We all get angry, that’s fact. How we deal with that anger is often very different. Expressing anger appropriately in the workplace is vital for a safe, secure and productive environment, unfortunately that doesn’t always happen and it’s left to managers or the HR team to deal with the angry employee, as well as the (often) lasting impact on their team or victim. Anger can also be expressed in a variety of different ways and it’s not always the most well recognised form that leaves the most scars.
The type of angry behaviour we recognise as angry is aggressive behaviour, where a person will shout, throw things, slam doors and take other actions that intimidate and make others fearful, even though perpetrators will often justify their behaviour by complaining that they are the only people being ‘honest’
There was a time when those us facilitators who run business planning meetings, training or other types of workshop would lay down the ground rule: “please turn off all devices and leave them in your bag or otherwise out of reach”. We feared the competition for attention.
We are in an exciting era of cloud-based software. Online applications that enable creative collaboration, coupled with high speed wireless internet and highly portable devices like iPads, offer a superb opportunity for a more intelligent way for groups to collaborate in planning and team meetings.
All participants can now work at the same time on a shared document. Instead of leaving workshops with copious flip charts and sticky notes, they have a much more considered set of ideas and plans, ready to implement when back in the office.
When you’re asking interview questions day in and day out, it’s easy to fall into a rut
Even the most intuitive and engaging hiring managers may find themselves rattling off the same set of stock questions every day, and thanks to Google, these prompts are less effective than ever before. Applicants search online for common corporate hiring questions and then simply memorize their responses. It’s hard to learn anything about your candidates when they’re telling you exactly what you want to hear
If your company could use a little help making better hiring decisions, it’s time to give your stock interview questions a badly needed makeover. Try these creative alternatives to break through the scripted dialogue and assess candidates for who they really are.
Can you recognize a top performer when you meet him? We all like to think we can, but even the best can overlook real talent. Think back to Facebook and Twitter. Both companies failed to hire Brian Acton, cofounder of WhatsApp, which was recently acquired by Facebook for $19 billion. Simply put, ‘A’ players are great competitors. Who doesn’t want ‘A’ players? Who doesn’t want people who have the talent, skills and drive to make a startup company successful? Avoid overlooking one in your midst by understanding these five characteristics
One of the most neglected areas of online learning is the skills of online instructors. Like face-to-face instructors, online instructors need strong formation in content, instruction and assessment. But since they are teaching through technology, they also need formation in other areas (managing online learners, technology skills).
The reality is, 1.5 billion of us use social networking channels on a daily basis, often making the likes of Twitter and YouTube our first port of call for consuming information. It’s therefore no surprise that social technologies have crept into the corporate environment as informal learning mediums over the last few years in particular.
That said, whilst anecdotal evidence among our network suggests employee demand is high for this approach to learning, the majority of HR departments continue to shy away from formally integrating such technologies into their wider L&D strategies.
“Be kind for everyone is fighting a hard battle.” -Plato
I use this statement to anchor the beginning of each day. It reminds me that my individual challenges are but one of the many that will bump up against another’s in a day and they are no more special than anyone else’s. My professional experience as a corporate manager and coach have shaped my belief that a collective adoption of this credo would go a long way to decrease incivil behavior in the workplace. Additionally, it could create a greater sense of collective responsibility towards producing high quality and high-level work without sacrificing another person’s sense of well-being in the process. Incivility is described as behavior that is disrespectful, undermines others dignity and self-esteem, creates unnecessary suffering and resembles dishonesty, exclusion, silencing and intimidation (1)
I was recently challenged to put my money where my mouth is in terms of explaining exactly what I would do better if I were an HR director myself, as opposed to being a L&D coaching specialist, who often, as part of my work with an organisation, ends up advising HR directors on how to improve the way they work in this area.