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Introduction to a series of video blogs about how Ahron is making changes in his life with the amazing content found in the audiobooks in 3Leaf Group's library.

It's 2014 - Is your company going through change?

Linked In's Top 10 Predictions for Training in 2014 involve a good amount of modifications -- like watching talent and specialized needs go global, focusing on a “holistic” work experience rather than plain “engagement”, taking talent mobility and mobile career development seriously, among other major trends. 

But once you've accepted the need to change – how do you successfully implement the changes in a streamlined fashion?

In short, executives must not only express the desire to change and move forward with every task, meeting, and project they put forth – but they must also provide the resources, budget, and support to make a successful change possible.  In other words – If you're going to implement changes – go ALL the way, EVERY day.  Make the change your top priority and make sure all employees understand the expectations and details concerning these changes.

A recent article in LaMarsh Global highlights common questions executives who are implementing changes may be asking themselves.  These points stand as excellent guidelines on how to achieve a smooth, successful change within your company.  

Want to make change happen?  Here's what you need to do…

•  Ensure everyone has the same understanding and interpretation of the company's future desired state
• Make certain the organization understands the priority of the change
• Convince the organization the change is necessary and important to the future
• Decide and communicate the positive and negative consequences of deciding to change or not to change
• Provide the resources and budget to make success possible
• Accept responsibility as the ultimate individual accountable for successful change or failure

Make it clear.  Make it consistent.  Make it happen. 

That's how to successfully make changes in 2014. 

On the heels of our last post -

Check out this great article from Training Industry (today's leading resource pool for the training community) about motivation in the workplace and effective employee recognition plans...

Does your company work with an LMS (Learning Management System)? We've been singing its praises for years.

Whether you are establishing an LMS for the first time or looking to make improvements to your current one, TrainingIndustry.com outlines the positive features of this useful tool.  Some of the features include granting more time for trainers, bolstering confidence, and combining various training materials.  

Click Here to read the entire article. 

No it's not just a category in Wheel of Fortune.  It's an important way of evaluating a strategy.  When it comes to corporate training, companies spend over $100 billion around the world to improve corporate performance.  Most companies spend their greatest efforts developing and improving training content – where according to Mckinsey & Company – the emphasis should lie in the mindsets of participants entering the training – and the actions of the participants leaving the training.  In other words, the “before” and “after”.

Before The Training

The three main factors to consider before training are:

• Encourage people to WANT to learn:  Companies assume employees understand why they need to learn or improve upon a subject area.  This assumption is wrong.  Trainers must convince employees that acquiring new knowledge and skills will indeed help their productivity, outlook, and performance.  An effective way of ensuring a willingness to learn is to involve the participants in the areas of training.  Ask them - which areas within the company need improvement?   What would you like to see changed?  Are there suggestions on how to make these changes occur?  By crediting employees' suggestions and validating their concerns for the company – trainers will see a greater receptiveness to learning.   
• Squander the negative outlooks:  No matter how good the training may be – a great performance will not be executed if employees are hanging onto harmful mindsets.  For example, customer service will not be improved if representatives hold onto racial, gender, or age-related stereotypes.    Instead of focusing on the training content – trainers should first focus on generating a positive attitude and outlook of those participating.
• Make believers out of the leaders:  Get the leaders on board!  This may seem obvious, but unfortunately, it is not.  Many managers are in agreeance with training programs – but they rarely show support either physically or mentally.  There is great value in leaders physically presenting and relating to the training participants.  They should at least be involved in the design and delivery of the content.  A clear demonstration of leadership support is crucial when it comes to employees' attitudes toward training.

After the Training

After the training is simple – reinforce the new skills in a tactful manner and measure the impact so you know whether or not you've succeeded. 

Where WE fit in

On-the-go training like the 3Leaf Group audiobook library, e-learning courseware, and downloadable training materials should also follow this “before” and “after” scrutiny – but it may act as a better system than traditional training.  People naturally want to learn in an environment that is convenient and enjoyable for them.  These positive feelings contribute to a positive outlook and greater receptiveness to learning.  That's a win right there. 

Whatever your training style may be – focus on employees' attitude and outlook – specifically, the “before” and “after” for each training session.   

In the corporate world, much emphasis is placed on group thinking, problem solving, and collaboration.  Yes, these strategies promote creative thinking in the form of bouncing ideas back and forth between colleagues.  A premature thought may be enhanced by a fellow employee – and the collaboration between the two can lead to an innovative concept that could not have been developed alone.  

