Training Day Blog

Two keys are ensuring your managers have organization skills as a core competency, and that employees who excel in organization are given assignments that enable less organized peers to learn from them.

It’s going to take some people years to work through residual anxiety from the pandemic, and it’s possible some will never be fully comfortable again in crowded indoor environments.

When you send employees to a conference, meeting, or business lunch or dinner, one of their primary tasks is to represent your company well and to be a cheerleader for your organization. That takes training.

LinkedIn often contacts people it seeks to recruit months before an offer is made. This allows it to communicate with potential new talent while educating the community and industry about the company.

Employees have an array of needs and interests. At middle age, those needs can be amplified due to personal-life obligations, and pursuing those interests can seem out of reach. Here’s what organizations can do to get employees to where they dream of going.

In the age we live in, in which everyone and their uncle often are copied on e-mails, managers and executives have an opportunity to easily assess communication skills. They just need the training to learn how to do this effectively.

The question is how to take the positive elements of perfectionism and limit the damage the negative elements can inflict on co-workers.

Working sometimes from home and sometimes from the office requires a structure that acknowledges how different those two environments are, and how different people are when in their home versus sitting at a desk away from their personal lives.

Negatively aggressive employees may be responding to shortcomings in your corporate culture. They may feel that to survive and thrive, that’s the way they have to act.

Terms such as “rock star,” “thick skin,” and schedule TBD” in job ads may raise a red flag for potential new hires.