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Leadership Development for Women

 

 

 

 

 

 

Women in leadership roles are powerful agents of change. As the business world is continuing to discover the transformative power of women’s leadership, it is becoming increasingly evident that this inclusion of women in these positions leads to greater success within an organization.

Women leaders help to break down gender barriers and stereotypes to women’s advancements, as well as drive innovation and collaboration. They contribute unique perspectives and bring a wealth of skills to the workplace. Through supporting women’s leadership, we can work to maximize the potential of almost half of our population. In a world that needs innovative and compassionate leadership, it’s essential to promote and encourage women’s leadership to help shape a better future for everyone.

 

MENTORS AND ROLE-MODELS

Women leaders can serve as powerful role-models and mentors- not only by challenging career barriers, but also by inspiring women of the next generation to do the same. Women in leadership positions demonstrate what is possible and can empower others to pursue their own leadership ambitions. Role-models help us to build our confidence and identify our goals. They provide examples of achievements and behaviors that we can aspire to emulate. Role-modeling is especially important for individuals in marginalized groups who may be facing systemic barriers. By seeing others overcome familiar challenges, they can gain the motivation that they need to pursue their own goals. Essentially, women leaders can encourage others to step outside of their comfort zones and try new things or take new risks.

Mentors are incredibly important to have in the workplace. A mentor is an experienced individual who provides guidance and advice to someone who may be less experienced, known as a mentee. Like role-models, mentors can offer insights on a particular field, as well as help the mentee in identifying and developing their skills and strengths. Women in leadership positions can act as powerful mentors and advocates for other women, by providing guidance and support, as well as championing their achievements. They can also help their mentees by providing them with networking opportunities. Ultimately, mentoring is an exceptional tool for supporting the development of female leaders.

DIVERSITY OF EXPERIENCE AND THOUGHT

In today’s business world, having a team with diverse thoughts and experiences is invaluable. When individuals with different backgrounds and perspectives come together, they can bring a wealth of unique ideas and insights to the table. This is especially important in a workplace setting, as a team with diverse viewpoints is more likely to challenge assumptions, identify potential opportunities or risks, and consider a wider range of options that may have been overlooked.

Women, with their unique experiences and perspectives, can help to make a significant contribution to creating a diverse team that leads to more creative and innovative solutions. Their diversity of thought can help organizations to better understand and fulfill customer expectations. Women may be more attuned to the concerns and needs of diverse stakeholders, including other women or members of marginalized groups. As a group that has traditionally been underrepresented in leadership positions, women bring alternative perspectives that are necessary in identifying hidden areas and uncovering new opportunities.

COLLABORATION

A collaborative approach to leadership is the key to unlocking a shared potential of teams that may not be achieved through individual efforts alone. Teams that are led by collaborative leaders tend to have higher levels of employee engagement and greater productivity. In today’s rapidly changing business environment, a collaborative approach is particularly effective for adapting quickly and responding to emerging challenges. Without this approach, employees may feel disconnected and undervalued. They may feel as though their ideas are not being heard or valued, which will often lead to a lack of motivation.

Women in leadership often bring this collaborative approach, which emphasizes the importance of communication, inclusivity, and teamwork. They recognize the value in building partnerships, while empowering others to contribute their expertise. Women leaders tend to be very skilled at aligning their team around a common goal and creating a sense of shared purpose. The encouragement of collaboration will not only help to empower every team member, but it will create an environment that fosters productivity and success.

There are many ways that women may use a collaborative approach to leadership, including:

  • Encouraging open communication with the team
  • Building strong relationships with team members
  • Seeking diverse perspectives
  • Ensuring that all voices are heard and considered
  • Recognizing and rewarding team successes

EMPATHY AND INCLUSIVITY

Women’s leadership brings a valuable perspective to the workplace, that is rooted in empathy and inclusivity. Empathy, the ability to understand and share the feelings of others, is particularly beneficial in leadership because it allows leaders to connect to their team members on a personal level. It involves experiencing another person’s emotions from their perspective, or rather feeling with the person. When leaders are empathetic to those around them, they are able to address the concerns and needs of others. Once these needs have been recognized, leaders can then provide the necessary resources and support to help them succeed. Empathetic leaders are excellent for creating a sense of belonging and trust within the team. Women leaders tend to possess higher levels of emotional intelligence and empathy. They are typically more emotionally expressive and focus on a people-oriented approach to leadership.

By leveraging interpersonal skills and emotional intelligence, women leaders can create inclusive work environments. Empathetic individuals relate to the emotions, experiences, and perspectives of their team members, regardless of their backgrounds. When people feel this sense of psychological safety, they will often feel more welcome and included in their environment. Inclusivity and empathy will not only create a work culture that is more efficient, but one that is more fulfilling and meaningful for every team member.

ENHANCED REPUTATION

A company’s reputation is an important asset that can impact its financial performance and long-term success. There are many factors that contribute to building a successful reputation for a company, including its products, plans, and people. The positive influence of women’s leadership on a company’s reputation is undeniable. Women in leadership positions will often serve as a driving force of progressive change. They can demonstrate that the company promotes and values workplace diversity, which is incredibly important for a company’s image and appeal to a wider audience.

Female leaders are often known for having strong communication skills, being empathetic, and other important traits in building a positive workplace culture. The culture of a company will have a significant impact on its reputation. A positive workplace culture is one that prioritizes employee well-being, collaboration, and a sense of shared purpose. When employees feel as though they are valued and supported, they are more likely to be engaged and productive with their work, leading to better business outcomes. Having a positive workplace culture will also help to attract top talent, which can help to enhance a company’s reputation as an employer of choice.

CONCLUSION:

Are you ready to set your trainees up for success with these skills? Download our newly updated Leadership Development for Women Workshop today!

Posted by Allen Phillips May the 12th 2023.

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BENEFITS OF HUMAN SKILLS/SOFT SKILLS TRAINING

 

THE BENEFITS OF HUMAN SKILLS/SOFT SKILLS TRAINING

FOR YOUR WORKFORCE AND YOUR SELF

By Allen Phillips, Human Skills Development

For many organizations, hard skills are at the top of the hiring list. That is, they are looking for skills specific to the job itself and the education or experience needed to perform the job well.

While the importance of having relevant education, training and work experience cannot be underestimated, you also need to consider less tangible skills such as Human Skills/Soft Skills. After all, it’s not just about having the most talented and qualified employees. It’s about allowing them to work together as a team for the benefit of their own success and the company.

What are Human Skills/Soft Skills?

Human Skills/Soft Skills focus on who people are as opposed to what they are trained to be. They serve to present your life and work attitude. Simply put, Human Skills/Soft Skillsare interpersonal skills that are intrinsic to a person’s personality, and they characterize how you interact with other people in the workplace.

Human Skills/Soft Skills are essentially the people skills, personality skills and communication skills that your employees need for their long-term success and that of your company. After all, almost every job requires employees to engage with others inside or outside your company, so these skills cannot be overlooked.

