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There are three domains of learning; knowledge, skills, and attitude. You can share knowledge. Whether someone is open to receiving information, retains it, or is able to recall the information, and apply it, depends upon their state, focus at the time, and the way the information was conveyed. Knowledge is more likely to be absorbed, retained, and recalled if you use accelerated learning techniques plus a clear 'why, what, when, where'. Skills can be developed. You can hire a trainer with experience of the skills you want, be that interpersonal, leadership, team working, communication skills, or functional, such as how to manoeuvre a fork-lift truck, or how to write and maintain records for health and safety policies and procedures. You can audit/check for learning, uptake, almost immediately. Attitude, is an interesting one 😊. Attitude is personal. It means the stance you bring with you towards a task, a relationships, work, item of news, or change. As it's personal, people are sensitive towards any suggestion that their attitude might be keeping them/the team stuck, or contributing negatively towards an issue... Attitude is HUGELY influential. Both positively and negatively. You only need one or two within a team who are disgruntled, annoyed, offended, cynical, or egotistical, full of their self-importance, and watch the team potential disappear down the pan. You cannot train, force, cajole, or bribe anyone to alter their attitude, if they do not see the value in doing so! In my experience, I've found organisations, HR, team leaders, leave issues of negative attitude to ferment. I imagine, they might be nervous about making a situation worse, or possibly not feel they have the skills for the conversation. With assertive, empathetic, confident communication skills you can draw most people out, and in. Or out, and out! Sometimes when unhappiness/discontent is acknowledged, from both sides, it's like pulling a splinter from a piece of flesh. The relief is enormous, and sometimes, there is a parting of the ways, which is in everyone's best interest. Sometimes though, the frank, open, and skillful conversation allows for a resetting of the scales, and connection to be rekindled. (Which is often what was missing!) Need help? Call me/DM me. #domainsoflearning #leadership #management #attitude #change

(Warning LONG POST) 💜 Today I was thinking about my love for South Korea & how I am looking forward to learning from them. I thought of people who have travelled abroad to benchmark yet nothing changes!! 💜 I thought of how I instituted a new food system in my tenure as the Head of Administration. I thought of the team I had, about 8 auxiliary department heads & over 800 staff compliments. We introduced new & revised old systems. I appointed new staff members that helped execute on these new changes. Thinking about it now makes me appreciate the experience. 💜Managing people is no easy feat but I believe His grace carried me & enabled me. ATA is no result of an airy idea but it had to be paused as I learned to run divisions & deal with all sorts of things in order to grow. 💜I chuckled how some of the heads of these departments were old man who could easily have been my father yet they supported every single decision I took. They saw the plan I was implementing..I won’t say there were no detractors but what would leadership be without them! I thank God for both my CEO’s who saw me capable & were supportive the whole time. 💜Pivoting from legal into a new business environment took a lot but I was determined to learn!! I knew that the transferable skills that I possess were suited for the new path. I had to learn fast & in no time, it was as if I was trained for it. 💜Hospital management is no easy environment, especially with the level of unionisation. But during my tenure, the hospital management & unions were working together exceptionally well. That doesn’t mean they didn’t challenge our decisions every now & again but I gained a lot of experience in stakeholder management. A lot. Being a public servant is not for the weak minded & I was always adamant that I was no normal bureaucrat. I knew why I was there… 💜Gaining experience assists in how you end up running your businesses. If we can all see that our jobs are mere preparation for our real life work, then we can show up as students! Adapting in new environments is a life skill! 💜In picking a team, give me a generalist over a professional with a linear experience any day. Yes there are industries that need only professional experts.. but I don’t. I hire attitude & then train. People with a great attitude learn faster qha. 💜I am just appreciative of my experience. And I can now see what it was preparing me for. I have a different perspective. I am a whole rounder because of my experience. #Chronicles of a nonpracticing lawyer. #Contemplative Sundays. #Connecting the dots.

