Coaching Archives - Great People Inside

Jump the S-Curve to reach your inflection point for rapid growth

07/09/2020/in News /by Laura Dragne

Since the beginning of 2020, the whole world has gone through incredible and irreversible changes. During these, until recently, unfathomable times, strong leadership is required to properly deal with this volatile, uncertain, complex, and ambiguous environment.

To maintain a sustainable business, companies must have leaders who are equipped with the knowledge and skills necessary to steer the organization away from chaos. The question now is whether or not these leaders can be inspired to deal with the adversity ahead.

Great People Inside is proud to announce that we support the most inspiring leadership event of the year, the Global Leadership eSummit 2020. This two-day online event will host five of the world’s top gurus in areas such as leadership, coaching, mentoring, and talent maximization experts who will share their wisdom, methods, and techniques that could be very easily applied to your organization.

One of the events’ highlights will be represented by Dr. Peter Chee’s presentation. He is the no.1 Coach for Strategic Innovation and one of the top coaches in the world. Furthermore, Dr. Peter Chee is the President & CEO of ITD World, a global leadership development expert with over 30 years of experience in developing leaders from over 80 countries. He has invented numerous coaching programs such as Coaching for Breakthrough Success (CBS) Metta Model, the Coaching Principles (TCP), Situational Coaching Model (SCM) and Achievers Coaching Techniques (ACT). Among his myriad of accolades, we have to take into account the fact that he has co-authored several books and has trained numerous CEOs and CXOs from organizations ranging from Intel and Chevron to PepsiCo and Nike.

As a special treat for our subscribers, Great People Inside is excited and honored to reveal that Dr. Peter Chee will be our main Key Note Speaker for next year’s Great People Inside Conference which will take place between the 13th and 14th of October 2021.

Learn and apply effective techniques and best practices to overcome internal and external obstacles to reach your inflection point, pivot away from stagnation, and reach to rapid growth stage.

Network and learn from mega gurus, top leaders, key talents, and industry captains so you and your team can begin charting your path towards exponential growth.

When you sign up today, you gain access to a bonus free coaching toolkit and assessment worth USD500 from World #1 Executive Coach Dr. Marshall Goldsmith and World #1 Strategic Innovation Coach Dr. Peter Chee.

Take advantage of this great opportunity to benefit from the maximum return at the lowest cost. We are reaching full house so registration closes soon!

Yes! Get me to rapid growth at www.itdworld.com/gls2020

Get your ticket now at https://itdworld.com/shop/global-leadership-esummit-2020/! To learn more about the Jumping the S-Curve, go here: https://itdworld.com/jumping-the-s-curve-to-exponential-growth-innovation/

Building a Strong Emotional Connection with Consumers

23/03/2018/in Learning and Development /by Vlad Matei

Companies that are looking to make a lucrative organic growth are making major investments in the optimisation of end-to-end customer experience. In layman terms, this refers to every aspect of how customers interact with a brand and its products and promotions whether we are talking about on or offline. However, most companies still lack a clear strategy and objectives that connect all the aspects of a customer’s journey. Due to this lack of vision companies risk expending vast amounts of money and human capital without getting back any financial gain.

Most companies nowadays are too busy tracking customer activity across their stores, unrealistic measurements for and gathering huge amounts of data from social media, call centres, e-commerce sites loyalty programmes and so on. In this case, their goal is to improve customer satisfaction every step of the way. However, overall customer satisfaction levels are already pretty high and rarely represent a competitive advantage.

Thanks to the research done by Harvard Business Review (HBR) over numerous brands and industries, has revealed the fact the most efficient way to boost customer value is by connecting with them on an emotional level. This indicates the need to use ‘emotional motivators’ i.e. fundamental emotional principles which are often unspoken. Just to name a few we have the need to feel secure, the desire to have a sense of belonging or to succeed in life.

