Did you know that 83% of organizations aren't equipped with the right information to measure and evaluate the success of their training? If you’re planning to invest in the best management training out there, then you’re probably wondering how to effectively evaluate its impact. Here’s a quick breakdown on how you can do just that in the time it takes to read through this blog post!
More often than not, one of the most important aspects of effective leadership gets neglected. Quarter after quarter, and fiscal year after fiscal year, time and resources are budgeted in ways that, while certainly contribute to revenue growth, don’t cultivate value where it counts in the long run—with people. Simply put, management development, as a component of successful leadership continuity, needs your urgent attention. What's currently in its place? That new, expensive piece of equipment, the painful software migration, the costly expansion.
The millennial generation has been given a bad rap over the years. They’ve been labeled as lazy, entitled, spoiled, soft—in worst cases, all the above.
But when it comes to Millennials in the workforce, these brandings are inaccurate statements and overgeneralizations of younger, hardworking employees.
As college seniors graduate and are starting to look for their first “real job,” your business needs to be prepared.
We are conducting a reasearch about change in the 21st Century workplace. To that effect, we need your engagement and feedback. If you are a Millennial manager or worker, we would like to know what would you like your Baby Boomer employer to know. Your ideas can include:
The Millennial generation has a negative stereotype as lazy, entitled, and unwanted in the business world, but this is not true for many hard-working college graduates.
The media has created this stigma around the Millennials generation that has affected people's perception of their work ethics. Well, this generation is no longer the little kids who got participation trophies, but they are educated professionals that are ready to be taken seriously. They are the largest generation in history and are your company's future or the current workforce.
Each one of us sees the world from our own unique perspective. When we are part of a team, we bring that perspective to a team environment. Personality traits within a team can complement and build on each other, so leaders must recognize and learn to utilize personality differences in a complementary way.
The way you manage people shows through company image, talent retention, employee loyalty and the quality of work they provide. But there can be grand differences in each of these aspects when whoever in charge is either the embodiment of a leader or is simply being a boss. To reap the benefits of quality work and to create a positive workplace environment, follow these tips (and enjoyable GIFs) on how to be a leader, not a boss.
As a leader, your most important assets are your people, and gaining their respect is more powerful than any element of control that comes with your position. Building a connection with your employees is what helps separate a leader from a boss. The importance of empathy in leadership is so that in conversation, you are able to connect to your employees and understand them.