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2 Reasons You Should Really Be Focused on Corporate Training

July 9, 2014

“What’s worse than training your workers and losing them?
Not training and keeping them.”

-Zig Ziglar

Corporate training is an integral part of HR and company procedures. However, a rising number of business leaders are wondering if the price outweighs the profit. According to Forbes, US businesses spend more than $60 billion a year in employee development, yet many executives question its return on investment. If you believe your company is in need of better corporate training, then assessments can help in tailoring your organization’s needs in relation to employee training. So, why train your employees?

First of all, the pros:
If a skilled and trained workforce is something your company desires, then corporate training will benefit both you and your employees. Corporate training allows your employees to gain knowledge, which will boost productivity and enhance problem-solving skills, which in turn will develop a more professional attitude in your workers.

Employees with corporate training also reduce the need to hire new talent, further saving your company the estimated $9,444.47 it costs when an individual leaves and a new employee has to be hired and trained. Training further results in higher employee satisfaction, and satisfied employees translate into better customer service; happy customers build a loyal customer base.

Second, more pros:
Corporate training is always advantageous for employees, because it enhances their skill sets, helps them understand and develop their own competencies, and provides extensive knowledge of their job. When you develop individuals, you encourage motivation and satisfaction. It can also work as a great morale booster, because employees will become more confident—applying what they’ve learned in their day-to-day activities—which will open up the path for career advancement and succession.

The cost:
Corporate training only costs the organization if it is not planned and carried out properly. Your organization will actually end up saving money by properly implementing training policies, because your employees will not require additional supervision.


Motivational Lessons from the Late Zig Ziglar

January 22, 2013

By Aoife Gorey

World renowned author and motivational speaker Zig Ziglar unfortunately lost his short battle with pneumonia on Wednesday at the age of 86.

The acclaimed business icon has been a household name for over 50 years before his retirement in 2010. Millions of people around the world including presidents and world leaders have been impacted by his theories, practices and publications.

Zig Ziglar touched the lives of many Profiles International employees and today, we pay tribute to a man whose legendary work will live on in his absence.

For decades, Zig Ziglar has motivated and inspired millions of people to be better at whatever they do for a living. Ziglar’s ideas about creating a sense of urgency are exemplified in his “Day Before Vacation” story. A personal favorite of mine, this technique can have a tremendous effect on your productivity and the ability to motivate your employees.

When we prepare for a vacation, we work extra hard to ensure all loose ends are tied up before we leave. Think about your last day at work before you went on your most recent vacation. Didn’t you get as much done in that day as you would normally get done in two, three or even four days?

Look at what Ziglar says you probably do on the days before your vacation:

Two nights before your vacation, you likely sat down with your laptop, iPad or even a piece of paper and listed all of the things that you had to complete the following day – your must do’s! (“I must do this and I must do that…”). Then, you mentally committed to completing them all before you left the office the next day.

On the morning of the day before your vacation, you arrived at the office on time -maybe even early. But you didn’t head for the coffee machine or to catch up with co-workers. You headed straight for your office, shut the door and tackled the first must do on your list (the sign of a motivated employee). You probably also did things out of order. You took your least favorite task on the list and got it out of the way quickly, instead of having it hanging overhead all day long (the way you normally would). With that tough one out of the way, you were feeling pretty good, and so you tore into the next task on your list and then the next one after that. When someone came to chat about last night’s football game or TV show, you politely but firmly informed that person that you were just too busy – and then you got back to business.

As you completed each of your must do’s, you felt your energy rising, so that by halfway through the day you were buzzing with a sense of accomplishment that drove your enthusiasm level even higher. Your obviously energized and enthusiastic demeanor began to motivate employees and colleagues around you. They started to ramp up their efforts and became similarly enthusiastic. The atmosphere in the office got a little extra spark and this lifted you even further. At the end of the day, you had all of your must do’s completed. You doubled or maybe tripled your performance on this day because you had to, so tell me… now that we know it is possible, why do we not do this on a daily basis? Think about it….if planning one day of your life can make such a radical difference in that day, think what a difference a game plan for life would make.