On the basis of customer loyalty, emotionally connected clients are at least twice as valuable as satisfied customers. Emotionally connected customers will buy more of the products or services you offer, they will visit your place of business or stores more often, they display low price sensitivity, they will recommend you more to their family and friends and even follow your advice. Here are a few examples:

Airbnb: Travellers who crave a more personal experience, then, the sharing-economy icon definitely hit an emotional chord through the use of principles such as of mutual trust and respect.

Starbucks: Given the fact they have created a sense of community in their coffee shops, the company has developed a deep and strong bond with their customers to become the perfect place between home and work.

Patagonia: This socially responsible retailer started connecting with like-minded customers and initiated supporting causes they are really invested in. Given its activist spirit, this is echoed in every aspect of the organisation, ranging from logistics to fair wages.

In all fairness, all the marketing tools available now have acted as a catalyst for brands and their customers. If we take a closer look at the leading marketing campaigns involving technology, we can clearly see that emotional marketing is further enhanced by digital tactics. This leads to brands building their reputation and awareness even stronger and with the added bonus of creating special bonds with their long-lasting customers.

The digital advantage

Contrary to popular belief, by embedding technology in our daily marketing campaigns does not mean brands give up on human connection. Through the use of new emerging technologies, organisations have discovered a more personal way to reach and persuade costumers. Messages that make people smile, cry or grimace are what lead to likes, shares and lifelong customers; and the opportunities that the digital era presents bring emotional marketing to new heights.

Influencing customer insights

When you’re designing a campaign revolving around emotions, the message has to reverberate with the desired target audience in order for it to be effective. Nonetheless, it is pretty difficult to build up such a campaign given the fact that every consumer in the customer journey is at a different point in their lives with unique priorities. Given social media websites and numerous apps, very specific customer data is now available allowing marketers to tailor the campaign for their customers on a very deep, personal and emotional level.

Reaching the target audience

Given that our lives have changed considerably in the past 10 years, we are now living in a mobile-first world. This translates into less physical interactions with them in the stores. A big part of connecting with consumers on a more personal level is by reaching them where they are. It’s the organisation’s responsibility to discover what kind of device their audience is using more often and which content platform to they seem more in touch to i.e. Instagram, Snapchat or Facebook.

Harbouring customer loyalty

It is clear as day that campaigns that makes people angry, happy, sad, anxious or frustrated stay in the minds of the customers and will make them come back for more.

The moment when branded content is being distributed between family and friends and is also very engaging and entertaining, customer loyalty grows exponentially. When an organisation shares content with their customers either through Facebook or Twitter, we can clearly see the ‘art’ of creating an emotional campaign by combining it with science. These types of tactics have become one of the most effective ways in which to boost customer loyalty over decades.

If you are a believer in the idea of the digital era that is destroying the relationship between brands and their customers you may want to think again. Emotional and digital marketing are more intertwined than you may think. Campaigns that make people engage on an emotional level such as laughing, crying or smiling will continue to come out and they will grow in numbers, thus leading to an unprecedented level of engagement which can only be obtained through cut clear digital tactics.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

Sources:
HBR.org

Forbes.com

MarTechToday.com

The Basics of Nonverbal Communication (Part Two)

09/06/2017/in Learning and Development /by Laura Dragne

There are many recruiters who decide whether or not a candidate is worthy due to their body language while they waiting in the lobby or walking towards the conference room where the interview takes place.

It is common knowledge that the recruitment process and employee turnover represent challenges in today’s global environment. There are many cases when nonverbal communication is more revealing than what a candidate says their previous experience or their references. It is that vital. Recruiters will pay close attention to a candidate’s nonverbal communication.

As a recruiter, your focus points are the signals regarding the candidate’s attitude, interests, hobbies, outlook and approach. As actions speak louder than words, so do nonverbal signals during an interview, due to the fact that an employer can determine a candidate’s references in regards to: the necessary skills to perform well at the job, cultural fit in the organisation and behavioural characteristics that may determine how successful a candidate is for the job.

