Category: Training Service Providers

Training Managers

The task of managing the work of a team of people and ensuring a particular output is reached every time is not easy. No wonder then that many managers are busy being bosses, doing what it takes to ensure there are good results to show. Unknown to them, many bosses may be perceived as being too bossy, and this affects the morale of the workforce. Providing leadership training to managers is important for them to appreciate this point and develop a working and communicating style that goes well with all employees.

“Bossy Bosses”

In a recent survey, when both employees and bosses were asked to rate their management style, a mere 15 percent of bosses admitted to having a commanding style whereas the percentage of employees who reported the same about their bosses was much greater at 23 percent. Not surprisingly, a majority of employees expressed their displeasure at being treated in this way. These findings should be an eye-opener for bosses who need to understand that employees perform better when treated with kindness and empathy.

Bad Effects

A bad boss causes the employee to suffer from emotional stress that often results in a loss of self-esteem and self-confidence, further aggravating the employee’s ability to perform the given task. In fact, a recent study that appeared in the Journal of Business and Psychology presented findings that linked the boss’ communication style with physical and mental ill-health in employees.

An employee who has an over-controlling boss may feel frustrated and over a period of time, even depressed about being controlled by the boss. Considering the fact that we do not lead our lives in separate compartments called “workplace” and “home,” it is but natural that this frustration spills over into our personal life. As a research team of Baylor University found , this soon begins to interfere with the way the employee interacts with his family and friends as well.

What Training can Achieve

With the right type of leadership training, managers can learn how to move from being just another “cranky boss” to a source of motivation for the entire team. Once they adopt an empathetic approach, they are bound to find an improvement in the hearing their words get. Employees who feel cared-for contribute with greater enthusiasm; this leads to boosting of morale which translates into increased productivity and profits for the organization.

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Role Of A Trainer

Think back to the days when you were a student and the classes you enjoyed the most. Chances are that it was the teacher handling the subject who made it so much fun to learn. When it comes to training at the workplace too, a trainer plays a very important role in the effectiveness of training. Leadership training programs can be rigorous in the sense that they require individuals to delve deep within and this process becomes truly productive when guided by a motivating and mindful trainer.

What Good Trainers Do

Most importantly, good trainers prepare well. They plan out training sessions taking the participants’ needs into account, and set clear goals on what is to be achieved. They use a combination of training techniques to keep participants engaged and interested in learning and continually participating in the training. They remain open to suggestions and are willing to tweak their sessions as required, based on ongoing feedback. They let the participants take center stage, free to do their learning at a comfortable pace, but remain ever available to provide guidance to those who ask for it. Effective trainers identify the unstated sensitive issues in the minds of those seeking leadership training and address these, often without any overt comments that may embarrass the participants.

What Good Trainers Don’t Do

Good trainers never try to force too much theoretical information down the participants’ throat. They do not indulge in long-drawn oratory that may dazzle the audience but leave nothing for them to contribute. They always respect their participants’ as well as their own time, and immediately address unprofessional behavior or stray discussions that cause focus to wander. Effective trainers never rely solely on their speaking skills; they realize the truth of what Confucius said: “I hear, I know. I see, I remember. I do, I understand.” Whatever the circumstances, good trainers never say or do anything that embarrasses any participant. They always remain watchful of the impact of a question on an individual and if they sense hesitation, they do not push the point in public. They never use humor that can hurt cultural sensibilities or try to evoke laughs by targeting a particular person or community.

Handled the right way, leadership training programs are an important tool to impart skills to employees ready to move to the higher levels. For such training to be truly effective, it is important to use trainers who not only convey the training concepts, but also help to build self-worth in the participants.

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Planning Training Sessions

Although the nature of training may vary depending on the requirements of a particular organization, one fact remains true in all situations: much of the outcome of a training session depends on how well it is planned. Whether it is a leadership training program or a soft skills training program, training managers need to keep.

A Few Points In Mind When Drawing Up A Plan

1. Get sufficient information

Find out the specific requirements of the persons you will be training. Find out the areas that need to be targeted, if the group has had previous training on these or associated areas and try to get feedback of what worked best during such training.

2. Set Clear Goals

Sort out the information you have to set priorities of what the trainees require the most at this point of time. For example, if you are asked to conduct a leadership training program but you understand that the participants need to improve their communication, it is this aspect you need to tackle first. Always make it a point to consider the time you have on hand when deciding priorities – a one-day training program means you can cover only the most critical areas whereas longer sessions allow scope for exploring other areas too.

3. Determine your Methods

Decide which methods of training to use depending on the goals you wish to achieve. Role plays are effective to drive home concepts of empathy whereas brainstorming is useful to evoke creative thinking. Remember that participants will have different styles of learning and try to incorporate an intelligent mix of icebreakers, activities, games and lectures that hold appeal for everyone.

4. Create Materials

Collect the items you require for the activities and games. Prepare hand-outs that stress the important points you seek to highlight in the training. Keep the content of these hand-outs short, informative and interesting, and design them in a way that a quick glance conveys the gist of the training. Make arrangements for the equipment you need for training such as flip charts and overhead projectors.

