December 15, 2009
What did I learn in my social media class?
I learned that we could use sites like Twitter, Facebook and LinkedIn for professional purposes and to broaden our knowledge in different topics through the discussion boards and so on. Obviously, Word press is the current medium through which I’m publishing this post and I also learned how to take advantage of this tool.
I must say that I’m very happy that I took this class because I would have never gone on my own to have accounts in any of this sites. Before taking this social media class I felt that having accounts on Facebook, LinkedIn, etc. were a way of exposing one’s personal’s information and I did not feel comfortable doing it. However, after taking this course I feel that I understand the real purpose behind these sites; they can only benefit us as they keep us on constant communication. A great example of this is twitter that is continuously getting updated with information from all over the world; take a look:http://twitter.com/glehindyd
December 8, 2009
The Importance of Employees’ Feedback
Have you ever wonder where to look when things aren’t going well in the office? According to the management consultants Pamela Bilbrey and Brian Jones, as business leaders we often forget one of our most reliable sources of inspirations and innovations, employees!
They also mention questions that can assist you in the process of gathering information form your staff. Here are the three that I considered best:
What would make this a better place to work?
Sometimes the little things count the most for employees’ satisfaction.
How can we enhance customer service?
Listening to customers is important, but you won’t know what customers are saying unless employees tell you.
What is working well, and how can we make it even better?
Don’t’ wait for something not to work to fix it; rather find out how you can improve what is already working.
So go on, ask your employees for their feedback. It can only benefit the organization.
A great quote!!!
“There is only one thing more painful than learning from experience, and that is not learning from experience.”
–Laurence J. Peter
December 1, 2009
Is Twitter a useful tool in the workplace?
According to the Institute for Corporate Productivity Twitter was found to be the Internet site that “most highly correlated with Web 2.0′s contribution to learning effectiveness”. This information is according to an article found in American Management Association titled “Is Twittering a Productive Use of Work Time?”
Tough concerns in regards to security are mentioned in the article, it states that when properly used Twitter can potentially increase the productivity and effectiveness for people throughout the organization.
So Yes! Twitter can be a useful tool in the workplace if it is used appropriately.
November 24, 2009
Type Stereotyping
http://hotjobs.yahoo.com/career-articles-playing_against_type-241
It is interesting reading articles like this and see how professionals can take information and generalize! Myers Briggs is based on preferences and it does change from person to person. Not all TJs are the same!
Type stereotyping is wrong and it can prevent Myers Briggs practitioners from successfully administering the instrument. There are so much more than just the four letter types; for example, so many other dimensions that it’s just not fair to make such statements.
November 18, 2009
Myers-Briggs Types
When introduced to the Myers-Briggs Type Indicator (about a year ago), I was so fascinated by it that I decided to become a Certified Practitioner.
A brief description of the Myers Briggs Type Indicator:
“The purpose of the Myers-Briggs Type Indicator® (MBTI) personality inventory is to make the theory of psychological types described by C. G. Jung understandable and useful in people’s lives. The essence of the theory is that much seemingly random variation in the behavior is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment.” www.myersbriggs.org
Do you know what your type?
My type is ESFJ!
Tell me yours and I will provide you with a brief insight…
November 10, 2009
Tips for an effective Training Program…Part II
So, as promised here are the next six steps to make your training program an effective one:
-Systematically assess training needs.
To identify the individual needs of employees and decide the type of training needed.
-Evaluate training programs.
The training program must be followed by a thorough analysis that determines whether the goal was met or not. Without this knowledge senior management might not recognize the value for the program and consider it a waste.
-Invest in training during down periods.
Why not? Instead of cutting training programs during these times, take advantage and get your employees up to date.
-Encourage employees to be honest about their needs.
Because employees might not acknowledge that they need the training although they do.
-Use methods other than classroom instruction.
It can create a more relaxed environment. Use as much technology as your company has available.
-Make certain that supervisors support the transfer of training.
Because if supervisors are not open to new ideas employees learn during training, what is the purpose anyways?
Hope these tips are as good and useful as possible!
November 4, 2009
Tips for an effective Training Program
Have you heard about the book “30 Reasons Employees Hate Their Managers: What your people may be thinking and what you can do about It” by Bruce L. Katcher with Adam Snyder?
I think it has an interesting name…
An article referencing this book was posted at amanet.org, titled “12 ways to make your training program a hit”.
It lists twelve (12) tips to improve your training assessment. Here are the first six:
· Communicate the importance of learning.
As it will be beneficial for them (the employees)
· Show them the money.
Explain employees that it costs the company money to have these types of training.
· Provide opportunities to visit customers.
Perhaps by encountering customers face to face, employees can become aware of their possible weaknesses.
· Institute a job rotation program.
It can upgrade employees’ skills.
· Institute a shadowing program.
It can be helpful for employees to appreciate the work of their peers.
· Provide a resource center.
For employees to have access to manuals, books, etc.
I will be posting the next six very soon….stay tune!
November 2, 2009
Promotable
According to an article that I found on amanet.org, you are about to be promoted if you are:
· Included in meetings where other peers are not included
· Told secrets—things you are sure others are not being told
· Assigned to important task forces
· Asked for input on major decisions
· Given more responsibility, including tasks your manager is responsible for
Do you think this is true? Hum…
October 27, 2009
A great Quote!
By Stuart Feguson, Ph.D.
“No two companies, even if founded side by side at the same time by identical twins, will have the same cultures.”
