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Attract (& Keep!) Your Dream Team, Part 4: Credentials to Careers

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Degrees have value however what has a deep impact on whether a person will be successful in a role is the ability to demonstrate they are capable of performing and using the skills and behaviors to a defined level of proficiency.  In this last of 4 videos, I highlight the value badges and other microcredentials can bring to an employer by focusing on the discrete tasks used in a role into a modular framework and award badges that represent successful demonstration of the specific skills & competencies. The beauty of badges is that they can stand alone or link with other badges and credentials into a “stacked” model that meets more complex role requirements leading to role growth providing qualified people to fill your internal talent pipeline.

Using the tools and techniques I’ve outlined in this 4-part series can upskill and fill your internal talent pipeline and more importantly, it will engage your employees by highlighting future career options available in the organization impacting retention. If you would like to talk more about how this model can be used in your organization let’s Zoom or send me an email and keep the conversation going!  I’d enjoy talking with you about how we can partner to strategically develop your team. Use the contact button above or visit our web site!

Attract (& Keep!) Your Dream Team, Part 3: Credentials, College, & Career

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We use credentials as a rubric for hiring new people and evaluating internal candidates. In this 3rd of 4 videos, I highlight the advantages of using a broader view of the term credential to include traditional degrees and include other learning solutions, such as badges and nanodegrees, that indicate a person can demonstrate the skills and behaviors that qualify them for a role.  First, we looked at the big picture, the 5 interconnected steps that impact your team, and then the second video identified the 5C’s used to create an environment of success and techniques to impact the retention process and now I’ll share how the organization can provide a foundation of credentialing for their employees that leads to an engaged and skilled workforce.

Next time we’ll examine how using badges and microcredentials creates a value to employer and employee along with the impact a learning ladder can provide to upskill and fill your internal talent pipeline. In the meantime, I’d enjoy talking with you about how we can partner to strategically develop your team so let’s Zoom or send me an email and keep the conversation going! Use the contact button above or visit our web site!

Attract (& Keep!) Your Dream Team, Part 2: The 5 “C’s”

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Hiring people and getting them up to speed takes time and money so use learning strategically.  In the first video segment we looked at the big picture, the 5 interconnected steps that impact your team as it forms and grows. In this 2nd of 4 parts I share the 5C’s you can use to create an environment of success and techniques to impact the retention process. The 5C’s is a strategic component of leadership and follows a common planning model with a focus on the talent pool we rely on to make and support the products and services of today and to be ready for future growth.

Next time we’ll examine how using a credentialing process can drive talent development and retention. Credentials come in different forms, so we’ll look at options to consider. In the meantime, I’d enjoy talking with you about how we can partner to strategically develop your team so let’s Zoom or send me an email and let’s keep the conversation going! Use the contact button above or visit our web site!

Attract and Keep Your Dream Team, Part 1: The Big Picture

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Learning, used strategically, impacts the bottom line of your organization. Join me in this 1st of a 4-part video series as I share techniques to influence the employee lifecycle. This interconnected process has 5 steps where you can influence and engage your team as it forms and grows.  When we consider the stages in this lifecycle it becomes clear we interact with the different steps constantly as we connect with our teammates. When we are authentically engaged, we are using recruiting skills and when planning for the future it is with the perspective of the team in place. Focusing on being present in the workplace creates opportunities to grow and develop our people to be successful today and tomorrow.

Next time we’ll examine the five “C’s” needed to drive talent success and impact retention and in the meantime, I would enjoy talking with you about how we can partner to strategically develop your team so let’s Zoom or send me an email and keep the conversation going!  Use the contact button above or visit our web site!

Corporate Capability – develop your workforce!

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A capable worker needs more than technical or functional skills to be successful performing their role, they maximize these and utilize behavioral skills. We can impact the organization when we ask the business experts to define the broad range of skills people use and how they are measured in the operational environment.  More than a collection of courses in the LMS, this is about developing people in the context of their work experiences, blending the various capabilities into a highly personalized learning path that is strategic and aligned with the business goals and objectives.

Take a look at this short video, Corporate Capability: develop your workforce!, and let’s think about how we can identify the differences and requirements different teams within an organization need so workers can perform effectively and efficiently.  There will be overlap yet the opportunity is to maximize common strengths while honing and improving the unique skills people need in each part of the enterprise.   If you would like discuss how to implement and use this model as a part of your workflow process as well as using learning as a strategic business tool send me an email or call and let’s talk! Use the contact button above or visit our web site!

Planning for flexibility

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Sometimes contingency plans have a way of becoming permanent and while we have screen grabmade the transition to remote work and remote learning we need to start require instruction to be more accommodating for all involved. In this short video I share the need for a hybrid flexible, or HyFlex, model that supports location choice and time options while maintaining a consistent level of content, activities, and assessment strategies. The key attribute is being able to meet people’s changing need to access content and peers seamlessly from face-2-face to a blended online to a completely asynchronous interaction and support the seamless transition between these different delivery channels and experiences on a daily basis.

While I can’t be live in front of you now, I would welcome the opportunity to discuss and explore this topic in greater detail and how we can help you and your team perform and succeed.  Send me an email or call and let’s talk! Use the contact button above or visit visit our web site!

Coaching – it’s where leadership begins

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I had an amazing leader once, she later told me she enjoyed how I could make her ideas actually work but what I am forever grateful for is that she gave me a gift of feedback on Capturehow I came across – I’ll share with you my #1 strength is focus so when I am really listening to someone I am locked in and my problem solving skills kick in by listing all the barriers and challenges of the situation being discussed.

Instead of telling me directly that I came across as negative she began the process by asking me what I was thinking and then shared that she thought I was upset by my reaction. Then she suggested I ask a question or 3 to give myself some time to think thru the situation, and she also suggested I smile.  You see, if I can figure out the barriers then I can start the solution process but what she shared was that while she knew I would solve the problem getting there was painful.  She coached me on a life skill that helped me at home and at work!

It used to be that you got a coach when you weren’t performing, and coaches were only for senior leaders.  What we see now is that coaching is an integral component of leadership development.  Coaching can help people develop and hone their skills and abilities and move forward on a performance and career pathway by dealing with issues that could become problems if not identified early –like my list of barriers instead of listening and asking questions and smiling leading to solutions.

There are other advantages too and if you would like to learn how to design and implement coaching into your leadership development process check out this short video, Coaching – it’s where leadership begins.  If you would like to learn more about using learning as a strategic business tool send me an email or call and let’s talk!