Upgrade your Workplace, Agile EQ™, or Management kit (English only) to the Everything DiSC on Catalyst kit for FREE now through December 31, 2022. Simply visit the Everything DiSC registration site, enter your registered serial number, and download your materials.
Employee expectations have fundamentally shifted during the pandemic. As a result, organizations can expect large talent shifts to occur in the next year. How can you leverage a people-centered culture to reduce employee stress and limit turnover in your organization?
The eBook, Keep Your People: How to Navigate the Great Resignation, offers valuable insights from Wiley’s latest research on virtual culture from 4,500 working professionals. You’ll learn actionable strategies to keep your people and reduce turnover, while gaining an understanding of the connection between a people-centered workplace and employee stress levels. Download the eBook.
Happy Holidays! TH!NK will be closed for the holidays, Tuesday, December 21, 2021 to January 2, 2022. We will back in the office on Monday, January 3, 2022 and can’t wait to see you in the new year!
‘Tis the season for strategic planning! Whether your organization fared well or not during the pandemic, this is the perfect time to dust off your plan and check if your goals are still relevant. Or is it time for a whole new set of goals as you navigate the post-pandemic landscape?
In our 20+ years of experience helping organizations create strategic plans, we have found these four tips essential in creating and achieving any goal.
- Test assumptions. People have different perspectives. While vetting out goals, you often hear assumptions such as “Isn’t everyone clear about our mission or values?” or “Shouldn’t they know THAT by now?” Whenever you hear assumptions, challenge the belief and start asking open, non-judgemental questions such as “That is a fair point, what evidence shows us that it is true?” Not only will people gain clarity, but you may discover valuable gems to refine a goal or strategy in your plan.
- Plan for dialogue. Allow ample time for open dialogue so that healthy debate can thrive. Schedule dialogue sessions at different levels of your organization as you seek feedback or do research related to a goal.
- Practice discipline. Although important to your organization’s success, goal setting and strategic planning can easily take a back seat to urgent tasks. Identify a strategic planning champion(s) to hold the team accountable to the plan. Write down and communicate a well-defined strategic planning schedule complete with steps/phases, dates, and deliverables. Discipline is the key to a successful implementation.
- Have a communication plan. Once you set your goals, strategies, and action plans, create an internal marketing and communication plan. This plan should answer questions such as:
a) How will you communicate the strategic plan within your organization digitally, visually, and verbally?
b) How much detail will you share about your strategic plan with the whole organization? Will you communicate just the goal statements? If so, is there enough information in the message to spark excitement and motivate people?
c) How will you make your organization’s goals memorable to all team members?
Recognize that not everyone on your team will fully understand the context of your organization’s goals. Therefore, carve out time upfront to test assumptions and engage in open dialogue. Remember to plan for successful implementation with discipline, accountability, and communication so that everyone can get excited about their role in making success happen!
To inspire more collaboration in your strategic planning process, reach out to us at www.think-training.com.
Do you want to lead your organization along the path to build truly cohesive, high-performing teams? You are not the only one.
According to a survey conducted by Wiley Publishing,
- 71% of respondents said they have been on teams where a lack of trust created a toxic work environment.
- And, 42% of respondents reported having left a job because of a bad team member.
- Yet, 99% of the people surveyed said that they were good team members.
The recent State of Team Report conducted by Wiley Publishing, shows us that teaming becomes even more critical in today’s virtual work environment as 29% of people stated they are not confident that they will feel personally connected as they work remotely and 22% of people stated they were not confident that their teams could maintain the same performance levels virtually. Download the State of Team Report.
What is the disconnect? As a leader, you cannot assume people know how to be good team players. Nor that they are trying to be a better one. Teaming is an overlooked skill that needs to be taught and nurtured. With our Five Behaviors® Facilitator Accreditation, you will gain the confidence and credentials to lead any team through The Five Behaviors® program. Watch this video for more details.
In this blended online learning course, you will hone your facilitator techniques and instincts to effectively navigate teams through unexpected, challenging circumstances that can arise during a Five Behaviors session. This accreditation is ideal for Directors, Managers, and Human Resources professionals responsible for team performance.
In just five weeks, you will:
- Enhance your expertise in The Five Behaviors model
- Gain the confidence to navigate challenging Five Behaviors team sessions
- Earn the credentials to be an even more valued resource to your organization
Option 1: 9:00am – 10:30am Central Time (Chicago)
Option 2: 1:00pm – 2:30pm Central Time (Chicago)
- November 9, 2021: Begin online pre-work
- November 16, 2021: Introduction to the Models (live virtual)
- November 23, 2021: Trust (live virtual)
- November 30, 2021: Conflict and Commitment (live virtual)
- December 7, 2021: Accountability and Results (live virtual)
- December 14, 2021: Project Team Presentations (live virtual
Email us at firstname.lastname@example.org for more details or call us at 808-224-6694