Here are a few examples in which recruiters are as observant as possible in terms of nonverbal communication:

First Impressions

The first minutes of an interview are very important so much so that almost nothing else matters. Recruiters take a look at the candidate and note all of the nonverbal messages they are exhibiting. They form impressions ranging from a candidate’s posture, handshake, outfit, attentiveness, facial expressions and eye contact.

Handshake

Notice whether the candidate displays a firm and solid handshake. A confident, comfortable person uses the handshake as a positive nonverbal interaction. The handshake should assure the employer of the candidate’s desire for a positive first interaction and impression. Consequently, a limp handshake reveals low confidence and self-esteem. Last but not least, an excessively strong handshake tells the recruiter the candidate is overly aggressive or even trying to steamroll him or her.

Posture and Space Usage

If the candidate is sitting comfortably and upright in his chair that means he’s most likely confident and comfortable with whom he or she is. If their posture is slouchy it may very well mean that they do sloppy work and have a low self-esteem. In general, posture which allows the individual to use an appropriate amount of space in the room reveals the security the applicant holds in his or hers abilities.

Clothing and general appearance

No matter how formal or informal the work environment is, it is adamant for a job applicant to wear a suit to the meeting. The accessories that accompany the candidate are equally important. If they show up with a briefcase, shined shoes, a leather-bound portfolio and so on, demonstrates the professionalism that lies within that person. It also reveals the fact that they wanted to make a proper first impression.

If the candidate sought out to look professional for the interview and it did not happen chances are that is as good as it’s ever going to get. In this scenario, the recruiter has to decide whether that person is a good fit for the company and hope at a change for the better in the near future.

Facial Expressions and Body Language

Nothing says more about a candidate than their facial expressions and body language.

Numerous books and research has been done on the science of facial expressions and body language. The key here is to discover whether a person’s facial expressions and body language match the words that are being said.

Facial expressions that do not match the spoken words clearly indicate discomfort or lying and these are not desired traits in any candidate. There are candidates who never make eye contact and stare at a spot behind the employer’s shoulder. This exhibits that they are uncomfortable and show a serious lack of confidence. Consistency between facial expressions and the words spoken is crucial.

Body language is similarly important. If the job applicant is leaning back in his seat and has his legs crossed, he’s too relaxed for an interview setting and may deal with costumers the same way. If they have occupied the entire table with their arms and various accessories, that displays aggressiveness and may turn out to be a difficult employee to manage after being hired. Another good example is, if during a statement, the candidate looks away from the recruiter or is generally nervous, then he or she is probably not telling the truth. If candidates practically stare into the employer’s eyes as they’re talking that most likely means that what they are saying is 100% fabricated.

It is always going to be difficult to tell whether a candidate is being truthful or not, but the key here is “listen” carefully at what they are not saying.

Finding the right talent, the best fit for the job and your organisation, can be a very challenging task. It requires deep knowledge of your own organisation’s culture and keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

Sources:

https://www.thebalance.com/nonverbal-communication-in-the-workplace-1918470

https://www.thebalance.com/how-to-use-nonverbal-communication-in-hiring-1919137

http://yourbusiness.azcentral.com/nonverbal-communications-important-manager-17543.html

The Basics of Nonverbal Communication (Part One)

31/05/2017/in Learning and Development /by Laura Dragne

Peter F. Drucker once said that “The most important thing in communication is hearing what isn’t said” and the phrase couldn’t have been truer. In essence, nonverbal communication represents the information a person delivers besides verbal communication. But how exactly do people communicate in a nonverbal matter? Let’s explore the possibilities:

