Growth is Skills-based

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There’s a new term you may have heard about, it’s the “skills-based organization,” or SBO for short, that centers on the skills and business behaviors people need on the job and it’s moving into the center of talent development. These skills are the combined professional and personal capabilities and what a person demonstrates as they successfully perform their role. A benefit of using this talent-centric model is finding hidden skills people had that didn’t make it to the pre-defined job description and supporting their utilization of these strengths.

LinkedIn’s CEO, Ryan Roslansky, shared that “Shifting to a skills-focused approach is a viable solution to an evolving workforce dilemma. Evaluating employees and new hires based on their skill sets instead of their work history can help level the playing field — and help companies realize the talent they already have. It also makes talent pools more diverse and often makes hiring more effective.”

In this short video I share how becoming a skills-based organization benefits the individual and the team by focusing on the skills and capabilities people bring to the work more than the idea that work is fully definable and static. Let’s talk more about how expanding your organizational and talent capabilities can impact your team so let’s 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!

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 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!

What does “back to work” really mean?

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What if returning to the office isn’t an option for you right now?  From family to personal needs what does it mean if you are the leader of a team returning to the office and you can’t join them?  In this video we look at the personal process to consider and the role you can lead with to redefine what work is creating the opportunity to build trust and create a culture that values the work being done more than the chair being sat in.  Going back to work is going to be different for every person and this video highlights how this can be a positive process.

Check out the video and see how we can begin this process by realizing that how and where we work is changing but our shared purpose will keep us aligned and allow us to remain productive independent of time and place. I would enjoy talking more with you about how we can partner on identifying ways to strategically develop your team so let’s Zoom or send me an email, let’s keep learning together!  Use the contact button above or visit our web site!

Organizational Ownership

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We talk about creating a learning culture and having employees take control of their learning and professional development and then we get so frustrated when workers attending these high-quality training courses are texting or checking their emails under the table.  Don’t they want to learn?

Before we point fingers at bored employee let us step back a moment and ask where the organization’s ownership of the learning culture is, have they defined what skills and competencies they want people to acquire and why?  Has the organization described the business proposition clearly and does the worker know the WIIFM, the What’s In It for Me?  In this short video I identify several key tactics every organization needs to put in place to define the jobs of tomorrow and identify how they can then prepare their workforce for these jobs with new training options, stretch roles, and educational collaborations. This collaboration and shared ownership provides the way to achieve success, and then the culture where learning is experienced will lead to growth and high performance.

Check out the video and see how we can begin this transformation by realizing that the purpose of learning is to support and grow the organization and that means all parties must come together to define and describe the future so everyone knows What’s In it for Me. I would enjoy talking more with you about how we can partner on identifying career paths that can develop your talent pipeline so let’s Zoom or send me an email, let’s keep learning together!  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!

Design your time – Engage your team!

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Design matters in training and in leading remote teams too.  In this short video I share 5 techniques you can quickly use to design your meetings and create personal interactions with your team

that matter even as we all work in this new lifespace. Being remote opens new possibilities to lead from a place of authenticity, accountability, and compassion so use the techniques to make a positive impact.

Remember that every opportunity you have to bring team mates together in a conversation you have an opening where you can align people to purpose and provide them time to collaborate, create solutions, and build a connected community. Design your time, engage your team  and create a compassionate community that works effectively.

If you want to talk about leading remotely and ways to engage with your team, let’s talk! Use the contact button above or visit our web site!

Remote Leadership

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We are in a lifespace now where work and home are blurred. Gone are the models of having defined space for work and family, time for tasks, and an ability to focus solely on work. Now childAnnotation 2020-03-23 142437ren are asking for help with schoolwork or may be just bored, our spouse has a web conference call the same time you do, and you’re wondering if anyone let the dog out. As a leader the rules have changed and now, more than ever before, the emphasis needs to be on managing the work and leading the people.

Let’s focus on what others are dealing with in their lifespace, how you react sets the tone for the team. Empathy, understanding, and trust will create a culture where people will align to the purpose so let’s forget about the 9-5 model and move towards a framework where the deliverable, the outcome, matters and allow people to flex the middle space so they can meet the need with the intended results.

Take a look at this short video, Leadership@Home, and let’s think about ways to create a compassionate, connected community that can work effectively, live joyfully, and is engaged with all the people in their lifespace. If you want to talk about working remotely and ways to engage with your team, let’s talk! Use the contact button above or visit our web site!