Human Skills/Soft Skills vs hard skills

We have already explained that Human Skills/Human Skills/Soft Skillsare more personality oriented and not based on qualifications or work experience. Human Skills/Soft Skills include social skills, social skills, character traits, interpersonal skills, and transferable skills.

Hard skills, on the other hand, are technical skills that are job-specific. The hard skills of your employees come from education, certifications, training and work experience. These skills can be taught, are measurable, and can be tested through exams and practical assignments.

While hard skills are learned and mastered over time, Human Skills/Soft Skills are often more difficult to develop and difficult to assess and measure. Using an instructor as an example, let’s examine what typical soft and hard skills would be required for this role.

Trainer’s Hard Skills:

  • Thorough knowledge of the curriculum
  • Develop lesson plans
  • Develop educational strategies
  • Grading of learning work, exams, etc
  • Using appropriate technology (LMS, uploading courses, etc.)
  • Human Skills/Soft Skills of the trainer:
  • Communication
  • Solve problems.
  • Critical thinkin
  • Organization
  • Guide – Coach

Examples of Human Skills/Soft Skills

Hard skills are undoubtedly essential. These are the basic requirements that your employees must meet in order to perform their job functions. However, research has shown that Human Skills/Soft Skills account for 90% of what moves people up the ladder of success.

Let’s take a closer look at some examples of Human Skills/Soft Skills that are in demand for every workforce:

  • Self-motivation
  • Cooperation
  • Creativity
  • Time management
  • Organization
  • Flexibility
  • Conflict resolution
  • Positivity
  • Communication
  • Guide – Coach
  • Solve problems
  • Critical observation

Why you should care about Human Skills/Soft Skills

Human Skills/Soft Skills are becoming increasingly sought after, and many companies are recognizing them. Human Skills/Soft Skills provide you with a confident, happy workforce that empowers your business.

Many employers assume that the most practical Human Skills/Soft Skills are standard among their employees, but this is not always the case. It’s naïve to assume that your workforce simply knows how to behave in non-technical workplace situations. It is tantamount to assuming that all employees have the same personalities!

LinkedIn CEO Jeff Weiner has ranked Human Skills/Soft Skills as the largest skills gap in the US. If your workforce has ample technical skills but lacks Human Skills/Soft Skills, you may find that some elements of your organization are facing challenges. For example, if your employees are well trained in customer acquisition but not so well trained in customer retention, you have a Human Skills/Soft Skills gap. Fortunately, you can work to close Human Skills/Soft Skills gaps in your organization through training.

Benefits of Human Skills/Soft Skills training

LinkedIn conducted a study in 100 metropolitan areas of the United States in early 2018 and found that 1.4 million people lack communication skills. Since Human Skills/Soft Skills like communication can lead to the success of your business, it makes sense to train your employees in these vital skills.

There are a number of options for delivering Human Skills/Soft Skills training to your employees. You can devote entire courses to Human Skills/Soft Skills as part of employee onboarding, or add a Human Skills/Soft Skills area to your existing course content. When you invest in Human Skills/Soft Skills training for your employees, you will see many benefits including:

More effective communication:

Your employees can communicate more effectively with each other and with your customers or clients. They equip them with the skills to express themselves more clearly, to listen, and to tackle difficult conversations.

Stronger leadership

Your employees can delegate better, give feedback, accept feedback, take responsibility and motivate themselves and others to achieve their goals.

Improved problem solving

Your employees can proactively identify problems and potential roadblocks to projects, tasks, and goals. In addition, they are able to identify and implement solutions or offer alternative solutions.

Improved creative and critical thinking

With the Human Skills/Soft Skills training, your employees can “think outside the box” both creatively and critically. With these skills, they will be able to weigh their options, make informed decisions, making them more likely to achieve the results they want.

Better teamwork, efficiency and productivity

Human Skills/Soft Skills empower your people to collaborate and work together to achieve organizational goals together. This in turn leads to improved efficiency and increased productivity.

While the focus on Human Skills/Soft Skills is becoming more popular, hard skills should not be left behind – Human Skills/Soft Skills and hard skills are equally important. Give both equal priority in your L&D strategy to build a diverse workforce with the skills they need to do great work.

If training is a priority for you, look at the 148 courses that we offer at Human Skills Development. You will find that these courses are amongst the best In quality and content. If you have any questions, don’t hesitate to call or e-mail us at anytime.

 

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Allen Phillips, BBA, Owner/Director
1-506-465-0990

Atlantic Speakers Bureau      Human Skills Development
www.atlanticspeakersbureau.com     www.humanskillsdevelopment.ca 

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Employee Retention – Showing Respect

Showing Respect

Employee Retention

Showing respect to employees can have a powerful  effect on morale and performance. Employee retention can be a challenge. Whether you have a small construction crew, or office, or a large corporation, you will agree that hiring people is sometimes easier that keeping them.

There are a lot of different reasons why a person comes to work for you. Of course, a paycheck is a powerful motivation. But on occasion an employee will just quit, and sometimes it has little to do with his pay rate.

What are some of the factors that may influence whether an employee will continue working for you?

  • Schedule – work-life balance
  • Safety of work environment
  • Interactions with other employees
  • Type of work
  • Respect as a person and employee
  • Available training
  • Opportunity for advancement
  • Ability to complete assigned tasks

If we decide to terminate an employee, we usually are quite aware of why we did it. However sometimes someone will “just up and quit” and we are not sure why.

There are many reasons this can happen. Over the next few discussions we will look at some of the reasons this may happen and how to avoid losing a valuable employee. Let’s first consider showing respect.

Showing Respect

Respect the person

What does respect mean? A dictionary definition is “a feeling of deep admiration for someone or something elicited by their abilities, qualities, or achievements” and “due regard for the feelings, wishes, rights, or traditions of others.”

Let’s look at this in a bit more detail. If you have a good employee, you should be able to list some of their abilities, qualities or achievements.

The first part of respect, as stated above, has to do with their abilities. What about their hard skills? They can do their job well. Their isn’t a problem with what they accomplish. They are always on time. They are good team workers, cordial and respectful toward others, whether fellow employees or clients, suppliers, etc. They have a good record of achieving their work goals, completing assignments on time.

Commendation

If you have respect for them in this regard, did you tell them? Commendation should be given directly to such a valuable employee. A sincere “Thank You”, “Well Done” or “You did a great job on (project)” will be appreciated.

When a person is appreciated, they are encouraged to give their best. They will be more likely to treat others in the same fine manner as has been set by management. Often that is all the reward that is needed to motivate a person to continue doing their best.

What about the second part of the definition, “due regard for the feelings, wishes, rights, or traditions of others.”

Showing respect for our employee as a person is important. People are not machines. They may seem to be unemotional, thick skinned, or just unaffected by how they are treated. However that is seldom the case. A person may be hiding all his negative feelings until suddenly without warning, he reacts, either by some emotional, or worst case, physical outburst, resulting in harm to himself and others around him. In other cases, they may just not come to work, quietly quitting, while seething on the inside.

