The right Learning and Development Strategy

- Sandeep Kulshrestha

Learning and Development strategies in most of the organizations fail as they are primarily linked to the performance reviews. A person, for example is sent to a Franklin Covey workshop, to learn seven habits. One year down the line, that person is still struggling to learn the ropes of managing, which means something has not really worked! If an organization has budgets in place, any person can be nominated for a training program, but the efficacy of L&D interventions is just not about the accountability of a nominated employee but also about how human resources have dealt with the post-learning scenario. The question asked is whether there was a post-learning assessment at regular intervals, whether there is a coaching/mentoring mechanism to let a person implement the learning and whether there are alternative plans to bring fire to someone's belly, to perform the critical tasks. Most of the time it is the employees who face the blame, but when the tools to enhance productivity by ways of sustained measures from a company's management are not in place, the organizations will keep on facing troubles.

The effective strategy, hence has three parts;

1. Effective Training needs analysis through an expert (Internal/External)

2. Training Interventions

3. Tools for post-learning effectiveness

Positive Psychology in Learning and Development

5 Questions to Ask Yourself (Before You Leave Work Today)

by Tom Terez

1. If this was your last day on Earth, and you had to spend a full eight hours at work, what would you do differently?
Perhaps you’d like to unleash a pent-up backlog of caustic comments, but let’s try to keep this positive. How would you go about your tasks? What would you do to find meaning in those waning hours? Whom would you talk with? What would you say? Now think about your answers. There’s a 99.999% chance that you’ll have the gift of another day tomorrow. How will you make the most of it?

2. What did you learn today?
If your work is fairly routine, you might feel like your brain is on permanent standby. So take charge and look for ways to learn. Have a first-time conversation with a customer. Approach a colleague and ask for a quick lesson on the new software. Volunteer for that upcoming project. Walk over to a different department and meet some new people. The opportunities are there, but you have to step forward and seize them.

3. What did you teach today?
Teaching is the best way to learn, and it’s also a great way to serve. Right now, think of three things you know that others in your workplace would benefit from knowing. Maybe it’s a piece of information. Or an insight. Or a perspective. Or a talent. Don’t diminish yourself. What you know is significant, and you can strengthen your workplace by sharing it with colleagues.

4. What stories did you tell today?
People tell stories all the time in informal conversation, even if they don’t call it “storytelling.” Over months and years, an accumulation of stories does more to build a workplace culture than anything else. If your stories are full of criticism, skepticism, or cynicism, you’re doing damage. If you’re staying silent, you’re missing an opportunity. Look for what’s going right – and talk about it.

5. Who benefited from your work today?
This is the mission question, and if you’re fumbling for an answer, don’t feel bad. Many people are so busy with tasks and deadlines that they have trouble getting inspired and engaged. So do this: On your way home from work today, ponder your purpose. Think about the people who ultimately benefit from what you do and how you do it. Keep thinking as tomorrow and the next day unfold. With enough reflection, you’ll find your mission – or a mission will find you.

ABOUT THE AUTHOR
Tom Terez is a speaker, workshop leader, and author of the book 22 Keys to Creating a Meaningful Workplace. His Web sites include TomTerez.com, BetterWorkplaceNow.com, and InnerBest.com. You can reach him directly at Tom@BetterWorkplaceNow.com.
Copyright 2007 Tom Terez. All rights reserved. For reprint permission, go to BetterWorkplaceNow.com/gold

7 Ways to Optimize Your Optimism

by Tom Terez

Some people seem wired for optimism, but most of us have to work at it. Here are seven ways to be realistically positive no matter what comes your way:

Appreciate and activate your strengths. You have real skills, rich life experiences, and a reservoir of good intention. Put all of it to work every day.

Opt for a partial solution when perfection isn't possible. It's always better to make some progress than to endure life as a chronically frustrated perfectionist.

Imagine success before it unfolds. Follow the lead of successful athletes. Before you take on a challenging situation, picture yourself dealing with it in a winning way.

Act yourself into a new way of thinking. It sounds a bit backward, but it works. Pretend to be positive, carry yourself with confidence, communicate an upbeat message -- and those behaviors will start shaping your attitude.

Talk about what's going right. Even in the most dysfunctional environments, good things happen. Start spotting those success stories, and make them the focus of your conversations.

Put problems in perspective. Too much thinking can drag us down, especially when we generalize ("I'm no good with numbers"), catastrophize ("If I don't make this next sale, I'm going to lose my job"), or personalize ("It was all my fault"). Learn to recognize these distorted interpretations, and replace them with a view of the situation that's scaled down to fit reality.

Do what you can instead of dwelling on what you can't. There's so much to be concerned about these days. Try to accept what you can't change, but work like heck in those many situations where you can make a difference.

SOURCE: BetterWorkplaceNow.com and TomTerez.com

Copyright 2009 Tom Terez Workplace Solutions, Inc. All rights reserved.

Nandan Nilekani's Brilliant Speech at Toronto!

Welcome to Humane Resources: Website for Creative HR Professionals

Companies worldwide are recognizing lately that having a good talent on board is just not about paying the people well or giving them annual holidays but its all about being more humane and seeing that people develop holistically and contribute meaningfully. With a lot more pressure as far as commuting to work and work related stress is concerned, the focus on work life balance is increased substantially. Lets all of Human Resources professionals think on more creative lines as to how to bring trust to the function and to align with a beautiful synergy with the business as well as people who run the business.