However, whatever happened to thinking on one's own?  Being given the privacy and freedom to develop thoughts and ideas in an uninterrupted space?  It's called solitude.  

The question is – what fosters GREATER creative thinking – teamwork or solitude?  

There are two sides of that argument.

According to Susan Cain, author of “Quiet: The Power of Introverts in a World that Can't Stop Talking,” – research shows that performance weakens as the group gets larger.  One of the primary reasons why large numbers generate weaker performance is the clash between personalities.  Louder individuals often talk more – even if their ideas are futile - thereby taking up precious time and energy from the group. On the flipside, solid ideas from introverted employees are left unheard.

Team collaboration does have its positive qualities in that it creates a sense of camaraderie and works as a “social glue” to bring employees together.  However, we must not lose sight of the importance of fostering independent thinking – and giving employees time and space alone to solve problems.  The most creative insights were developed through – yes - solitude. 

It is the job of the decision makers and managers to get creative and bridge the gap between teamwork and solitude.  Online discussion forums are a great solution to this debate because it is a communal forum in which collaboration and teamwork is practiced, but it allows individuals to independently respond and provide input.   

Any other ideas?  Please share your thoughts. 

It's easy to categorize animators, musicians, and artists as "creative" innovators - cultivating new ideas, trying out new concepts, and pushing limits.

But what about us boring desk-job people?  What about the suit-and-tie, number crunching, coffee-spilling, conference calling people - can we be creative too?

Sure we can, but we need some inspiration from the "truly creative" crowd.

Take Dreamworks Animation for example.  These people created Shrek, Madasgar, and King-Fu Panda - they definitely fall under the "creative" catagory.  But did you know that the employees at Dreamworks continuinly provide innovative ideas to their managers who not only listen, but encourage these suggestions and work hard to implement them.  A fun new food choice in the office cafeteria?  Funky office equipment?  A crazy new concept for an animated motion picture? Noted.  No idea goes unnoticed.  

Furthermore, employees are not only encouraged to come up with new ideas - but their presentation of that new idea is also valued.

Why are these ideas and the presentation of these ideas so crucial?   Creative skills will be a more important driver of the economy than technical skills, according to a DreamWorks survey of 150 senior human resource executives.

Employees feel validated when their creative ideas are recognized.  They feel motivated to contribute and feel valued as a creative mind and a dedicated worker.  Dan Satterthwaite, head of Human Resources at Dreamworks states -  "Employers that want the most engaged and innovative employees will support each individual's skills."  

So there lies the answer to our question.  Can the number crunchers be just as creative as the animators?

The answer?

Yes - but the success of the company lies in the employers' response.

Want an innovative, engaged employee?  Listen to his ideas.  Encourage creative thinking.  Value his suggestions.

Bring on the creativity! 

Have you heard the latest from Yahoo! News regarding wasted commuting time? 

A new report from Texas A&M Transportation Institute found that the nation lost about $121 Billion in time and fuel costs in 2011 alone.  On average, Americans are allotting one hour for a car ride that would normally take 20 minutes without traffic.  That's a lot of wasted time, energy, and gas – not to mention a crazy amount of carbon dioxide unnecessarily filling our atmosphere. 

Yikes!

The experts suggest “implementing transportation improvements to reduce congestion.”  Well, we at 3Leaf Group have another suggestion.  If you're stuck commuting – necessarily or unnecessarily – simply use you're time wisely.  Spend those minutes toward professional development.  Pop in an audiobook to stimulate your mind.  Learn better communication skills, how to deal with difficult people, tips for transitioning into new roles at work.  Let's change these statistics from "WASTED time spent in car" to simply - “time spent in car”.  If you're using your time in your car productively – by learning something new, expanding your mind, and growing personally and professionally – then you're not wasting your time at all - you're making the most of it. 

Sure, transportation improvements would help.  It's 2013 – time to break out the commuter rocket blaster.  But until that happens – let's turn shield time into productive time.  We suggest listening to professional development audiobooks on your daily commute! 

Check out the full article on Yahoo! News.

Looking ahead to 2013?  I'm sure you are… we've only got a few days left until the New Year.

What's ahead in the training world?  Can we expect any big changes moving forward?  According to Sandi Edwards, senior vice president for AMA Enterprise, “Employees today know more about T&D's role in their careers and are savvier about tapping into opportunities from their companies and also external sources.”  An article in The Society for Human Resource Management discusses 5 primary trends we can expect to influence the training environment come 2013. 

