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Teams & Teambuilding

Teams & Teambuilding

Every leader in business is looking for the secret to relationship success. The unique dynamics of individuals within a team can be the single most time-consuming part of a manager’s job. Skilled managers use a variety of tools to uncover just the right the level of interaction a team of individuals needs to be their best selves, and best team. 

Yes, fun team-building events set a stage for employee interaction outside of the day to day workplace. Unfortunately, they can fall short of their goal for improved business teaming because forced, casual socializing may or may not appeal to everyone.  

For sustainable success in building positive and productive teams, smart organizations choose manager development over team-building events. Training that leads to managers becoming mastery-level coaches are ones who discover the importance and impact of their role on individuals for team performance.

Beyond knowing unique talent and skills of each individual contributor, a master coach knows what motivates each team member. How skilled are your managers with coaching individuals to excel as part of a team?

Rank your managers’ knowledge and skills with these critical management activities:

Clarifying Expectations. Do employees receive consistent, highly-focused, face-to-face conversations with their managers about expectations?

Track Performance. Do employees consistently receive measurable evidence and conversation about their performance?

Setting Goals. Do employees receive the opportunity to engage in goal setting conversations related to their contributions?  

Planning. Do employees on the team have the opportunity to work on action plans for improved performance and productivity?

Reinforcement. Do employees receive consistent skills training and development to expand their value to the team?

Coaching. Do employees receive an effective balance of quick coaching and formal coaching to achieve individual growth?

Next time someone in your organization suggests a team-building activity, look to manager skill development for teaming. Ask one of our Performance Partners about our flexible and customizable training programs for management skill development.

Center for Practical Management helps companies achieve organizational goals and behavioral change initiatives through tailored consulting services, leadership coaching, employee skills training and marketing services. Learn more at www.cf-pm.com. Center for Practical Management is a strategic business partner with Raddon, a Fiserv Company

In Search of Answers

In Search of Answers

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Training is about exploring change. It’s one of the most powerful ways to change the course of your business including everything from employee engagement to financial performance. If searching for the best training solution for your business were a treasure map, what would it look like?   

The first key is to find the right mate, or partner. When choosing a training solution for your business, you’ll want to evaluate partners on four cornerstones of compatibility. For each attribute, ask yourself how the partner will fit with your business’ priorities and needs.

Program
The training solution you choose should be flexible and offer building blocks for cohesive expansion across the organization. You’ll want adaptability and creativity, including pricing that can flex with your budget, scope and timing. For impact, the live classroom will deliver the best outcomes for your investment. Most importantly, solutions must be inclusive of the training tools and materials—license free.

Skill Practice
Children will learn and absorb a great deal of information simply by listening and observing. Adult learning, however, requires repeated skill practice. Increase the skill practice and you’ll increase skill improvement. Skill practice should be present in the classroom and post-classroom. Best practices include brainstorming and role-plays, large and small group projects, individual and team assignments.

Facilitator
Interview your facilitator(s). Too many clients tell horror stories of partnering with a training company who dazzle them during a presentation and proposal, only to hear from training participants afterwards that the facilitator was grossly incompatible to the organization’s vision and principles. With today’s technology, video screenings offer a guarantee that you’ll be more than happy with your facilitator.

Recommends
A good training partner has referring clients on speed-dial. You’ll want to speak directly with references to hear about their experiences with the program, skill practice, and facilitator. Will it require time and coordination? Absolutely. Gaining insight from current and previous clients helps to ensure the training solution will be compatible and impactful for your business.

What is your plan to enhance employee training and development this year? Are you focused on onboarding? Ready for a strategic look at skills training by position? Is it time for leadership development? A three-year action plan is a great place to start. Ask us how to get started.

Center for Practical Management helps companies achieve organizational goals and behavior change initiatives through tailored consulting services, leadership coaching, employee skills training and marketing services. Learn more at www.cf-pm.com

Center for Practical Management is a strategic business partner with Raddon, a Fiserv Company. Learn more at www.raddon.com

Measuring Up to Employee Expectations

Measuring Up to Employee Expectations

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When employees say they want opportunities for development and advancement, they have very specific things in mind. They want quality training and career growth. How do you think you measure up?

While employee surveys provide feedback in the form of overall scoring, organizations may also want to compare this employee feedback with an organizational self-assessment. Assessing your organization’s learning and development programs allows you to identify any gaps and opportunities, along with validating what employees are telling you.

Successful organizations seek a balance of resources and commitment within four key areas of learning and development. Taking this quad-view approach helps ensure that employees experience your genuine desire to provide opportunities for individual development and advancement. 

