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Category: Corporate Leadership

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Leadership Training Vs. Leadership Development: What’s The Difference?

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Leadership Training Vs. Leadership Development: What’s The Difference?

The line that divides leadership training and leadership development is often blurry. Many firms, top executives, and talent management professionals are unaware of the distinction. This erroneous perception has wasted valuable resources on leadership programmes.

It’s true that great leaders, without a doubt, can influence others in various ways. They are a source of motivation and inspire others, as well as being a driving force behind culture change and team progress.

However, the question is whether or not people can learn to lead. Is there a need for continuous training for the current leaders? Certainly, there is no dearth of corporate management courses that focus on developing new-age leaders.

Even organisations rely on corporate leadership training to groom future leaders who can shoulder responsibility and are adequately mentored and coached from the start.

Leadership training and development programmes help identify high-potential individuals who are likely to become leaders one day. Such programmes also help harness the talent and knowledge of those already holding leadership positions.

What is Leadership Training?

Today, the business environment is extremely challenging. Depending on your organisation’s existing issues, leaders may require training in both soft and hard skills.

New and aspiring leaders, for example, may need to improve abilities such as dispute resolution, listening, and time management before they can take on their responsibilities.

On the other hand, senior executives may require training to keep up with emerging trends and technologies like virtual reality and artificial intelligence (AI), which will help them better define the company’s overall strategy.

Many employees believe that leadership training, like other forms of training, is outmoded. Who wants to listen to a lecture all day? The antiquated methods of lectures and presentations are simply out of step with today’s problems and do not suit the needs of the majority of employees.

To create an effective leadership training programme, organisations need to:

  • Define the learning goals
  • Mix and match the best leadership training strategies
  • Include hands-on training
  • Define success for the leaders
  • Create a learning culture

Leadership training is increasingly viewed as an obsolete, one-dimensional, fixed and one-size-fits-all kind of approach. It’s like putting in a lot of time and effort for little in return as leaders must now manage and operate in increasingly unpredictable, uncertain, and complex business environments.

What is Leadership Development?

Leadership development is about building an atmosphere where people develop leadership skills, talents, behaviours, and attitudes. It’s all about forming a web of connections among people who collaborate for the greater good. Furthermore, it all boils down to cultivating a leadership culture.

Leadership is a social and interpersonal process since it involves other people. It is impossible to be a leader in a vacuum.

When organisations invest in leadership development, they hope to drive change. In this scenario, organisations look ahead to confront the present and future, recognising the need constantly to improve and enhance what they do, how they do it, and how they measure it.

To create an effective leadership development programme, organisations need to focus on

  • Mentoring and coaching
  • 360-degree assessments
  • Experiential learning
  • On-the-job education

For those enrolled in a leadership development programme, professionals understand that they will never have all the solutions, and they have the humility to recognise that and ask for help.

They are always learning via experience and assisting their teams in doing the same and growing as a result. This entails mentorship, continuous development, and executive coaching, aligning their personal needs with the company’s desired results.

Conclusion

A strong culture of training and development is the foundation of a successful corporate strategy. The rest is a matter of defining the learning goals and selecting appropriate activities for the current and future leaders.

In a dynamic business world, firms must adopt long-term strategies for developing new leaders and improving the abilities of existing ones. Thus, any company that aspires to thrive today must invest in leadership development and training programmes.

The Art Of Corporate Leadership

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The Art Of Corporate Leadership

The art of corporate leadership is the ability to inspire, influence, and guide a group of people to work together towards a common objective. Corporate leadership programs can impact leaders effectively managing their organizations’ workforce to fulfill their goals and vision.

The vital asset of any business is its most valued leaders. Without competent leaders, no resources, skills, or money can make a company successful in the long term. The ability to lead allows us to reach our full potential. Effective leadership induces hope for the future and inspires the team to work for the fulfillment of organizational goals.

Offering direction, doing whatever it takes to ensure the success of others, and setting an example is all part of what it means to be a leader. The most challenging aspect of leadership is mastering the skill of understanding what to do when to do, it, why you should do it, and how you should do it. Participating in corporate leadership training may gain all these facets of effective leadership.

Practising The Art Of Corporate Leadership

Start With Yourself First

Managing oneself is the most complex and most crucial part of leading others. To be a good leader, you must have the discipline, devotion, and desire to succeed in this role. Leading by example is an excellent way to inspire others.