Ready for change?  Here's what we may see:

• Training executives are becoming more transparent and open about training policies, practices, and expectations.  Training leaders are expected to clearly outline performance review criteria and be open to discussing changes in corporate strategies and management succession.  The name of the game is clear expectations.
• Coaching programs will be monitored and scrutinized.  This type of training method will continue in the workplace, but its level of scrutiny will increase while the funding will be monitored and tested for a sufficient return on investment.
• Basic-skill training is expected to reemerge.   In light of recent budget cuts, basic training programs took a back seat to highly specialized training programs which were deemed more valuable at the time.  Now that we're over the hump, expect to see basic training programs reappear focusing on creative thinking, communication skills, teamwork, and productivity.
• Companies will turn to training programs to ensure employee loyalty and retention.  Many companies are experiencing restless employees and unfortunate turnover.  Training programs will be the solution to strengthen internal relationships and employee productivity.
• Learning is still going mobile.  Training and development learning tools will remain highly flexible.  A conjunction of social media and Web 2.0 learning programs will continue to influence and shape mobile training tools.

Seems like the underlining theme of the 2013 training trends is that we're moving “back-to-the-basics” and looking to develop raw, honest training programs that outline clear expectations and emphasize employee fulfillment, productivity, and satisfaction.  That -- and that we're still moving toward mobile solutions. 

… and we're down with that. 

What's the most difficult aspect of writing?  Most people would say getting started.

Both student and professional writers alike struggle with the initial process of writing – the pre-writing stage.  Pre-writing involves choosing a topic, brainstorming, collecting ideas, conducting research, and outlining one's thoughts.  In fact, pre-writing is the most extensive phase of the highly accepted “6-Step Model of Writing” which includes (1) Pre-writing (2) Drafting (3) Revising (4) Editing/Proofreading (5) Publishing and (6) Reflecting. 

Once you've got your topic and your outline – the rest of the process is usually simple.

Writer's Block anyone??

What do training and writing have in common? 

In both forums, the planning portion is crucial.  Truly effective training is well thought-out, devised with a specific audience in mind, and compiled with extensive research and supporting materials.

The concept of training is also similar to pre-writing in that the preparation is almost as important, if not MORE important than the final product.  If you don't organize your written work, it's not going to come out the way you want it.  If you don't go through training and fully develop your skills prior to taking on a job – guess what?  You're not going to perform well. 

So before you write that novel – take all the necessary pre-writing steps to lay the proper foundation.  Get inspired, lock yourself in a room, blast your music, don't eat for days… (Or whatever those creative people do when they're seeking inspiration…)

And before you step up to the plate in your next role at work – put in the time, get the training done, understand your personal abilities and the culture around you…

Rome wasn't built in a day.  Neither was an excellent novel – or a super-incredible well-trained employee.  Take the time to lay your foundation – in your writing and in your job.  

As always with today's economy, there's good news and bad news.  The good news is that according to the Bureau of Labor Statistics, job openings are up 45 percent since the official end of the recession in July 2009.  Although an increase in job opportunities is a positive stride for our recovering economy, it can pose great difficulty in the areas of retaining and maintaining talent.  Hiring managers are seeking well-qualified talented individuals to contribute to their companies – not bodies to fill desks and cubicles. 

How do we bridge the gap?  Do we want more jobs or more talent?

The answer:  We want both.  Jobs and talent do not have to be mutually exclusive when appropriate training is practiced. 

It is crucial to ensure that the appropriate skills and base knowledge are in place prior to hiring an individual, but training plays a large role in a new employee's performance.  Soft-skills training contributes largely to employees' engagement, productivity, and overall level of performance.  In other words, it's not an empty slot that creates the job – it's the talent coupled with appropriate guidance and training that creates the job.  

Even companies performing at full capacity with no open job opportunities are concerned about retaining talent – and jobs.  According to a global coaching and leadership development firm, a recent survey of 174 organizations found that 68 percent of organizations are worried about retention and are taking active strides in ensuring stability for their top executives and managers, pipeline prospects and front-line workers.  Here are their concerns:

• 90% are worried about losing high-potential talent
• 72% don't want to lose front-line workers
• 60% are concerned about middle managers leaving
• 45% are afraid about senior executives leaving 

How are these companies addressing their concerns?  Yes, they are offering enticing compensation and benefits packages along with flexible work schedules and tuition reimbursement, but they are also offering coaching, mentoring, cross-training, and professional development opportunities.  Clearly, convenient work schedules and increased paychecks create an incentive to stay with a company, but so do training, development, and professional growth opportunities.

