy Communication skills – listening, inviting feedback, appropriate responses, negotiation Management skills – strategic planning, decision-making, problem-solving, resource management Training typically focuses on company priorities. It’s about getting what you need from the new manager. What skills will empower them to drive things forward, tackle challenges, engage other employees and achieve business goals? My Advanced Leadership Training has been booked by companies across the UK that are looking to optimise the potential of new business managers. I’m already getting bookings for Leadership Essentials, Communicating with Impact and Influencing Skills training through to summer 2023. I also offer a range of online courses covering common challenges faced by leaders. Mentoring for Leaders Mentoring offers guidance, support and a sounding board. It is responsive and flexible to the needs of each individual. The employee drives the focus of each mentoring session by identifying what they need support with. What are their priorities? In essence, mentoring ensures that managers feel equipped for the role and have backup when faced with difficult issues. It also holds them accountable; keeping them on track to achieve personal and professional goals. That’s good for them and good for the business. My VIP Mentoring has helped many leaders to flourish, to get the most from their team and to nip problems in the bud with prompt, decisive action. Invest in Career Progression If you have new or recently promoted staff who are taking on a role in management, training and mentoring can aid successful career progression. Your business will reap the reward of the investment, so let’s make this a year of achievement!

Training, News

5 Training Trends for 2023

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Virtual training – tick, e-learning – tick, blended learning – tick. Adapting to new ways of working is nothing new to those in training and development. In recent years, we’ve embraced technology, discovered new features and adapted content so it works with remote audiences. So, now we’ve mastered the technology, can we stick with it or is something else in store? The Shift to Virtual Training Over the last few years, virtual training and e-learning have been essential. With hybrid and remote working becoming commonplace, going digital has ensured skill development remains accessible to all. Research shared in a Digits article* states that the e-learning industry has grown 900% since 2020. After the initial challenges of mute buttons, breakout rooms and maintaining engagement, we’ve become dab hands with training technology. However, change is a constant, so, before you get too comfortable, here’s some insight into what is in store. Training Trends for 2023 1 – Firstly, the most sought-after training, based on UK searches, are: The World Economic Forum predicts that 50% of the workforce will need reskilling by 2025** to remain relevant. Skills like critical thinking and problem solving, as well as personal resilience and flexibility are seen as the necessary skills for the future of work. If you are training in these areas, promote your services with a strong marketing campaign and expect to be in demand! I’m already taking bookings for Leadership Essentials, Team Building and Communicating with Impact through to the summer. 2 – Nano Learning is the preferred way of upskilling People prefer to absorb information in bite-sized chunks. So, by condensing training into short hits of information, you make it more accessible and digestible.You might still run a longer course, yet provide follow-up resources in formats that enable learners to dive in, find the information they are looking for and apply it. So think infographics, video clips, podcasts and flowcharts. 3 – Virtual Reality & Augmented Reality bring learning to Life VR and AR provide experiences that aid understanding and bring learning to life. They provide an opportunity to get hands-on without risk. Learners can practice delivering a killer presentation, learn to install or operate equipment or even undertake surgical procedures without anyone else needing to be involved. I’ve not yet used them in my courses, but the time may come! 4 – Subscription-based Learning Flexibility is key for many learners. They want to work at their pace, skipping elements that are irrelevant and focusing on their priorities. The traditional training course, with fixed content, doesn’t satisfy this need, but subscription-based learning does. This training model provides those who sign up with access to a range of course materials. These can include recorded sessions and talks, activities, materials, resources and related content. The learner has the freedom to work through it at their own pace, tailoring it to their needs. The subscription is typically monthly and offered on a rolling contract. Some may dip in for a few months only, others continue to subscribe for years. I’ve offered my Training Club and Premier Training Club as a subscription-based learning model and have found it beneficial to me and the members. Is this a style that you might adopt in the coming year? 5 – Personalised Training The more relevant training is to an individual, the more they will benefit from it. For this reason, personalised training is effective. This is where the learner outlines their development goals and the trainer responds. I’ve used this approach in coaching and mentoring leaders. Each comes with skills and potential, yet also fears and challenges. I listen to what they want to achieve and tailor sessions to help them fulfil their agenda. Sign Yourself Up for a Training Course One way to discover and test out new training techniques is to sign ourselves up for a course. I’m fascinated by other trainers, the way they engage the audience and the tools they use. So, why not sign up for a training course and see if that sparks fresh ideas and approaches in your courses? Virtual Learning Statistics 10 Work Skills of Tomorrow

