Tag Archives: workplace development

The Role of Coaching in your Learning and Development Program

Coaching in your Learning and Development Program

The Role of Coaching in your Learning and Development Program

The Role of Coaching in your Learning and Development Program

As summer winds down, and the intense heat we have been experiencing here in Virginia starts to subside, it can only mean one thing. For those of you who do not know where I am going with this, it is finally here! The full gauntlet of college football officially kicks off this weekend! As Learning and Development professionals it is time to ask ourselves… What does this mean to our industry? Or perhaps something more pertinent, such as, what lessons can we learn from these competitions and the pomp and circumstance that surround them? To our industry, the collegiate hierarchy means a lot, as it is the backbone of many corporate learning programs, and since a majority of these large schools devote contributions directly into their athletic programs (mostly football). It must be exceedingly important.

So, let’s lay the groundwork with some comparisons. College athletes have a lot in common with the younger members of your personnel. They possess similar mentalities, motivations, educational backgrounds, and drive for success. The comparisons do not just end there. They are both incredibly talented, attempting to improve themselves, and they just need help realizing their full potential; in order to develop the necessary skills to climb up all the way to the next level. That is where coaching comes in. In College Football more than anywhere else, a coach can be the difference between five wins a season and obtaining an undefeated record. The best coaches achieve success with great game-plans, proper attention and research into proven methodologies, and an appreciation to their competitors and what their efforts for improvement may be.

Your great learning program could be even greater with just a little coaching

Instructional designers have been trying for years to come up with the perfect teachings for organizational entities, with learnings ranging from electronic, social, micro, mobile, instructor-led, and blended. But all the content in the world can only get you so far when not paired with real life circumstances and the experiences of someone who has undergone the difficult processes in their infancy. Someone who has been there, experienced that, and advised you how to use the methods you have learned in your learnings, and encourage you to succeed within this environment. Coaching is not just a byproduct of good social learning, in fact, the best learning programs find ways to implement coaching into their offerings in a highly regimented manner.

How can my organization utilize coaching?

In learning concepts and methods for improvement within an organization, it is best if relayed in a manner consistent with the environment your staff is encountering. This approach can best be implemented departmentally. Set completion deadlines for learnings, then offer subsequent meetings learners who have freshly completed said learnings. Let the students interact with each other on what they have learned. In these meetings present the employees with real-life practice problems or perhaps current departmental issues that best reflect the teachings of the lessons. Listen closely to their input and coach them towards the proper methodology to accomplish an adequate resolution. Seeing processes first hand can be the connection point required to finalize the learning with individuals, as this can be the way they best learn.

Turn this into a weekly tradition

These meetings will be very productive for your organization. Like college football, they are best served in a repeatable fashion. When you become a fan of college football, you do not just watch one game. Instead, challenge your workforce weekly or bi-weekly in these endeavors. Eventually strong members of your organization will take on the Quarterback roles and become the on-field coaches your organization has always desired, yet did not know they needed.

Reinforcement

Be sure not to stop there, coaching involves so much more than instruction towards a positive outcome. It can also consist of reinforcement of techniques and procedures. When in a coaching environment, do not be afraid to figuratively pat your students on the back. Things like, “Hey, Awesome Marketing Person, your most recent blog changed the way in which I view our product. Utilizing those freshly established brand guidelines you have learned, you have really gone above and beyond the cause on this one.” All the way to, “That was a really great sales meeting Bill, the way in which you incorporated our sales training techniques in the front end of that call was completely legendary.” These will go a long way into extending the reach of your learnings, as well as motivating your workers to achieve even greater things.

