Training initiatives are not well aligned to critical organizational outcomes for many companies. A survey found that only 65% of respondents agreed or strongly agreed that their training was aligned to drive competency-based results, and only 40% agreed it was aligned to drive cultural or business impact results. Additionally, leadership does not fully understand or support the connection between training and driving business results for many organizations.
Coaching creates stronger relationships between managers and employees and helps align individual, team, and business goals. It empowers teams, keeps managers actively engaged with employees, and focuses on employee engagement. Coaching is also the top talent management practice and allows leaders and employees to remove barriers to success according to several studies. It gets employees to consistently apply their skills and knowledge and spreads through contagion once it begins within an organization.
Leaders have many misconceptions about coaching. “You have to be an expert.” “It’s time-consuming.” “It’s only for underperformers.” But done right, coaching can impact every aspect of your business for the better. Use this infographic to get the bottom on how coaching benefits your bottom line.
This document introduces InsideOut Coaching, which promotes workplace coaching to help employees make better decisions, commit to actions, and achieve results. It summarizes that coaching is the number one behavior of good managers, and organizations with strong coaching cultures are 30% more likely to have strong business outcomes. InsideOut Coaching takes an "inside-out" approach that draws out employees' potential rather than telling them what to do. It provides tools and training to help managers coach their direct reports and align goals to company objectives.
The document discusses the 7Cs of good leadership - Communicate, Collaborate, Care, Create a Culture, Concentrate, Credit, and Coach. Mastering these skills can significantly improve employee engagement, performance, and satisfaction. Regular communication, collaboration, recognition, and coaching help employees feel valued and empowered.
The document summarizes research on the benefits of executive coaching. It found that executive coaching improved working relationships, teamwork, job satisfaction, and conflict reduction for executives. Organizations saw benefits like improved productivity, quality, organizational strength, customer service, and retention of coached executives. Studies found an average return of $7.90 for every $1 spent on coaching, with some companies seeing returns over 500% of the investment in coaching.
The document discusses strategies for effectively managing and working with millennial managers. It recommends respecting your millennial manager and their qualifications. It also suggests getting social media savvy by following your manager online to understand their perspective. Additionally, the document advises emphasizing your strengths and assets to your manager, using concise communication like texting given millennial preferences, and being open to coaching your manager when needed.
The document describes updates to the InsideOut Coaching 4.0 participant experience. Key updates include:
- Enhanced workshop preparation with a new eLearning module to better prepare participants.
- Updated participant materials including a new workbook and job aids to better connect learning to real-world scenarios.
- A newly designed learning sequence to anchor and thread content throughout the workshop.
The workshop continues to be led by a senior facilitator and includes engaging activities, videos, and coaching practice. New features aim to improve learning stickiness and sustainability to enhance the overall participant experience.
Do your leaders miss the big picture?
Discover the insight and actions you need to take for your leaders to drive stronger business results.
For more information visit cebglobal.com/leadership
The document discusses a lack of effective leadership in many organizations. Only 27% of organizations believe they have the leaders needed for the future. It introduces the concept of "enterprise leaders" - leaders who achieve their own goals while also improving performance across their organization by building connections between teams. True enterprise leaders are still rare, comprising just 10% of leaders. The document advocates for assessing leaders on their network performance and benchmarking against peers to identify enterprise leaders, as well as training programs to develop more leaders with this mindset.
Any attempt to improve human performance starts with the InsideOut Mindset. People have the capacity to learn and perform at a higher level. It’s a manager’s job to draw out that high performance.
Infographics on the link between effective leadership and business performance. Stats include development, employee engagement and emotional intelligence.
Team building events have numerous benefits for organizations, such as improving leadership skills, uniting staff networks, and increasing staff retention. They help employees feel more engaged and valued, which improves productivity and creativity. Team building also allows organizations to clarify goals and objectives, identify strengths and weaknesses, and improve teamwork, communication, problem solving abilities, and overall company culture.
Business results were 21 percent higher among organizations whose senior leaders ‘very frequently’ make an effort to coach others, according to the Bersin & Associates study.
1. The document discusses how work and leadership are changing as work becomes more complex, teams more diverse, customers more dispersed, and technology advances faster. This requires updating how we prepare leaders for their new roles of leading learners.
2. Leading learners is very different than traditional management and requires breaking old habits and learning new skills. Managers must motivate creativity through psychological safety, relationships, and self-direction rather than traditional methods like evaluation and competition.
3. There is a growing gap in engagement for new managers who need more support in their transition, costing organizations millions. We must do better supporting leaders as both managers and their teams continuously learn and adapt.
