Jul 23, 2025
Common barriers to effective organizational communication—cultural, language, perceptual, physical, emotional—and how to overcome them in th
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Common barriers to effective organizational communication—cultural, language, perceptual, physical, emotional—and how to overcome them in th
Sales & Workplace development training to meet your business specific needs. Event strategies to engage your team, customers and prospects alike. Quite simply, our goal is to support you with getting the best results for your business. It's all about Self-Awareness, Workplace Culture, and Building positive Relationships.
For more information visit our website-www.seemarketingny.com
The Importance of Skills Development in the Workplace
It's no secret that to stay ahead of the competition, businesses must continually invest in their workforce and ensure that their employees have the appropriate skill sets. However, many business owners still don't fully understand the importance of training and skills development in the workplace. In this blog post, we will explore why skills development is so important and discuss some of the benefits it can bring to your business. Learn More...
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Today’s companies are moving toward smarter, more holistic ways to guide employees to their full potential. Turns out it's also good for the bottom line.
Today’s companies are moving toward smarter, more holistic ways to guide employees to their full potential. Turns out it's also good for the bottom line.
Today I learned that I truly, wholeheartedly, hate training people.
Your 3 Skills & Development Challenges in 2018/2019!
As an L&D expert, I understand that while training budgets have been slashed, there is an urgent need for investment in your most important assets, your workforce. I work in several blue-chips and with a few SMEs and all are facing the dilemma in terms of what type of skills to invest in and how might this pay in terms of ROI. I’ve highlighted the three key skills and workplace development areas I think will become more important over the next couple of years and the reasons why.
Firstly, digital skills are going to be commonplace in every organisation as globalisation continues to feed a 24/7 culture. SEO skills and the ability to connect with your customers through the use of chat services are essential to your sustainable marketing strategy. As four and possibly five generations come together, (as Gen. Z appears in the workplace very soon), there are choice opportunities to provide in-house coaching by those who are more tech-savvy that their counterparts. Business is tough enough as it is! Those companies who cannot connect with and obtain feedback from customers via social media to help continuously improve their products and services, will lag behind their digitally-embracing competitors.
I was intending this to be a short blog, but now I’ve started…!
Competing demands for time, attention and increased stress in our ever-faster, want-it-all society means that depression is on the increase. The World Health Organisation has revealed that more than 300 million people live with depression – up 18 per cent between 2005 and 2015. Helping employees to become resilient must be on the development agenda. Supporting your people to cope with demands, including money, work/life balance, etc., is often seen as a “do I really dare to go there” conversation, but those emotionally-intelligent organisations who offer workshops to help build resilience, or offer a link to a support service, are more likely to help employees deal more effectively with their issues. As the first few steps, review your own working practices to remove obstacles, respect work/life balance, and nurture a culture of being ok to talk about issues. Put links/posters to mental health charities on noticeboards too. See the Olark example and how a progressive-thinking and caring CEO supported an employee who needed a time-out. http://uk.businessinsider.com/what-happened-when-employee-took-mental-health-day-off-2017-7?r=US&IR=T
Finally, before this becomes ‘War and Peace’, my final recommendation is to deal with toxic behaviour. It isn’t just poor behaviour; it is dysfunctional behaviour, which even goes as far as intimidation, aggression and bullying. Equip your managers with the tools to eliminate or reduce toxicity in the workplace. It drains the stuffing out of employees and impacts your bottom line through absence and loss of productivity. It’s a “No, we don’t accept that behaviour here,” conversation every time. That also means working on your culture and have robust recruitment and performance management practices in place too. Check this out: http://www.supernovaelearning.com/courses/reducing-toxic-behaviour