Your leadership style will directly impact how your employees and customers engage with each other, and those not part of your firm engage with each other. This is a sword with two edges. It will significantly impact your employees’ psyche and can be imbibed through corporate management training.

There’s no one-size-fits-all guideline here, but you should generally know the difference between good and wrong, apply it, and live your words daily.  Do what you want people to do—be disciplined and mature—and you will be rewarded.

Delegate, Support And Manage Your Team

The delegation of duties and the management of responsibilities are not precisely high-profile activities, but they are necessary for leaders. Organizations fail if they do not pay careful attention to detail and strictly stick to their goals and objectives. At the same time, a leader is responsible for overseeing not just the management of details but also people. Managing people entails placing them in situations where they may be successful and supporting them as they make those efforts.

Unleash Your Ideas

If your team lacks a clear direction, no matter how well-trained and persuasive you are, they won’t be able to do anything. Leaders know where they’re going, which sets them apart from others. For them, the essential thing is that they should convey their sense of purpose.

Leadership involves both the art and science of setting goals and executing them. Having a goal in mind is the first step; subsequently, you must be able to clearly and passionately convey your vision to others in a compelling manner that will encourage them to join you. What you’re saying has to be taken seriously by your team. Explain to them how they will benefit from achieving this goal in their life.

Have the Ability To Problem Solving

Leaders need to be there for a reason; the reason is that they can identify solutions to any problems that may be preventing the company from achieving its goals.

Through corporate development and training, leaders need to be taught that leadership does not only mean having control over other people but also having the ability to create the road for others to follow in their footsteps. A firm’s skilled leader must be able to identify answers to problems via analytical thinking and intelligent decision-making to be competent.

Sensibility Is Key To Corporate Leadership

A leader should step aside in certain situations and allow the team to determine what to do. In a crisis, the leader may need to make judgments, provide hands-on guidance, and take action to get things done. Knowing what and when to do it comes with experience. But knowing how to behave and the degree of engagement cannot be defined perfectly; others will see it as an art form.

Conclusion

To get better at corporate leadership, you need to know what skills you’ll need. Leadership is a skill that may be developed via practice and training, while some are born with it. Aspiration is crucial for a company going through hard times; corporate training and development may be a fantastic spice to a remarkable talent of seeing the horizon.

Corporate Leadership Development Programs for L&D Managers

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Corporate Leadership Development Programs for L&D Managers

Leaders are the guiding force behind successful teams. They build and govern processes to help their people work and grow effectively. They must possess and develop competent leadership skills to proficiently manage their teams. In today’s fast-paced digitized corporate world, they need to upskill themselves constantly to move with the changing times.

Learning and development (L&D) teams and HR managers are responsible for administering corporate learning programs in organizations. In this article, we enlist some corporate leadership development programs for your leaders’ skill and knowledge enhancement so that they may lead their teams more effectively.

CEOs and company directors are increasingly focusing on developing their leaders to enhance organizational performance. They are now investing in corporate training programs for employees and leaders regulated by L&D teams to organize and facilitate leadership development programs. Corporate management training is one such program that aims at developing managers to help them become well-rounded leaders in the future.

Corporate Learning Programs for Upskilling Leaders

As an L&D manager, you can design and run the following corporate leadership development programs in your organization:

  • Executive Leadership Training

It is an all-inclusive program designed to train and upskill the front-line managers who work closely with the teams and supervise the daily work. Thus, they must develop strong leadership skills to manage people and workflows. This leadership development program trains them to build strong teams that work together to achieve common goals. Instilling ethical and empathetic leadership traits forms the core of this course, counseling them to understand the feelings and needs of the team members. It thus focuses on developing their influencing, communication, and interpersonal skills to help them build strong relationships with their people and transforms them into visionary leaders.

  • Senior Management/Leadership Development Training

Experienced leaders do not require basic training in managing people. They are well-versed in the leadership attributes of efficiently leading people and teams. L&D teams thus run a specialized program for veteran leaders to optimize their expertise and handle new business challenges, preparing them for higher leadership roles.

Senior leadership training provides continuous learning and development opportunities to enhance individual and organizational performance.