Hey there, do you really, actually know what you’d like to do next? Considering where you are now, your current job role, what are your hopes and ambitions, next year, inside five years, whenever? I’m a firm and passionate believer that everyone of us, if allowed to breathe and fail occasionally, has something magical inside, can find their ‘element’ and reach heights they might have thought impossible to reach. But you will need great managers! Managers who can step away from the job norm and imagine where that person could get to with their help. But it takes time, patience, character, foresight and a brain that rises above basic skill sets. Do we have many managers like this? But YOU, Mr or Miss or Mrs Salesperson, have to talk to your line manager about the route you wish to follow and the role you’d like to do, and you DON’T have to be the best salesperson in the world! Following my stint as a salesperson, I knew I wanted to help people progress and reach their ambitions, whether they knew what they wanted or not. Helping people become good to great at sales negotiators. Helping people decide what future path to follow. Helping people become good to great people managers or senior account managers. So, knowing what you’d like to do is the first thing, so all you have to do then is to put down your plan of action, and it is down to you! Later on I realised that my vocation included Growing and Developing our inexperienced people and what a responsibility this is! It’s very similar to bringing up our children, guiding and steering them in the hope they eventually reach their potential. I needed help though, so a massive “Thank you” to those senior managers who saw something in me: we ALL need that first chance. I guess I also somehow needed to demonstrate my skill sets to those who make HR decisions. But I realised I needed self-help too so took on an Open University Diploma in Training Management, Admittedly it cost me a few bob and a couple of years hard work but it was worth it and when the opportunity came up to manage a team of individuals for the first time I grabbed it. Obviously I was unsure, would I cope, would my team listen to me, respect me, do what I’d say????? Luckily I’d had some great managers and trainers so I had a basis of what to do. So, encourage your vision to tell you what you want in your future career and then do all in your power to go for it! We might have good eyesight but most of all, we need vision. Our Vision. Be Brave Thank you Pat

Firstly, happy Sunday to all of you, hope you are having a great one. As per my study of the industries, I feel a dire need for individuals to upskill themselves to stay in the race and even move further to the expectations. We've come up with a multitude of offerings with a minimal cost to assist you all and since I am a part of this group I feel it as a responsibility to share this as the first. Following options are included in our offerings: 1. E Learning: Best suited for individuals and bulk teams with personalized landing page. 2. Bulk: Best suited to have access online. 3. Face to Face: Best suited for organizations where sessions are designed with specifics. Whether it be Human Resource & Workplace Compliance, Hiring Strategies, Recruitment, Onboarding, Leadership, Interpersonal Skills, English Language Training, Legal, Sales Training, Personal Development and others; we are there to help you and take your career to new heights. You can check out LERNIQ for more details. Feel free to message me directly, believe me you will feel at ease to even discuss your needs with me. PS: This is your chance to get the best out of this amazing opportunity. #humanresources #upskilling #hr #sales #legal #training #reskilling #lerniq #careergrowth #careerdevelopment #teambuilding #teamcollaboration #vicepresident #director #cofounder #leadership

#Grateful #TeamGoodyear #WeInvestinYou I wanted to take a moment to thank my leaders Ritu Gupta Damien Schrobiltgen for incredible development opportunities provided to me. It is the first time in my career that I experienced what true development looks like. As talent and HR professionals, we always talk about the 70-20-10 learning model, but I could fully live and experience that through the below development opportunities provided to me in last 1 one year: 70% On-the-job experience: I got opportunity to visit multiple Goodyear manufacturing units in China and our regional office based out in Shanghai during a 2-week trip to China. I got experience of working directly with some of the business and function leaders through the Diversity & Inclusion Manufacturing assignment/project that were planned as a part of the trip. I was able to connect with many leaders and HR/Talent team members with whom I had connected only virtually so far. My biggest reflection – I compared my experience with all development opportunities I have got in my professional life and can say that no classroom/formal training program can replace the real time experience, exposure and learning you get from these kinds of assignments & visits. These opportunities give you confidence, visibility, hands on experience that one needs to develop and grow in their career.   20% Social Learning : Last year, I got a chance to participate in a year long Sponsorship and Mentorship program. This program is another example of the commitment that Asia Pacific leaders have towards developing diverse talent. Through this program, I got the opportunity to learn from two of our very senior leaders. The insights and guidance that I get from my Mentor Prashant Lal helps me move in the right direction. My Sponsor’s belief in my capabilities and his support has made an incredible difference. I am deeply appreciative of the resources and networks you have provided Damien Schrobiltgen. Thank you for being a champion of my success and for helping to elevate my professional journey. My biggest reflection: "Mentoring is a brain to pick, an ear to listen, and a push in the right direction." "A sponsor is someone who invests in your growth and believes in your potential even when you may doubt it." "A great manager is someone who knows when to lead, when to follow, and when to get out of the way."   10% Formal Learning : This year, I was also enrolled for a company sponsored INSEAD program on “Advancing Diversity & Inclusion”. As a talent and D&I professional, this program was a great opportunity for me to apply learnings from my ongoing D&I projects to the assignment that I was given as a part of INSEAD program and vice versa. I felt proud to participate with great D&I leaders from across the industry, learn from the great faculty. Thanks, Ritu Gupta for guiding me throughout the program and more than that giving me the opportunity to take this program.   Can’t be more grateful and thankful !!