Lack of Respect

Lack of respect of this type can manifest itself in a number of ways. It could be the boss, manager or foreman, who tends to belittle others to make himself look better. They may feel that the employee isn’t good enough at his job and so puts him down, when in fact no one has taken the time to train him for his work. They might even tell him he is stupid, or irresponsible, or doesn’t care enough to do his job right.

A lack of respect can be based on something that actually has nothing to do with the job. Some are treated badly because of race, nationality, or even social status. This can degrade into actual bullying causing a person to quit just to escape some abusive situation.

Improving Relations

So what can be done? Before a person quits, have they shown any indication of what is bothering them? Don’t write them off as just being a complainer, or hard to get along with. Listen. Are their issues real? Is there something that can be done to improve the situation in order to improve employee retention?

You may need to listen as they explain that you are the problem. If so, there may be things you can change that will benefit not just this individual but others in the company.

There is a lot of training available to help those in positions of management to do their job in a way that improves employee retention. Showing respect is just one of the ways mangement can benefit their business.. We may find that we have personality flaws that especially manifest themselves at work. We can change these and improve the situation for all involved.

Check out our course Respect in the Workplace to learn how to improve workplace relations.

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6 TIPS FOR BUILDING CONFIDENCE AND ASSERTIVENESS

6 Tips for Building Confidence and Assertiveness

6 TIPS FOR BUILDING CONFIDENCE AND ASSERTIVENESS

We all have the power to change our confidence levels. Ultimately, taking control of our self-confidence will help us to take control of our lives. Confidence and assertiveness are practices that are learned. Everyone has the ability to both acquire and improve these skills over time. Through mindful and reflective practices, we can gain courage and self-awareness. Growing in confidence is integral to business success, in that it can create a stronger reputation, increase happiness, and help in gaining resiliency to bounce back from any obstacles. There are many simple tools that we can implement into our daily lives to develop confidence and build resiliency.

SOUNDING CONFIDENT:

There is no denying that confidence can help to improve results and advance careers. It affects how we communicate with those around us, as well as how others perceive who we are. There is great authority in being able to connect a powerful presentation to important ideas. Sounding confident will lead us towards success. By feeling and sounding confident, we are better able to connect to our audience and show certainty in the information that is being shared. It’s common to feel nervous when speaking in front of others. This nervousness is typically presented through fast-talking, passive words, and a quivering voice. Unfortunately, these nerves can hold us back from great opportunities. With good preparation and a powerful mindset, anyone can show confidence and assertiveness when communicating to others.

There are many ways to display confidence in our communication, including:

  • Have a strong knowledge of the subject: Prior to communicating any ideas, be prepared with valuable information and understand how it can be presented with authority.
  • Speak clearly and enunciate words: Avoid mumbling. A clear speech will help to avoid any misunderstandings, captivate the audience, and demonstrate confidence.
  • Avoid filler words: Words such as ‘um’, ‘like’, or ‘you know’ cause the speaker to lose credibility on their information. Instead, pausing in silence will help to gain clarity on our thoughts.
  • Speak with a smile: Smiling will convey confidence and allow the speaker to appear happier and more approachable.
  • Do not belittle yourself: Avoid saying things such as, “This may be wrong”, or “I’m new, so this may not make sense”. This can be damaging to displaying a confident image.

POSITIVE REPHRASING AND AFFIRMATIONS:

Our thoughts have a powerful effect on shaping our confidence. Positive words and affirmations can significantly improve one’s confidence by breaking down negative beliefs that may otherwise hold us back. Negative thinking creates limitations, whereas positivity helps to keep people motivated towards their goals. Shifting our thoughts into positive ones will allow us to focus on what we can do, rather than what we can’t do. By showing compassion to ourselves, we can create an optimistic outlook for both our personal and professional life.

Positive affirmations are messages that we can tell ourselves to motivate our lives. While it is often easier to affirm those around us, we have to be able to provide encouraging words to ourselves as well. Affirmations are simple and effective ways to remove the negative thoughts that prevent us from achieving our goals. They are written as if the aspiration has already been achieved, in present tense. It can be helpful to post these affirmations next to a computer screen, on the refrigerator, or any other visible location. Through reciting these positive statements, we can gain belief in the words said and put them into action.

Examples of positive affirmations may include:

  • I am powerful. I am in control.
  • I am a capable and competent person.
  • I am valuable and significant.
  • I am an example of motivation.
  • I am strong, confident, and successful.

SETTING GOALS

Striving for goals is a fundamental part of strengthening one’s self-confidence. Goals give us drive and a sense of direction for our life path. When setting goals, it’s crucial that they are specific, measurable, and align with our personal values. Goals that are individually specific are what will set us up for success. Having a clear objective will make it easier to set boundaries and make decisions that follow the objective that we have set. By knowing the path that we are following, we will be more motivated and energized to head that direction. In turn, achieving these goals will boost our confidence, and further motivate us towards future successes. They allow us to reach important milestones that will influence future inspirations. Every team member can gain confidence through setting personal and professional goals.

MORNING ROUTINES

Morning routines have a significant effect on shaping the rest of the day. Essentially, morning habits can either influence a productive and confident day, or one that is full of negativity and self-doubt. Successful people create a morning routine that allows them to start their day with confidence and good intentions for the day ahead. It’s important to start the day with habits that help us feel fueled and ready to conquer whatever challenges may arise. By simply making our beds in the morning, we are accomplishing one task on our list. Through implementing an effective morning routine and feeling confident about the day, we can achieve greater success, happiness, and fulfilment.

To start the day with confidence and optimism, consider the following:

  • Wake up early: This allows us to get a head start on the day, in which we can take time for ourselves, whether it is journaling, enjoying a coffee, or reading.
  • Eat a healthy breakfast: Food is necessary for the body and mind, and fuels us to be confident for the day. Some healthy breakfast ideas include eggs, fruit and yogurt, smoothies, or oatmeal.
  • Visualize goals and intentions for the day ahead: It’s important to decide what we want, and then work towards it. This helps to set us up for success.
  • Make a list of gratitude: Showing gratitude is known to have a positive impact on our overall wellness, and helps to improve sleep, happiness, confidence, and our relationships with others.
  • Start the day with stretches and exercise: Allowing our bodies to move is a great confidence builder, and makes us feel good and energized all day long.
  • Use affirmations to increase motivation: Our mindset has a significant impact on the outcome of our daily lives. A positive mindset will encourage us to do better, accomplish our tasks, and strive towards our goals.

USING VISUALIZATION

Visualization is the practice of using one’s imagination to help picture success, which can be an excellent tool in building confidence. We can use visualization to constructively influence our goals, and shape how we feel about tackling challenging tasks. Visualization can be helpful for someone who is trying to get a promotion, preparing for a presentation, or applying to a new job. By seeing themselves become successful, they are more likely to make that happen. For example, if someone is interviewing for a position, they may envision themself sitting in the interview room and proficiently answering possible questions that could be asked. This is a great tool to help someone deal with a stressful situation, or one in which they are not feeling confident about. Visualizing success will build a strong mental image of our future goals, and encourage self-confidence.