  • VUCA Leadership Training

Volatility, Uncertainty, Complexity, and Ambiguity (or VUCA) is a leadership development program that teaches new-age leaders to formulate innovative solutions to recurrent problems. In today’s highly dynamic business world, they learn the ropes of exploring new opportunities in a challenging environment.

Leaders become well-versed with the following:

  • An understanding of the VUCA world and its influence on developing leaders
  • Skills and proficiency to adopt the VUCA leadership style in leading teams, i.e.
    • Volatility (agility to make fast decisions)
    • Uncertainty (understanding the uncertain environment and taking actions to mitigate risks)
    • Complexity (recognizing the complexities of the globalized world and taking a problem-solving approach)
    • Ambiguity (continuous learning and experimenting with new things)

The program thus provides futuristic leaders with the vision, knowledge, innovative approach, and adaptability to lead and sustain in a VUCA world.

Imarticus Learning: A New-age Solution to Develop the Leaders of Tomorrow

We at Imarticus provide innovative learning solutions to cater to your organizational-level training needs. Our specialized, new-age corporate leadership development programs focus on honing the competence and skills of your leaders to give them a competitive edge and make them future-ready. We support L&D managers in transforming their existing leaders into competent visionaries who elevate team performance and create value to drive long-term organizational growth. Contact us to know more about our corporate learning programs.

Corporate Agile Training and Workforce Transformation in 2022

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Corporate Agile Training and Workforce Transformation in 2022

Transformation in the workforce has been driven by the rapid growth of innovations like artificial intelligence and other related technologies, along with the continued impact of the pandemic. The sectors are increasingly getting dynamic with scenarios ranging from a hybrid working mode to digital transformations and emerging skill gaps. This has highlighted the need for corporate development and training.

What is Agile Training?

Agile is an approach applied in the field of software development. However, to stay efficient, productive, and competitive across sectors, agile principles and their related frameworks are successfully implemented. Agile corporate training imparts agile concepts to corporates or their teams to improve project performance.

The agile principles focus on adaptive planning, flexibility, and short delivery times. This is achieved by delivering projects incrementally and in iterations, along with improved collaboration between internal and external stakeholders with the help of a continuous feedback loop.

How is Agile implemented?

There are many frameworks for implementation like scrum, sprint, Kanban, and others. The corporate development and training modules are designed for these frameworks. However, scrum is one of the most widely used frameworks. Thus, it forms an important part of agile training.

Agile Corporate Training has the following benefits:

  • Improvement in productivity and performance: Agile frameworks are collaborative and follow strict deadlines. The process involves continuous feedback in tracking and updating tasks, increasing productivity. This translates to higher performance and better project management.
  • Reduced Turnaround Time (TAT): Due to proper planning, better execution, and clear-cut focus on desired goals, the project is delivered in a shorter period
  • Improvement in quality of results: Quality is improved due to the iterative nature of the agile methodology
  • Reduced cost: Reduced TAT, better quality, feedback loops, and aligned communication between stakeholders ensure cost savings

All the points above culminate to provide better satisfaction for all stakeholders.

Workforce Transformation:

Currently, organizations have to focus on reshaping their workforce with the aid of technology and improving their end-to-end experience. Investment in the workforce and the entire ecosystem is the key to an organization’s growth.

What are the current trends shaping the workforce?

  • Redefined visibility of employees:

With options of hybrid, remote, and on-site working available for employees, the workforce has become dispersed. In most cases, there is a decrease in physical proximity as compared to earlier situations. This puts in perspective the use of data to understand employees’ needs and performance boosters.

Moreover, there is a requirement for talent agility so that employees are ready to take up new and challenging opportunities for organizations. Corporate development and training and flexible blended learning will be a good way forward.

  • Work culture centred around people and purpose:

Organizations must embrace workforce-centered initiatives to build an inclusive, diverse, and purpose-fulfilling workplace. Employees are now looking for professional development along with better and compassionate engagements. Employers need to find a purpose that keeps the workforce united and motivated, one of which is workforce flexibility.

Corporate Management Training should be designed for the leaders and employers to recognize the need for designing a workplace that caters to the workforce. Career agility is needed, which includes providing complete visibility to employees about their career potential. This will create an empowered workforce that takes charge of their professional development and performance.