“According to research, a little over one hour a day is wasted in idle conversation, much of it gossip that has nothing to do with a job. An hour a day is five hours a week, that’s 250 hours a year, that’s 6 weeks of life totally gone to waste.” – Zig Ziglar

Treat every day like it’s the day before your vacation and you will be pleasantly surprised with the results in your personal and professional lives. Take control of your own lives.  You will not regret it.

Thank you Zig for making our lives richer.

Emotional Intelligence: The Power of the Sliver

October 1, 2012

Guest Post by Greg Stewart

Many of us loved the movie The Matrix. There were so many analogies and metaphors that resonated with how we experience life. One of my favorite lines came from Morpheus (played by Laurence Fishburne), the brilliant leader who searched his whole life for Neo, the messiah-like hero who was chosen to save the world (played by Keanu Reeves). In introducing the idea of the Matrix, Morpheus empathizes with Neo’s experience of knowing the Matrix exists, but not being able to put his finger on it. Intriguingly, he tells Neo, “It’s like a splinter in your mind.”

What an incredible statement. There are things that bother us, but we can’t quite put words to them, can’t figure them out; they are like splinters in our mind.

Allow me to create a splinter if one doesn’t exist. We spend a third of our lives sleeping. We are unconscious, not moving, watching movies in our minds of completely unrelated details smashed together like mom’s creative leftovers. Worse yet, we remember those dreams and try to figure them out. We also spend a third of our lives (many of us much more than this) at a job doing something for someone else. Wow. Now imagine you are on your deathbed and actually have enough time and mental capacity to reflect on your life. Are you at peace or not?

But both of these time-vacuums are unavoidable. People try to get less sleep than they need and end up having major emotional problems. Trust me, I have a PhD in Counseling. I’ve seen it. As well, we have to work. We tell our kids, “If you don’t work, you don’t eat.” Simple enough.

Do you like what you do? Does your job fit YOU? Are you passionate about a vision and does your job fulfill that vision? In the end, it’s about feeling accomplished, being at peace, and feeling like “you left the world a better place than you found it.”

Many are familiar with the book Leadership Challenge by Kouzes and Posner. Before they even get into the discussion about leadership, they coach the reader in the pre-requisite to leadership: Finding Your Voice. Your voice is your mission, your values, your reason for living. That voice is there, but it must be brought to the surface, analyzed, refined, and defined. Your values flow out of, but enhance your voice, your mission.

My point in all of this is that too many of our employees have a splinter in their minds. They have not yet made the connection between what they do and their voice. As hiring managers, we know we need to tell candidates about our company. How do we do that? We talk about our Mission Statement and Values.

Did you ever notice every value is a good thing and what candidate in their right mind would say they don’t agree with it and love it? But then the employee gets “onboarded” via a fire hose and within three months you actually find out if they will work out. Why do you enforce a probationary period? Is it really to find out if they have the skills for the job? In some cases, yes; in most, no. It’s because you need to find out if they will play nice in the sandbox with their peers and their boss. We say to ourselves that we need to see if they will be good at the job, but the resume should tell you that. However, to be honest, they may even have the resume, but “what got them here isn’t getting them there” and the “there” is where you need to be as a team and a company. You just found out they don’t have the problem-solving skills to pick up immediately at the point of where the company and take off or they can start well, but lack the critical thinking skills to move as fast as, or problem-solve to the degree of … well, what you need them to.

It could also be for another reason: The employee has a splinter in their minds that they can’t figure out what it is. They complain about the company, right? What are they complaining about? They are complaining about the leadership, the system, other people, or their boss. Say goodbye and move on to the exact same hiring process you had before, which will result in another situation described above.

Wouldn’t it be great if you could reproduce your top performers not only in education, experience, and skills, but also in the way your top performers think? If only you could reproduce your top performers in the way they do their jobs.

If only. . . new employees could know for sure that the job they are applying for matches their voice, their thinking, and the way they roll. If only you could know that before you hire them.

If only…

Adjusting to Change

February 28, 2012

On Thursday March 3rd, 2012 I am presenting a Leadership Development session for Allen-Lima Leadership with the topic of adjusting to Change.  For me, a resident of this planet of over 60 years, this blog is an example of changing to keep up with technology.  I hope it turns out to be an exciting and meaningful way to share information and receive feedback from others.