In summary, coaching is a unique value added concept to a learning and development program. It allows the program itself to systematically convert the learnings experienced within a learning management system to real-life applications that they present. Consider making these quick and easy additions to your program today, in order to get the most out of your program. We hope you have enjoyed this reading and are ready for the beginning of the season now. Please continue to join us week to week, in order to see what we will be up to next.

ow to Train and Develop Millennials

How to Train and Develop Millennials

ow to Train and Develop Millennials

How to Train and Develop Millennials

Everywhere you look there are posts about millennials, mainly focusing on their abilities in comparison to their predecessors. There are some really fun ones out there, about how millennials are weaker than their parents, and how their neurological wiring explains their short attention spans. Most importantly these articles are mostly drawn up in the marketing world, and with good reason. Since millennial buyer behavior is so vastly different than what traditional advertising channels can influence, understanding the demographic completely, is vital. Without going too far into a tangent, this generation is simply very different from what organizations are used to. Because of this, the fact that members of this unique age bracket are finally starting to mature and fill important roles within organizations across the world leads to a solid amount of conjecture. With this new landscape and their bright-eyed and bushy-tailed outlook. It is important that we try to understand exactly the training and development challenges that they may represent. As a millennial myself with a fair amount of work experience, I offer a unique perspective on how learning works differently for myself than people that have filled my roles before me.

But before we begin, let’s make sure we’re on the same page. The dictionary accepted definition of what we are talking about: “a person who was born in the 1980s or 1990s” (Merriam-Webster’s Learner’s Dictionary) is relatively broad. Each generation has its quirks and identifying characteristics, both positive and negative. However, it is important we do not harp on those. In order to develop an effective learning plan to account for this particular generation, it is best to play to their strengths.

What Are Millennials Strengths?

Technology

We have grown up in an inclement technological landscape, seemingly with the devices themselves. Each moment from the time we first picked up a keyboard, to now, is encapsulated in a trend of growth. The computers became quicker by month, they changed size, formats, shapes, in storage capacity, and are continuing to adapt in large part to this generation’s inclusion on forward tech designing teams. The culture around the youth of this generation was forged on the idea that we would be glued to computers throughout our aging and we were. As such, we are comfortable in most environments, are quick to adapt at the introduction of a foreign software and interface, and willing to take on complicated items they may seem daunting to the world before us.  

Multi-tasking

Perhaps our greatest perceived weakness is our greatest strength. There never seems to be enough screens to quench the thirst of a millennial. We move to our smartphones, to our laptops, to the attached screens on our desk, and at any time we could have hundreds of active tabs open and ready for our immediate use. To many, this is construed as a distraction. However, when properly nurtured this can be a great strength for any personnel within your workforce. The ability to keep eyes on multiple functions at once allows for more processes to be done, and quicker. In the age of lean operations, this is a dynamic characteristic to possess.

Group Work

Millennials grew up in a world demanding popularity and are a huge part of why people with obscure talents can now easily find their quick fifteen minutes of fame on the internet. Their entire lives have been placed on display for your viewing pleasure via social media, and strangely, have managed to benefit from the situation entirely. Social media, in theory, should be a detriment to an individual’s development. Instead, it allows for collaboration the likes organizations have never before encountered. Your customers are a tweet away, and millennials understand this, as well as how to get to them. They also know how to partner up to accomplish a task because of these reasons, as well as who they need to approach in order to do this in the most effective manner.

Self-sufficiency

“I don’t know how to do that. Can you help me?” Are words not often said by millennials. Instead, it is more something along the lines of, “I vaguely recollect that situation in comparison to something else, let me google it in order to figure out how to complete the task.” Millennials are rarely stumped in their work environments because they understand that the answer is merely a search away, they also know how to find the answer if it is buried deeply in a minefield of clutter.