In summary, training plays a monumental role for companies with or without open job opportunities.  Whether your company is looking to attract new talent, or retain its current talent, do not underestimate the power of training and professional development.  It can mold new employees into effective and happy performers and it can retain current employees by assisting in advancement and professional growth. 

Most importantly, when training is offered in an array of formats ranging from audiobooks, online training, and downloadable materials – employees are bound to stay happy, engaged, and well-rounded.    

Yesterday I had a discussion with a few individuals in education.  They represented the business component of the education system – working in the HR and financial departments.  The managers brought up an interesting point:  Much emphasis is put on employees' “hard skills” such as IT training, understanding the usage of cutting edge software and staying up to speed with today's e-Learning tools – whereas emphasis on the “soft skills” side was completely left to the wayside.  It seems a bit hypocritical that an entire system based on continuing education and strengthening knowledge and skill-sets – would neglect nurturing the relationships and environment in which the employees work. 

Kind of sad.

With budget cuts (specifically in education) money must be allocated strategically.  Although it is crucial to allocate money toward technology and latest trends, we cannot forget about the employees and the workforce behind the diplomas.  I'm not even talking about the faculty – I'm talking about the administrative workforce behind the school system. 

Interpersonal relationships are key within this industry.  Employees and managers should be encouraged to interact positively so they can create a harmonious work environment that promotes creative thinking and streamlining the business component of student education.  Furthermore, younger, less experienced individuals are moving into managerial positions and need the guidance and support for effective decision making, managerial skills, and innovative thinking.  Due to budget cuts, layoffs, and other stressful financial and interpersonal issues, some establishments unfortunately have problems with ineffective, fearful leaders and the way employees treat one another.

Hello??

Conflict Management Anyone??

Leadership?  Accountability?  Oral Communications?

The need for soft skills training is more pertinent than ever.  Regardless of your industry – it is imperative to nurture a professional work environment and ensure that all employees are respectful, engaged, and effective. 

Don't let the need for IT training blindside the importance of human relations and interpersonal skills.  We can't have one without the other.  A strong education system can only come from a strong workforce behind the scenes.    

We need to train the trainers.  And those who work on the business side of training.  Our school systems need a strong foundation – in order to produce effective results – our students.  

How do you REALLY feel about the government targeting travel and conference costs in efforts to cut insufficient federal spending?    In May 2012, The Office of Management and Budget (OMB) announced that starting in October, federal travel expenses will be cut by 30% and the government will prohibit more than $50,000 to be spent on conferences.   

Good move?  Bad move?

On the positive side, agencies are projected to spend 30% less funding on travel expenses from FY 2012 through FY 2016.  Conferences will be monitored by senior-level to ensure appropriate levels of funding match the participation and training requirements for the meeting.  In the words of Jeffrey Zients, Acting Director of OMB, "These are all common sense steps that will save taxpayer dollars by eliminating waste and improving government operations — all while maintaining the core government functions that the American people count on.”

Fair enough. 

We all agree budget cuts are necessary in making strides to cut federal spending and increase effectiveness in both management and performance.  But why target training?  Does this cut imply the government is putting employee training and education on a lower rung on the priority ladder? 

Absolutely not. 

Training is as important as ever.  The method and delivery of training, however – is what's questionable.  It seems as though the OMB is discovering a concept 3LG markets every day:  Let's cut training costs and use more effective, streamlined methods that reduce time, travel, and monetary expenses.

It's true.  Even the U.S Government is realizing that training can be maximized by using other forms of media – audiobooks, mobile downloadable devices, video conferences, online training tutorials.  There are numerous modes to choose from – for all levels of technical proficiencies.  For those traditionalists concerned with losing human interaction - - follow up review sessions can be scheduled after technical training  to ensure all requirements are met and all questions answered.     Cross-training on a local scale can be implemented to encourage face-to-face interaction and to supplement independent tutorials. 

Bottom line – there is a world of training beyond the need for physical travel and in-person conferences.  There are plenty of opportunities in digital training that can be securely and effectively implemented – even in the federal space. 

The time has come – time to cut travel plans, time spent, and budget restrictions when it comes to training.  There is a multitude of areas in which these savings can be allocated.  Not to mention, salvaging a deep federal deficit. 

We're glad the U.S. Government hopped on our band-wagon for “the pros of mobile, digital, and audio training”. 

Not to toot our own horn, but – we told you so :)