Training Day Blog

Skills and knowledge for each department, or line of business, obviously vary, but it seems like every company should be able to identify, beyond knowledge and skills, the consistent characteristics of a great manager.

When you train your employees to serve customers, it’s important to prepare for tinderbox scenarios in which your company’s relationship with a customer has the potential to blow up, along with your profits.

A company that cuts the small niceties, and offers a barebones employment experience can expect a workforce that will deliver a barebones performance.

An important function of job interviews is to separate those who are substantive from those who are just good talkers and self-promoters.

What kinds of learning programs, and management structure, do you think this latest generation will respond best to?

A recent survey shows Millennials embrace the fact that diverse perspectives lead to greater innovation, and enjoy working with colleagues who have different backgrounds and challenge them to look at obstacles in a different light.

Computers they don’t engage in politics, they don’t experience professional jealousy, and they don’t “like” or “dislike” anybody. They just calculate, recognize patterns, and then deliver the results of their dispassionate analysis.

Do you think it’s important for your top executives, and managers throughout your company, to learn from those who work at lower levels at the company? What systems, or programs, do you have in place to facilitate employee-to-manager learning?

Companies need to ensure they are not overlooking quieter—but just as promising—future leaders.