Putting It All Together

Due to our inclination to excel on the technological front, millennials need access to learning on a variety of platforms. Or as many as they’re currently being distracted on. By catering your learnings to adhere to these platforms, you are taking the first step in the right direction to cater to your millennials’ needs. Because of our inclination to multi-task, mix the delivery method within the learnings themselves, we are highly responsive to mixed media and in general a good rule of thumb is not to pigeonhole the learnings into a solely text-based output in the first place. Thirdly, use social learning. I cannot stress the importance of this element enough. To get the most out of your millennials you need to allow them to work on their level of comfort, socialize, and develop working relations with each other through the seemingly unconventional method of electronic means. You’ll be surprised at how quick they bond together and begin developing strategies to enhance the organization in general. Fourthly, and finally; challenge them. Millennials are most responsive to situations in which they are forced to think, though most would not admit to it. We are a thinking generation, there is a reason our head is often in the clouds. If you keep these suggestions in mind while developing a learning program, you will surely develop an atmosphere that caters to the new demographic that it seems the world just do not understand. I hope you enjoyed this post, please to continue to join us here at the Gyrus Systems Blog for relevant topics in the field, current events, and attempts at forecasting the future of our industry.

 

Reference

"Millennial Definition." Merriam Webster. Merriam-Webster's Learner's Dictionary, n.d. Web. 24 Aug. 2016.

The Olympics – A Guideline to Continuous Learning

The Olympics – A Guideline to Continuous Learning

The Olympics – A Guideline to Continuous Learning

The Olympics – A Guideline to Continuous Learning

With the Olympics coming to a close and the closing ceremony occurring this Sunday. One cannot help but reflect back on these past few weeks, the incredible athletes and what they have accomplished. Years and years of training have culminated in either a medal for some of these participants or the drive to train even harder for one more chance at glory in the Tokyo Olympics of 2020. Which leaves the typical viewer with a lot of questions. Questions such as, what inspires these national representatives to work towards this ultimate goal? How could I train at this stage in my life to do what they are doing?

What we as the viewer see is only a fledgling look into the world of these competitors, the tip of the iceberg if you will. Sure there are special broadcasts that detail typical training regimens for certain prolific athletes, and I for one am quite interested in attempting to eat the 2008 diet of Michael Phelps, who famously proclaimed he was consuming 12,000 calories a day. However, I am sure that sounds a little more glorious than the actual act would be. The point being that much like in the Training and Development Industry, there is a clear and interesting storyline going on under the surface. That many outsiders will never see, and being highlighted in these efforts is the incredible underlying process of continuous learning. What is fast today, may not be the fastest tomorrow. Records are only established to be broken, and that thought process is wholly responsible for why we as individuals have to keep working every day in order to improve ourselves, our day to day operations and become better than the department that existed before us.

The following steps occur in the corporate world much like that have had to occur in each one of these Olympians’ lives. These are also the foundation for establishing an unbeatable culture of Continuous Learning:

Establish a Career Path

For some of these competitors, the life of athletics was chosen for them before they could even walk. Parents drilled into their minds that they were going to be the right build for these sports or that they were going to have the skill sets required to compete at a very high level. But, in most cases, the drive into becoming an Olympic level athlete solely rests on the shoulders of the athlete themselves. Olympians much like business professionals have to decide what the appropriate path for them is going to be. Once the sport is chosen, or the profession is locked in, the goal becomes the question of how can I do this better, faster, and more accurately than anyone else who has either played this sport or held this position before me? As heads of Training and Development programs, we need to be aware of this process. This is how our cohorts have gotten to where they are now, and why they are willing to become a better element within the workforce over time.

Present the Right Tools

In sports much like in real life, ourselves as individuals can only achieve so much. If you’re a swimmer, you need a pool to swim in. If you’re a basketball player, you need a basketball, a hoop, and some competition. In the business world, you don’t know what you don’t know. It is best to evaluate the role you will be responsible for, and identify what components are needed for you, in particular, to go forward. As a marketing person, I would be lost without my analytics platforms, my google (I do consider myself an Olympic level Googler), my Adobe Creative Suite, and a variety of other tools that are specific to me within this organization. Document these, know that a culture of continuous learning is dependent in major part on the environment that our workforce is placed into.

