“To be the best, learn from the best”- Darren LaCroix
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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.
“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.
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.
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.
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.
It used to be a skill of CEOs. It used to be the cherry on top. Something that differentiated the Great from the good. Now it’s the upcoming reality for everyone. It is not the cherry, it is the cake. Something that will differentiate the good from the below average.
In my encounter with tens of Panda’s trainers, coaches and consultants the last few months I’ve been told by many the same thing: “Startups have the passion but they lack the business processes and expertise.
That is one major reason why only 50% make it to 4 years, 10% are considered real success, while only really few make a breakthrough.
Of course, there are other factors, but considering that some major factors are the ones mentioned above, what is it that training and external expertise can actually offer to startups?
There is a trend nowadays, which spreads like a virus among industries. It allows companies to be flexible in hiring and firing, to adjust their workforce base according to the needs in a specific period of time, and increase their performance significantly. Yet, most of us don’t see it coming. The reason for that might be connected to the fact that the trend is growing exponentially: we can’t see it until it’s too late.
No matter in which industry you are, your employees have the potential to drive your business to a totally different level and what matters the most is how to fuel them with knowledge and ambition to do so. Learning is the answer.