Body language: The manner in which a person moves either his hands, arms, legs, sits, stands and other slight movements.
Facial expressions: The human face is tremendously expressive, especially the mouth, eyebrows and eyes. As the research done by Dan Hill and other worldwide researchers; emotions such as disgust, confusion, pain, anger and happiness can be easily depicted on a person’s facial expressions or “micro-expressions” as they are known as.
Posture: The manner in which you present yourself in public can be used by others to determine your state of mind. For example, if you’re sitting rigidly in your chair, people will, consciously or not, determine that you’re anxious or afraid. On the other hand, if you lean back in a relaxed manner people will assume you’re confident.
Eye contact: The majority of people believe that, when eye contact is being made, that person is trustworthy. This is not always the case. Even though eye contact can be used to transmit emotions and to create a bond between speakers, it can also be used to simulate interest and mislead people.
Gestures: In particular, hand gestures are obvious communication carriers. The movement of one’s hands can help emphasise an idea or an argument.

If used effectively, nonverbal communication can be a powerful complementary agent to the spoken word and can help people get their message across language and cultural barriers, due to the fact that it’s pretty much universal. In other words, nonverbal communication creates a special bond with verbal communication and adds profound meaning to it.

However, this form of communication must be dealt with great care. Due to its subconscious level, you may express something verbally, but non-verbally you may pass on a totally different idea and that confuses the receiver of the message.

When Nonverbal and Verbal Communication Don’t Match

There are numerous circumstances when this type of situation can occur. For instance, when a manager asks his employee if everything is alright, he might get a positive response, but everything related to that employee’s posture, lack of smile, facial expression and tone will give out the exact opposite response.

Nonverbal communication represents a powerful tool in day-to-day activities such as meetings, hallway interactions and even outside business hours when people are gathering together for a meal. It can also be tremendously helpful when dealing with stakeholders, customers, associates, partners due to the fact that it adds gravitas and trust to the spoken words.

Although it may seem unlikely, nonverbal communication can be taught if carefully practiced and managed. Clear improvements can be observed when delivering your messages across to people. If this skill is not well-trained you may look sloppy and ineffective damaging office relations, thus resulting into low job performances all across your department or company.

A strong business education can take you so far, but without the necessary people and communication skills, there is a chance for mishaps to occur, stammering your professional growth along the way.

Try out our assessment in order to measure the level of wellbeing in your organisation and find out the best approach to improve it.

Sources:

https://www.thebalance.com/nonverbal-communication-in-the-workplace-1918470

https://www.thebalance.com/how-to-use-nonverbal-communication-in-hiring-1919137

http://yourbusiness.azcentral.com/nonverbal-communications-important-manager-17543.html

Entrepreneurial Potential all over the World

13/04/2017/in Performance /by Vlad Matei

People who are naturally drawn towards entrepreneurship have a different mind-set altogether. These are people are willing to break the established business models and transform the way we do business through futuristic and a more enhanced approach to commerce. This type of ethos leads to relentless energy in being creative, taking risks and stimulating more critical analyses of the situations at hand.

But before starting up as an entrepreneur, there should be entrepreneurial potential whether we talk about innovation within a company or in a community. And this requires people with potential.

It is a well-known fact that every country and culture around the world has a specific set of skills and abilities that make them stand out from the crowd. So, which country has the highest number of potential entrepreneurs? It may come as a surprise to everyone that it is not the United States, but rather Vietnam. They rank the highest from 45 countries in the Amway Entrepreneurial Spirit Index (AESI). Other examples include U.S. in 12^th and Japan in 45^th. AESI have based their rankings on 3 factors in order to determine the entrepreneurial spirit:

Desire to start a business
Willingness to engage in sustained effort
The social impact of friends and family in discouraging them to participate in the business.

These rankings are just a small fraction of the many incredible discoveries the 2016 Amway Global Entrepreneurship Report has made. Their annual survey is designed for the sole purpose of identifying the various entrepreneurial attitudes and potential the participating countries have. Being in its 7^th year, this report now comprises of approximately 51,000 people spanned across 45 countries. The responses given have been arranged through numerous demographic factors such as education, gender and age.

