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Coaching Employees to Improve Performance

Unboxed

It’s common to find great coaches on the playing field – but what about in the workplace? Coaching employees to improve performance starts with effective leadership. Good managers are skilled in coaching employees. Employees respond best to motivation, positivity, and support – not micromanagement or intimidation. Did you know that coaching employees can actually boost productivity and create more positive morale? Coach better with Hub360.

Don’t Assume Sales Managers Know How to Coach

Allego

Behind every good salesperson is an effective sales manager who mentors, coaches and supports – that’s the goal, anyway. But most people aren’t born sales managers; often, they move up the ranks from top performing sales rep to a leadership role, so they typically need guidance and training. The Challenge of Providing Good Coaching. Other challenges they face include time constraints, lack of organizational support, and difficulty reaching reps in the field.

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Why Sales Managers Struggle with Coaching

Knowledge Guru

Have you ever heard the phrase, “Those who can, do; those who can’t do, teach”? Lots of companies take their top performing sales reps and turn them into sales managers at some point in their careers. These new sales managers have to then transition their role from the doer (selling products) to the teacher and coach (managing sales reps). It’s not all about the skills gap, though. Don’t have time to coach. Reward managers for coaching.

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Mentoring or Coaching: What’s Best for Your Company?

CLO Magazine

Mentoring and coaching strategies translate to better employee engagement and retention. But it pays to know the key differences between coaching and mentoring to implement an effective program. Today we’re faced with a serious talent gap and, with the improving economy, greater difficulty in recruiting highly skilled employees to fill those positions. There is a difference between coaching and mentoring.

Grow multicultural leaders with coaching, not just business English

CLO Magazine

If employees — particularly those from different cultural backgrounds — feel they are not adequately invested in or supported in their skills development, it may be because they aren’t. In a recent survey conducted by Wiley Education Services and Future Workplace,“Closing the Skills Gap 2019,” fewer than half of the 600 surveyed HR leaders reported spending $500 or more to upskill individual employees. The following scenario is based on an actual coaching engagement.

How do you build eLearning?

B Online Learning

When it comes to building eLearning, how do you do it? Do you just open up Articulate Storyline , have a look at the content that your SME has provided and then just start building it? Do you import a bunch of PowerPoint slides, add a player skin with the obligatory Next and Previous buttons, attach some word documents as resources, and then hit publish? Do they need to be assessed to prove their understanding has changed? So how do we do that well?

Do You Know How to Create an Actionable Learning Strategy?

CLO Magazine

For another, when they do review and/or develop learning strategies, those strategies don’t always mesh well with business priorities. Further, CLOs need to know how learning drives business-centric concerns like revenue and market penetration. A focus on learning objectives versus business objectives: Learning leaders should use training needs assessments to identify skill gaps and pain points. Leaders also can be valuable mentors and coaches.

Learning Vs. Performance -- The Dichotomy

ID Reflections

The focus has moved from “learning” to “performance”. Training wasn’t necessarily leading to the desired performance outcome anymore. It’s rapidly becoming evident that training will increasingly have a tiny role to play in workplace learning and performance. I will instead focus on few other aspects that we (L&D) miss out or don’t focus on enough when thinking of workplace performance in the Knowledge Era. That is, it has a direct impact on performance.

Re-thinking Learning and Performance from a Business Standpoint

ID Reflections

Yesterday, I wrote a post on Learning vs. Performance – the Dichotomy. It was more of a theoretical exposition on why learning doesn’t necessarily translate into performance, and delved into some of the psychological and behavioral aspects of the same. Why is it that learning and training don’t translate into performance? Why are employees still not performing as expected? What should L&D do about it? Performance looks for the gaps in business.

How to Overcome Government Performance Management Challenges

Avilar

On paper, it looks like the federal government has the right formula for performance management – an ongoing cycle of planning, monitoring, developing, rating and rewarding employee performance. Yet the country’s largest employer is beset with an older workforce that’s looking to retire and leave a wake of skills gaps behind. However, improving employee performance is a big initiative. The first phase of OPM’s performance management cycle is Planning.

Cammy Beans Learning Visions: Brent Schlenker: Marketers and Game Developers Know More About Learning Than We Do!

Learning Visions

Tuesday, September 22, 2009 Brent Schlenker: Marketers and Game Developers Know More About Learning Than We Do! Live session with Brent Schlenker: Marketers and Game Developers Know More About Learning Than We Do! How do we use new and emerging technologies in the learning space? Point of today’s conversation: talking training, design and development if a marketing person were doing it. What are they doing that’s different?

Beyond the hype: What you really need to know about digital learning this year

Learning Pool

Talking about the ‘war for talent’ might sound like a well-worn cliché but the reality today is that there are new roles emerging all the time and skills gaps opening up like never before. Digital learning has its limits, but by creating programmes that include coaching and mentoring, on-the-job training, space for reflection, measurement and assessment, you can build out a much richer and more rounded experience for your learners.

