Attending a local chapter American Society for Training and Development (ASTD) seminar on conflict resolution and mediation this past week, I was reminded about how much I enjoy doing training. I was also reminded of another rule of training, seminars, and presentations that I have followed without fail throughout my career. If a seminar is less than 90 minutes to 2 hours, the effective facilitator owes it to her audience to provide the content, a real opportunity for attendees to share the facilitator's broad knowledge about the topic. This facilitator had it wrong. She spent the majority of her hour and a quarter with the attendees doing a conflict resolution role play. She then debriefed the role play. I have no problem with role plays in a different venue, but I didn't pay my admission fee to do a role play with a colleague with whom I work so closely every day that we could have recited each other's next lines.
In the facilitator's second error, except for a couple of attendees, her audience was made up of seasoned facilitators who had presented hundreds, perhaps thousands, of seminars and training sessions themselves. Such a waste of talent and knowledge that could have been drawn out for sharing in the group! But, fundamentally, if you do presentations and facilitation and you have just an hour or so, you owe your audience an hour of information. The attendees didn't pay and take the time and the travel time to attend the seminar to hear themselves speak.
Turnover is a useful measurement, a finger on the pulse of employee satisfaction within your organization. Turnover is also a testimony to how effectively the recruitment process you employ is functioning. Turnover rates give you insight into how well your managers are interacting with employees. Turnover is a window into your organizational culture, the environment you provide for employees in your workplace. Find out more.
Have you ever made up your mind about a candidate based on the body language he exhibited in your lobby? How about that clammy, wet, limp handshake? Or, how do you react to the candidate with dirt under her fingernails when she folds her hands on your desk. I've learned to pay attention to nonverbal communication. It communicates loudly and wisely.
Want to make people happy? Make people sad? Care to create an uproar in your organization that rivals in ferocity any change you've ever introduced? Want to stir up all of the dormant fearballs hidden just below the surface? I know; you think I'm talking about laying off half your staff. Right? Wrong. I am talking about organizations that do a poor job of implementing 360 degree feedback - and even ones that do it right.
One of the most serious errors an employer can make is failing to give adequate consideration to the cultural fit of a potential employee within your organization. In fact, when I think back over the employees that client organizations have fired over the years, cultural fit - or lack thereof - was almost always a factor in the employee and the organization parting ways. Heed these other red flags and hiring mstakes.
Harvey Mackay, well-known, irreverent, speaker and author of Dig Your Well Before You're Thirsty (Compare Prices), tells you that networking is a full time job no matter your career or business. And, you want to have a professional network established long before you need a network. Networking is meeting an extended group of people to form mutually beneficial relationships that provide assistance and support over time.
When I sought to change jobs before I started my consulting practice, I quickly discovered that my entire network of contacts was other people who were also working in education. This was not a helpful state of affairs when the positions I wanted were in a different field. I had to take the time to extend my network of contacts before my job searching was successful. The funny end of the story is that after building an extensive network of contacts, an educator did provide the contact that eventually led to my new job in training and organization development. I have retained much of the network I developed at that time, however.
Continue on the Ten Days to a Happier, More Successful Career and Life journey.
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