Attitude and positiveness

Nearly 77% of the people interviewed have given a positive outlook about entrepreneurship. The percentage is relatively higher than the one in 2015 (76%) and 2014 (74%), underlining the fact that this trend is going to grow even more in the future. The top 3 countries in positive attitudes are: Norway (96%), Vietnam (95%) and Denmark (94%). Why is Vietnam so high up in entrepreneurial spirit? According to Amway’s research, both men and women in Vietnam wish to start their own business due to their desire of self-fulfilment. Vietnamese are also confident in their skills of acquiring customers adding, of course, to their desire to branch out on their own.

Although many people will agree with the idea that change is not easy, there is a general tendency towards positive attitudes when referring to new ideas and concepts. This concept is closely related to age given the fact that 82% of people under 35 share this positive outlook, in comparison to 70% of respondents over 50. The other factor taken into account is the level of education. 84% of university graduates have a positive view on entrepreneurship, but also people without a college degree (74%) are pretty positive themselves. Last but not least, gender is not a defining factor, 78% of men and 76% of women display the same positive attitude.

Entrepreneurial potential

As mentioned above, there are 45 countries that have participated in Amway’s survey. Among the countries with a high score in entrepreneurial potential include: Colombia (80%), Mexico (73%) and Thailand (70%). The potential was measured based on the participants’ responses to the statement: “I can imagine starting my own business.” Interestingly enough, older respondents felt less inclined to start their own company with people 50 or over having a potential of just 33% in contrast with 35 or under who had a potential of 52%.

Gender also constitutes a determining factor of the willingness to start a business. Across the globe, 48% of men are more willing to start a business in comparison to 38% of women, the widest gap is present in North America: 56% men – 39% women. In the number one ranked country, Vietnam, women have the same positive approach as men towards entrepreneurship: 95% and 96%, respectively – this seems to be the primary reason why Vietnam shows such good statistics when it comes to entrepreneurship.

Another interesting fact discovered in Amway’s survey is that the economic context, whether it’s local or global, does not have an impact on entrepreneurial desire. This comes from the ambition of people being their own bosses and having the independence that comes along with it. Entrepreneurship is on a rising trend all around the world. The desire, innovation and eagerness of people offer a positive sign to many economies which are looking to continue their development.

We help you find the right talent, the best fit for the job and your organisation. It requires deep knowledge of your own organisation’s culture and keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. The GR8 360° tool is excellent at developing managerial competencies, skills and behaviours. When using this assessment, you will find over 50 dimensions that come along with suggestions for future improvement and development. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Sources:

Forbes.com

Inc.com

Maximising Your Chances of Getting the Job AFTER the Interview

10/02/2017/in Learning and Development /by Vlad Matei

You’ve just finished your job interview. Time to relax and mind yourself with other business until you get a response, right? Well, this is definitely everybody’s first reaction, but it is not the right one. Given today’s competitive job market, you must keep in mind that you should also do a follow-up; otherwise you may risk losing the position to other candidates. You also have to be careful not to look desperate, but rather look persistent and prove your willingness to land the job.

There is no certain way to know if you got the job until you receive an actual offer. Don’t forget, they may genuinely think you were absolutely fantastic, but someone else could end up being better. Generally, there is more than one strong candidate for a job position, especially in the current marketplace.

These are a few tips that could prove valuable to you after the interview, in order to maximise your chances of getting the job:

