Monthly Archives: October 2014

Strengths Finder 2.0

An excerpt from an excellent book Strengths Finder 2.0:

"Over the past decade, Gallup has surveyed more than 10 million people worldwide on the topic of employee engagement (or how positive and productive people are at work), and only 1/3 "strongly agree" with the following statement: "
At work, I have the opporutnity to do what I do best every day."

And for those who do
not get to focus on what they do best – their strengths – the costs are staggering.  In a recent poll of more than 1,000 people, among those who "strongly disagreed" or "disagreed" with this "what I do best" statement,
not one single person was emotionally engaged on the job.

In stark contrast, our studies indicate that people who do have the opportunity to focus on their strengths every day are
six times as likely to be engaged in their jobs and more than
three times as likely to report having an excellent quality of life in general.

Fortunately, our research also suggests that having someone at work who regularly focuses on your strengths can make a dramatic difference.  In 2005, we explored what happens when managers primarily focus on employees’ strengths, focus on employees’ weaknesses or ignore employees.  What we found completely redefined my perspective about how easy it may be to decrease the active disengagement, or extreme negativity that runs rampant in organizations".

This startling information is why we believe so strongly in our Training solutions for personal and professional development!  With the right frame of mind and skill set, a Manager or Leader can transform an entire staff… If you can relate to any of this information, please contact Bold New Directions or the Management Training Institute to discuss how we can help.

Source url :
http://www.managementtraininginstitute.com

Celebrating milestones at Bold New Directions

This month has brought some exciting advancements here at Bold New Directions… earlier in the month, we unveiled our brand new website!  This was a collaboration of many people’s time, talent and dedication and for that we are grateful.  The site is visually pleasing and easy to navigate clearly outlining all of the training solutions we offer.  We are thrilled to see how this new tool will help expand our reach and connect us to organizations worldwide…

Our second achievement worthy of celebration is completing our first training in Spanish!  We have bilingual Faculty members but this is our first full delivery in a language other than English and we are delighted to ponder the potential of delivering trainings in multiple languages!  This was also a collaboration of several key people who translated material to ensure that we deliver the caliber of training that Bold New Directions is known for.

As our 2015 calendar is beginning to fill in, we are celebrating both how far we’ve come and how far we are going!  Thanks to all…

Source url :
https://www.boldnewdirections.com

Courage Practice

My Director and I were having a conversation about courage after I needed to make a difficult phonecall to a colleague and chose to send an email instead…  This decision brought up all sorts of uncomfortable feelings for me including embarassment, frustration and guilt.  As a peace-loving conflict-avoiding person, this phonecall stirred up an insurmountable fear in me that I chose to give into rather than move through.  My egoic mind decided to run wild with fearful thoughts of the other party screaming at me while my courageous (and logical) mind was attempting to assure me that the situation was nowhere near that dire and I would apologize and make things right with kind words and sincere thoughts.  However, my fear won this battle and the negative feelings I had as a result were even worse…I now choose Courage.  My Director and I created a Courage practice where we write down our Courageous experiences of the past week and have a conversation about it.  Not only is it a very personal and revealing practice, it has empowered me more than I could have imagined.  Each time I feel the fear, I do it anyway now and the gratification is tremendous!

Source url :
https://www.boldnewdirections.com

Inner Purpose

What do you do with all your gifts?

Talents, skills, character traits;

Learned at 4 and 13 and 22 and 49, this year, today?

From great teachers,

From mistakes and successes,

From life?

 

Are you hoarding them?

Sharing them?

Intentionally growing them?

 

Are your talents, skills and positive internal character traits Spent willy-nilly?

Or are they guided

By a known Life Purpose,

That also informs career alignment,

That then guides job choices.

 

This intentional and aligned life is the most fulfilling.

 

 

Source url :
https://www.boldnewdirections.com

S.M.A.R.T. Goal Setting – Part 2 of 2

Results-Focused: Goals should measure outcomes, not activities.

Example:

By August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Explanation of Example:

The result of this goal is a process that allows employees and managers to more competently evaluate performance and develop their careers, not the individual activities and actions that occur in order to make the goal a reality.

 

Time-Bound: Goals should be linked to a time frame that creates a practical sense of urgency, or results in tension between the current reality and the vision of the goal.  Without such tension, the goal is unlikely to produce a relevant outcome.

Example:  

By August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Explanation of Example:

August 1, 2015 provides you with a time-bound deadline.

 

The concept of writing S.M.A.R.T. goals is very important for accomplishing the individual goals, which in turn are linked to department, division, and University goals. It is also critical for ensuring good communication between employees and supervisors so there are no surprises during annual performance evaluations. 

