Wag More, Bark Less

This is a bumper sticker on my car. Yes, we love dogs. Moreover, I love when people work to get along instead of engage in conflict. And, of course I have a workplace connection. I am working with a company that has an ongoing conflict between the top two roles in the company – the

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A Real How To Guide to Prioritize Learning

When deciding how to spend your learning investments, consider what the CEO cares about. In broad terms, the CEO wants grow the business and make it more efficient. In very specific terms, it mean increasing revenue and reducing costs. Simple, right? The problem is, we learning and development professional are often turned off by talk

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Tailoring Sales Training The Right Way

Sales training isn’t an out-of-the-box commodity. Effective training requires customization and tweaking to fit the values, goals and ideals of a particular organization. Here’s a few ways to cut and fit in the most valuable way for your organization. Republished with permission from Dave Stein. Many sales leaders and learning organizations want a customized sales training

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Three Reasons Why Employee Development Pays

Today’s best employees, not the average ones, are those who look at the quality of the workplace and its commitment to educate, advance and develop employees before they accept a job. They are selective because they realize they have a great deal to offer and want to bring an organization that will both appreciate it

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Using Evernote to Design and Deliver Training

On Thursday, August 18, I attended the first ever Evernote Trunk Conference in San Francisco. I have been a light user since early 2010, but recently I have taken on so many projects that I have been searching for an organization system that works for me. I have heard of people using Evernote for all kinds

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Check Your Brain at the Door

Author Seth Godin, in his book Linchpin, reminds us that “job” and “work” (where work is your “art” – your contribution) are very different things. The job requires showing up and doing recurring, routine tasks – not a lot of independent thinking is required. In fact, if the more an organization can create repetitive non-thinking

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