Here are some steps to help visualize a future event:

  1. Determine what the goal is going to be.
  2. Envision the scene and what the environment might look like.
  3. Consider the steps that would make this moment successful, whether it is perfecting the answers to interview questions or how you can effectively engage an audience during a presentation.
  4. Continue to visualize this moment until it is time to make it happen.
  5. Approach the visualized situation with confidence.

OVERCOMING OUR FEARS

Facing our fears can have life-changing results. Fear has a negative impact on confidence, self-esteem, and overall success. Whether it is public speaking, meeting new people, or starting a new position, it is natural to feel some level of fear. The best way to overcome these fears are to face them, and accept them. Strengthening one’s mindset about how fear is perceived will help us to build confidence to try new things and take on new challenges. It’s advantageous to visualize ourselves performing our fearful tasks with confidence, in order to instruct our minds on how to take action. The key is to challenge our fears, rather than ignore them.

To overcome fears, consider the following:

  • What exactly is the fear? Where did it stem from?
  • What would happen if I did not avoid this fear?
  • What are the pros and cons of taking this risk?
  • How can I overcome this fear?

CONCLUSION:

Are you ready to set your trainees up for success with these skills? Sign them up today for our updated Building Confidence and Assertiveness Workshop today!

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Human Skills – Communicate

What are human skills and how do they help us to communicate?

The ability to communicate well helps a person to get along well with others. Communication is important in the workplace.

Human skills are the characteristics of a person that helps him to communicate and get along well with others. Human skills, often referred to as soft skills,  include communication, empathy, reasonableness, self-awareness and others.

Communication

These are skills that we learn as we go through life. Just as no one is born with the skills to be an electrician, or a computer programmer, we are not born with the human skills we need to navigate through the challenges of life. We usually learn them from those around us, such as our parents. Have you ever heard someone speak with fondness about a grandparent because of the kind and gentle person they were? If we have been in the unfortunate situation where we did not grow up with such good influences, we can still learn the human skills that will help us be successful and pleasant to be around.

While Human Skills Development is oriented toward the workplace, the learning of human skills can benefit us in every day life, with our family and friends, and really anyone we come into contact with.

So let’s start with communication. There are a number of aspects to consider, such as

  • When to communicate.
  • What to say.
  • How to say it.

Let’s compare communicating to eating. We usually have some sort of schedule for when we eat. Based on our needs and preferences we decide what we will eat. And then the question of how it is prepared and presented. Those things all affect the experience of eating and the same goes for communication.

When to communicate.

  • At work, you may need to exchange ideas on a project that you are working on with a team.
  • You may need to talk to your boss about time off for an important personal function.
  • You may be the foreman who needs to talk to someone about their work habits.
  • You may be called on to deal with a customer complaint.
  • At home, there are always thing to talk about. Finances, caring for the home and family, dealing with relatives, choosing entertainment, future plans, preparing for retirement etc.

What to say.

As we decide what to say we need to be clear as to our goal in communicating. Are you providing information about accomplishing a task? If so you need to understand the information before you pass it along.

If we are telling a  person to make adjustments  in their attitude or work habits, can we start by commending them for something they do well? It will make it easier to point out what needs to be improved.

Take time to understand the person and their situation. What are they dealing with in their personal lives. Without prying you may be able to understand that their behavior was affected by something unrelated to work.

How to say it.

Think of the Golden Rule, to treat others as we would like to be treated. We like to be treated with respect. We like it when others “hear us out” when we need to explain something. We would like others make allowances for the challenges we face. We like to to be asked, rather than told what to do. We don’t like to be be yelled at.

So those are things that good communicators do.

Communicate
Communicate well at work and home

Our goal in communicating should be to improve the situation for everyone involved.

Our course, Communication Strategies, will help you to communicate skillfully with anyone in any situation.

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IMPROVING YOUR CRITICAL THINKING SKILLS

IMPROVING YOUR CRITICAL THINKING SKILLS

The ability to think critically does not just happen- it’s a learned skill. With endless amounts of information in the world, there is always more to learn. Although the development of critical thinking skills can take time, there are certain practices that can help to advance your knowledge, attitudes, and skills. With practice, as well as powerful changes to your cognition, you can improve your ability to analyze information and ultimately make the best decisions for your life. Below is our Quick Guide to improving your critical thinking skills.

PRACTICE ACTIVE LISTENING

Being a strong active listener is fundamental for successful communication and advancing your critical thinking skills. Active listening involves making a conscious effort to listen attentively and process the information that is being offered. This includes noticing both verbal and nonverbal indications that would be needed for creating a solution. With good active listening skills, the listener should be able to understand the context, make logical connections, as well as be able to restate what was being said by the speaker. The listener should not be formulating their rebuttal or responses to the speaker or thinking about something that is completely unrelated.

Active listening will help to:

  • Avoid missing any important information that is beneficial for drawing conclusions. 
  • Reduce conflict and misunderstandings.
  • Build trust and connections with others.
  • Further one’s critical thinking skills.

ASK QUESTIONS

When it comes to exceptional critical thinking, the key is exceptional questioning. Asking the right questions will lead to new insights, innovation, and breakthroughs. In order to formulate great questions, it’s important to slow down, listen, and truly reflect on what is being analyzed. Critical thinkers ask questions on topics that they are not familiar with, as well as when they are seeking to confirm their knowledge. Questions can spark significant changes throughout your life. They are not only great for learning new information about a topic, but they will also inspire new ways of thinking. Critical thinkers should never abandon the questioning process.

BREAK DOWN THE PROBLEMS

At a first glance, big problems can often become overwhelming. An analytical approach to problem-solving will help to eliminate feelings of overwhelm or stress and improve your ability to think critically. The key is to recognize that big problems are simply a collection of smaller problems. When you invest your time in breaking down your problems into smaller pieces, these problems will become easier to digest and solve, generating ideas for solving the bigger problem. Start by asking questions, such as “What smaller issues might be driving this big problem?”, or “What is the problem composed of?” A complex problem instantly becomes an easier one to solve. Solutions will begin to emerge, leading you closer to the final problem-solving stage.

BE MINDFUL OF EMOTIONS

Emotions play a crucial role in the critical thinking process. They enable critical thinkers to process information efficiently with an open mind, as well as encourage motivation. However, it is important to be mindful of emotions with decision-making, as emotions can sometimes cloud our judgment. Emotions should not be ignored altogether when thinking critically, but rather managed and channeled in productive ways. Ultimately, your success in any situation will result from how you control your emotions. Emotional intelligence is identified as the ability to assess and control the emotions of oneself, others, and even groups. It’s about being heart smart, as opposed to book smart. For instance, professionals need empathy when working with others regardless of their occupation in order to vicariously experience what others feel, believe, or wish.