Follow the instructions given – After the interview, the recruiter may tell you to contact them by email. If so, do not contact them by phone. Listen to their instructions precisely and act accordingly. If you somehow forgot to ask during the interview what the next steps are, write an email asking for clarification. It shows that you care about the job and that you are ready for the next phase
Provide documentation to prove your job abilities – If possible, when you do a follow-up by email, also include documents that show just how good you are at your job. Of course, these documents have to be non-confidential samples, press mentions or some public statistics in order to prove your worth. It’s an excellent way to show your professionalism and work ethic.
Don’t become a stalker – It is quite understandable that you are nervous and anxious about the outcome of the interview. However, try not to bother the employer too much. After following their exact instructions, you have to wait. If you haven’t heard from them in a couple of days, it is probably time to move on. Also, don’t go out sending LinkedIn invites to the people who have interviewed you before the hiring process ends. It comes off as being a bit desperate. Try and remain calm.
Start preparing for the next set of interviews – Life can surprise you and you never know when you can receive an email announcing you about another upcoming interview, or if you’re asked to come in for a second interview. It’s absolutely vital that you be prepared at a moment’s notice, Also, if you wish to set yourself apart from other candidates, (and I assume you do) try and find interesting facts and/or figures about the company where you applied for the job. It could be anything ranging from an award they have just won to a recent environmental initiative they have started. It’s best when you introduce this information naturally into the conversation at the interview and it will definitely leave a good impression with the recruiters and it will also increase your chances of landing the job.
Analyse your interview performance – After an interview it’s also important that you relax for a couple of hours. Once you managed to distance yourself from the subject, analyse your performance. Think about what you said and how the interviewer reacted, what you could have said better and keep that in mind if you get called in for a second interview. Furthermore, pay attention to the recruiter and what he says, it is possible that of the things he or she said to have annoyed you one way or another. This helps you determine whether this company suits your principles and values.

Last but not least, try to make good use of the experience of the interview. Regardless of how it went, you’ve still won something: if it went well, you’ve got the job, if not, you’ve gained the experience necessary to land the next one.

Sources:

http://www.forbes.com

http://www.businessinsider.com

Skill Gap: Why is it still a Major Concern (Part 2)

25/01/2017/in Human Resources /by Laura Dragne

This article is part of a series. For part 1 click here.

There is a steady decline in the U.S. system’s possibility of nurturing these midlevel skills, due to the fact that automation is cutting down the need for low-skilled workers. Luckily, there are local initiatives which are trying to address the respective skill gap in their areas.

A good example on how to narrow the skill gap is represented by internships specifically tailored to college graduates in order to meet the more evolving needs of today’s employers. Some university programs include the so-called “cooperative degree programs” also known as co-ops. This type of approach will allow both employers and future graduates to assess the market and their specific place in the world of work. Employers have the chance to evaluate skills such as: employee attitude and work ethic, but also offering their training to their temporary recruits, specifically tailored to the organisation’s needs. These co-ops and internships help students earn their necessary credit in order to graduate, earn proper work experience, and best of all getting them to apply classroom studies in the real business world.

For over 20 years, there has been a shortage of “transferable” workplace skills, and although there have been many initiatives in terms of laws, guidelines and goals, not many problems have been resolved.

These “transferable” workplace skills have represented a real problem for the private sector for the past 20 years. HR managers have stopped putting too much emphasis on skills such as reading literacy and computational aptitude. In today’s workplace, soft skills are dominating the office needs, and they are as follows: interpersonal and intrapersonal knowledge, time management, ethics, teamwork, personal organisation, interpersonal communication, problem solving, anger management and reasoning.

At a global scale, Millennials display unique attributes that conflict with society and the idea of work as it currently stands. This group of people have spent their entire or nearly entire life connected to technology, rapid accessibility of information and a permanent connection with family and friends. Straight from birth, Millennials have been told they are special and they were rewarded nearly instantaneously for even the smallest of accomplishments.

Millennials are much better equipped to handle active learning that can teach them metacognitive skills. Such operating systems are being beta-tested as we speak, in order to assure the teaching of a higher-order and analytical skills. In the United States, the successful applications of e-learning for workplace training are expected to be introduced into the K-12 curricula where they are foreseen to shrink the metacognitive skill gap in public schools. Games and simulations offer a great basis for education and training, with at least 45% of Millennials being active learners.

In approximately 10 years, companies everywhere will move all types of employee training programs towards the online. Nowadays, distance education done through e-learning is just a stepping stone towards a new structure of education.

