Beatle-Mania at Work New Management Tunage from Harvard Publishing Desperately Seeking…Good Leaders When All Else Fails—Hang the Boss

What are the Top 5 mistakes that cause people to walk out, ask for their money back, send letters of complaint, and in other ways torpedo your speaking, presenting and training efforts? Over the years, I've asked audiences for their list of deadly sins that cause them to tune out the presentations that they have attended. Here are the top five of the 22 that have come up repeatedly.

NewswireToday -- Too much e-learning resembles comfort food – soft, lacking in substance, and worse still, we are spoon feeding it to learners. We need to stop being paternalistic and expect more of our learners. So John Rogers tells Kineo in a new interview. Rogers was part of the team at Barclays who designed, delivered and helped to sustain one of the most successful online learning communities in the UK. In a recent audio conversation, Rogers explained that one of the reasons this and other learning communities can be successful is the transfer of responsibility to the learner as individual, and away from the model of waiting for the answer from the training department.

Level Four training is where you want to be when you evaluate training…but if you haven’t been in the training industry long, you have no clue what Level Four training is. And sometimes, even if you’ve been in the industry a decade or two, you still wonder how to get your trainees there. In evaluating your training, you look at the Four Levels: 1. Did they like it? 2. Did they learn it? 3. Are they using the information? 4. Is the information/training making a difference? Evaluation begins at, well, the beginning—a very good place to start. Before the training is even drafted, you need to pinpoint the need or the purpose of the training.

Training, and reviewing, doesn’t have to be dull…but it’s so easy to make it that way. And yet, intersecting information with review creatively doesn’t have to be time consuming either in the preparation or the presentation. What’s the point of training? Training is never just for training’s sake—the whole point in training is the outcome. One of the training keys to unlocking those results is Review and Revisit (which also happens to be the “R” in our CORE*).

Care taken in planning a panel interview, as with any interview, will affect your success in several ways, including raising the level of the panel’s and/or your interviewing competence and interest as well as improving the quality of the information obtained. The candidate’s perceptions of the interviewers and your organization can also be affected in a positive way; keep in mind that candidates will also be making observations, forming impressions, and weighing important choices.

One of the mysteries of the business world is why sales executives assume that low productivity and the resulting high turnover are inevitable with their sales teams. Research has shown it is appropriate to apply the Pareto Principle to salespeople whereby 20 percent of all salespeople now make 80 percent of all sales. That means 80 percent of the sales force fights over the remaining 20 percent of the business not produced by the top sales pros.

Emotional Intelligence Quotient, or EQ, is a term being used more and more within human resources departments and which is making its way into executive board rooms. This article will help shed some light on what EQ is, how it is different than personality, and how it has proven to impact the bottom line in the workplace.

Many organizations are now realizing the bottom-line effect on retaining quality employees. Retaining quality performers quite simply adds to increased productivity and morale, while reducing the associated costs of turnover. As a business executive, doesn’t it make sense to have business processes that add efficiencies to how you conduct business to reach your corporate objectives and provide a positive perception in the marketplace and to your customers?

It is estimated that over 80% of all employment lawsuits arise from termination or disciplinary proceedings. Therefore, actions related to such proceedings should be undertaken carefully, responsibly, and tactfully.