Tip #705: Why Management Training Fails
This Tip discusses why management training fails- it focuses on skill deficits rather than a focus on performance. “It’s all to do with the training:
January 23, 2018
This Tip discusses why management training fails- it focuses on skill deficits rather than a focus on performance. “It’s all to do with the training:
“Today’s ‘best practices’ led to dead ends; the best paths are new and untried.” Peter Thiel “Implementing best practice is copying yesterday; innovation is inventing
This Tip describes a survey that identified the most useful workplace learning, which was daily work experience, not classroom. “Speaking for myself, I spend a
In this tip I disagree with Jeff Bruenrostro’s idea to have employees write their own obituaries to learn what their core values are. Writing Their
This tip questions survey findings that constant work is one of the keys to maintaining employee engagement. I recently read about a Forrester Research report
This Tip introduces three criteria for selection and two screening methods that will help managers make better hiring decisions. “Hiring people is like making friends.
This Tip discusses when to adjust your management style between six different options that Daniel Goleman identified. “The best leaders don’t know just one style
This tip looks at strategies for setting reasonable performance expectations for your employees. Why Employees Don’t Meet Performance Expectations There are many reasons why employees
This tip explores the OARS model that guides employees to find their own solutions rather than giving them advice. Why People Give Unsolicited Advice There
This Tip describes my six-day train the trainer program in Amman in 2017, with trials, tribulations, and joys. Train the Trainer in Amman in 2017
This Tip explores why objectivity is a keystone for consensus and steps to take to achieve consensus on sensitive issues. “Consensus doesn’t happen by magic…You
Unresolved interpersonal conflict can be characterized as a duel (where the goal is to win) rather than a constructive dialogue (where the goal is a