  • Familia – Most organizations have a sound and solid foundation for communicating their mission, vision and purpose. Often limited to an employee handbook with policies and procedures, Familia materials should also include training on communication and branding.
  • Functional – Choosing a scope for Functional programming depends on the size of your organization, and employee attrition. You’ll want to ensure skills training is available for each job type, plus product knowledge training for sales roles.
  • Relational – All organizations, not just sales organizations, require skills training programs aimed at serving both customers and colleagues. A management training program to teach coaching skills becomes the most critical program in this quadrant.
  • Successional – Resist the temptation to rely solely on annual performance reviews. Your employees desire opportunities to demonstrate they are leadership candidates. Leader development programs come in all shapes and sizes. Start something today.

Gallup’s recent report “State of the American Workforce” says 51% of employees polled admitted they don’t feel engaged. In other words, half of your employees likely believe you’re not doing enough to make them feel valued or supported in their job.

What will you do differently in 2019?

Center for Practical Management helps companies achieve organizational goals and behavior change initiatives through tailored consulting services, leadership coaching, employee skills training and marketing services. Learn more at www.cf-pm.com

Center for Practical Management is a strategic business partner with Raddon, a Fiserv Company. Learn more at www.raddon.com

Do You Have Bench Strength?

Do You Have Bench Strength?

When was the last time you looked closely at the next generation of leaders in your organization? The good news is that the average age of top leaders is getting younger every year. However, many of your leaders may be growing impatient on the bench.

According to a published Global Leadership Forecast, Gen Xers recently took a workforce lead by holding 51% of the worldwide leadership roles. Age 37 to 54, this highly distinguished generation of workers boasts an average of 20 years’ work experience, strong work-ethic and company loyalty.

Researchers are now suggesting that organizations should start paying attention to a new entrepreneurial trend within the Gen X demographic.

It is estimated that 55% of all startups will be founded by Gen Xers this year. Many of them are choosing entrepreneurism and business ownership rather than waiting for Boomers to retire and give up c-suite positions.

Want to keep your bench strength with top-talent Gen Xers? Here’s three top tips for an effective retention strategy:

  • Recognition is valuable and highly appreciated by the Gen X workforce. For the majority of them, they grew up with traditional values around performing ‘above average’ to achieve success, accolades and rewards. They are typically motivated by both monetary and non-monetary recognition.
  • Mentoring makes sense for your retention strategies to help ensure your Gen X workforce chooses your organization as their career organization. The best mentoring programs for a strong leadership bench feature top executives who mentor three to five senior leaders or middle managers. Consider mentoring relationships outside of direct reporting structure, especially ones that expand/stretch the current knowledge and skill (technical expertise) of the potential Gen X leader.
  • Associate roles for executive level leaders are not new, however providing this additional title along with greater organizational influence may keep Gen X leaders progressing in a positive trajectory. Moreover, in organizations who have experienced losses of their top-talent Gen Xers—to executive status via business startups and entrepreneurial pursuits— can encourage immediate adoption of associate roles, i.e., associate financial officer, associate vice president.

Start having critical conversations with your Gen X workforce today to retain and keep your bench strong.

Center for Practical Management helps companies achieve organizational goals and behavior change initiatives through tailored consulting services, leadership coaching, employee skills training and marketing services. Learn more at www.cf-pm.com

Center for Practical Management is a strategic business partner with Raddon, a Fiserv Company. Learn more at www.raddon.com

Incentive Program Targets Sales Growth

Incentive Program Targets Sales Growth

SANDUSKY, OHIO – The Center for Practical Management has expanded its suite of consulting services to include sales incentive planning and development.

Our new Incent Program serves any business operation that relies on relationship management success for continued growth in retail sales. Understanding what motivates your sales team is key to the strategic direction you choose for incentive planning and related skill development activities.

Incent offers clients a comprehensive assessment of their current sales culture and employee participation in performance rewards and recognition. A planning and development phase offers clients customized options for qualitative and quantitative research such as Mystery Shopping, Focus Groups, and Surveys. An Action Planning session with key stakeholders provide facilitated planning and development for a strategic change initiative.

“Center for Practical Management believes in maximizing employee potential through effective goal setting and incentives that responsibly drive sales culture initiatives,” says Rebecca Oeltjenbruns, owner of Center for Practical Management. “Whether your organization is creating an incentive program from scratch, reviewing a current one for compliance, or preparing for regulator examination, we can help you develop a winning strategy for sales growth.”

Center for Practical Management is a consulting firm offering training and development solutions and research programs for organizations seeking to improve financial performance, employee engagement and customer satisfaction.

Center for Practical Management helps companies achieve organizational goals and behavior change initiatives through tailored consulting services, leadership coaching, employee skills training and marketing services. Learn more at www.cf-pm.com

Center for Practical Management is a strategic business partner with Raddon, a Fiserv Company. Learn more at www.raddon.com