Conclusion

Navigating these workforce demands requires agility, leveraging real-time insights to make an informed workforce, and business organizations must aspire to tap into the internal talent pool to the maximum through various corporate development and training modules. An organization needs to incorporate learning in its work culture and agile methodologies in project management to thrive in the changing world.

4 types of corporate trainings your organization needs

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4 types of corporate trainings your organization needs

It’s never been more critical for corporates to train their employees in this age of disruption. While skill-based hiring is the norm in today’s workplace: the goal of employee development is far broader than just honing existing abilities. There are many corporate training options, each with its own set of ostensibly vital but ultimately disparate goals. 

Despite the wide variety of corporate development and training options, a few fundamental corporate training are vital for your organizational needs. Before we delve deep into knowing the top four corporate pieces of training, let us understand what corporate training is.

Understanding Corporate Development And Training

The Human Resources department in smaller companies and the talented teams in bigger corporations are responsible for corporate training. Workforce training requirements are identified and made accessible to employees by these individuals.

Employee development is an investment in a company’s long-term success. Creating a workplace that is adaptable, flexible, and ready for change begins with offering regular training for your staff.

In the recent past, corporate training has become the current in-demand trend. Workers desire to work for a company that invests in corporate learning and development initiatives.

Fundamental Corporate Training Your Organization Needs

1. Effective Communication

Your company’s bottom line might suffer due to poor communication at work. No matter how they communicate with their coworkers, whether in person or by email, every employee should know the foundations of effective communication.

Your team will benefit from communication training that teaches them how to communicate both vocally and in writing, both internally and externally. As employee engagement rises, the next logical step is to open up channels for workers to contact the organization’s management so that feedback may flow from the workforce. Your organization’s communication will become more efficient and safe when paired with information security training.

2. Corporate Leadership Training

Future leaders will emerge from today’s workforce. So organizations must provide leadership training for all of their employees, not just those who are supervisors or managers. Employees generally view excellent leadership as one of the most significant parts of an organization. With corporate leadership training, you’ll be able to help your staff succeed in future leadership positions in your company.

3. Project management

Now that most jobs are done as projects, every team needs at least one person to serve as the team’s project manager. Organizations that provide project management training are more efficient and more prepared for the difficulties of the continuously shifting business environment. All employees need to learn project management, and it should be a part of everyone’s professional path. This project management training will improve the company’s ability to meet critical business objectives.

4. Time Management

Efficient time management is critical to the success of any company. Many people cannot effectively manage their time, even though it is essential to their success. Because of this, people are subjected to high levels of stress, missed deadlines, and defective work products. Time management training can help your employees be organized, focused, and more productive daily. Hence, it is a good investment for your company.

Conclusion

Your workforce is the driving energy behind the success of your organization. Ensuring that they are equipped with the skills they need to succeed is critical for your organization. It is widely accepted that investing in corporate training is an excellent way for businesses to stay ahead of the pack in today’s highly competitive market. As a result, enterprises develop programs tailored to match their clients’ demands.

When it comes to corporate training, it’s never too late to get started! While there are various training companies you may choose from: Imarticus Learning’s corporate development and training programs have proven vital across the corporate sector.

Here’s how to get started with E-Learning Development

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Here’s how to get started with E-Learning Development

It is mistakenly thought that e-learning can be imparted by adding audio to PowerPoint presentations and posting them online. Also, e-books, videos, and PDFs do not constitute e-learning. True e-learning goes beyond this. 

 True e-learning is enabled by technology. In e-learning, technology is used in the design and development of the learning module, its delivery, the evaluation of the training, and also in its administration.  

e-learning development training programsE-learning development training has grown to be the second-most popular training methodology (only behind instructor-led training) and accounts for nearly a third of the training budgets.

The popularity of e-learning is growing, mainly due to its self-paced nature and the learn-anywhere convenience.

E-learning is especially suitable for organizations with a globally dispersed workforce, for whom traditional approaches to training would be too cumbersome and expensive. 

 Getting Started with E-Learning

Organizations embarking on their e-learning development journey can attempt this process in the following stages:

  • Introductory stage: It is best to commence with training that appeals to the employees.
  • Scaling up: Use this stage to standardize the processes.
  • Centralization: Transition to organization-wide learning.
  • Institutionalize: Graduate to embed learning in the organizational culture.