5. Plan Each Session

Determine the number of sessions you need to conduct and the topics you will cover in each. Allot time for several aspects of a session such as an activity, a role play, and a lecture, collecting feedback and wrapping up. Try to schedule lectures for morning sessions when the mind is fresh and activities for afternoon sessions when concentration levels generally drop. Figure in some time for breaks, too.

Whether the program seeks to impart leadership training or any other skill, always remember that the focus should be on delivering what is important for the participants rather than showcasing your skill as a trainer.

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Positivity At The Workplace

If there is one thing that is as contagious as it is bad for the working environment, it is negativity. When a few employees are actively disengaged, their attitude of opposing ideas and being vocal about their complaints can be harmful to everyone in the workplace. Therefore, it is vital you take measures to build your organization’s positivity quotient.

5 Tips to Build Your Organization’s Positivity Quotient

1. Obtain Feedback

Give your employees an opportunity to provide feedback about the organization’s procedures, systems and policies. Whether it is dress codes, policies regarding pay and working hours or the working conditions, get opinions from staff so that you know when something is a cause for complaint. When employees know they have the option of telling you about their feelings, they are less likely to discuss these issues behind your back, spreading a feeling of negativity in the workplace.

2. Give Employees a Say

Wherever possible, give your employees a chance to make decisions regarding their jobs. Especially when it comes to setting work goals, involving employees can work wonders with their commitment to the task. When people decide their targets on their own, they are less likely to complain about a manager making things tough for them.

3. Be Fair

Develop policies that are fair and apt for your working situation, treating the employees as mature adults rather than people just waiting for a loophole to take advantage of. Then, apply the policies stringently and equally to everyone. There can be nothing as demoralizing for employees than to see the rules being bent for a few “special” employees. This kind of favoritism can make the other staff feel they are not valued, and even actively engaged employees may become disengaged.

4. Provide Opportunities

Arrange for staff to receive training in areas with which they are not familiar. Provide opportunities to learn something new and adopt this learning in practice. Besides technical aspects, train your staff on soft skills that can help them improve their individual and collective work efficiency. Wherever possible, cross-train people so that everyone knows how to handle another job besides his or her own; this can prove to be valuable during emergencies.

5. Reward Performance

People always live up to the expectations you hold for them. Let your people know what you expect of them and when they do it, reward them appropriately. Whether it is handing over an award during a public company event or handing out perks such as a paid day off, make sure you show your appreciation in a way that is meaningful to the recipient.

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It’s Not Just The Money

In a bid to hire the most talented of employees and then retain them, organizations often dangle the carrot of a bigger and better pay packet than their competitors. The underlying thought here is that people are attracted to jobs that pay well; however, there are several other factors that make a bigger difference to employees who are on a job hunt.

The SHRM 2011 Employee Job Satisfaction and Engagement Survey Report presents exactly this point. According to this survey, employees look primarily for job security, followed by an opportunity to make use of their abilities. The third contributor to employee satisfaction is the relationship the employee shares with the immediate supervisor. Nowhere does pay packet figure in this list. Therefore, if you are looking to attract and retain talent, it is obvious that you have to pay attention to these factors.

It is obvious that you have to pay attention to these factors.

Job Security
Given the volatile nature of markets today, employees look to work with organizations that have a firm footing in the industry and whose name is associated with value and trust. Offered a job with such an organization, employees may be willing to accept a slightly lower pay because they feel secure and confident of working there for a longer duration.
Opportunities to Use Skills
As a manager, it may be difficult to delegate responsibilities because there is no way you can be sure the employee will handle it to perfection. However, most employees see responsibilities as a sign that you trust them. The boosts this gives to their self-esteem will make them want to work harder if necessary to prove that they are worthy of your trust. Giving employees an opportunity to put their abilities to use when combined with giving them a certain degree of autonomy in choosing the way they do a job is one of the key ways to keep employees engaged.
Relationship with Immediate Supervisor
Gone are the days when the supervisor laid down the rules and the employees complied silently. Employees today want a more democratic set-up in which their opinion is valued and respected. Ensuring a harmonious relationship between employees and their supervisor may mean you need to invest in a few training programs on communication skills for managers who need to learn about interpersonal relationships and building rapport.

Even in today’s times of recession, companies will not hesitate to hire someone who has the necessary skills to do a good job. What this means is that there is always that proverbial green grass on the other side of the fence to lure your employees. What’s more, as the SHRM survey shows, they may be willing to make the switch for factors other than money. Therefore, if you wish to retain key staffs who add value to your organization, it is time you began focusing on creating a workplace environment that is attractive to your employees.

