Andrew Carnegie, the famous Scottish-American industrialist, spoke volumes about the true heartbeat of organizations—people are the linchpins that make the difference in whether organizations flourish or fade. However, while organizations consistently purchase new equipment and technologies to offer superior products and services, investing in employee development is sometimes an afterthought.
Reading remains the most available, affordable and practical way to develop ourselves and our interactions with others. Here are two books that have a great deal to teach us about learning, mindfulness, professional development, leadership, and coaching in organizations.
If you’ve ever designed a training program you’ll understand the pressure to have it go from A to B to C in a logical linear way. This works well for subjects that are logical and linear. Is management like that? Not very often.
As much as human resources professionals appreciate and value the recruitment and selection process within an organization, we all know what an onerous task it can be when it is the sole responsibility of the HR person or team.
To recruit and retain good employees, companies need to take an objective look at company culture to see how employees of all ages are included, treated and also portrayed in advertising and internal and external communications.
As opposed to technical training that would be specific to a particular role, EQ covers every relationship that employees have, both professionally and personally; that makes it crucial to turn the takeaways of this training into real life practice and immediate benefits in employee and client relationships, productivity and efficiency. Here are five tips to help turn interpersonal skills education into solid learning.