Still using a job description written by someone else many years ago to recruit people today? Consider skills-based hiring to broaden and build a deeper talent pool, Skills-based hiring is more than technical skills needed for a specific role, a person needs operational, relational and behavioral competencies to be effective in the workflow process. When I work with clients about using skills-based models, I utilize the 4 P’s framework to focus on operational performance and productivity.

In this video, I outline the 4 P’s: Product, Process, Performance and People. Product skills are the role specific technical skills needed to achieve the tasks within a role. Process skills are operational workflow skills used to execute a process efficiently and effectively. Performance includes the network skills needed to build and maintain relationships with internal and external stakeholders, such as colleagues, managers, and clients. People skills are the LifeSkills or behavioral capabilities used to collaborate, communicate, adapt and innovate in a diverse and dynamic environment.

Utilize the 4 P’s framework to build out career pathways and use learning strategically to develop teammates and help the organization achieve its goals and objectives. Interested in learning more about the 4P’s? Use the contact button above or visit our web site and let’s talk!

What would you do? New machine that requires 8 people/shift to operate and you have 24 hours to prepare training as they install the machine and only one operating manual.

Sometimes the best solution is to admit the truth, we had no materials, no slides, no lecture. Just one manual and a lot of curiosity. We learned by doing along with the participants because sometimes, the best learning happens when you don’t know all the answers but share a desire to figure it out, be curious, and collaborate. Learning by doing fosters creativity and innovation. It also leverages peer-to-peer feedback and guidance. It requires relevant and authentic tasks that align with the goals and measures of success. And it builds trust and confidence among the learners and the facilitators.

In this video I share the story and lessons learned that the next time you face a challenge that requires learning something new, don’t be afraid to learn by doing. You might be surprised by what you can achieve together. Faced with some unique learning challenges? Send me an email or let’s Zoom and let’s talk about how you can use learning as your strategic business tool. I hope you found this blog post helpful. If you have any questions or comments, please feel free to leave them below, use the contact button above or visit our web site to schedule time to talk. And if you have any stories that support learning by doing, I’d love to hear them too!

From not commuting to a walk outside at lunch, many of us have embraced new levels of flexibility in our schedules and lives. Working remotely and as a hybrid worker has brought new challenges for leaders especially about building trust and autonomy and making sure everyone’s aligned towards the same goals and delivering quality work without micromanaging or losing touch?

Check out this video where I share tips around building trust, fostering collaborative teams, and developing a culture of curiosity (you know teammates are learning when they’re finding out the answers to problems, right?). We still need schedules, due dates, and measurement criteria but if you want better results and more engaged workers then focus on the work process more than the place and time it’s being done. Let’s talk more about how you can use them for your benefit, let’s have a zoom-coffee so we can keep smiling, and learning, together! And if you have any stories that support the notion that we value autonomy, being able to “control what you do, where you do it, when you do it and who you do it with”, I’d love to hear them too! I’ll bring some coffee…or use the contact button above or visit our web site!

Did you know that until 1955, if you wanted a cup of coffee you had to drink it on your own time? Times have changed but then, as we see now, the focus is on someone’s performance. In this video I look how times have changed from the breakroom to the kitchen as we live and work in a remote and/or hybrid workspace and reflect on the lessons of the coffee break. Taking a break doesn’t mean performance, or work, suffers. As a federal court ruled, coffee “promotes more efficiency and results in greater output” for the business, the employer should pay workers for boosting their on-the-job performance.”

Coffee breaks were linked to enhancing people’s capabilities. We need to focus on the output produced more than the office being sat in. As a leader, you define the desired deliverable up front, describe what success looks like, how it will be measured, and when it needs to be completed. Then communicate early, often, and maybe over a cup of coffee regardless of location.

Maybe flexibility, like coffee breaks, promotes efficiency and results in greater output for the business too. Let’s talk more about supporting your people using learning as your strategic business tool. Send me an email or let’s Zoom and keep the conversation going!  I’ll bring some coffee…or use the contact button above or visit our web site!

There is a common theme between the “Quiet Quitting” and onboarding. Microsoft’s CEO shared that they learned that “one factor matters above all. It’s not technology or systems or culture. It’s a very-hands on manager. Care matters more than computers.” With remote and hybrid workers becoming our new normal, the lessons we continue to learn is we can use all the high tech to connect with people, but to create deep, personal connections with the same people we now must use a lot of high touch.

I’ve shared different ways to pre-board new teammates but the primary guidance I recommend engaging new and current workers is to invest the time to talk 1:1 and help create and expand the network the person will use up and downstream of their role. In this short video I highlight how leadership is back to basics, show teammates that they’re welcome, respected, and appreciated for the work they do. Schedule time to talk about career interests and professional development. Connect with care, communicate with compassion, and interact consistently to ensure a positive and productive team.

People want to bring their whole selves to their efforts, so leaders step up and help them do their best. Use learning as your strategic business tool to develop and retain your talent. Let’s talk more about how to bring the high touch into your leadership and team, we can Zoom or even use the phone to talk because together, we are stronger, and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together!  I’ll bring some coffee….or use the contact button above or visit our web site!