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What Is Appreciative Inquiry

When any organization finds itself in a difficult situation, the general tendency is to focus on the problems and try to find ways of dealing with them. While this may often be a necessity, it is not the only way of dealing with difficulties and in the 1980s, David Cooperrider of the Case Western Reserve University along with Suresh Srivastva proposed a new way out:

Appreciative Inquiry or AI

Steps in Appreciative Inquiry
AI involves several different steps, also known as the four Ds: discovery, dream, design and deliver.
1. Discovery has to do with a study of previous as well as current positive experiences by getting the concerned staff to share their thoughts and experiences about what they think is valuable and find to be working well. Make a note of things people say, and analyze this to get a clear picture of the factors that were responsible for success in the past.
2. Dream is the phase where you construct a mental picture of how the positive points you discovered can be converted into your strengths. This may require brainstorming among the key members of the team to come up with creative ideas.
3. Design is the stage of actually creating a practical plan of action to implement your dream. This phase involves deciding and finalizing systems, devising processes and clarifying the methodology you will use to implement your dream.
4. Deliver refers to the actual execution that follows when the plan is adopted as designed. During this stage, it is important you do not get carried away in the nitty-gritty of implementation and lose focus on the dream.
For example, if you want to approach the issue of “lack of motivation among employees,” the AI method of tackling it would be to
  • Ask employees to share stories of when they felt most motivated
  • Identify the factors that they see as encouraging; say receiving timely appreciation from their supervisors
  • Think of ways to convey appreciation to employees; say a personal thank you email from the department head, or an award handed over during a formal event.
  • Devise the process to send out the email or plan a system for issuing the award, and allot the responsibility to a particular staff.
  • Actually send out the email and hand over the award without fail, whatever the exigencies of the situation at that time.

The biggest advantage of using Appreciate Inquiry is that it forces us to focus on the positives of a situation and this change in our thought patterns automatically translates into greater positivity in action.

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Four Training Programs Every Professional Must Attend

1. Leadership Coaching Strategies

With the increasing globalization, and the world becoming smaller, the demand for business coaches has become more than it ever was. Organizations are looking for leaders who can guide their colleagues in the workplace, increase their productivity, and help them make career decisions.  These programs focus on giving knowledge about latest techniques of coaching, so that you can mentor and help the team and  your colleagues to grow.

Several activities and experiential exercises help in development of certain personality traits of the leaders. It gives a different view to the traditional problem. Attending such programs will help finding new ways to make your team strong and increase your value in the organization. Increasing self- awareness is an important aspect of such programs. Only after self-awareness, you can help others discover their essential competencies.

These programs are designed especially for managers who want to have a unique style, as well as HR professionals of various organizations to coach the leaders in their organization.

2. Building effective Teams

 ‘Talent wins games, but teamwork and intelligence win championships’ ~ Michael Jordon

Great teams are the building blocks of an organization. But, it is not an easy task. For a team to be effective they must know how to contribute in a supportive manner. It is also seen at times even the best of teams, with the best candidates, face problems in accomplishing the goal of the organization. This is where the need for programs like this can be of great help to the individuals as well as teams.

These seminars help learning the strategies and techniques for creating successful team dynamics. They help in developing skills which enhance communication and trust among the members of the team. They help the teams understand the common goal so that they can plan effectively, communicate with each other effectively, execute the plan and deliver the best outcome.

Programs like this are best for learning about the leadership strategies, effective communication, handling multicultural and virtual teams and in discovering decision-making techniques.

3. Negotiation skills

Effective negotiators should have the skills that are helpful in determining the interests of each party involved in the negotiation process. Negotiators need to have a very important skill of actively listening and keeping their emotions under control. To be an effective negotiator, it is very important to work together in a team.  They should have great decision-making ability.

Programs on negotiation skills help people in building confidence in the decision they make for our organization. They help understanding how to create value and ‘enlarge the pie’, so that it is a win-win situation for everyone. Negotiators also need to know when to accept a proposal and when to walk off the table, without damaging the relations.

Programs on negotiation skills help them understanding how to deal with cultural barriers and personal biases.

4. Persuasion

Persuasion is not the same thing as manipulation. The aim of persuasion is never ill intent or self-serving motives but it can be a tool of manipulation. Persuasion is the ethical side of manipulation. From convincing the clients for signing the contracts to winning over new businesses, persuasive skills are the most important and helpful.

Programs on persuasion skills can help one master how to influence and motivate others to do what we want them to. The best tool to be an effective persuader is to be truthful. It is very important to be believable, credible and truthful to successfully persuade someone into our deal.

Attending such programs will help us assessing the needs of the clients, making a professional presence and in the end, closing the deal.

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Soft Skills Training Programs In Bangalore That Can Come To Your Rescue

Whether it is personal or business settings, essential communication skills are considered a valued asset. The best part of having impeccable communication while on the job is that anyone can benefit from it. Whether it is speeches or interviews or meeting with stakeholders, having soft skills can prove beneficial in every sphere of your corporate life. Soft skills training companies in Bangalore can come to your rescue as they can hone your finer skills and help you scale up in your personal and professional life quickly and easily.

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This Is How Corporate Training Providers In Bangalore Can Assist You!

Among many things, corporate training providers in Bangalore can teach you, the most important is business acumen.

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