5 Coaching Essentials To Look For In Your Next Performance Management SystemInsideOut Development
This document discusses the shortcomings of traditional annual performance reviews and promotes more frequent coaching conversations as an alternative. It notes that negative feedback during annual reviews does not motivate employees, and that organizations focusing on quarterly goal conversations are more successful. Regular feedback is preferred, as 65% of employees want it more often than annual reviews provide. Coaching that emphasizes strengths and future goals improves engagement and performance over checklists and rankings.
Creating a coaching culture for defragmented workforceMichelle Raymond
Coaching for a defragmented workforce. Learn how coaching can benefit your business with recruitment and retention. Coaching is the new leadership skills for todays workforce.
5/22 Effective Communications and the Employee Experience WebinarLimeade
This document summarizes a presentation about effective employee communications and the impact on employee experience. The presentation discusses how communications should support the whole person, whole ecosystem, and whole company. It emphasizes reaching all employees, including those not connected digitally. The presentation then shares a success story about how TE Connectivity used a mobile app called myTE to directly communicate with about 38,000 employees who did not have TE emails. The app allowed for targeted messaging, engagement features, and reporting capabilities. Key learnings included having local champions and using scheduling to boost efficiency. The presentation concludes that engaged workforces have better business results and organizations should prioritize what matters to employees and their goals.
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
This document lists 12 notable events from 2015, including Disney dominating the box office with films like Inside Out and Star Wars, Tesla debuting driverless cars, and the New York Mets reaching the World Series. It also mentions popular cultural phenomena like the "Whip and Nae Nae" dance craze, the "Face with Tears of Joy" emoji being named word of the year, the final season of Mad Men, McDonald's introducing all-day breakfast, and Adele's new album selling over 3 million copies in its first week.
ThankYou for being our #1 reason to celebrate in 2014. Here's to even more wins in the new year! The document then lists 10 things to celebrate from 2014, including clients helping individuals achieve business results, the ALS Ice Bucket Challenge raising awareness for a good cause, the success of Frozen and "Let It Go", soccer growing in popularity in the USA during the World Cup, the comeback of Lego thanks to The Lego Movie, a 101-year-old woman seeing the ocean for the first time, The Tonight Show becoming more social under new host Jimmy Fallon, the addition of "selfie" to the dictionary due to increased self-portrait taking, the European Space Agency landing a probe on a comet for the
Training Initiatives at Godrej. This Presentation explains about the training initiatives which godrej has adopted. Training at Godrej is carried out with the help of various International consultants which provides training services for various companies all over the world.
The document provides tips for new managers on how to succeed in their new role. It advises managers to enable their team to do the work instead of doing it all themselves, listen more than talking, make quick wins a priority, avoid overconfidence, and focus on their team's success rather than themselves. The document emphasizes building strong connections with their team through weekly meetings, following through on commitments, and preparing for tough conversations.
1) Managers who hold regular meetings with employees have more engaged staff, yet many managers cancel or reschedule meetings due to being too busy.
2) Bad managers simply tell employees what to do, while great managers involve staff in decision making. However, many managers are uncomfortable giving feedback or having difficult conversations.
3) Research shows employees want more constructive criticism and information from their boss on what to improve, yet over 60% report receiving too little feedback and a quarter get no feedback at all.
This document provides 3 leadership hacks for managing fear and maintaining composure during times of change. The first hack is to speak often through clear and frequent communication. The second is to listen more to understand employees' perspectives and reduce uncertainty. The third hack is to focus employees forward by helping them make a plan with goals, prior efforts, potential options, and next steps. Regular communication, active listening, and forward planning are presented as key strategies for leaders to reduce interference caused by fears of change.
This document provides information about a family business consulting firm called Ingenium. It offers services such as family business assessments, succession planning, management and leadership development, and people assessments to help family businesses create sustainable growth across generations. The firm assists families and closely held businesses with multi-generational planning by addressing issues related to ownership and management succession planning. It also advertises upcoming development programs in youth leadership, family business management, and leadership.
Sherrie Kathryn Brown is a versatile leader, trainer, and sales executive based in Oswego, IL with over 10 years of experience at Humana improving process efficiency and increasing sales. She has a proven record of developing strategic communication plans and benefit enrollment solutions. Brown is skilled at presenting concise and effective messaging to broad audiences and co-creating sales training programs to optimize productivity. She leverages strong relationship management skills to deliver uncompromising customer service and is adept at coaching, mentoring, and cultivating engagement.
This document discusses the CareerIQ professional development program and its phases:
- The CREATE phase establishes goals and takes personal and career inventories to develop an action plan.
- The CULTIVATE phase focuses on mastering executive competencies like decision making, relationships, and communication through implementing the action plan.
- The CONQUER phase has participants apply their learning outside their comfort zone to transform their careers.
- The SUCCEED phase makes participants their own career coaches with support networks to implement long-term success plans.