THINK FOR YOURSELF

Sometimes the most powerful tool you have is your ability to think for yourself. Critical thinking is a self-disciplined, and self-guided form of thinking. After you’ve read books, articles, or blogs, and listened to the advice of others, take some time to reflect on what you think about the situation. Your personal experiences are not to be dismissed altogether in decision-making and problem-solving. We all have a lot to offer, so consider your own thoughts and feelings when deciding which path to choose, or which solution to a problem is best for you.

Although it’s impossible to make a perfect decision for all of our life decisions, there are ways to improve our chances of making the best choices. Critical thinking is a soft skill that can evolve in many ways. A lack of metacognition, or ‘thinking about thinking, can lead some people to feel overconfident. Some leaders have learned to succeed under pressure, but may become complacent in their successes and neglect to take advantage of an opportunity to improve their critical thinking skills. Thoughts become critical when you are aware of them. Exceptional critical thinking skills will develop from practicing habits that are designed for success in accordance with your goals.

VISUAL MAPPING

An effective way to be organized with thoughts and explore connections between ideas is to use mind maps or logic trees. Mind maps can foster the organization of information in a logical structure that is essential for successful critical thinking. By using visual diagrams, the learner is able to map out their thoughts, explore new connections in a more visible way, and analyze choices to form decisions. With this logical structure, it is easier to integrate new ideas into your thinking process. Mind mapping allows the thinker to have greater clarity with their thoughts in light of the bigger picture or objective.

It is best to capture your ideas in a mapping format that is understandable to you. Consider beginning with a central theme and expanding your thoughts from there. The central theme can branch off to other connected topics that you wish to explore, in which these topics may be branched as words, images, or phrases. Mind maps create a clear, organizational structure that can guide you through your critical thinking process.

KEEP AN OPEN MIND

An essential aspect of critical thinking is the ability to open your mind to new insights and possibilities. Open-mindedness is the virtue by which we learn. In particular, being open-minded means taking into account relevant evidence or arguments to revise a current understanding. It involves being critically open to alternatives, with the possibility of changing your personal view. When we allow ourselves to be open-minded, we can discover new information about ourselves that challenges our current values and beliefs. The key to being open-minded is to not allow pre-conceived notions to constrain or inhibit reflection on newly presented information. It’s important to avoid becoming defensive when our ideas are being challenged, but rather allow new ideas to give us fresh insight on the world around us.

GET INVOLVED

Learning and improving any life skills is possible with practice. A critical thinker can improve by finding ways to get involved and participate in exercises or dilemmas that will expand their line of reasoning. In a workplace setting, actively volunteer to help with specific work-related problems, or newly emerging issues- this will help to bring out your creative side and offer you the support you will need to develop those very necessary skills. If there is a lack of opportunities available, consider introducing team building exercises that are aimed at getting the group involved with exploring logic and reason. Surrounding yourself with keen critical thinkers exposes you to more sources of perspective and shared knowledge of great ideas.

CONCLUSION

Are you ready to set your trainees up for success with these skills? Download our newly updated Critical Thinking Workshop today!

Corporate training, courseware, critical thinking, Soft Skills Training, workplace training

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SIMPLIFY YOUR TRAINING WITH MLEARNING

SIMPLIFY YOUR TRAINING WITH MLEARNING

Can you guess how much the first cell phone weighed?Seriously, take a moment and guess.

If you guess a whopping two pounds, you would be correct. The first cell phone came out in 1973.

Since then, cell phones have evolved not only in their compactness but also in what they can do. A luxury item for business executives is now an extension of all of our lives.

In the first few decades of the cell phone, development was focused on making it look and feel better and more practical for everyday use, along with reducing its cost so it can be used by the masses.

But once cell phones could give internet access, and especially when the iPhone was released in 2007, the possibilities of what this device can do were endless. Making them an integral part of our everyday lives that we know them as today.

It’s pretty amazing there’s a time when a cell phone sending text messages, taking photos, and even accessing the internet felt unfathomable. And now, we can even conduct training with it.

Mobile learning, or mLearning, is defined as the delivery of learning, education, or training on mobile devices, such as mobile phones, tablets, or laptops. mLearning allows training and support to be taken anywhere, making it flexible and convenient for companies to use.  Many businesses are taking advantage of mLearning to educate employees and clients more efficiently, especially with remote working being more prevalent than ever.

As a trainer, you should know about all the different options you have for training, an mLearning is only going to continue to grow in popularity. Consider this blog post your quick guide to mLearning.

 

WHY MLEARNING?

The prospect of mLearning has created a long list of the advantages it can bring to a company.  One of the most obvious advantages is the flexibility and convenience of using mLearning and accessing information at any time – anywhere.  But mLearning also allows the content to be customized to the learner and can benefit different types of learners (i.e., visual learners, auditory learners, spatial learners, etc.).  Since people take their mobile devices wherever they go, mLearning allows users to make use of their spare time, or ‘dead time’, such as while standing in line at the bank, waiting for the bus, or even in between meetings/projects.

Advantages include:

  • Convenience and flexibility
  • Customized learning
  • Makes good use of spare time
  • Tailored to different learning styles
  • Larger access to information

WHEN MLEARNING IS USED

mLearning is most commonly used for training and education purposes.  The majority of training or learning in the workplace occurs on the job.  However, it can be costly and time-consuming to require employees to attend meetings, conferences, or other training sessions away from work.  Recently, many businesses have begun to implement mLearning, which allows employees to stay in the workplace to acquire additional training or knowledge.  With mLearning, employees can gain new knowledge faster and be more up-to-date on any changes or company additions.

mLearning has also become a helpful tool in training new employees since it allows the company to reduce group or individual training sessions and allow the employee to learn on their own terms.  Not only does this allow the company to save on training hours, but allows the training manager to evaluate which employees are ready to begin work and which ones may need more help before starting on their own.

mLearning is most commonly used for training and education purposes.  The majority of training or learning in the workplace occurs on the job.  However, it can be costly and time-consuming to require employees to attend meetings, conferences, or other training sessions away from work.  Recently, many businesses have begun to implement mLearning, which allows employees to stay in the workplace to acquire additional training or knowledge.  With mLearning, employees can gain new knowledge faster and be more up-to-date on any changes or company additions.

mLearning has also become a helpful tool in training new employees since it allows the company to reduce group or individual training sessions and allow the employee to learn on their own terms.  Not only does this allow the company to save on training hours, but allows the training manager to evaluate which employees are ready to begin work and which ones may need more help before starting on their own.

WHAT MLEARNING IS DELIVERED ON

Technology has changed the way we receive information.  Computers have replaced reference books when it comes to learning new material, and now mobile devices are changing how we access information that has already been digitized.  One of the key aspects of mLearning is using these mobile tools to access new information for education and training purposes.  These mLearning tools allow learners to access the information needed from anywhere and at any time.  Many of the devices used have become a common household need, such as mobile phones and notebook computers.  With technology on the rise, employees are more than likely to own at least one mobile learning tool they can use for future mLearning.