A group of managers attending a training session led by a woman
Training, News

Increase Engagement with Interactive Training

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Can you deliver your training in 20 minutes or less? If not, you need to develop a range of activities and resources to maintain engagement. In this article, we explore why interactive training helps delegates to absorb and apply the learning. How to Avoid Delegates Getting Distracted Back in 2009, studies by Dukette and Cornish revealed that adults have a sustained attention span of 20 minutes. After this time, if there is no change in activity, the mind will seek out an alternative stimulus. Drag on and you can expect your audience to get distracted, start fidgeting and be thinking about what to have for tea. As a trainer, this is valuable insight. It doesn’t mean that our training courses can’t exceed 20 minutes. It’s just that we can’t deliver too much information in one hit. We need to offer variety and interactivity. By providing the change of stimulus, we can keep learners engaged in our courses. Audience Participation Training Options Polls & Quizzes Whether online or in person, technology has made it easy to create multi-media training sessions. For a start, polls and quizzes are ways to involve your audience and get a feel for their opinions or current level of knowledge or understanding of the content. Group Discussions Group discussions or challenges enable the delegates to share ideas, develop solutions and gather peer input that can spark ideas. The group dynamics don’t always work, but sometimes group members will learn more from each other than from the trainer. Yes, that’s right; we aren’t the font of all knowledge! The experience or suggestion shared by a peer can be the thing that makes sense and enables someone to gain competence and confidence. Practical Activities Practical activities get everyone moving about. As long as the activity is relevant to the course objectives and reinforces a key message, they are an effective way to put learning into action. Plenty of learners have a preference for learning by doing. Therefore, allowing them to put the theory into action aids understanding. It’s not unusual for me to arrive at a training session (even virtually!) with a box of resources. Cards, dice, balls, real or virtual Post-It notes and more can be used to transform passive into active learning!Following a practical activity, ask delegates how they found the experience. Did it raise any issues or questions? Has it altered their thoughts about the subject or has it sparked ideas? Learning Styles The concept that we all have a preferred learning style was widely explored in the 1970 and 80s. The suggestion was that, as learners, we find it easier to take on information if it is presented in a specific way. In the Kolb Model, learners were Accommodating, Converging, Diverging or Assimilating. Honey & Mumford offered Activist, Pragmatist, Reflector and Theorist. Whilst Burke Barb presented us as Visual, Auditory or Kinaesthetic learners. More recently, studies by Susan Greenfield* and Massa & Mayer** have shown that, whilst we have natural preferences, the concept of fixed groups is misleading. They have proven that the best learning outcomes occur when we are exposed to a range of styles. So, we need to mix things up!What’s your learning style? We tend to favour our preference when creating training courses, so be mindful of that. Ensure that you are presenting a good mix of written, visual, active and verbal material. This might take you out of your comfort zone, but ultimately, it makes the training more enjoyable for you too. Blended Learning The future of training lies in blended learning. That is a mix of in-person training, virtual training, self-paced online courses and micro-learning (snippets of information to embed the training).We should also explore ways to engage multiple senses in the training. The result will be an increase in the likelihood of learning being absorbed, memorable and applied. Therefore, divide your training materials and message into a series of short chunks using a variety of techniques. What we can’t forget is that our courses are all about outcomes. They need to alter their thinking and behaviours. We want to equip the learner, so they become more competent and confident in their role. As trainers, we are employed to help learners gain awareness so they can overcome barriers and move towards individual and organisational goals. Engage your Audience So, to engage delegates and give them the best chance of absorbing and applying the learning, you need to: Finally, as you deliver and develop new ideas, you will build a bank of tools and resources to draw on. These can be invaluable for tailoring your training to the audience. If you need help building your resources, I regularly share resources on my website and in my online Training Club. * https://www.education.sa.gov.au/sites/default/files/style_without_substance.pdf ** https://people.cs.vt.edu/~shaffer/cs6604/Papers/Validity_2006.pdf Sign up to my newsletter to receive monthly training tips and related information.

