Offbeat
Monthly publication/newsletter giving you insights on the latest things that happen in the Learning & Development Space.
Nifty Learning SRL
Bd. Carol I, nr. 23
700507 Iasi, Romania
RO37878850
J/2124/2017
Highlights:
* How leaders behave during tough conversations has a more substantial impact than CEO speeches or publicly announced company values.
* Knowing how to have a difficult conversation is a skill people can acquire through specific learning activities.
* Team trust and fostering a culture where people share feedback proactively, frequently, and respectfully are the best set-up for success and effectiveness.
* Asking questions instead of making assumptions about why someone made a mistake builds trust; this ensures that your advice will be appreciated and considered.
* Mistakes made due to lack of interest in doing a good job (for whatever reason) must be dealt with accordingly. People who consistently refuse to improve can’t be allowed to keep the same position.
* Team members giving each other feedback can use the same approach as their team leader. Asking questions to understand why a mistake occurs and then offering suggestions, ideally in private and quickly after observing the error, are effective methods to provide feedback.
* Building team trust might feel awkward at first, especially if there is no prior culture of honest feedback, but consistency is vital in creating an open feedback culture once the ice is broken.
* Advice that offers just a solution is incomplete. Complex situations also require the “how”, not just the “what”.
* Leaders are working both on the person’s motivation and skills at the same time while having a difficult conversation. Leaders mustn’t recognize just why a mistake happened but also what tools they can offer the employee to prevent the error from happening again.
* While providing feedback, the leader doesn’t just offer information on mistake prevention but also conveys the organization’s values.
* More often than not, it’s not worth investing energy in someone becoming mediocre at a skill they will never truly improve. It’s more beneficial to the organization for leaders to help improve their team members’ strong points.
How to have a difficult conversation and provide feedback:
1. ask what happened with the intent to understand why the person behaved like that
2. ask the person you are talking to why they think the mistake happened
3. recognize that there might be valid points that drove the person towards making that mistake
4. explain the correct approach if this happens in the future
5. offer specific advice and tools for how to prevent future mistakes
Mistake scenarios:
A. Mistake & Improvement
Honest mistakes made due to a lack of knowledge can happen. Leaders should observe and encourage progress.
B. Mistake & Ill Intent
When employees make mistakes due to lack of interest and show no improvement, leaders should remove them from the role and potentially the company.
C. Mistake & Lack of Improvement
In some situations, mistakes are made due to a lack of knowledge, but there is no realistic expectation that the person will improve. Leaders should either accept and compensate for this skill-set through the other team members’ profiles or move the person into a role where they will thrive.
And receive the latest episode in your inbox.
We're joined by Andrei Postolache, founder at Xeriously, leadership & soft skills consultant, and author of Fun & Fearless Leadership. Our conversations explore the intricacies of being a good leader in a complex working environment, the discipline and skillset required to put together and lead high performing teams and how that ties into L&D initiatives in the organisation.
Create and maintain your company’s catalog and advertise it to your employees. Assign courses and pre-work, manage materials, and configure all of the pre-requisites for a specific course.
Have a real-time overview of your training plan. Create, schedule, and track in-person or remote training events. Register participants, mark attendance, and automate the pre- and post-event communication.
Forget about manually managing your waitlists and approval flows. Your L&D team doesn’t need to constantly go back and forth to handle last minute cancellations and unresponsive managers.
Move as fast as your organization needs you to. Plan training events rapidly by looking directly at the real-time training requests submitted by your department, line managers, or learners.
Automate communication with learners. With our beautifully designed training newsletters, your learners are notified about new opportunities for learning and professional development.
Gather in-the-moment feedback from your training participants, to get actionable information that improves your learning offer and to get more engaged audiences.
Track training event expenses in real-time. Add delivery costs, venue fees, and others as soon as they are paid, so you don’t have to go through piles of paperwork later. Extract info such as price per learner, business unit budget, cost breakdown, financial efficiency, etc., in seconds.
Use learning items as building blocks to create targeted learning programs. Organize your learning content to satisfy a multitude of business requirements (such as a new job role, a program that the employee must go through).
Publish your learning materials (SCORM, PDF, video, etc.) and send them to your learning audiences.
Assign learners to custom groups automatically, so they have access to the right learning at the right time.
Instantly see and share the data that matters with the help of automated reports. Gain visibility over your training operations using fully detailed reports.
Get a real-time overview of what’s up, what’s next, and what’s left to do for the L&D department. See the data change over time in Nifty’s intuitive Analytics dashboard.
Navigate local, national, and international learning requirements with automated tools and reports that take the effort out of compliance, wherever or whoever you’re training.
Simplify your team’s user management and access.
Securely manage your most valuable asset. However large or small your training database is, we’ve got the controls in place to handle your employees’ training data safely.
Our dedicated product specialists will have your teams up and running in days, not months — and will keep being available to answer questions at any time.
Every Nifty Learning customer has access to our Customer Success team to create, build, and deploy great learning experiences.
We provide an integration API, and we can integrate with any of our customer’s 3rd party systems (HR system, ERP, CRM, calendar, room booking system, content provers, learning platforms, etc.) to provide a seamless merge between our platform and your current tech stack.
The platform allows the L&D manager to decide how much of the workflow can be automated.
Either fully automated actions, where the L&D manager only adds a new session and the platform does the rest until completion, or manually managing each step of the session management process.