Common mLearning tools:

  • Mobile phone
  • Tablets
  • Notebook/laptop computers

THE FRAME MODEL

In mLearning, the Framework for the Rational Analysis of Mobile Education, or FRAME, model was created by Dr. Marguerite Koole, and is designed to show how the different aspects of mLearning work with each other to enhance learning and overall user success. Although the FRAME Model is generally applied to any form of learning with technology, it has become a great tool in defining and illustrating the different aspects of mLearning.

Three aspects of the FRAME Model:

  • Device aspect
  • Learner aspect
  • Social aspect

The Device Aspect – The first aspect of mLearning is the Device aspect, which focuses on the physical and functional characteristics of the mobile device used by the learner.  When beginning mLearning, one of the first steps is to choose a mobile device to use.  The characteristics and capabilities of this device can play a role in the success of the learner.  The hardware of the device must be suitable for the course, such as the size/shape, storage units and any additional input/output devices.  Additionally, the software must be able to perform properly as well, such as the processing speed, response ratings, general power and the likeliness of malfunctioning at some point. Although this aspect is often overlooked as a separate component, it is a very important part of mLearning because the learner cannot connect to the learning materials without a device that works properly and efficiently.

Criteria observed for the Device aspect:

  • Physical characteristics
  • Input capabilities
  • Output capabilities
  • File/Storage abilities
  • Processing speed
  • Error rates

The Learner Aspect – Another aspect of mLearning is the actual learner themselves.  This aspect refers to the learner’s individual capabilities, such as their use of memory and prior knowledge when learning and how they merge prior knowledge with newly acquired knowledge.  It also describes how learners use emotions and personal motivation to guide their sense of learning, and how they best learn and process information. mLearning is a convenient and accessible way to distribute training, but it is important to remember that it requires significant motivation and self-guidance from the learner, so communicating the impact and benefits of the training is crucial.

Criteria observed for the Learner aspect:

  • Prior knowledge
  • Memory capabilities
  • Emotions/Motivations
  • Learning styles

The Social Aspect – A large portion of mLearning is done individually, which can make the social aspect of mLearning sound almost like a contradiction.  But the social aspect refers to processes of social interaction and cooperation that the learner has with other users, and with the learning material itself.  After all, learners must follow rules and obey guidelines, such as following deadlines and studying the correct material. Cooperation allows users to communicate with one another and exchange ideas, knowledge and even learning practices. The majority of the social aspect boils down to the ‘culture’ of the learner and the environment.  In mLearning, this environment involves the virtual surroundings the learner must submit to in order to access the material.

Criteria observed for the social aspect:

  • Conversation/Speech
  • Cooperation
  • Culture practices
  • Social interactions

CONCLUSION

mLearning is really more accessible to deliver than ever, and can be the solution to convenient training.

You might be thinking, “Okay, I am sold on offering mLearning, but how do I even do that?”

That’s where we have you covered.

Our eLearning Library and all of the courses that are pre-loaded into our Learning Management System are compatible with mobile devices, so you can start your mLearning training today.

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Training Industry Trend Predictions for 2022

Training Industry Trends

Why focus on training industry trends? With the continued evolvement of technology, a global pandemic, and a new generation settling into the workplace, the Learning and Development industry has unique and ever-changing needs.

It has never been more important to maintain resilience and flexibility in corporate settings. And finding ways to anticipate changes – such as trends in the training industry – can help with that.

Why take the time to understand training industry trends? Well, if you know the industry, you can better predict your training needs for 2022, and anticipate them accordingly.

Below are some factors that have impacted the training industry in 2021/2022, and how you can adjust your training strategy accordingly to stay on top.

training industry trends

TRAINING INDUSTRY TRENDS IN THE 2020S = ACCOMMODATING A PANDEMIC

When the COVID-19 pandemic became most prevalent in 2020, no one could have predicted the ways that it impacted every aspect of life, including how you provide corporate training in your organization.

Before covid, online learning was still very prevalent, and used as a convenient option to accommodate trainee’s busy schedules and geographical locations. However, it has now become absolutely essential.

Online learning is the only safe way to develop your trainee’s skills in this day and age. Fortunately, it is more accessible than ever. And educational software companies (such as ourselves) are always working to make it user friendly, well designed, interactive, and affordable.

For example, over the past year, we have completely revamped the courses that are pre-loaded onto our LMS.

Online learning will not be going away anytime soon. And between the pandemic and an increasingly fast-paced world, you need training that fits with the “new normal” for working.

If you feel as though you don’t have time to develop your own online soft skills training content, you are not alone. Join trainers who trust our Learning Management System for convenient, instructorless online training.

TOP SKILLS FOR LEARNING AND DEVELOPMENT IN 2022

If you still don’t think soft skills training isn’t imperative to the success of your organization, now is the time to get caught up before you find yourself falling behind.

EdgePoint Learning discusses a research study that found that found that 75% of long-term job success depends upon mastering soft skills, while only 25% relies on technical skills.

Soft skills are the future of workplace training. According to the LinkedIn Workplace Learning Report, upskilling and reskilling is the top priority for Learning and Development professionals globally.

Upskilling is upgrading current skills with complementary training that will allow the trainee to grow within their role.

Reskilling is when the trainee is given training to take on an entirely new role.

Internal organizational shifts allow for trusted employees to grow in the organization and work in the role that best suits them. It also saves employers time and expenses to onboard someone who is entirely new to the organization, which is critical now more than ever due to turnover being more common in the workplace.

The second priority according to the report is Leadership and Management. Providing training to your employees who are working towards a leadership role can boost their confidence and prepare them for this unique type of role, whether they are new to it or are looking for a refresher. Some of the courses we offer that will get you started on leadership/management training include:

The third priority discussed in the report is virtual onboarding. With remote working being more prevalent than ever for the last several years, there have been countless numbers of new employees who needed to start their new role from home. This majorly shifts the dynamic for team building as new employees join the organization. Some of the courses we offer that will get you started on getting your onboarded employees adjusted to your organization include:

GENERATIONAL GAPS

Millennials take up 35% of the US workforce. This means they are still the largest generation in the U.S. workforce, as they have been since 2016.

Millennials in the workforce are less likely to stay in the same job for more than 1 to 5 years. They also value working for organizations that closely align with their own personal values.

While millennials are still taking over the workforce, Gen Z is making a mark in the workplace too, and they are only just beginning.

According to the most recent LinkedIn Workplace Learning Report, 75% of Gen Z learners believe learning is the key to a successful career. And they have been learning more than ever thanks to online learning.

They are most motivated by opportunities for career growth, and spend time learning to help them do well in their current jobs, work in a different function, or shift to a different internal role.

Between the growing establishment of millennials in the workplace and the drive and curiosity to learn new things from Gen Z, these generations are sure to succeed in the workforce while bringing fresh and new ideas to the table.