The CareerIQ program aims to help individuals take control of their careers through an individualized and experiential leadership development process.
The document provides information about Equanimity Executive, a global coaching and training practice that aims to empower people, enhance experiences, and enrich lives and organizational culture. It discusses Equanimity Executive's ACE IT process for change, executive coaching services, leadership development programs, assessments, and customized training offerings. The document also shares client testimonials and case studies on improving communication in an organization and supporting an expatriate leader's transition to increase his success.
The document describes the services provided by Equanimity Executive, a global coaching and training firm. It aims to empower individuals, enhance experiences, and enrich lives and organizational culture. The firm uses assessments and proven processes like its ACE IT method to customize coaching programs for clients' needs. This allows clients to achieve personal and professional fulfillment while meeting individual and organizational goals. The document shares client testimonials praising the positive impacts on goals, relationships, mindset, and productivity. It also provides examples of how the firm has helped organizations overcome communication challenges and supported the success of expatriate employees through cultural training and executive coaching.
Executive coaching, Corporate training & Leadership Development Alexandre Navarro
The document provides information about Equanimity Executive, a global coaching and training practice that aims to empower people, enhance experiences, and enrich lives and organizational culture. It discusses Equanimity Executive's ACE IT process for change, executive coaching services, leadership development programs, assessments used, and benefits clients have experienced. The company offers customized solutions to fit individual and organizational needs to help clients reach their full potential and achieve goals. Testimonials from satisfied clients are provided praising the training and coaching received.
The document discusses the relationship between performance, leadership, culture and strategy. It states that there is a direct correlation between an organization's performance and the strength of its leadership, culture and strategy. A strong culture that outlines clear values guides employees and leads to better statistical performance, higher employee satisfaction and retention. Developing a clear purpose, strong leadership, aligned culture and strategic plan of action are key to achieving goals and high performance.
The document discusses the relationship between performance, leadership, culture and strategy. It states that there is a direct correlation between an organization's performance and the strength of its leadership, culture and strategy. A strong culture outlines clear values and guides employees, creating a more engaged and satisfied workforce. To develop a strong culture, the document recommends determining the organization's purpose, strengthening leadership, assessing and aligning the current culture, and establishing goals and strategies to improve performance.
Wiederhold & Associates is a career coaching and leadership development firm that has been in business for over 25 years. It connects individuals to its large network of vetted contacts to help shorten transition times between roles. The firm works with both employed and unemployed individuals facing challenges to regain career momentum. It prides itself on partnering closely with clients and recorded double-digit growth in 2016 due to word-of-mouth referrals from past satisfied customers.
Timothy figley strategic plan facilitatorTim Figley
Tim is an ICF Professional Certified Coach. He holds Bachelor’s Degrees from Liberty University and Vision University, an MBA from Bakke Graduate University, and is currently pursuing his Doctorate from Bakke Graduate University.
Coaching and mentoring can help both individuals and organizations achieve their full potential by facilitating exploration, goal-setting, and lasting personal growth and change. The document discusses how coaching and mentoring benefit clients through questioning techniques, action planning, and unconditional support. It also explains how coaching and mentoring can enhance employee motivation, morale, and productivity for organizations undergoing change. Jerry Moore has over 30 years of experience advising major brands and offers coaching/mentoring in various areas including strategic planning, marketing, crisis management, and leadership.
Your Organization's Biggest Challenges By Manoj SharmaManojSharma
A presentation on the biggest challenges an organization faces and how to have them resolved through DifferWorld's Professional Coaching, Training, Development, Speaking and Consultation programs.
Organizational development involves planned and systematic efforts to bring about positive and sustainable change within an organization. For personality development classes, visit - sanjeevdatta.com
High Stakes Holistic and Integral Coaching for a Meaningful and a Sustainable...Svetlana Dimovski
In fast-changing, ambiguous, interdependent and digitally-empowered world, leadership is pressured to look at the growth from a fresh perspective. This is where we can best help. Our approach to growth strategy is integral and holistic. When stakes are high, we focus on facilitating deep insights and actions that promote sustainable results with a restored sense of wholeness for our clients.
The integral and holistic approach is multifaceted, and as such, it is very effective in complex, ambiguous and fuzzy situations (e.g. organizational or personal reinvention, leading across an ecosystem without authority or governance, discovering new growth path or a new growth field, etc.).
Integral approach potentiates deeper awareness, better understanding, and easier integration of insights accessed through different ways of knowing and doing. When we come from more parts of our being, we live, move, and grow more congruently, so that our actions produce desired meaningful outcomes rather than false starts.
Schedule your discovery call at: https://calendly.com/dimovski/discoverycall
Greetings from THE IMPACT – Knowledge Is Power.
Our Mission is to build on the unique competencies of individuals and organization
We look forward to be associated with your esteemed organization for any training & development need and help foster and meet your desired need.