The level of information a worker can acquire at the workplace takes half the time compared to the classical classroom delivery, thus retention can be increased by 30% and the cost of training can be reduced by 40%. There will be a quick and positive ROI because employee efficiency is substantially increased.

Skill Gap: Why is it still a Major Concern (Part 1)

19/01/2017/in Human Resources, Performance Management /by Laura Dragne

Although the latest economic recession has ended a few years ago, the rate of unemployment in the United States is still high. This still remains a problem, even though employers are in a continuous struggle to fill certain job posts, most of them in the area of middle-skills jobs: nursing, computer technology, high-skill manufacturing, etc. These vacancies require education at a postsecondary level and in some special cases, even college math degrees or courses. At the moment in the States, 69 million people are involved in middle-skills jobs, which represent about 48% of the workforce. The skill gap is obvious.

The U.S. Bureau of Labour Statistics doesn’t do estimates on vacancies based on skill category, but if we were to combine the data from the government on education and the training requirements needed, it can be discovered that almost 25 million, or 47%, of new jobs that will appear from 2010 to 2020 will be in the category of middle-skills.

CEO’s and HR leaders need to figure out which method of training people will help their organisations fill those vacancies, thus mending the wage stagnation that has engulfed the country and limiting the gap between households with high and low income.

Given the current work climate, companies should take charge and develop programs in which workers can be capable of filling the skill gap. To be realistic, such a thing can happen on a global scale only if companies cooperate with each other, with educational institutions, with unions at both regional and national level.

Businesses rarely disclose any information regarding their expenses on training programs, and when they wish to cut costs, their first target is represented by HR investments. Nowadays, many organisations shy away from training investments because they fear that their competitors won’t make the same investments and they will also steal their workers. In order to minimise this risk, combined investment is recommended. Such collaborative work has been put into effect in a number of countries such as the U.S., UK, Australia and Sweden, with great success.

Dealing With Stress, Step 8: Acceptance

28/11/2016/in Human Resources /by Laura Dragne

(This article is a part of a series; please start here)

By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more! You can find out more about Catalin by clicking here

Dealing With Stress, Step 6 and 7: Focus Attention Elsewhere

17/11/2016/in Human Resources /by Laura Dragne

(This article is a part of a series; please start here)

Stop ruminating. It is natural, but not always constructive. I’d dare to say it almost never proves useful. It is not to say you shouldn’t analyse what happened; this helps you learn and get better at things. But it doesn’t help in any way to replay the movie time and again, beating yourself up or inventing alternative scenarios.

In order to stop brooding and start building, turn your attention to the outside. Consciously establish your objective: “I will scan the street and take in as many details of the outside world as I can“. Focus on things you like. If you are passionate about colors, look for every shade, for every nuance you encounter. If you are into smells, remark as many different smells, aromas, flavors as you can, from the fleeting perfumes of the passers-by to the thick smell of restaurant kitchens to the sharp smell of fresh paint as you pass by a door being redecorated. Whatever you like, look for it actively.

At first, this probably won’t last long. Your mind wants you ruminating. That’s OK. Don’t fret, don’t judge yourself, don’t try too hard. Observe the return to inner scenarios, file the fact away and get your eyes and attention back outside. Repeat as necessary.

If at all possible, take yourself into the nature: a wood, a park, a field. Nature is a healer, more so than any other man-made environment. But if you can’t, the cityscape will do nicely, as long as you remember that the essence is not succeeding in this exercise, but the repetition itself. Right, the repetition. Just like at the gym: it is not the weight you’re lifting, but how many times you lift it, that shapes muscles.

Attention and focus are much like muscles: you have to work them to make them stronger.

And while you’re at it, combine it with Step 7: straighten up. Raise your forehead, look upon the world as you own it and soon you will be better. “Fake it till you make it” is not a lie. It takes effort, for sure. But it works.

If your mind plays tricks on you, it is only adequate for you to play tricks back on it. You should be the winner.