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|January 7, 2016|No Comments

Ask senior leaders in your company to attend a day-long training session and they’ll likely tell you they’d rather go to the dentist. Why? Because most training programs have a reputation…it’s boring, it doesn’t benefit my team or my department, and it’s not the best use of my time. How can your training overcome that attitude and instill some excitement in your leaders? Here’s how… 1. Make it relateable Employees must see a clear personal value in training. The lessons being taught must relate to them on a personal level. Will it help them become a better leader? Will it… more >

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|December 17, 2015|No Comments

Mergers and acquisitions are a common growth strategy for companies. During the due diligence period, most of the analysis revolves around the financials of the company, but a more subtle issue could be what derails the deal. What issue presents the biggest challenge to completing a deal? Corporate Culture. Why Culture Matters Culture may not seem like an obvious roadblock to a merger, but it can cause substantial concern for both companies. In a study published by Mercer, 85% of companies listed failure to address culture as a key barrier in failed M&A transactions. Additionally, a study by IntraLinks found… more >

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|December 10, 2015|No Comments

It’s estimated that US companies spend $164.2 billion on training and learning programs. That’s more than $1,500 per employee. Sadly, only 10-20% of what employees learn during that training is actually implemented. “Stickiness” is a critical component of any training program and the truest way to measure success. Regardless of the cost, the ultimate goal should be for employees to remember, and demonstrate, the lessons taught in the classroom. Making your training stick Effective training programs do not end once the class is dismissed. A long-term approach is needed to make the training stick. Adoption of new standards requires three… more >

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|December 3, 2015|No Comments

The key to impacting corporate culture through training is to establish and communicate a consistent message. It takes repeated exposure of a consistent message to make your training truly “sticky.” Keep your materials and approach fresh, but always convey the same core message. That sounds like a great plan, but how do you actually accomplish this? Show them you are serious In a typical work environment, the natural tendency is for employees to question the training. They are watching and waiting to see if what was covered in the training is truly a core message. Employees want to see how… more >

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|November 19, 2015|No Comments

An effective training solution should reduce uncivil behavior and reinforce good behavior. It sounds like a practical plan, but how can you make sure your training is really changing behavior? At ELI®, we have identified four necessary components for achieving true and lasting behavioral change: Awareness of the behavior that needs to be changed Motivation to change that behavior An interactive and memorable training experience Reinforcement that is consistent, encouraging, and ongoing Awareness and motivation Awareness of the behaviors that require change and the motivation needed to make those changes make up the foundation of a successful training experience. It’s… more >

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