Establish a Clear Process

This is what my training course will look like if I want to be prepared for this upcoming competition. In order to achieve certain tasks in our business lives, we need to figure some things out. In particular, the best process to get us from point A to point B. Much like Track and Field superstars who spend hours agonizing over their stride length and form, we too have drivers that determine our abilities in the office place. Once you have established a clear process and trained the individuals within the department on how to achieve satisfactory results, the task is not over. There will also be someone out there who can do it faster, why not take this opportunity to establish clear methods in which the personnel can work together to improve this process as a whole, and promote positive growth within the organization.

Reinforce to Correct Mindset

“I can do this, I can wear one of those medals around my neck.” Much like in the Olympics, people need to have clear goals established for themselves. This can be done via a variety of methods, such as monetary incentives, badging, or even good old-fashioned approval from people in supervisory positions. Olympians just like members of the workforce need to determine what works for themselves and then find out what they need to focus on the task at hand. Most people that start out on the competitive sports track are met with adversity along the way. Personally, in my young sporting career I was awarded an immense amount of opportunities, and along the way I need to figure out how to overcome injuries, teammates vying for the same position I was, and adversaries who were just a little bit better than myself on the field.

Develop a Strategy

With my clear process for becoming better, I’ll develop milestones to measure my effectiveness over time. I want to be this fast by this upcoming competition, I want my shot accuracy to be 10 percentage points higher by this point in time 6 months from now. Here is the roadmap for how I will achieve these goals. The same principal applies in the workplace. I want a set number of people to read this blog today, and I want so much more people to read this blog tomorrow. In order to reach all of you wonderful people, I need to make sure I do not forego developing an effective strategy.  

Execution, Execution, Execution!

Put in the work with all these aforementioned items in mind. This is where we put the whole thing together, and we actually learn at an Olympic level. Once you have a strategy in place surrounding a series of processes and all the tools needed for your disposal, and the will to accomplish the very goal you have in mind. There are very few things in your life that can stop you. This is an important lesson for members of the Training and Development community. As these Olympians have so thoughtfully set a clear method to not only improve our day to day learning but have inspired us to want to achieve the ultimate goal. If these individuals can train their entire lives for an event that only take 10 seconds to complete, we can put in the work to be better within our positions.

Thank you for joining me in this evaluation on the training Olympians undergo, and their “real life” linkage to the concept of continuous learning. I hope you all have thoroughly enjoyed the games at hand. Please continue to follow Gyrus Systems’ as we further investigate relevant topics in the field, current events, and the future of our industry.

 

 

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Four Reasons to Replace Your Outdated LMS

Four Reasons to Replace Your Outdated LMS

 LMS, learning management system, gyrus systems, gyrus, mobile, ease of use, interface, replacement, optimal learning environment, integration, intuitive design, reporting, analytics

A Learning Management System (LMS) provides a strategic solution for planning, delivering, managing, and reporting on various learning/training events and activities within an organization. Organizations across industries depend on learning management systems for handling their day to day training activities, compliance training, eLearning, etc. Due to the importance of LMS, it may go without saying that an outdated or poorly featured system can hinder an entire organizational learning process.​

LMS' User Interface Is Non-Intuitive:

Are your users frustrated with the way their LMS interacts with them? Does your administrator need to refer to the systems training guide multiple times in order to perform or complete a simple task? No one likes to use cumbersome systems or websites; if these processes are too time intensive, they may never be fully completed (or at least completed with an abundance of shortcuts). If your LMS falls into the situation where users struggle to use the system, it may lead to clutter, inability to search for necessary courses or vast mistakes in content placement. It is important for your LMS to have a simple and viable interface so that users are able to complete their tasks with ease.

LMS Lacks Integration with Other Systems:

Most companies already have an HRIS (Human Resource Information System) or an HRMS (Human Resource Management System), if your LMS cannot integrate with them, your system could be riddled with issues such as information discrepancies, dual data entry, or incomplete user records.  LMS integration with HRIS is crucial for succession planning and promotion; having immediate employee information regarding skills, job, and training, current and automatically synced to the system can lead to a better functioning organization.