Sahana Chattopadhyay – Crystal Balling with Learnnovators

Learnnovators

ABOUT SAHANA CHATTOPADHYAY (Social Learning & Collaboration Strategist, Performance Consultant Exploring Emergent Learning, Blogger). Sahana Chattopadhyay is a performance consultant and an L&D professional with 15 years of experience in the field of academia and organizational learning. How successful do you think you have been in transforming your clients’ workplaces (including your present organization) to learning organizations? Art is knowing which ones to keep.”

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Corporate Training Trends 2020

Unboxed

Based on what we’re seeing with our clients, and in the L&D industry overall, we have compiled the top four future trends in training and development that you need to know for the upcoming year. According to SHRM’s Skills Gap 2019 research, 75% of HR professionals say there is a shortage of skills in candidates for job openings. One of the “most effective remedies” mentioned in the report for this growing skills gap is to improve employee retention rates.

The Hidden Benefits of Keeping an Updated Skills Inventory

Avilar

Do you know what skills your people have today? Here’s how (and why) to do it. To discover what skills your employees have – and don’t have – review skill inventory and skill gap reports for individuals and teams. Your reports will tell you where your employees’ skills are the strongest, where they’re weak, and where you have gaps. Identify the skills gaps that can be filled by new employees. Avoid being caught off guard by a future skills gap.

How Do You Get Leaders to Change?

CLO Magazine

Collective coaching and development wisdom about how to help a person change goes something like this: 1. Once the goal for the change is clear, the person must receive some sort of learning support or instruction on how to do the new behavior. Most leaders will agree that they often do not get the kind of attention they need to initiate substantial change. “When a gap has been identified, we expect them to be able to make the shifts on their own.

THE 70:20:10 MODEL – TODAY, TOMORROW & BEYOND

Learnnovators

ABOUT CHARLES JENNINGS (Managing Director, Duntroon Associates): Charles Jennings is a leading thinker, practitioner and consultant in the areas of performance improvement, change management, and learning. From 2002 until the end of 2008, Charles was the Chief Learning Officer for Reuters and Thomson Reuters where he had responsibility for developing the global learning and performance strategy and leading the learning organisation for the firm’s 55,000 workforce.

Role of a Learning Consultant: Insightful discussion imported from LinkedIn

ID Reflections

Sahana Chattopadhyay Senior Consultant at Zensar Technologies What does a Learning Consultant do? I am interested in finding out if there are any defined set of tasks that a learning consultant would do to enable organizational learning. But there would still be some baseline tasks that a consultant would do in this respect. Sushant Singh Even i am interested to know about the same, can anybody help please. 2) Understand the parameters of performance analysis.(KPI's

How This Citizen Of The World Applies His Experiences Towards Mentorship

Everwise

Wade has also dedicated his career to supporting advancing leaders and C-level executives. As a mentor for Everwise, Wade uses his experience as a citizen of the world to push his proteges to challenge their perspectives and the status quo. Read on to see just how Wade approaches his career, mentoring, and his own development. You’ve spent a lot of time coaching and mentoring others both outside and within organizations where you work. Can you truly do that?

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Want to empower your workforce? Meet Skillsbot

Saffron Interactive

We’ve been looking at how advances in technology, our award-winning instructional design and our own technology innovation can increase workplace competency and performance through this medium. How can we do this without adding stresses to your workforce, or costing the earth and how can it be measurable. But then we thought we could do better than that. It reminds you about opportunities coming up, asks you how those interactions went and what you could do better next time.

Learning in the Workplace: Put Your Managers at the Helm

Absorb LMS

Enabling leaders to support employee learning has become necessary for organizations to address the growing skills gap. Given the influence and trust managers have with team members, it’s important to ensure they’re comfortable and confident supporting employees in their development. Offer suggestions to direct reports in a supportive manner. Skilled managers use one-on-one conversations as learning opportunities to mentor and coach team members.

What is Employee Development, and Why is it Important?

Docebo

It’s hard to find good talent so, once you do, offering development opportunities helps to keep them engaged so they stick around – and creating the right kind of employee development plan is just as important as having one at all. Let’s break down all you need to know about how best to develop your people and why it’s so important for your business. Offering mentoring programs could be the key to unlocking the success of many learners.

How to Develop Leadership Competencies that Work

Avilar

We all know that future business leaders don’t emerge by chance. Do you know how to develop leadership competencies that work? . Business judgment : Make business decisions that drive positive bottom-line performance. Mentoring.

Time for a New Look at Learning: Or What I Learned from Reading “Informal Learning at Work”

Pract.us

You can support those efforts for more learning bang for your buck. His book, Informal Learning at Work: How to Boost Performance in Tough Times , sums up his experience and advice in this area. In Matthews’ words, “Much of the learning we do on a daily basis is not something we think of or label as learning. Combine traditional classes with mentoring, coaching, and follow-up activities. Informal coaching. Peer coaching. Formal coaching.