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Training, Mentoring, News

How to Increase Workplace Productivity

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Attracting a talented team and getting the most from them is essential if your business is to remain competitive and profitable. This is especially poignant in the current market conditions, yet staff engagement is low, with many employees feeling demotivated and re-evaluating what they want from a job. In this article, we explore what employees want, the importance of competent leadership and how to increase workplace productivity. The Value of Happiness at Work We spend the majority of our day working, so the workplace culture has a significant impact on our quality of life. As humans, we seek out experiences that bring positive emotions, so if the workplace is positive, supportive and rewarding, we are engaged and motivated. We want to be there and willingly contribute our skills, knowledge and experience. In contrast, a toxic work culture is one that we can’t wait to escape from. A University of Warwick study by Oswald has quantified the relationship between happiness and productivity. When working in a positive environment, employees were consistently 12% more productive than those who were unhappy at work. That is a significant increase in output. Contented employees also correlate with lower absenteeism, staff turnover and counterproductive behaviours. Proud of their work and the company, the team naturally operate as brand ambassadors and this is reflected in customer experience. All of these factors combine to increase profitability. Whilst leaders often aim to increase output with more demanding targets or pay increases, it seems that what really motivates employees is a positive work culture; happiness at work. What Makes Employees Happy at Work? So, the next step is to discover what it takes to create a positive work culture, capable of attracting and retaining talent. To understand this, we need insight into the factors that push employees to quit. A study carried out by McKinsey explored the mismatch between what employers were offering and what employees were seeking. It showed a shift from the traditional values of status and salary at any cost, to more holistic needs. People still want a fair salary, however, they are taking a greater interest in the company’s ethos; values beyond profitability. They want respect, trust and recognition along with the option of flexible working. Poor, uncaring and uninspiring leadership was identified as a major issue, along with a lack of career development opportunities. Employees reported being bored in their role, with skills not being recognised, used or developed. With this insight, we can start to unpick what makes a positive work culture. It is about understanding your employees, spotting and developing their potential and seeking their opinions. It means providing the learning, resources and support that empowers them to discover and use their talents. It means recognising achievements and enabling them to gain job satisfaction. Talent Development Through Training & Coaching You may consider training and coaching as an unnecessary business cost, especially in the current economic conditions. However, the evidence suggests that cutting the training budget could be a bigger cost to the organisation. Employees are seeking ways to build skills, learn fresh ways to apply their talents and open up career development opportunities. Everyone has something more to contribute to the team and training can equip them to do so. Strong Leadership with Performance Coaching When you spot leadership potential in the team, you don’t want that to go to waste or go to a competitor, you want to develop it. Performance coaching builds confidence in managing projects and presentations, tasks and teams. Upskilling the next generation of leaders will not only boost happiness at work but also aids the long-term sustainability of your business. The McKinsey insight also highlighted the negative effect of a bad boss. Many managers are knowledgeable and experienced in their field, yet lack people management skills. They aren’t bad people; they just don’t know how to effectively communicate with the team or resolve issues. They are too busy working to notice others’ contributions, let alone praise them. Leadership coaching can turn things around, for the manager and the team.Through performance coaching, I can teach existing or future leaders how to build mutual respect and trust, how to communicate effectively and how to handle issues with confidence. Boosting Workplace Productivity The future success of your business is dependent on having a motivated, cooperative team of people, who share the brand values and are committed to the company. By recognising and nurturing their talent, you can reap multiple rewards, including employee retention and increased productivity. If you would like to receive monthly tips and training related information, I invite you to sign up for my newsletter.

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