Imagine a much anticipated business meeting. After weeks of preparation, you are about to give an important presentation to an international team of colleagues.
My name is Lauri and I’m the Co-founder and former Head of Sales of a startup called Panda Training. By saying “former” I’m not implying that the company does not exist anymore or I’m out, rather because of our very drastic operational pivoting and dropping the subscription fee on our platform I don’t know what kind of a sexy title I should use that refers to my exact role, as “Sales” refers to a man who asks for money in exchange for something (which I don’t do anymore). Of course, I could title myself with what I would like to be, which should go like “A person who wants to make positive impact on people and the society by reforming the education phenomenon and engaging relevant for the cause people for co-creation”. Unfortunately that doesn’t fit my business card.
“To be the best, learn from the best”- Darren LaCroix
You want to have a more diverse and inclusive workplace? Everyone does. But it is not something that would happen over night. Diversity management is a whole new science which requires studying and hard work. And for successful diversity management, training is among the most essential parts.
“We are moving toward a Google-fueled, Wikipedia-based collapse of any division between professionals and laypeople.” - wrote Tom Nichols, a professor at the U.S. Naval War College and at the Harvard Extension School, in his article "How America Lost Faith in Expertise". What he talks about is public distrust towards experts in America: lawyers, doctors and scientists. What is interesting to me is that he is not alone. I see this pattern across different domains, industries and geographies.
Let’s say you are an organization that wants to hire a Leadership coach for their top management or a Sales trainer for the new sales team. Regardless if you are a huge corporation, a medium sized business or a startup, if you don’t have internal trainers, these are a few things you would probably first do:
“What are you going to do to compensate me for 10,000 malfunctioning intercom systems my company bought from you?” I barked at the Spanish business executive seated across the conference table from me. In my role as actor in a training simulation, I had been venting my complaints to him about his lousy products for the past 15 minutes, and I was not planning to leave the meeting empty handed.
Most of us have heard about the principles of good marketing - A I D A
So we all work hard on that perfect message, crafting what we are going to say, and how we are going to say it, what methods we’ll use and then…nothing happens.
What could we have done wrong here and how to fix it? Find it out here in Nancy Radford's article
As neuroscientists discovered more than 10 years ago, empathy, the ability to feel, identify and understand other people’s emotions, is deeply wired in our brains. Researchers at the Greater Good Center deem empathy to be the building block of morality and the key to successful relationships at work and in personal life.
In another article, we discussed how should we see diversity in order to achieve a better future of the workplace. Let's forget all the hype, in this new writing, we want to discuss the potential risks it could bring and how we could overcome them to make diversity really work
Success comes through ‘right’ people. The old adage “People are your most important asset” is wrong. People are not your most important asset. The right people are
Diversity in the workplace is not something new. In fact, it has been around for decades. A survey by CEB global in 2012 shown that 77% of executives strongly support diversity initiatives. Unfortunately, only 40% of employees surveyed felt like their organizations are truly diverse and inclusive. What makes the gap so big? I hope my article can give a clear answer.
A coach is a facilitator empowering the client to achieve personal and or professional goals, with the ability to be fluid and present in the moment (in mind body and spirit). Coaching, thus creates a synergy between a coach and the client. This synergy acts as a catalyst propelling a powerful interaction that is creative and thought provoking with potential for desired change.
Communication is a process. When writing or speaking to others, communicators have specific goals: to solve problems, provide new information, or persuade others to take action. In this process, there is a sender, receiver(s), and the message. Senders’ choices can create understanding or confusion. How does your communication leave your audience – ready for action, or completely baffled?
This is a story about the power of networking. It was a sunny Thursday in the city of Helsinki. I had spent the whole last night crafting a sign for my stand that I will have at the Boost Your Business Event. This was the first time I represented my company Zakisome publicly. Officially I didn’t even have a company at that time. But I had a business idea and a plan to start a company that does social media marketing.
When I started working at Panda a few months earlier, back in 2016, I would never have thought that my work experience would seem like a reality closer to a future scenario. With offices in 2 locations, a team of 12 people from 6 different nationalities and myself remotely working from a third location, I couldn’t really imagine what this work reality would be like and mostly what it would feel like.
Corporate training has changed greatly during the past few years and is expected to welcome more changes in the future. So what to expect in 2017? We have found some of the most important trends in the field that you need to keep track of.
Recognition has been shown to lower turnover, increase productivity, enhance teamwork and improve customer service. Unfortunately, recognition is often lacking in the workplace.
Common barriers include a perceived lack of time to provide recognition, a lack of money to spend on a recognition program, a lack of awareness of the research demonstrating the effectiveness of recognition, a lack of understanding of the need for recognition and a lack of skill in providing recognition. Here are some ways to overcome these barriers:
Interviewing trainers that are signing up for Panda the last few months, has definitely been a learning experience for us at Panda. Being able to interact with so many professionals in the field of learning and development and corporate education from all over the world has been fascinating. One very fulfilling part of what we do is talking with people that have been working years in pushing the training industry in their country forward.
Sometimes interviews lead to very interesting conversations and outcomes. Like the interview we had a few weeks ago with Romesh Raina, a professional trainer from India. The conversation turned out so interesting that we decided to publish some of his points about future trends in Human Resources and Talent Management in this blog post.
You want to succeed in sales and you try every day to get better. You set goals and try to follow a schedule. You read various articles and sometimes you attend seminars about sales. That's all really good, but if after these things, you haven't reached the point you desire, is there something else going wrong?