Customers are the lifeline of a company as its very survival depends on them. Most times, it’s easier and less expensive to retain a current customer than to find a new one, but even this takes a lot of effort. Even though you may plan your strategies keeping your customers’ needs in mind, do you know what really works in winning them over for a long-term engagement?
As a manager, giving your employees feedback is perhaps your most important task. But are your employees happy about the way you give feedback about them? Does your feedback motivate your employees to give their best or does it make them resentful? Does it boost your employees’ morale? Does it keep them on-track regarding your team’s objectives or do they continue being distracted?
In recent years, many organizations have increasingly taken to adopting online training methods. Online training serves a way to create, foster and meet the needs of employees’ professional development. This is especially true for those organizations that need to deliver “hard skills” such as operating machinery, computer skills or safety standards to their employees.
In an ideal case scenario, employees clearly understand their job responsibilities and perform to the expectations of their managers, colleagues and employers. However, at times, performance problems do crop up. If you let these problems continue, they lead to the domino effect, making the situation increasingly complex for you to deal with in future.
I just finished reading the 7 Habits of Highly Effective People and liked Habit #2 in particular: Begin with the end in mind. I felt it relates perfectly to our e-learning objectives. That is what our learning objectives should begin with – the end objectives – they should convey to learners what they should be able to do after completing the online e-learning course.
In one of the ID workshops I attended recently, there was a lively debate on how to make an e-learning course meaningful and effective. At the end of the workshop, a few best practices emerged. Nothing earth-shatteringly new of course, but sometimes it helps to keep going back to the fundamentals of learning design.
Leadership refers to the ability of a person to motivate and inspire other persons towards a common goal. It is a critical management skill in the corporate world where the manager should lead his team towards achieving a common objective.His role as a leader is crucial in maximizing and integrating the potential of available resources. For that, he needs multiple skills, which many of us may think cannot be developed by an ordinary person. More often than not, we nurture certain misconceptions about leadership. Knowing what these misconceptions are helps us understand what leadership is really about and enables us to build effective leadership skills.
As part of its vision of being a “world class, full services, eLearning-enabled Learning Management company” with a footprint in key globally defined markets by 2015, CommLab India decided to embark on an organization-wide Six Sigma program targeted at creating more repeatability, sustainability and scalability in its processes, initiating its employees to a world class metrics-driven culture, as well as laying the building blocks for outcome-based services in the years to come.
In recent years, eLearning has been widely popular, especially after the standardizing of learning technologies and approaches. In eLearning, clear instructions play a very important role in helping learners navigate through the course and take the actions required of them. This is especially true in the case of learners who are not very familiar with online learning and who find it difficult to intuitively move around within the given interface.
Every sales person struggles to reach his/her targets but despite a lot of hard work, many are unsuccessful and get thrown out of their jobs. Why is it that only some people are able to achieve success even though everybody does the same amount of work? The answer lies in the approach they adopt. Unknowingly sales people could be making many mistakes that affect the outcome of their performance.