LMS is Non-Compatible with Mobile:

An LMS built only for desktop computers is a big no-no, especially in an era where it seems every person is glued to their smartphone. In fact, In the US, 91% of the population is connected to fast 3G/4G via smartphone, not capitalizing on that would be a mistake. Your users should have the ability to access their LMS from mobile devices, which will give them the flexibility to interact with their LMS on the go, and further the reach of your organization’s educational content. Mobile LMS is the most convenient method to reach busy professionals and keep them engaged in their learning process today.

LMS is Missing Valuable Reporting and Analytics:

Can your LMS tell you how many users completed a particular certification exam on their first attempt? Does it provide simple/understandable metrics to inform how your organization is progressing to achieve its talent development and compliance goals? The best part of using an LMS from an administrative perspective is access to real insights and analytics of your organization’s complete learning programs and processes. An LMS without robust reporting and analytics capabilities can be a complete disaster for your organization.

Has Your New Hire Quit Already?


on boarding pic2

It is important for organizations to establish a proper onboarding strategy and training for new employees to ensure long-term organizational success.  However, cost conscious companies often overlook the importance of onboarding strategy as their main focus remains on solving everyday business issues. A recruitment process involves enormous time and effort and a repeat not only doubles the investment but also impacts the organization’s productivity.  Let’s look at some effective tips to help you make the most of your onboarding strategy:

Day One is Important: It is very important to give the positive impression to the employees on the very first day. Take care of logistics such as work desk, access cards, computer, etc. before they arrive. Employees should not be running after these and getting approvals themselves.You can also allot them an employee id and even add them in the employee portal beforehand to give them access to various employee tools, information, etc.  Employees should be made aware of the first day agenda and the paper work procedures expected from them. Make sure to introduce them to co-workers or departments where they might be interacting on a frequent basis. Give them an employee handbook to know about company’s policies, benefits, procedures, etc. A welcome lunch is another good idea to make them feel comfortable and a part of the team.  

Provide the Right Training: While you expect them to learn or know how to do their jobs, educating them about the organization’s offering, value proposition, vison, mission etc. should be an organization’s responsibility. Identify the right people or team, which can provide an in-depth overview of these to employees. Identify all training requirements such as safety training, Standard Operation Procedures, regulatory compliance, etc. and make a detailed checklist for employees to follow along with timeline.

Set the Right Goals: Define the immediate goals that the new employee is supposed to achieve. Employees should feel that they are creating value for the organization and not treated like a newbie. Make sure to provide the new employees a supportive environment as well all the training and resources enabling them to complete the tasks successfully. See if employees have any feedback on the way goals are set or its timeline.     

Overall, organizations should look at all onboarding elements together and create a smooth and effective onboarding program for new employees. It is also important for managers to personally invest time in their new hires’ development. Research indicates that employees who perceive their managers to be personally invested in their development have higher employee engagement Index scores than those who do not. The least engaged employees are much more likely to leave than the most engaged. A strategic onboarding program ensures that the new employees are prepared and have the right know-how to perform in their roles leading to increased employee engagement, retention and organizations’ productivity.

The Benefits of a LMS For Government Organizations

While T&D is important for all industries, there is a lot of emphasis placed on T&D  in government organizations. In current times it is absolutely critical for government agencies and organizations to respond quickly to constant challenges and to be trained and competent in order to face them. Training of federal, state and local employees can be easily managed through a learning management system. With the right amount of user learning functions and capabilities, adopting this software can provide a high return on investment (or ROI) and overall workplace development.

A learning management product is perfect for any government organization because it reduces costs and time for a T&D initiative, leading to increased productivity. It also helps organizations remain compliant. Your organization is constantly growing, so you’ll want to choose software that is scalable and can grow with you. The ideal vendor for government agencies will understand the regulatory and compliance needs of government agencies, and especially focus on compliance, safety, security, and T&D. It’s also important that reporting is available within the learning management system to help you track progress and history in an organized manner without paper or spreadsheets.

