Dominique Giroux

Recent Posts

Using Deep Practice to Develop Essential Skills as a New Manager

Think back to being a young child, and learning to ride a bike for the first time. From the second you hopped on the seat, were you good at it? Or did you swerve or maybe even fall before you could successfully ride down the street? Is the old saying “practice makes perfect” really true?

Recent research has shown that practice plays a huge role in developing skills. But not all practice is created equal. A special type of skill building called “Deep Practice” has been proven to develop talent far more effectively than other methods. Deep Practice consists of stretching yourself just outside your comfort zone, stopping and reflecting when errors occur, making adjustments, and continuing this process over time. 

Deep Practice can apply to a wide variety of skills – from hitting a baseball, to playing guitar, to delegating a task to an employee. We’ll first explore how Deep Practice works and the principles behind this technique. Then we’ll discuss how this applies to developing fundamental skills as a manager in the workplace.

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Delegation Training Key Concept: The 4 Steps of Effectively Delegating Tasks

Being in a leadership role involves a variety of tasks that, simply put, cannot all be completed by one person. Sometimes leaders feel they must do all of these tasks themselves to ensure they are done properly. On the contrary, it’s beneficial for the organization as a whole, when a manager delegates some of these tasks to employees. Delegating empowers others in the organization, and helps optimize the performance of the group. When more members are included in the ownership of projects, the more efficient your organization will become.

Don’t know where to begin? Delegating can be difficult to do for many people, but luckily this delegating template helps you simplify the process. We’ll walk you through the 4 steps of delegating tasks so you can begin reaping the benefits of effective delegation!

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Expert Interview with Todd Macey, President of Vital Learning

The Central Connecticut State Office of Continuing Education recently published an “Expert Interview” with Todd Macey, the President of Vital Learning. The “Expert Interview” series gathers insights and opinions from various leaders in the education and training industries.

In the interview, Todd shares his thoughts on getting managers fully committed to their own self-improvement, teaching “soft skills” in virtual environments, and developing the skills leaders will need to be successful in the future.  

Want to get a peek at where leadership development is headed and learn more about why many manager training programs are ineffective? Check out Todd’s expert interview here.

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What Your Boss Wants to Know About Management Training

Why is investing in management training important for an organization? There’s more to it than a simple answer of professional development, talent management or knowledge acquisition. Having effective leaders and managers is one of the most critical components to long-term organizational success. Good or bad managers can affect employee retention, engagement, quality of service and, ultimately, revenue.

Most people agree that developing employees is important, but proving the value of these initiatives to executives can be challenging. One of the most common objections to leadership development is “aren’t all of these skills just inherent and intuitive?” Or “can’t people just learn these skills on the job?” While many effective management skills are intuitive and simple, the execution of these skills can be quite difficult. And learning leadership skills without structure and guidance is often a recipe for bad habits. Management training takes time, resources and money, so why should your boss invest in it? Stated another way, what are the benefits of developing practical skills among your company’s managers?

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