Training Day Blog

With Baby Boomers moving out of the workforce, and Generation Xers and Millennials moving in, there may be a shift in culture, in which workaholic bosses are no longer accepted as “just the way things are.”

Should we be able to focus on doing our work, being a great employee, and not have to engage socially with anyone we don’t genuinely want a social relationship with?

When used appropriately, more information about your workforce—even when gathered through high-tech monitoring—could be a great thing.

The goal of increasing internal promotions—which also helps with succession planning—won’t work if employees don’t have the confidence to push themselves forward when new positions open.

The practice involves “opening” an organization’s financial performance results to employees, so they understand long-range goals and what the company is up against.

There are still perceptions that make it harder for middle-aged and older women to attain the same level of professional gravitas men of the same age enjoy.

Your employees are more than the narrow niches that represent the focus of their work. Encouraging them to bring more of themselves to work every day can result in greater power beyond what they are able to deliver to your customers.

A recent survey shows that young people entering the workforce may have received too much positive reinforcement growing up.

With so much capacity to enhance collaboration, should augmented reality technology also be used to sooth the psyches of introverts, who get reenergized by spending time alone?

I’ve been lobbying for dogs in the workplace for years. How seriously can you take your ruined project when a dog down the cubicle aisle is chasing his own tail? Dogs remind us that we, too, often are chasing our tails, and not to take ourselves too seriously either.