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:
* Discipline in the context of leadership doesn’t refer to authority. Quite the opposite, a person or team displaying discipline can self-assess while doing the work and bring themselves back on track.
* The discipline components are autonomy, ability to focus on the goal, no procrastination, self-determination, good time management, avoidance of distractions, and healthy work habits.
* Discipline doesn’t require the leader to oversee the team constantly; a disciplined group or individual has the ability to self-manage and maintains course without outside intervention.
* The leader explains the team’s goal by describing the key behaviors, objectives, and expected results and checks for understanding.
* The leader’s example is crucial when a challenging situation puts the shared values of the team to the test. The team will follow suit, whether the leader shows self-discipline or not.
* Trust is a vital component of a self-disciplined team. Team members can rely on each other to fulfill their tasks and call each other out constructively when someone missteps.
* Micromanagement is what happens when people don’t trust each other.
* Learning programs can be good tools to help teams become more disciplined and understand how to adopt new behaviors. But no amount of formal learning will create a self-disciplined team if the team members can’t apply the newly acquired knowledge in the proper work context.
* The leader plays a critical role in creating the right environment where the team can effectively put those learnings into practice.
* People can get both leadership and discipline fatigue.
* When an employee doesn’t want to continue being in a leadership role, they must self-assess and potentially make difficult decisions about their next career step. Staying in the same role is detrimental to both the company and themselves.
* The Peter Principle: everyone gets promoted until they reach their position of incompetence. Companies that promote specialists into managerial roles suffer twofold: they lose a good specialist and gain a mediocre manager.
* Companies should create career opportunities that allow people to grow professionally without necessarily becoming a manager; this prevents people from arriving in leadership roles without the right motivation to be there.
* To create a healthy leadership culture, companies must properly assess the skills of their people. They need to make sure that employees arrive in leadership roles for the right reasons and have or can acquire the right skill set for the job.
* The “Up Or Out” policy is a poor example of a promotion strategy: due to the frequent role changes, the model creates a risk-averse culture, and roles are fulfilled by perpetual beginners.
How to establish and maintain discipline within a team:
1. The leader clarifies the team’s goal and makes sure the team understands and accepts it.
2. The leader must embody the spirit of what was agreed prior and showcase discipline while doing the work.
3. The team must be self-accountable: the leader’s presence shouldn’t be necessary for the bad behaviors to be called out and everyone to continue working effectively towards the agreed-upon goal.
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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.