CONSIDERING UNIQUE LEARNING APPROACHES

With the structure of our work week evolving more than ever, there’s no doubt that the format for how we work and learn has changed. This could involve shifts into flex hours, or full-time to part-time remote working.

This is applicable to corporate training too. With trainees that have many specific and unique needs, ditching the one-size-fits-all approach is key to providing effective training. This can be done through individualized training. This approach to corporate training provides a more individualized format of training that gives employees options to receive their training in a way that suits their needs. This could involve providing in-person training, the use of a Learning Management System, or a blended learning approach.

Another training approach anticipated to continue to grow in popularity in 2022 is microlearning. Microlearning provides employees with easily-digested bites of information or instruction that can be immediately applied to a task or project.

Microlearning has never been easier with our fully customizable instructor-led training materials. Select relevant modules and distribute accordingly. Microlearning has been proven to improve focus and retention, and could be the ideal approach for upcoming generations entering the workforce in 2022.

CONCLUSION

We hope that this blog post starts a conversation in your organization to consider what is to come for the training industry in 2022. By understanding trends and anticipating trainer needs, you can be better equipped to provide optimal training for your organization.

Ready to get started on your corporate training but don’t know where to begin? We have you covered! See what our Workshop Training Library can do for you and get started today.

 

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Learn To Problem Solve Through a Creative Lens

Problem Solving

LEARN PROBLEM SOLVING THROUGH A CREATIVE LENS

When facing obstacles in your organization, there are a number of ways to accomplish problem solving and make decisions regarding it.

Creative problem solving helps us look to challenges with an open mind and consider different perspectives. The creative problem-solving process is just that – a process. But by working through it you can optimize your decision-making skills and come to conclusions you may not have otherwise.

The Creative Problem Solving Process uses six major steps to implement solutions to almost any kind of problem.

In this week’s blog post, we discuss the creative problem-solving process, and how it can help you make tricky decisions in your organization.

Problem Solving Process

1.) INFORMATION GATHERING, OR UNDERSTANDING MORE ABOUT THE PROBLEM BEFORE PROCEEDING

The first step in the creative problem-solving process is to gather information about the problem. In order to effectively solve the problem, you need to know as much about it as possible.

There are many different types of information. There are facts, opinions, concepts, procedures, and ideas. Some of these can be biased and self-serving, while others can be cut and dry.

When tackling a new problem, you can gather a great deal of information by asking specific questions to others who may be impacted by it.

One important source of information is to ask if the problem has been solved before. Find out if anyone in your company or network has had the same problem. This can generate information about the problem and potential solutions.

Here are some other ways you can collect information about a problem:

  • Conduct interviews.
  • Identify and study statistics.
  • Send questionnaires out to employees, customers, or other people concerned with the problem.
  • Conduct technical experiments.
  • Observe the procedures or processes in question firsthand.
  • Create focus groups to discuss the problem.

2.) PROBLEM DEFINITION, OR MAKING SURE YOU UNDERSTAND THE CORRECT PROBLEM BEFORE PROCEEDING

The next step in the creative problem-solving process is to identify the problem. It is important to take care in defining the problem. The way that you define your problem influences the solution.

In some cases, taking action to address a problem before adequately identifying the problem is worse than doing nothing. It can be a difficult task to sort out the symptoms of the problem from the problem itself.

Four tools to use in defining the problem are:

  • Determining where the problem originated
  • Defining the present state and the desired state
  • Stating and restating the problem
  • Analyzing the problem

You may not use all of these tools to help define a problem, but these are some to keep in mind as you start.

Writing an accurate problem statement will represent the problem for what it is. The problem statement may evolve through the use of the four problem definition tools and any additional information gathered about the problem. As the statement becomes more refined, the potential solutions are improved.

The problem statement should:

  • Include specific details about the problem, including who, what, when, where, and how
  • Address the scope of the problem to identify boundaries of what you can reasonably solve

The problem statement should not include any mention of possible causes or solutions, that’s for later.

A detailed, clear, and concise problem statement will provide clear-cut goals for focus and direction for coming up with solutions.

3.) GENERATING POSSIBLE SOLUTIONS USING VARIOUS TOOLS

In order to come up with a good idea, you must come up with several ideas.

Some of the ideas will not be good. But if you start overanalyzing in this step, the creative process will quickly come to a halt, and you may miss out on something great. Make sure to defer judgment at this time.

Brainwriting is similar to typical brainstorming, except that it is conducted in silence. This method encourages participants to pay closer attention to the ideas of others and piggyback on them.

Mind mapping is another method of generating ideas on paper but can be conducted alone. To do this, start by writing one main idea in the center of the paper. Write additional ideas around the sheet of paper, circling the idea and connecting the ideas with lines. This technique allows for representing non-linear relationships between ideas.

4.) ANALYZING POSSIBLE SOLUTIONS, OR DETERMINING THE EFFECTIVENESS OF POSSIBLE SOLUTIONS BEFORE PROCEEDING

With many different solutions in hand, you need to analyze them to determine the best one.

When determining the effectiveness of solutions, consider the following:

  • Ask questions such as “Wouldn’t it be nice if…” or “Wouldn’t it be terrible if…” to isolate the necessary outcome for the problem resolution.
  • Think about what you want the solution to do, or not do.
  • Think about what values should be considered.

Additionally, the criteria for an effective solution to the problem should consider the following:

  • Timing – Is the problem urgent? What are the consequences of delaying action?
  • Trend – What direction is the problem heading? Is the problem getting worse? Or does the problem have a low degree of concern when considering the future of the circumstances?
  • Impact – Is the problem serious?

It is important to think about what the circumstances will look like after a successful solution has been implemented. Use your imagination to explore the possibilities for identifying goals or criteria related to the problem.

The wants and needs for the outcome after the problem is solved must also be very clear.

Needs are items the potential solution absolutely must meet. If the potential solution does not meet a need requirement, you can disregard it from further analysis. Wants are nice to have items. You can provide weight to each item to indicate its importance.

Another factor to consider is what is at stake financially. A cost-benefit analysis is a method of assigning a monetary value to the potential benefits of a solution and weighing those against the costs of implementing that solution.

5.) SELECTING THE BEST SOLUTION(S)

The next step in the process is to select one or more solutions from the possibilities. In the previous step, you will have eliminated many of the possibilities. With a shortlist of possibilities, you can do a final analysis to come up with one or more of the best solutions to the problem.

For each potential solution, weigh the potential advantages and disadvantages. Consider the compatibility with your priorities and values. Consider how much risk the solution involves. Finally, consider the practicality of the solution. Consider the potential results of each solution, both the immediate and long-term possibilities.

Think forward to the solution implementation. Ask the who, what, when, where, why, and how of the situation.

Brainstorm for potential problems related to the solution. Consider how likely potential problems might occur and how serious they are. These potential issues can then be evaluated as needs and wants along with the other criteria for evaluating the solution.