Source url :
http://www.managementtraininginstitute.com

S.M.A.R.T. Goal Setting – Part 1 of 2

Developing sounds goals is critical to managing your own and your employees’ performance. Each year you will ask your employees to set goals for the upcoming year/evaluation period.  When you ask your employees to write their goals, teach them to create S.M.A.R.T. goals that support your own goals for the same period.

 

A S.M.A.R.T. goal is defined as one that is specific, measureable, achievable, results-focuses, and time-bound.  Below is a definition of each of the S.M.A.R.T. goal criteria.

 

Specific: Goals should be simplistically written and clearly define what you are going to do.

Specific is the What, Why and How of the S.M.A.R.T. model

Example:

By August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Explanation of Example:

“Implement a new performance management system for Classified Staff, A&P Faculty and University Staff” = WHAT

“using clearly defined processes and guidelines” = HOW

“so employees and managers can competently evaluate performance and develop their careers” = WHY

 

 

Measureable: Goals should be measureable so that you can have tangible evidence that you have accomplished the goal.  Usually, the entire goal statement is a measure for the project, but there are usually several short-term or smaller measurements built into the goal.

Example:

By August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Explanation of Example:

The essential metric is whether or not the system is operational by August 1st.

 

Achievable: Goals should be achievable; they should stretch you slightly so feel challenged but defined well enough so that you can achieve them.  You must possess the appropriate knowledge, skills, and abilities needed to achieve the goal.

You can meet most any goals when you plan your steps wisely and establish a time frame that allows you to carry out those steps. As you carry out the steps, you can achieve goals that may have seemed impossible when you started.  On the other hand, if a goal is impossible to achieve, you may not even try to accomplish it.  Achievable goals motivate employees.  Impossible goals de-motivate them.

Example:

By August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Explanation of Example:

In order for you to reach this goal, you must have a skill set, in this case in the area of performance management, that allows you to understand the nature of the goals, and the goal must present a large enough challenge for you to remain interested in and committed to accomplishing it.

 

Source url :
http://www.managementtraininginstitute.com

“Come On In”

The good feeling is the same every single time. We walk into the local diner and Debbie says, "Come on in" with a warmth of tone, smile and spirit that envelopes us. We feel so welcomed. So simple; so effective!

 

What would your life be like if you warmly welcomed people into it each time you engaged (at work and at home)? How will you feel when the people who encounter you feel your warmth and respond in kind? Pretty good stuff eh!

Source url :
http://www.resiliencetraininginstitute.com

The Value of Connectivity

We are so pleased to announce the launch of our brand new website for Bold New Directions!  This website will surely be instrumental in expanding our reach and boosting our connectivity.  However, as we live and work in world where "connectivity" is a technical term, we are appreciating connectivity from a more personal angle.  Our new website will certainly introduce our innovative training programs to more individuals around the globe through modern technology but it is a result of several dedicated and hard-working professionals and countless hours of research and application.  We honor our personal "connectivity" to these talented individuals and celebrate their efforts on behalf of Bold New Directions….  We choose to value the multiple ways we connect in this world and encourage an appreciation for it.

Source url :
https://www.boldnewdirections.com

New Website Launch Today!

Today we are delighted to announce the launch of our brand new website! It is the result of hard work and determination by many individuals and we are grateful for their time, energy and vision…  We look forward to seeing the growth that this new tool will bring and we are excited to expand our already global reach in bold new directions and bring transformative training experiences to more individuals and more organizations around the globe!

Source url :
https://www.boldnewdirections.com

Testimonials for our Powerful Presentations Training Program

I have had numerous opportunities to practice over the past several months. It has made a very positive impact on my professional development and my ability to communicate more efficiently at the upper manager level of the organization. I will definitely keep you in mind as new training opportunities arise.

– Sandeep Sachdev, Director, MetLife New York

  

Further to this I would like to express my thanks for all your efforts with our IBQ staff. It was felt by all to be a very good use of time and they really liked your approach. The most commonly used comment being… ‘It was well worth the weekend’ – we all know that is never said lightly!

– Sarah Sexton, Head of Learning and Development, IBQ Bank

I have had multiple opportunities to present to the CEO and board of directors over the past two weeks and the training has been a huge asset to the reception that I have received. All of the business proposals I’ve presented thus far have passed with flying colors and very few questions have been asked. I continue to benefit from the training you delivered and it has been extremely easy to adapt to once I learned the basics.

– Michael B. Moats, Regional Site Manager, INEOSNOVA

 

I thoroughly enjoyed my 2 days of training with Jim. Not a dull moment, days well spent. I would definitely consider a refresher after practising the techniques. – Ashmir K. Singh, Puig Asia Pacific Pte Ltd

 

The experience & workshop exercise will empower my business communication & presentation skills to be ambassador for my company.
– Joyce Lee, Manager, RH Trading Ltd

Source url :
http://www.presentationtraininginstitute.com