Performance Improvement

Working with Subject Matter Experts (SMEs)

Posted on by Seniye Groff

I am currently working on a development project where I am heavily relying on SMEs.  The course content is very technical (and on a topic I have never developed before).  Existing content is primarily pictures with facilitators spewing facts from their heads.  To no surprise, the SMEs are overly busy with no time to answer a nagging ID!  So I share some ideas when working with SMEs:

  • Remember, SMEs have full-time jobs besides what you are requesting from them.  Consolidate your e-mails, conference calls and documents so that they can use their minimal time efficiently.
  • Put questions in an SME-friendly document.  I recently pulled all my questions from my design document and put it in an easy-to-read table format.  This document was much more user-friendly to the SME than my instructional-focused design document.
  • Create visual maps of your courses.  Sometimes pictures say it better than words and it might be easier for your SME to “see it” rather than read it and try to visualize it in their heads.

What strategies have you used when working with a SME?  Send me a comment!

Collaboration Boosts Learning

Posted on by Seniye Groff

In this month’s issue of “Talent Management” an article about collaboration struck a chord.  Although there will always be a need for formal learning, given how fast-paced and ever-changing the world is, collaborative learning is gaining increasing popularity.  Employees are able to leverage each other when sharing much-needed knowledge.    The article states that three building blocks are needed to have “an effective collaborative learning environment:  people, processes and tools.”

People must have a way to share knowledge, as well as, create new knowledge and solutions.  Given that people, not a specified process, drives collaboration,  it is important to consider how to structure your collaborative environment.  “Collaborative learning technologies don’t have to be complicated.  They can be content management systems, social networks, instant messaging or cloud computing technology that is easily accessible to everyone.”

“Six traps that destroy collaboration:

  1. Lack of compromise
  2. Rigid organizational structures
  3. Convoluted communication lines
  4. Office setup
  5. Negativity
  6. Ownership and control issues.”

Measuring collaboration:

  1. “Quality
  2. Learning effectiveness
  3. Job impact
  4. Business results
  5. Return on investment.

Check out the entire article for full explanations.  Add a comment if have seen any of the above ideas in action!

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A Catalyst for Change

Posted on by Seniye Groff

“This book has two particular uses. The first is to address specific topics or concerns, and the second is to assist in the development of broad-based efforts to create exceptional organizations.”

William F. Brandt, Jr. proposes a new paradigm for organizations in his recent book “Compass”. This paradigm includes organizations that are viable, sustainable and valued. Brandt’s goals for the reader are to expand horizons of what is possible, increase the likelihood of creating organizations they desire, reduce time to accomplish the task and reduce cost and consequences of missteps. The book begins with the foundations of key elements of exceptional organizations. I loved how the book began with a case study so that the reader has a frame of reference for the remaining lessons and essays in the book. The essays are followed by reflection questions and related chapter information. Most essays are only a few pages long and lend themselves to be used as tools if a leader wants to share the material with their teams. This is a comprehensive book with a companion website loaded with PowerPoint slides for each lesson and lesson materials so that the various topics can be disseminated to an audience. This book is a viable tool for any leader, either new or tenured. It is loaded with ideas, concepts, tools and valuable information and would be a catalyst for organizational change and improvement.

Who Says It’s a Man’s World

Posted on by Seniye Groff

With a byline of “The Girls’ Guide to Corporate Domination” how could you not be interested in “Who Says it’s a Man’s World”? Emily Bennington has written an intriguing book full of advice, tools and action-oriented mantras for women trying to find their place in the workplace. The book is divided into six sections: self-awareness, social skills, personal effectiveness, team development, leadership and toolbox. Each section begins with a core principle, bulleted-list of what you will learn and a quotation of, “What your coworkers are thinking”. Bennington contends that if the reader selects three goals from each of the five sections to create an action plan and complete the goals in 60 days they will be a rock star and be promotable. She offers a career plan template on her website to complete this task.

Bennington writes with a snappy and humorous style, which engaged me right from the beginning of the book. She uses tons of real-life examples and quotes from executive career women. I love all the tools sprinkled throughout the book and the action plan items are realistic and achievable. Read this book several times, take time to create the suggested action plan and then take action. This book is the tool you have been waiting for to set your career on the right path!

Taking a Break From the Workplace

Posted on by Seniye Groff

Lately I have been coaching several stay-at-home moms that are considering going back to the workplace now that their kids are older. It is a big decision and lifestyle change. Although, the decision can be daunting, I believe that there are several employ-able skills that happen when you stay-at-home.  But re-entering the workplace takes some active participation, on your part, and even some soul-searching.

First of all, consider your goals. Ask yourself, “What do I want to accomplish by going back to work?” It is money? skills? purpose? being a part of a team? Whatever your answer is, understand what is driving the call to action.

Next, consider what type of role you want. Do you want to return to your previous career or try something different? Know that if you are re-entering your previous career, things have changed.  You need to find out what has changed.  Keep in mind that trying something completely different is not impossible, but certainly a more difficult road to take.

It might be a little to late for this bit of advice, but do not let your network dry up while you are on the mommy-track.  Keep in touch with your business contacts.

Most schools are begging for volunteers, so it is likely that you have done lots of volunteering.  Write out how that volunteer work tied to business results.  Take on some leadership volunteer roles, work on a team, raise funds etc.  Ensure there are transferable skills from all your hard-earned volunteer hours!

Keep up your resume.  I worked with someone recently that had not updated their resume in 10 years!  Yikes!  By keeping it current, you are always ready for a potential gig and by having to update your resume consistently, you are reminded of all those business-related skills you are using.  And when you are updating your resume, think about accomplishments, quantifiable numbers and successes.