4 Steps to Improve Engagement and Talent Retention Through Career Development

Coreaxis

Now that your employee knows where they want to go, and what is needed to close the gap, it’s important to provide them with the tools to do so. These tools could come in the form of formal training, coaching, mentoring, seminars, shadowing or even degree reimbursement programs. Goal performance should then be tracked along this map so that their progress is noted. Very few U.S. employees report being highly engaged and satisfied at their jobs.

4 Ways to Supercharge Your Sales Managers

Knowledge Guru

In addition, managers must put people over process and make time for things like coaching, mentoring, training and creating a positive team culture. A great sales manager can be the difference between a high performing rep staying or going. They can also be the difference between an average performer moving forward, backward or walking out the door entirely. Make it easy to spot knowledge gaps. Provide tools that enable coaching at scale.

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What is Design Thinking and Why Should You Care?

Pract.us

Going through what customers do to experience what they do. Developing a baseline of performance for further improvement over time. If you’re trying to improve employee performance in a specific area, don’t assume the answer is training. If possible, do your employee’s job for a few days to really understand where the performance gaps are coming from. It continually evolves based on user feedback and performance.

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How to Build a Simple Digital Learning Strategy that Works

Litmos

Or do you? The truth is that executing in such an overly simple way will not be the most impactful thing to do. To start, you have to first ask your organisation the right questions, then build your solutions around the answers if you are to be more impactful to your organisation’s performance. Knowing your organisation’s context and priorities should help drive the right approach to become an agent of value, as well as a cost efficiency driver.

What Employees Worry About Between Training Classes.

Pract.us

Employees need support and guidance after class to help apply new skills. That is time in which they have structure and guidance supporting their efforts to learn new skills. hours of the year, they’re doing their jobs and presumably applying what they learned in class. Most have no more guidance and support for this kind of learning than an annual performance assessment of broad competencies like “manages time effectively.”. Where do I start?

State of the E-Learning Industry 2019

eLearning 24-7

As any training exec will tell you, they do not want to work for L&D, nor be a part of L&D (and vice versa, I should add). Yes, listen, but don’t assume that if they do not ask, they do not want; nor rely on a survey or a focus group of folks. Reminds me of the folks who never knew that Madden was a great football coach, and not just the name of a video game. Support in authoring tool space is actually worse than ever. Coaching/Mentoring.

On-the-job Training: Expectations vs Reality

TalentLMS

Some training managers even struggle to get support from the suits on the top floor. So, we’re here to bust the top 4 myths about on-the-job training programs, and close the gap between expectations and reality. Keen to know a fun fact from LinkedIn’s 2018 Workforce Learning Report ? And we all know that retaining employees spares companies the high costs of replacing them. What to do, what to do?

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Role of L&D in the 21C Workplace

ID Reflections

The impact of technology, globalization, ubiquitous connectivity, remote work and distributed work teams, and economy of individuals to name a few drivers have changed the face of workplace learning and performance dramatically. The more of the same task they performed, the more efficient they became. Repeatable tasks are performed more rapidly, with greater accuracy and more cost effectively by machines. This is the world of work that L&D must support today.

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LearnTrends: Reinventing Organizational Learning

Experiencing eLearning

If you don’t know the solution & need to network/collaborate to find it, that’s learning. How networks evolve: hierarchies are crumbling, rate of change much faster–we don’t know what’s coming next. What is the Chief Meta-learning officer to do when we don’t know what’s coming? With high performers, if you improve performance 1%, big impact. Most CLOs don’t think CoPs do their jobs at all.

Trends in Learning - No LMS Left Behind [LSG Webinar Notes]

Learning Visions

Learning where you work: Embedding learning launch points – in company portals, crm apps (salesforce, support portals (zendesk) Access learning at the point of need – through apis/web services Capture learning activities of theuser – wherever they may occur (bookmarklets, learning record stores) Tie learning access to skill assessment – workflows “The rule for Learning Management Systems is we shouldn’t call them Learning Management Systems.” Do it at the point of need.

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Technology Helps Put the Power of Learning in the Employees' Hands

ATD Learning Technologies

Hilti had a vision to increase performance by changing the way its employees learn. We defined our aspirations as: Create an engaging learning experience that strengthens performance and attracts top talent. The #XM2020 program was touted as the learning journey to ensure a rapid time to performance for new marketers at Hilti. What and who do marketers need to know to perform? What key skills do they need to differentiate?

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What would happen if there were no L&D department?

Jane Hart

There were quite a few who thought that organisations couldn’t do without a Training/L&D department. But a number of people pointed out that most small companies don’t have a training/L&D department – so how do they survive? “A small org I know have no L& D but all employees have a dev plan & 90min Mindgym sess’s organised ‘as required’ ” Gina Chapman. People would find a way to do things.

Determining The ROI Of eLearning – Using Kirkpatrick’s Model Of Training Evaluation

EI Design

How Do You Begin The Exercise To Measure The Effectiveness Of Online Training? This is the baseline and will be eventually used to measure the desired gain for the learners (acquisition of new skill or fixing a gap) and if this gain resulted in the required impact the business had sought. As we know, only an effective learning strategy can create a sticky learning experience. If you have any queries or need any specific support, do contact me at apandey@eidesign.net.