Like any change initiative, e-learning will have its share of naysayers. Before starting the implementation of e-learning, check for:

  • Need: Will e-learning contribute to the sale of your products or enhance efficiency?
  • Readiness: Are the organization and the people ready to embrace the technology? If not, prepare the organization and the people for this technology.
  • Availability of Infrastructure: Use a suitable Learning Management System (LMS) to support e-learning.
  • Content: Prepare e-learning content to meet targeted training objectives.

 Rolling Out E-Learning

E-learning can be rolled out in the following steps:

  • Use an open-source yet reliable LMS such as Moodle. 
  • Kick-start the e-learning initiative with mandatory programs, such as safety training.
  • Convert material from instructor-led training into the e-learning format incorporating the necessary design and functionality.
  • Pick an authoring tool based on the training need, the expertise available to use the tool, and readiness within the organization to adopt e-learning.
  • Initially, run a pilot of the e-learning program with a mix of students.

Implementation Challenges

Every stage of implementation comes with its unique set of challenges:

  • Introductory Stage: The factors that make this stage challenging are obtaining buy-in, integrating e-learning with the overall training framework, deciding the appropriate authoring tool, choosing an LMS, etc. This stage is best handled by starting small and with a training program relevant to most employees – for example, compliance or safety.
  • Scaling Up: Challenges during this stage include driving organization-wide adoption, balancing standardization and creativity, deciding on the quantum of outsourcing, etc. The challenges during the scaling-up phase are best addressed by focusing on process standardization and partnering with a training services provider.
  • Centralization Stage: The challenges in this stage involve increasing LMS usage, renewing content, updating the authoring tool, etc. These challenges can be overcome by nominating suitable people to champion e-learning and creating an e-learning-friendly organization.
  • Institutionalization: At this stage, it is crucial to have an analytics tool to evaluate ROI. Institutionalization is best achieved by identifying suitable people and assigning them the responsibility of making the organization e-learning friendly. 

Should E-Learning Be Outsourced?

If expertise is inadequate, then routine activities can be undertaken in-house. On the other hand, activities requiring specialized skills such as translation, development of videos, Flash to HTML5 conversion, etc., can be outsourced. 

 It is also better to outsource if the project is large. Outsourcing provides you with access to experts across various facets of e-learning, such as authoring tools, learning design, etc. With this available expertise, scaling becomes easier and faster. 

 Final Thoughts

E-learning is a highly cost-effective and efficient method of imparting training. With many e-learning service providers in the market, choosing the right one becomes critical.

 Imarticus Learning specializes in such partnerships and helps organizations gain cost savings, increased efficiency, and a significant competitive advantage. 

 Through its corporate development and training programs, Imarticus has trained over 35,000 professionals from leading firms such as IBM, KPMG, Genpact, Moody’s Analytics, Motilal Oswal, etc. 

Corporate Leadership: Here’s what you need to know

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Corporate Leadership: Here’s what you need to know

Corporate leadership involves directing the daily operations of the business and steering it towards its goals. Beyond the focus on operational and financial strategies and personnel matters, good corporate leadership also inspires the organization to imbibe a can-do mentality. It also requires current leaders to groom the next generation of leaders through suitable training and mentoring to ensure that the business keeps evolving and growing organically.

corporate leadershipTypically, corporate leadership comprises a management team and a board of directors. The board of directors is chosen by the shareholders and comprises select members of the management team and other directors.

The management team is responsible for working with the business’s workforce to deliver targeted business results.

On the other hand, the board of directors is not involved with the routine operations of the business. It is accountable to the shareholders and is expected to provide advice and counsel to the management team. The board mitigates the risk of fraud by following established corporate governance practices. 

 Essential Corporate Leadership Skills

 The skills that distinguish outstanding leaders from the rest include:

  • Strategic Skills: Good corporate leadership requires the leader to look beyond daily operations and direct the business’s operations to align with its vision and goals. Good leaders strategize to change the status quo and get the entire team involved and motivated to implement the business’s strategy.
  • Communication: People are enthused by leaders who communicate openly, transparently, and clearly. Leaders, through effective communication, need to be reassuring during tough times and elicit collaboration even when faced with difficult deadlines. Communication should convey confidence, balanced with humility and realism. It is also important for leaders to communicate their appreciation of good work and assume accountability for anything that might go wrong.
  • Fostering Partnerships/Relationships: Good leaders understand that businesses grow through joint manship. Therefore, they work on building and fostering relationships and partnerships across all levels of the organization and with customers and vendors.
  • Influencing Skills: The best leaders lead by influencing and not merely giving directions. Positively influencing the people in the organization conveys collaboration and collective responsibility, encouraging the adoption of the business’s vision and enhancing engagement and motivation. 