Since training is so important in the government industry, organizations should make wise decisions on which learning management system and vendor they choose. For example, Gyrus Systems is a government approved vendor and their GyrusAim product can be integrated with OPM’s Enterprise Human Resource Integration system (EHRI). The GyrusAim software can also create, store, manage, and transmit SF-182 requests and is compliant with Section 508 of the United States Workforce Rehabilitation Act of 1973.

Safety and security are critical factors of government agencies, which is why GyrusAim is a very secure platform for data, and customers also have the option to self-host their software. Because GyrusAim is a web-based software, it can be accessed by learners from anywhere at their convenience, and can be translated into over 25 languages. Our federal, state, and local government clients are guaranteed the lowest rate available.

Our government clients expect nothing but the best and we strive to deliver that. We understand the difficulties in dealing with the proceedings that go along with acquiring a vendor and maintaining a relationship with that vendor, therefore we are proud to be a General Services Administration (GSA) vendor. We have over a dozen government clients and are familiar with their individual needs. Our learning management system also caters to non-GSA government clients and we are prepared to offer you a learning management system that is customizable to your needs and goals.

 

 

 

Do you have control over your own career path?

When advancing in your career and participating in workforce learning programs, it’s important to take a step back and ask yourself: Am I in control?

Today’s workplace environments call for workers to take a more active role in their career path. Having control over your own learning and development allows you to set personal goals and see what needs to be done to get where you want to be. I repeat: it is up to you to get involved and define your career path, not your HR department or boss. Surely you’ll need some help along the way, such as what courses to take to prepare for future positions or what certifications are necessary to remain compliant, but in the end your future in the organization is in your hands.

A worker’s active role in their own T&D can benefit the organization too—less time and effort is spent on the process if these programs are designed to be self-directed. Employees today are becoming more dedicated and future-driven, with a strong desire to excel in their organizations (one of the only positive things resulting from today’s constantly changing job market). The employee’s active role also allows company management to measure the ROI of their training tools, such as their learning management system. Many of these platforms offer reporting to help measure efforts.

That’s why it’s important for your company to choose the right software. A learning management system such as GyrusAim not only allows users to track accomplishments, run reports, and manage expired licenses, but it also provides a very useful tool for users: the Individual Development Plan (IDP). This provides a ‘roadmap’ for the user’s career path so that they can clearly see what courses, skills, certifications, and so on have been completed (or still need to be obtained). GyrusAim is also flexible, scalable, and can be accessed at the user’s convenience. There is a direct connection between a company’s LMS platform and the performance of the employees, so the software vendor that you choose is extremely important for your organization.

In today’s time, employees are driven. They are self-motivated and have a desire to excel. If we combine this desire to excel with the desire to learn, we can make use of tools, such as GyrusAim, for the training and development of employees. The burning question still remains: Who has control of your career path? The answer should be you.

Why Buy a Learning Management System (LMS)?

1.    Meeting minimum standards is not sufficient to maintain a competitive edge

2.    Increased, more severe penalties for non-compliance

3.    Need to track/monitor compliance at a significantly more detailed level

4.    Refresher courses due at different times based on employee’s history and role

5.    Different training required for different employees = complex matrix of courses & resources that constantly change due to turnover and organizational changes

6.    Manage cross-functional and cross-enterprise teams across the globe, providing goal alignment to team members and visibility on team effectiveness to senior management

7.    Reliable records that are always up-to-date and available for viewing

8.    Provide education to end customers, creating new revenue streams and improving customer loyalty

9.    Valuable tool to prove safety of a manufacturer, verification of policies/procedures and adherence to laws & regulations

10.  Reduce time-to-market to increase competitive edge

In summary, using a learning management system can help solve many organizational challenges!