Posts

The Stay Interview

Do you know what drives a person to remain in their work role? What motivates them to look for another job?  Hiring new people is expensive so before they start looking take the time to see what would be interesting enough for them to stay instead. It may be simple or complex and the first step is to create the space for a discussion with the goal of them staying, growing, and helping the organization be prepared for the future.

Stay interviews are 1:1 meeting’s that happen a couple of times a year where you seek a deeper understanding of what keeps that person coming to work every day, what about their role they like and the parts of the job that’s frustrating (and may be something you can fix!).  In this video I explore what you can do to retain your talented people and develop a versatile internal talent pipeline.

Using stay interviews can help you proactively engage your employees and keep them. From upskilling to finding new ways to utilize your talented people stay interview can keep your internal talent pipeline filled and more importantly, it will create opportunities for you to develop deeper connections with your employees. 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!

https://youtu.be/mTHdwMAcZU4

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

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

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

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!

Competencies, career path, & success

When you see a new role being posted there seems to be a set of competencies included and while they include admirable goals there may be a more advantageous use.  A competency describes the desired knowledge, skills, and behaviors that enable people to successfully perform their roles. So rather than using these as terms in a job posting let’s refocus the intent and bring these skills and behaviors into helping people get better in their current roles and developing them to be ready to grow and assume new roles. The easiest way to bring these together is to use career pathing as a method to retain employees by showing them a path that leads to career growth and continued employment with the organization.  In this video I highlight the process the organization can use to plan head and use learning as a business tool that supports their growth and success with a just in time skilled workforce building on existing skills and strengths and integrating behavioral skills into technical training to create a positive, scaffolded, approach to employee development and preparedness.

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

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!