Developing Organisational Leaders

 Effective leadership also requires establishing a culture of learning. Corporate leadership skills training helps groom a leadership pipeline. It helps the organization keep pace with evolving technologies and changing workplace practices. 

Although individual strategies for corporate leadership training could vary among industries, the most commonly used tools include workshops, seminars, courses, coaching, simulations, mentorships, etc. 

 Corporate leadership training requires investments in time, money, and effort. The returns are obtained through enhanced productivity, greater engagement, lowered employee turnover, increased profitability, and competitive advantage. 

 A study conducted a few years ago surveyed over 13,000 business leaders and more than 1500 HR personnel drawn from 2031 organizations across the world. The study found that leadership training:

  • Increased productivity by 36%
  • 56% of leaders who received training were more engaged than 44% who did not receive any training
  • Leadership training increased customer satisfaction by 71%
  • Enriched the corporate culture

EndNote

Corporate leadership and executive management skills take time to be developed. The human resources and learning and development teams in organizations can no longer see themselves merely as administrators. They are the business’s partners and must draw up learning strategies and advise the organization on identifying and closing talent gaps through planned and structured learning programs. 

 Imarticus Learning can be an ideal partner for all the learning needs of your organization. We are a learning delivery organization with the expertise of working across industry verticals – financial services, analytics and AI, business analysis, and core technology. 

Imarticus has trained, through its corporate leadership development programs, over 35,000 professionals from leading firms such as IBM, KPMG, Genpact, Moody’s Analytics, Motilal Oswal, etc., to name a few. 

 We partner with businesses to identify the leaders of tomorrow and help them build on their leadership foundation to gain a competitive edge. 

Why are management development programs competitive differentiators in 2022?

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Why are management development programs competitive differentiators in 2022?

The role and importance of personnel training have never been sufficiently acknowledgedevelopment programsd. This seems set to change.

Increasingly, employees value the avenues for Learning and Development (L&D) provided in an organization to be a key factor in their choice of a business to work for.

The competition for top talent is intense and is set to heat up further. A recent study found that in 2022 and onwards, L&D and management development programs are set to provide businesses with competitive differentiation across industry sectors.  

The key findings of the study include:

  • A majority (67%) of HR teams have been provided with an enhanced L&D budget in 2022
  • Nearly half (46%) of businesses have specific training programs for fresh inductees
  • A significant majority (77%) of HR managers plan to pursue life skills training within the next year
  • 42% of HR managers plan to run customized programs for the re-entry of former employees

The findings of the study, specific to employees, include:

  • There is a high level of satisfaction (75%) among employees about L&D programs in their organizations
  • More employees(76%) are likely to continue in organizations that offer opportunities for continuous learning
  • Many(55%) employees felt that additional training would help them improve their performance
  • 38% of employees opined that training needs to be aligned with the responsibilities of their roles
  • Nearly half the employees, in addition to workplace training, nearly half the employees also pursued training through outside agencies

 

It is quite evident from the study findings that corporate learning and development programs are slowly gaining their deserved place in the spotlight. The availability of management development programs is a key benefit sought by current and prospective employees. Management development programs provide competitive differentiation, and this trend is poised to gain further momentum.

Personalization of L&D

Modern workplaces are global and are characterized by diversity in races, genders, religions, regions, sexual orientations, etc. A cookie-cutter approach to training would not work in such circumstances. For example, if an online sales training course were to be conducted. In that case, the millennials and Gen-Z might be comfortable with digital tools for delivering training, but the older lot might feel intimidated. Progressive organizations recognize this and are personalizing training based on the generation to which the employees belong.

Impact on Retention

According to the above study, most employees (76%) said that learning opportunities would motivate them to continue working for the organization. Training benefits the organization because trained employees with higher skill levels will deliver superior work. Training also benefits the employees by elevating their professional standing due to their enhanced skill level resulting from workplace training.

