Many cutting-edge software businesses, such as Google, Facebook, Netflix, and Amazon, use cross-team collaboration to grow rapidly. If you still rely on isolated departments, you should reconsider. Collaboration among cross-functional teams is a fantastic thing. When teams from several departments cooperate, your work will take on a more global perspective.
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Continue reading “3 Ways To Deliver Leadership Training More Efficiently”
A few years ago, in my previous job as a process trainer (for those who are new to the concept, process training is about imparting knowledge and nuances of a process or product) I was struggling to hold the learner’s attention to the topics. I was doom-scrolling the internet to find ways to make serious content more engaging. Of course, I also had to make sure that the content delivery doesn’t lose its impact. I stumbled upon a game called ‘jeopardy.’ It soon turned into the Holy Grail for my training engagement. Years later, now, as I see people using the terms – game-based learning, gamification, microlearning, simulations interchangeably, I though it makes sense to share my two cents with you.
Continue reading “How To Spice Up Your Learning & Development Initiatives?”
Denmark is continually rated as one of the happiest nations in the world. Ever wondered why?
Continue reading “Some Ideas To Bring Hygge Into Your Office”
Jim Rohn, a leading expert in the domain of personal mastery, said, “You can’t hire someone else to do your push-ups for you,” yet you see gym-goers putting complete responsibility of their well being on the gym-trainer. They want instant miracles to happen when they hire a personal coach. What they forget is that the coach can only act as a facilitator and you are the one who has to do the pushups and crunches and lift weights every day. The coach can give you a diet plan, but you must follow it to see results. Many people join the gym but very few continue going. They don’t see the results and hence they give up. It is not the gym or the coach or the diet plan that makes people get results, but it is their own personal effort that makes all the difference. This is called ownership – when you take complete responsibility for the results you get.
If you are anything like us, you are constantly fielding requests at work. From formal requests to informal asks, there is always something ‘urgent’ that requires your immediate attention. However, it is impossible to attend to every single one of them. But, in a close knit society like a work team, saying No can be a tricky art to master. How do you decide which request to say no to? Which ones to prioritise? And how do you communicate the same without adversely impacting nter-personal relationships?