I don’t know what #Employer needs to know this but just because your #director, #manager, #supervisor etc… has the knowledge and knows how to do the job you’re hiring for does NOT equate to them being a trainer. Being a trainer/teaching others is a gift and skill. If you’re not born with the gift then one can very well learn the skills. If you’re born with the gift, you still need to learn the skills. The job you’re hiring for is learnable. What’s happening with many employers is you don’t have the correct training material, training flow and trainer. This leaves your new hire frustrated and the person you’ve appointed to train the new hire with an assumption that person is not #qualified for the job. You want someone to come equipt and can teach themselves then pay them accordingly, if not go ahead and invest in a great #trainer to set your team up with success. Great #training ALWAYS equates to amazing #production. A L W A Y S! #SherrysOfficeTea

My department is #hiring! We need a manager for the Training Delivery team. That team provides mandatory supervisor training and elective career/professional development courses. I'm not the hiring manager but I am happy to answer questions. I'm linking to the team's page below to share the kind of work they do. I'll put the job link in the comments (it is not displaying in the post). https://lnkd.in/gB3ZBhp9 #trainingmanagement #trainingmanager #learninganddevelopment

Have you ever had that feeling of satisfaction after helping someone learn a new skill or accomplish a goal? If so, you might be interested in breaking into the training field. As someone who has successfully transitioned from sales to sales management to training, I want to share my blueprint for breaking into this rewarding career. ✅️First, start by doing a great job in your current role and offer to mentor new hires and assist your company's training team in any way possible. Not only will this demonstrate your interest in training, but it will also provide valuable experience. ✅️Next, start training people and tracking the results. Keep a record of how many folks you've helped train and the outcomes of those training sessions. This data will be valuable as you start to apply for training positions. ✅️ But it's not just about the numbers. To be an effective trainer, you need to understand adult learning theory and the basics of learning. Practice facilitating training any chance you can get, and ask for feedback from the training team. Apply that feedback quickly and completely to improve your skills. ✅️After a year or more of experience you can start applying for facilitator type roles, first within your current company and outside if there are no opportunities internally. This is just a blueprint of how I broke in to the field. Your results may vary. #trainingtuesday 💡Remember, breaking into the training field takes hard work and dedication, but it's worth it if you're passionate about helping others learn and grow.

As a manager, a central part of your job is to develop people. But when you delegate a task to someone — with no prior training — simply because you are unavailable to do it, their chances of succeeding are slim. Managers need to stop thinking of passing off responsibilities as delegating, and start taking on the mindset of a trainer. If you do, you will naturally look for ways to give a little more responsibility to the people who work for you. Start by gauging who on your team genuinely wants to move up in the organization, and identify their main areas of interest. Create a development plan for them and write down the skills they will need in order to reach their goals. Then, focus on giving them assignments that require those skills. Help them work their way up to a challenging task by starting with a series of practice sessions. The first time you introduce a task to someone, let them shadow you while you explain some of the key points. Then, give them a piece to do on their own with your supervision. Only let them carry the full load when you sense that they are ready. By doing this, you are helping your supervisees reach their career goals, and creating a team of trusted associates who can step in when you are overwhelmed or out of the office.