Dheya is a career development company that offers franchise opportunities for its services. It provides psychometric assessment tools, career guidance, and employability development programs. The franchise opportunity allows partners to sell Dheya's services and customized reports to students, professionals, educational institutions, and corporations. Franchisees receive initial training, ongoing support, and can earn 30-50% revenue sharing depending on sales volume. Dheya has helped over 13,500 students and professionals plan their careers through its individualized approach and research-backed models and tools.
InsideOut Development is a coaching company that has helped many Fortune 1000 companies achieve targeted results for over 25 years. It provides best-in-class coaching solutions to help organizations develop competencies, build culture, and deliver business measures. InsideOut focuses on getting leaders to coach their employees effectively to take action and maximize their potential through simple approaches rather than complicated theories. It uses a 5-step Results Framework to align its solutions with client success factors and ensure long-term impact.
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
Customer Service
Leadership & Influence
Employee Motivation
Leading Innovation and Change
Digital Marketing Basics
Workplace Stress Management
Effective Communications
Building Passionate Teams
Performance Management
Business Ethics
Business Writing
Emotional Intelligence
Consultative Selling
Strategic Planning
Facilitation Skills
Coaching & Mentoring
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This document provides coaching tips and information for managing and mentoring different generations in the workplace. It identifies the core work values of Generation X as time and productivity, Baby Boomers as success and loyalty, Millennials as individuality and contribution, and Generation Z as inclusion and opportunity. The document then provides generation-specific coaching mantras and tips, such as communicating face-to-face with Baby Boomers, offering variety and stimulation to Generation X, blazing new trails for Millennials, and building confidence in Generation Z.
The Unintended Outcomes of Unconscious Bias in Performance ManagementInsideOut Development
Managers' performance reviews of employees are often unreliable and biased. Unconscious biases can account for 61% of a performance rating reflecting the manager, not the employee. The document discusses six common biases: the halo effect, horns effect, recency bias, similarity bias, contrast bias, and conformity bias. It provides examples of how each bias might influence ratings and recommends practices like using evaluation matrices, frequent check-ins, and customized evaluations to design performance management systems that minimize the effects of these biases.
People have a lot to say about Millennials. They're lazy, poor communicators, incapable of independent thought—and let's not forget entitled. In this infographic, we're melting myths about the "special snowflakes" in your office. Guess what? These "negative" traits might not be so bad.
How do your leaders manage remote workers? It can be challenging for managers to coach a team they don’t see every day. Meet Brad. He’s not only a great leader, he’s a great coach, even from afar. View this infographic to see how you can be more like Brad.
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The University of Nebraska degree Cert diploma offer
Are Your Training Initiatives Driving Results?
1. Are Your Training Initiatives
We asked learning and development professionals and leaders to rate how effectively
their training initiatives align to and support their most critical outcomes.
Here’s what we found.
Clear CONNECTIONS
Strongly Agree or Agree that they can
identify the 1-2 results their training
and development initiatives target.
TARGETED Results
COMPETENCY and CULTURE
engagement • accountability • change management
Training in my organization is aligned to drive a cultural result.
Agree or Strongly Agree that training in
their organization is driving competency
or skill based-results (i.e. problem solving,
time management, coaching).
Training in my organization is aligned to
drive business results (increase sales and
productivity, improve retention, etc.).
A FocusON IMPACT
20%
STRONGLY AGREE
15%
SOMEWHAT AGREE
20%
DISAGREE
40%
AGREE
HIGHLIGHTS OF THE APRIL 2015 INSIDEOUT DEVELOPMENT SURVEY
Driving Results?
65%
Contact us today to learn how we can help you achieve
results at the competency, culture, and business impact level. insideoutdev.com | 1.888.262.2448
STRONGLY
AGREE AGREE SOMEWHAT
AGREE
DISAGREE
25% 20%15%
40%
65%
WHAT’S Missing?
25%
STRONGLY AGREE
25%
AGREE
20%
DISAGREE
Training in my organization is aligned
to drive results at the competency,
culture, and business impact level.
Results
AT EVERY LEVEL
LEADERSHIP Engagement
Somewhat Agree or Disagree that the Training
and Development team has the necessary tools
to make a compelling case for training initiatives.
Business leaders in my organization
look to the Training and Development
team as valuable partners in driving
business results.
10% Strongly Agree that business
leaders understand the connection
between training and driving
results.
45% Somewhat Agree or
Disagree that leaders lend buy-in
and support for training and
driving results.
55%
10% 45%
30%
SOMEWHAT AGREE
STRONGLY
AGREE
SOMEWHAT
AGREE
DISAGREEAGREE
25% 25% 35% 15%
Team Tools
SupportAND