Vital Insight Into Management Training Success

Expert Tips For Building A Strong Leadership Development Strategy

Virtual Reality – The Future of Management Training?

An online blogger across the world can share a 2-day travel diary on a 3 minute Instagram story, 5 second memories can be shared over Snapchat, and people have access to 24/7 news updates from mainstream media. We live in a cyber culture where digital technology is a push-button click away. Many of us even take it for granted – whipping out our cell phone to check Google maps when we’re lost or quickly researching a delicious restaurant located nearby. It’s apparent technology has impacted almost every aspect of daily life, and the management training space is no exception. 

For decades, management training has been dominated by classroom learning, Power Point presentations and slide-by-slide online learning, which often fail to resonate with today’s learners.  Recent technological advances present exciting opportunities to align training delivery with our industry’s ever-evolving understanding of skill development.

Some scenarios on the job are impossible to realistically recreate in training. For instance, a brain surgeon can read numerous text books on how to remove a blood clot but nothing can compare to the actual experience of being in surgery and performing the task. The most effective learning occurs hands on, preferably where mistakes can happen and not adversely affect others. But how can you replicate the experience of performing brain surgery without actually doing it? Virtual reality training programs are beginning to make this possibility a reality.

 

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The 4 Most Important Employee Retention Strategies That Actually Work

Retaining employees is one of the most crucial factors in running a successful business. Not only is employee turnover expensive, it can stifle growth, and decrease morale and togetherness in the workplace. Fortunately, there are a few key strategies that can help any organization keep people around, and see continued success.

 Employee Retention Whitepaper

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5 Ways to Boost Happiness & Decrease Employee Turnover

According to the Gallup-Healthways Well Being Index, an estimated $300 billion per year is being lost in productivity as a direct result from employee unhappiness. The Well-Being Index data shows that Americans are increasingly unhappy with their jobs and work environments.  Salary.com surveyed 1,300 people to find out how they felt about their job, asking: Are you happy at your current job? Overall 69% said they were unhappy in their current position. 56% of these respondents also admitted they were planning on actively looking for a new job.

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5 Attributes to Look for in Potential Managers

Have you ever promoted someone to be a manager, only to find out that they can hardly even manage themselves? This is a common problem across industries, and leads to issues such as disorganization, unmotivated team members, poor workplace communication, and lack of dedication to a common goal. Fortunately, there are ways to tell whether or not an employee has the potential to excel as a manager, and all it takes is careful consideration and a good barometer for high-achievers. Below are 5 key attributes to look for in potential managers.

 

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Helping Employees Commit to Professional Development Goals: 4 Tips for Success

Setting professional development goals is an essential skill leaders use to align their team to the organization’s strategic objectives. Good goal planning helps keep day-to-day operations running smoothly and efficiently. Planning also motivates team members, helping them see how their efforts make a real difference for the larger good of the organization.

During the late 1960s, University of Toronto psychologist Gary Latham and University of Maryland psychologist Edwin Locke — considered the godfathers of goal-setting theory — discovered what we now hold as truth: the establishment of a goal is one of the easiest ways to increase motivation and enhance performance.

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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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Leadership vs. Management: Why It Matters in the Training Industry

When companies are looking to improve, many focus on training employees to become better leaders. What is often ignored, however, is also training employees to become better managers, which is just as critical to the success of an organization. Although some management and leadership skills are closely related, there are many distinct differences between the two. Let’s explore the distinction between leadership and management, why both are important, and how many development initiatives fall short by failing to address both of these skill sets.

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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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