Increased Effectiveness

For training to be effective, it needs to be relevant to the employee’s role, needs continual updates, the curriculum developed needs to incorporate employee inputs, and should be broken into shorter sessions.

When employees have a say in the curriculum, training is not delivered just to tick some boxes. Allowing employee participation signals that the organization truly cares for the employees’ opinions. As the study found, if the employees perceive training to be ineffective, they will seek training outside the organization, which could adversely impact retention.

Final Thoughts

Increasingly, businesses are partnering with specialized L&D service providers such as Imarticus Learning. Such partnerships provide cost savings, increased efficiency, and a significant competitive advantage.

corporate training and development programsImarticus has trained, through its corporate leadership development programs, over 35,000 professionals from leading firms such as IBM, KPMG, Genpact, Moody’s Analytics, Motilal Oswal, etc., to name a few.

Managed learning services partnerships are on the rise. Such specialized services help businesses stay current with the developments in their industry and gain a competitive edge in today’s hyper-competitive business environment.

6 technologies to modernize your Learning and Development Programs

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6 technologies to modernize your Learning and Development Programs

The recent rise in demand for online methods in work, education, and business has led to radical changes in technology to facilitate these transitions. Organizations are now using new and innovative methods and technologies to work remotely without affecting employee productivity or business continuity.  

Modernization 

training and developmentMost learners today are of the ‘Y or Z’ generation – those who have grown up with the Internet, have access to school, and are early adopters of new technologies. They expect to learn through high-tech platforms.

Technology has rapidly changed the type of skills that are critical to employee and company success and the success of today’s Learning and Development (L&D) programs.

Gradually, L&D professionals are taking advantage of their cross-functional skills, from designing, launching, and managing their programs, from data analysis to digital marketing.

Here are six technologies to make the education and development industry our institution to meet the challenges of modernization.

[1] Video-rich courses

Video content is a more efficient and convenient option in online training programs. Videos transmit a lot of information in a very short period of time. This trend marks a sudden increase in the online streaming space through the new millennium. New training technologies, tools, increased network bandwidth, and wider access to the Internet have enabled organizations to create key-shaped and attractive learning modules. Advanced video-based training programs can also be used in traditional and mixed settings. Learners who are accustomed to video conferencing training tools expect video-based content. 

[2] Mobile learning

The widespread adoption of mobile phones and smart devices is encouraging organizations to take advantage of mobile learning technology to train their employees. Mobile learning has become the most traditional means of reaching out to extended employees, who are more technology-savvy and digitally connected. Mobile learning enables students to take small-scale courses without being limited to a specific time and place, leading to higher absorption and retention rates of knowledge. 

[3] Automation and adaptive learning

The analytics features provided in the Learning Management System (LMS) make it easy to automatically identify learners’ preferences and needs and customize their e-learning experience accordingly. Algorithmic solutions evaluate the user’s knowledge and automate the objectives of the skills learning process. LMS vendors and content developers are adopting a large number of automated measures to create new curricula and teaching materials, reducing the cost and development time involved in the traditional process.

[4] Virtual environment

The virtual environment and the use of virtual training coaches, called avatars, influence the mood of the traditional classroom online social interaction in training. Virtual Media is an interesting platform for young students, where they can create their own avatars in the form of cartoons, create their own goals, and collaborate with other learners.

[5] Big Data.

More and more educational activities are taking place digitally. Data facilitates the management, tracking, and reporting of training activities. LMS is integrated with big data analytics tools, institutions can capture student usage patterns, skills, behaviors, learning outcomes, curriculum effectiveness, and many other features and help create personalized training courses based on facts and data insights.

[6] HTML 5 based design

HTML5, the latest version of HTML, is compatible with all browsers, platforms, and devices, including thousands of years of use of mobile and smart gadgets. This web technology makes it easy to adapt to a variety of device features and is quick to implement interactive and engaging learning content. The capabilities of offline storage and data management add new dimensions to the various ports and courses that respond to student expectations.

Summing up

Millennials are expected to grow by more than 75% of the workforce by 2025, which requires the modernization of L&D programs. To modernize your corporate training through streamlined methods and technology, accept more of the above six-pointers than the traditional pattern of curriculum development.