Keep up your LinkedIn profile.  What?  You don’t have one?  Yikes!  Get to work on it immediately. Linked In is a very important recruiting tool.

Related to LinkedIn, you need to keep up with technology.  What are the productivity tools being used in the workplace?  You need to know, and further more, you need to know how to use them.

Hopefully you have been doing this all along, but make sure you are subscribed to (and reading) industry magazines.  Again, you need to have current information on the hot topics in your industry (or the one you aspire to make a leap to).  On that note, read at least one business book a year.  Again, you need to speak the current business lingo and know the hot topics in today’s competitive market.

Working with temp agencies are a great way to make a foray into the working world while you are trying to figure out your next step.  Make some calls and schedule some informational meetings so that you can learn what types of jobs and skills are in demand.

Hopefully,  I have given you plenty of ideas to get you started.  Feel free to contact me if you want to hire me for some one-on-one coaching.

 

 

Four Ways to Assess Learning

Posted on by Seniye Groff

The February issue of “Chief Learning Officer” had a great article on learning assessment. Learning assessments, in my mind, are often overlooked and undervalued. In numerous projects I am currently working on, no one really wants to get specific on the outcomes. For example, instead of “learn a new system”, how about really diving into the details. For example, the article suggests a few questions such as:

1. “What roles do the participants have and whom do they need to influence?
2. What is a typical scenario in which the participants are having difficulty influencing the other party?
3. What underlying problems may be contributing to this challenge?
4. What organization factors might help or hinder their ability to influence their key stakeholders?
5. How well do participants understand their stakeholder’s needs?”

Thought-provoking questions, similar to above, force you to check your assumptions. Often an obstacle to getting this type of information is time, but data can be gathered by keeping things brief and focused. The authors suggest a few tips to gain an accelerated needs assessment:
“Conduct short, limited conversations rather than lengthy surveys.”
“Prioritize rather than boil the ocean.”
“When identifying a gap, look for pockets of strength.”

Read the complete article to gain more tips and read specific questions to help you gather meaningful data so that recommendations can be based on more than “gut instinct”.

Engage Passive Learners

Posted on by Seniye Groff

According to the January 2013 issue of “Chief Learning Officer” 60% of people are passive learners. I find this so interesting because when I design classes or content, I always focus on “active learning”. I want my learners to engage with the content, to actually have to use the new knowledge to change behavior. Randy Emelo suggests, “learning professionals need to construct learning environments, events and programs that encourage active participation and speak to employees in ways that trigger an innate need and desire to learn.

Sounds easy but it is actually pretty difficult. Think about all the “training” you have attended that is essentially information sharing. You are not asked to construct “new” knowledge or use the new skills and behaviors in thought-provoking, meaningful ways. Certainly social media has aided in engagement and collaboration, but more often than not, there are many that are “lurkers” staying in the background rather than getting involved in the conversation. But tap into someone’s passions or allow them to be an “expert” and motivation can increase. I think Trip Advisor does this really well. I was reminded of this during my recent trip to Palm Springs. When we wanted suggestions for things to do or places to eat, I would search Trip Advisor’s reviews. I was then compelled to “give back” by writing reviews after I visited places. And then Trip Advisor acknowledged my contributions by giving me a “contributor” badge and when another reader finds my review helpful, I get an email telling me someone thought my review was helpful. Genius!

The article suggests some ideas to foster active learning:
1. “Set up learning environments and systems that are personally motivating.
2. Look for systems that have push and pull.
3. Reward and recognize people for building the organization’s learning culture.”

Check out the complete article: http://read.clomedia.com/publication/?i=138586&p=32

2012 in Review

Posted on by Seniye Groff

The WordPress.com stats helper monkeys prepared a 2012 annual report for this blog.

Here’s an excerpt:

The new Boeing 787 Dreamliner can carry about 250 passengers. This blog was viewed about 1,200 times in 2012. If it were a Dreamliner, it would take about 5 trips to carry that many people.

Click here to see the complete report.

Social Media as Change Catalyst

Posted on by Seniye Groff

In the December 2012 issue of Talent Management magazine, there was a great article titled, “Social Media as Change Catalyst”.   Its premise is that organizational change can be enhanced by using social media tools.  What is interesting is that in a current project I am working on, I suggested this very thing, but received a lukewarm response.  Why not allow the super users the opportunity to post tips, tricks and key information to begin the conversation about these software enhancements?  Users can post questions, concerns and even their own tips to help everyone learn the new system and processes and quickly and efficiently as possible.

Choo, et al, suggest that social media can enhance change initiatives by:

  • “Sharing experiences across a knowledge network
  • Building a collaborative culture
  •  Creating targeted and timely learning
  • Improving employee engagement.”

It is no secret that employees are faced with a tremendous amount of change in their daily organizational life…new policies, software enhancements, job reductions and management changes all play a significant role in the amount of change and information an employee must take in.  Change is the “new normal” and with that comes creating a shared vision, gaining buy-in and learning the new product or process.  So it makes sense that connecting employees to be able to share experiences and learning will benefit everyone.  Furthermore, it will be easier for management to gauge how the change is being accepted and implemented in the employees’ daily lives.  Even more importantly, are the pitfalls or mishaps that need to be addressed immediately in order to continue to ensure the change takes hold.  Social media tools allow for “real-time exchange of ideas”.

The article suggests that management play a role in the dialogue, too.  Not only should management be active participants, they should be available to dispel incorrect information during the online exchange of ideas and experiences.  Management can also keep the messages focused.  It is no secret that learning needs to be more focused, targeted and learner-driven.  Social media allows those three things to happen by allowing employees to teach and/or get the specific information they are looking for quickly and easily.  Ultimately, social media tools help information to “flow in multiple directions” which alleviates the common issue of little or poor communication during a change initiative.

Read the full article.