A cross-functional team is a group of employees from different functions within an organisation – such as human resources, information technology, marketing and finance – who all focus on specific objectives and have the responsibility to work as a team to achieve shared goals. Cross-cultural teams, on the other hand, are made up of people from different social and professional… Read more →
Do you spend a lot of time planning, yet struggle to actually get things done? Here is a little advice that you may find helpful: create separation between your goal planning and the act of doing it. First, think about your end game, such as “I want to …” or “I want to increase the number of sales I make this year… Read more →
The time invested in preparing to get the most out of training will help to increase your learning, and its application and retention so that the initial investment in the learning activity will be paid back time and time again. As important as training is, too often it is treated as a fringe benefit, reward, or social occasion with little… Read more →
We’re living in an age of accelerating disruption, with profound changes brought on by digitization and other societal changes. Companies are responding by rethinking their business models, redesigning their organisations and adopting agile-management practices. With development of your inner agility you’ll have a more comfortable and creative relationship with uncertainty. Building inner agility means learning how to relax at times… Read more →
How many of the following characteristics does your team portray? To achieve higher productivity within your teams, strive to develop the teamwork behaviours characterised here: 1. Clear Purpose The vision, mission, goal, or task of the team has been defined and is now accepted by everyone. There is an action plan. 2. Informality The climate tends to be informal, comfortable,… Read more →
Human Resources managers, and most management teams, understand the value of strongly engaged employees. It means more productive, more competitive and more resilient organisations. While its importance is easy to acknowledge, making engagement happen is a more complex challenge. Many organisations have not developed managers that know how to effectively grow and sustain employee engagement. So how do you improve employee engagement and create… Read more →
2018 is going to be a challenging year for employers looking to hire the talent they need. The intensifying labor shortages will prompt a variety of changes to the way employers recruit and retain talent. 1. Upward pressure on wages. The war for talent has finally arrived and talent shortages are forcing business leaders to take a new look at… Read more →
In the majority of cases, employees who are without motivation, support, and coaching from their managers, will face a difficult time developing their talents on their own. Research has shown that the support and effective involvement of managers is the single most important factor in determining whether what an employee learns in a classroom transfers into actual changes in behaviour… Read more →
For many entrepreneurial or owner-operator businesses, a big challenge is that the “boss” becomes the architect and decision-maker in every critical area of the business. As a consequence, people who are hired and stay with the business become comfortable with that management style. In fact, most decisions are delegated upwards. In the early phases of the business this works admirably,… Read more →
Increasing demands on an organisation’s workforce requires managers to work at higher levels of performance with fewer resources and staff. Developing employees through on-the-job coaching or mentoring can increase the organisation’s ability to succeed. Coaching and mentoring can inspire and empower employees, build commitment, increase productivity, grow talent, and promote success. These are essential elements of a modern management practice…. Read more →