The 5 secrets of work place etiquette

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The 5 secrets of workplace etiquette

Etiquette Background

There are many ways of greeting each other respectfully at work. Americans will shake hands, the Japanese will bend forward, Indians join both hands, and Eskimos will rub noses!

Not surprising that these simple acts of goodwill may have unintended consequences in workplaces that follow a certain etiquette – rules of communication and interaction in a civilized manner. Let us first delve into the state of the industry before we discuss etiquette in its workplaces.

State of the industry

In 2022, post vaccinations, the world seems to be gradually returning to a hybrid workplace after the prolonged global turmoil caused by the pandemic. Everyone across the industry seems to be in transition, given that the impact of the pandemic and the stage of recovery varies significantly across different industry sectors.

Impact on global organizations

Irrespective, some of these transitions seem likely to be permanent changes in states across all industries:

  • Workplaces are transitioning from full-time offices to a hybrid combination of offline (work from the office) and online (work from home), substantiated by a curated remote work survey
  • Employees are transitioning through a spur in attrition coupled with a changing workplace that emphasizes diversity, equity, and inclusiveness, and re-defining workplace etiquette standards
  • Customers are transitioning to the virtual world of consumption as reflected in the spurt of digital transactions on telemedicine, streaming entertainment, education, corporate development and training, food delivery, and more

workplace etiquetteOrganizations already adapting to technology and automation disruptions are now required to accelerate their pace of adaptation, especially for employees, by prioritizing and implementing the best corporate training programs.

How we help

We imbibe five secrets of workplace etiquette into all our training programs for finance, analytics, technology, or marketing.

  • Self-Discipline

Workplaces involve people working together towards common goals by investing time, effort, and money. Charity begins at home. When every employee is self-disciplined, it adds value to improvements in employee productivity, organization efficiency, and effectiveness. 

Examples:

  • Reporting to work on time, prepared with an action plan of to-do’s
  • Preparing well and in time for internal and external meetings
  • Being well-organized about work desk items, computer data, calendar schedules, points of discussion, and other responsibilities
  • Making and maintaining a clean, uncluttered work desk at all times
  • Elegant Demeanour

It is all about being courteous, humble, empathetic, trustworthy, and respectful at your workplace. The secret lies in visualizing yourself from the eyes of others and validating if:

  • Your attire is apt for formal, semi-formal, and informal occasions
  • Your body language, odour, and actions are suitable
  • You are taking good care of people visiting you or your colleagues
  • You are not using foul language, slang, or cuss words
  • Effective Communication

An organization’s success relies significantly on effective communication and collaboration between people – within internal functions or with external customers, partners, and suppliers. Examples:

  • Remembering the names and greeting/introducing people appropriately
  • During meetings, keep your mobile ringer silent, listen attentively without interrupting and have your say subsequently
  • Hearing out people patiently if you tend to disagree and inviting them to reflect on a different (your) point of view
  • Writing letters and emails that are crisp, well-articulated, polite as well as checked for grammar and spelling
  • Excusing yourself out of a conversation when required politely
  • Proactive Participation

Etiquette associated with team success is about being meaningfully cooperative, proactively participative, and innovative. After all, workplaces are grounds for teamwork and team play! “If you want to run fast, run alone. If you want to run far, run together.”   This African proverb captures the essence of this workplace etiquette.

  • Policy Adherence

To be fully aware of the workplace rules, policies, ethical and moral standards, and corporate values and make conscious efforts to adhere to them. It gives a lot of credibility and character to an organization that follows its policies.

Why choose us?

Global organizations have trusted Imarticus Learning to customize training programs tailored for every organization’s needs. They are delivered engagingly by industry experts using content packed with knowledge. We use an experiential methodology to implement training. Our training outcomes are measurable and bring impact to make your organization future-ready. We are a name that has been trusted world-over by hundreds of organizations.

Conclusion

“There is no accomplishment so easy to acquire as politeness, and none more profitable.” – George Bernard Shaw.

workplace etiquetteAt Imarticus Learning, the essence of this quote is often a part of our Corporate Management Training. It captures the opportunity of developing workplace etiquette, whose absence can cause harm to everything from employee career to business performance.

Everyone in an organization must embrace the five secrets of workplace etiquette. Hi, five!