Sometimes this analysis can uncover a potential hardship or opportunity that changes the criteria, problem definition, or other aspects of the problem-solving process. Remember to be flexible and revisit the other stages of the process when necessary.

6.) PLANNING THE NEXT COURSE OF ACTION (NEXT STEPS), OR IMPLEMENTING THE SOLUTION(S)

This part of the creative problem-solving process is the time to think about the steps for making the solution become reality.

Identify tasks that are critical to the timing of the solution implementation. Critical tasks are items that will delay the entire implementation schedule if they are not completed on time. Non-critical tasks are items that can be done as time and resources permit.

Identify your resources by considering the following:

  • Time: How will you schedule the project? When would you like the solution completed? How much time will each task take?
  • Personnel: Who will complete each identified task?
  • Equipment: Is there any special equipment required to implement the task? Does the equipment exist or need to be obtained?
  • Money: How much will the solution cost? Where will the money come from?
  • Information: Is any additional information required to implement the solution? Who will obtain it? How?

As part of the implementation process, you will also need to continue to evaluate things over time. It is important to be flexible and adapt the solutions as necessary. You may need to make adjustments to the plan as new information comes to light.

CONCLUSION

Encourage your team to think outside the box when problem-solving. Making big decisions isn’t always easy, but if you follow the creative problem-solving process, you can rest assured knowing that you did your due diligence. To deep dive into this, even more, check out our Creative Problem-Solving Workshop!

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Boost Your Productivity: Overcome Procrastination 

Boost Your Productivity: Overcome Procrastination

We all procrastinate from time to time. Procrastination occurs when we avoid tasks. There are a number of reasons why someone may procrastinate. We may avoid tasks that we find unpleasant. We may also procrastinate tasks that we don’t feel confident we can do adequately. Or we simply may avoid tasks by consistently prioritizing other things that need to be done above them. Even if we perform other work-related tasks instead of the ones we dislike, we are guilty of procrastination. Unfortunately, procrastination will hinder our long-term success. With the proper skills, you can overcome procrastination.

Overcome Procrastination

1. EAT THAT FROG!

Mark Twain has a saying that applies to procrastination:

If the first thing you do each morning is to eat a live frog, you can go through the day with the satisfaction of knowing that that is probably the worst thing that is going to happen to you all day long!

Brian Tracy named his course on time management “Eat that Frog” because of this saying. The frog is anything that you do not want to do. You should complete your dreaded tasks first. Getting them out of the way will provide you with a sense of accomplishment and keep you from procrastinating. Always begin with the task that is the hardest and most significant, and you will be less tempted to procrastinate on other activities.

When you dislike a particular task, it is easy to procrastinate. Whether you spend time checking email or looking at Instagram, you are procrastinating. You need to do more than identify when you procrastinate. You need to discover why.

  • Discover your obstacles: What do you choose over your tasks?
  • Discover ways to remove obstacles: Ask for support, and take action. For example, you could turn off the Internet and your phone.
  • Reward yourself: Make the task fun, and use small rewards as incentive.

Once you have identified your frogs and obstacles, the only answer is to take action. Make the tasks that you want to avoid part of your daily routine. Schedule the tasks into your calendar. Once they become habit, you will find them easier to accomplish. Once you have scheduled the time to accomplish your tasks, you must follow through. Resist the temptation to procrastinate with your favorite time waster. Just do it.

2. THE 15 MINUTE RULE

Lack of time is a common excuse for not completing a task. We often overestimate the time that it takes to complete tasks, but the 15-minute rule allows you to accurately time your tasks. When you follow the 15-minute rule, you set a timer for 15 minutes and work on a task. You should stop working on the task when the time is up. You will be surprised by how many tasks you complete within the 15 minutes. When you are not able to complete a task within 15 minutes, schedule 15 minutes the next day for the same task. This allows you to make consistent progress. You will also be able to better estimate how long a similar task will take.

3. CHOP IT UP

The size of a project can also contribute to procrastination. It is easy to become overwhelmed by a large project. The key to overcoming procrastination is to chop up the large project into smaller tasks. Rather than looking at the entire project, focus on the single task. This will prevent you from becoming overwhelmed by the enormity of the work you must complete. For example, you could break a large report into different tasks such as brainstorming, outlining, writing, etc. This technique will create a sense of achievement with each step and improve motivation, allowing you to stay focused as you reach the end of the entire project.

4. AVOID DISTRACTIONS TO AVOID PROCRASTINATION

We are bombarded by distractions every day. These distractions are temptations to procrastinate. By removing as many distractions as possible, you will be on track to overcoming procrastination.

Distractions to Avoid:

  • Office clutter: Clean up your space at the end of each day, at home and in the office. A clean space will keep you focused and not interrupt your work.
  • Email notification: Establish specific times to check email. Automatic notifications are distracting and cut into the time you spend on each project.
  • Telephone calls: Do not take all calls. Choose a time to return calls and texts.
  • Environment: Remove distractions such as books, magazines, etc., from your workstation.

5. START SMALL AND BUILD

A habit of procrastination does not happen overnight. Equally, it is not possible to stop procrastinating overnight. Expecting an immediate change will only lead to disappointment. You need to start small and build to end procrastination once and for all. Begin by creating a daily “to-do list” for your personal life. Include the tasks that you have trouble completing, such as laundry or cleaning the kitchen. When you have stability in your schedule, it will be easier to address procrastination at work.

Create a daily schedule for work once you have broken down your larger tasks into smaller ones. As your productivity increases, you will be able to build upon your schedule. You may soon find that you are completing tasks ahead of schedule!

6. REWARD YOURSELF

People tend to procrastinate because they find certain tasks to be unpleasant, so procrastination becomes its own reward. TO overcome procrastination, you could implement a reward system for tasks completed. For example, spending 10 minutes on Facebook could be a reward for returning phone calls. Similarly, going to a movie could be a reward for completing a report on time. When choosing, you should avoid rewarding yourself with anything that you already have planned. For example, if you already have plans to go out with friends on the weekend, the outing will not serve as a reward. Using the appropriate rewards will improve motivation and help prevent procrastination.

7. SET REALISTIC DEADLINES

Schedules and deadlines will help you stay focused. When setting deadlines, however, you must be realistic. Unrealistic deadlines will contribute to procrastination. If you do not have a chance of completing a task on time, you will avoid it. If you are creating your deadline, you should consider how long similar tasks have taken. Be honest, and allow time for interruptions and emergencies. Do not create a schedule based on the best-case scenario; you are setting yourself up for failure. If you are assigned a deadline, determine if it is realistic. If it is not, attempt to negotiate a more realistic date. This negotiation should be done as quickly as possible to prevent complications later.

CONCLUSION

We hope our tips and tricks for overcoming procrastination will help you meet your goals for the new year.

To learn more about meeting your goals and avoiding procrastination, check out our training workshops like:
Goal Setting and Getting Things Done,
Time Management, and 
Personal Productivity.

Corporate Training Materials