Every week, I read dozens of articles about management, human resources, and employee development. I look for advice grounded in reality that small and large companies can easily use to help people engage, perform, and improve. I’ve pulled the best ones from this week so you can get right to the good stuff.
A 2×2 Matrix to Help You Prioritize the Skills to Learn Right Now
Many business leaders recognize the importance of employees who can learn and adapt to new technologies, and there’s no shortage of topics to focus your development efforts on. But how can you determine what areas should be the priorities? This article has a quick matrix to help you decide what to learn when. It could even help you determine your learning curriculum for your team. Read more.
How to Teach Employees Skills They Don’t Know They Lack
It’s often difficult to get people interested in learning skills they don’t think they need. But it’s possible if you can help people identify areas where they’re deficient in a spirit of continuous improvement. This article from the Harvard Business Review is a little high level, but has some good advice for tackling this challenge. Read more.
Neuroscience Principles for Coaches
If you’re trying to get someone to change their behavior or helping them make decisions, it can help to understand what’s going on inside their skull. This article quickly discusses a couple of important ways our brains help and hinder learning efforts. Read more.
A ‘Culture of Coaching’ Is Your Company’s Most Important Ingredient for Success
Ongoing coaching can be a powerful way to ensure that classroom knowledge gets applied at work, but how can you get managers to coach direct reports and peers to coach each other? This article offers some practical strategies for encouraging a coaching culture. Read more.
The Ideal vs. the Reality of Changing Your Life
One of the reasons we so often fail to make a change is that we set ideal expectations for how it’ll go and quit from discouragement when reality hits. This article describes how we can change those expectations and work with the reality we have. As a trainer, you can help others deal with their disappointment in change as well. Read more.
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