In Search Of Collective Insight
Working at the level of collective insight requires letting go of one’s own biases and embracing the wisdom of others in an open and additive way.
The Future Of Onboarding Is Here…Now!
VR 360 videos provide immersive experiences that have a physiological effect on the body, allowing users to connect with content in a deeper way.
Making The Most Of A Train-The-Trainer Program
A look at a model train-the-trainer program, “How to Mitigate Unconscious Bias at Work,” that achieved significant success at a major manufacturing and distribution company.
Focus On Sri Lanka
CEOs and HR professionals in Sri Lanka are rethinking leadership styles and looking for ways to maintain high productivity, engagement, and output while reducing their own stress level and that of their employees.
Catch People Doing Something Right
The coaching world shows us three levels of giving positive feedback depending on the personality, situation, and regularity of the practice: Praise, Acknowledgment, and Appreciation.
A Team-Based Learning Adventure
Switch the way executives learn and apply new skills
Unconscious Bias: What’s Age Got To Do with It?
Age is a real conundrum in the workplace. Are workers age 50-plus assets or liabilities? It is possible to have an unconscious bias about age depending on your pre-existing attitudes about age in the workplace.
Front-Line Management 101: Concrete Shoes Never Leave the Path
If you never step out of your comfort zone, you’re not supporting your team by being the leader they need you to be.
Sticky Notes: Today’s Talent Wars
The talent wars are especially pronounced in the STEM (science, technology, engineering, and mathematics) fields; among the new emerging young workforce; and in more remote geographical areas.
Productivity Coach’s Corner: 2 Kinds of Goals to Set Today
Journal your responses to questions such as: “What am I working on? What am I working toward? What am I working for?” These questions help identify which goals have finish lines and which ones are ongoing.