Expediting Your Career Success with SMARTER Goals

SMARTER Goals To Make 2022 Your Best Year

Make 2022  the best year yet with SMARTER goals for you or your team.

SMARTER Goals

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HR professionals should have an important objective in mind: make 2022 the best year it can be.

It should be simple to do, right? Work teams can meet and brainstorm on various activities for  goal setting.

But unfortunately, the amount of effort needed to achieve a goal can be much more than you think. It can feel daunting and even overpowering.  Also. teams could instead end up identifying various random objectives. Or worse, with nothing concrete or doable.  Or. they may not even be aligned with the company’s vision for the business.

Frankly, to make it your best year possible, it’s not enough to just have a list of any old goals. You need the right objectives, the actions that will get you there, and, most of all, the consistency that forms these actionable steps into habits everyone can follow.

To do all these, you need SMARTER goals.

Why Are SMARTER Goals Important?

SMART, and its more comprehensive variant, SMARTER, are acronyms. You will learn more about what they stand for shortly.

Michael Hyatt, a  best-selling author, developed the concept. To what purpose?  As a means to make goals a reality by making them into actionable and measurable steps.  In other words, a repeatable process.  With consistency and practice, you can make these steps into habits.

To understand the importance of SMARTER, you only have to look the number of people who make, but fail to keep New Year’s resolutions.  People start off each year brimming with hope and a “can-do” attitude. Here’s the issue, though: by the time February comes around, more than half of them can no longer stick to their list of resolutions and a Franklin Covey survey found only 23% keep their resolutions.

Why?

There are myriad excuses, but they can be summarized into 1 significant reason:  They didn’t plan well when it comes to their goals.

In spite of their well-meaning objectives, they set themselves up for failure..

Creating SMARTER Goals

Using the   SMARTER definition and approach, here are seven goals that may apply to you. They will certainly play a part in making 2022 your great year.

We  also provided some SMARTER goals examples to make each point clearer:

Your Career Success through the S.M.A.R.T.E.R. Project

S.M.A.R.T.E.R is an acronym that stands for:

Specific

Measurable

Achievable

Relevant

Time-Bound

Evaluation

Readjust

Your Career Success with Project S.M.A.R.T.E.R.

Here’s a detailed elaboration of this approach and the 7 steps involved:

SMARTER Goals for 2022

1. Specific

Your goal should be specific and crystal clear and identify exactly what you want to achieve.  You should be able to know what success looks like here. The more specific you can get, the better. A good tip here is to ask yourself the 5 W questions below:

What do I want to accomplish?

Why is this goal important?

Who is involved?

Where is it located?

Which resources or limits are involved?

2. Measurable

Useful goals you set for yourself or your team should be measurable and let you quantify the result. This is so you can track your progress and performance properly. Being able to see progress is a great motivator – it gets you excited knowing that you are on your way to success. Not only that, this helps your focus.  Also you want to ensure you are placing your energy behind goals that result in the best returns.  To help clarify a goal that is measurable, here is an example:

BAD:  I will clean up our candidate database.

GOOD:  I will review all the candidates in the file from A to F all next week and discard any that are over 6 months old.

3. Achievable

A successful goals should be one that is realistic and achievable. A goal with no action is wishful thinking.  But lying to yourself and aiming for a goal that is beyond your abilities will only result in failure to reach that goal.  That being said – this is not an excuse for you to be complacent here. You should set goals that will stretch your abilities but also remain possible for you to achieve.

Also, you should consider factors that will affect the achievability of the goal, like financial and time constraints.  A  goal example would be:

BAD:  I want to be more consistent with recruiting.

GOOD:  Spend two hours every morning calling candidates who applied to our Indeed ad.

4. Relevant and Realistic

Your goal should be relevant. It should matter to you, and in line with your priorities and beliefs.  And also be aligned with other company goals and vision. This step keeps you from focusing on the wrong things.  Many  HR professionals fail to achieve their goals because the goals are not consistent with reality.  Most HR personnel don’t have a problem setting big goals.  Experts recommend making your goals realistic, putting them in writing, and keeping track of your progress.

5. Time-Bound

Every goal you set should have a specific deadline – this gives you something to work towards. However, aiming to hit a goal in 5 to 7 years is not considered a proper deadline. Sure, it contains a time element – but it’s not specific enough.

Your plan to reach a goal in 5 years will be quite different from your plan to reach a goal within 7 years.

Setting a more specific date for your goals allows you to develop a clearer plan to achieve it. This also prevents you from letting other everyday matters take priority over your goals.  If you don’t set a deadline for your goals you won’t be able to measure milestones or how close you are to achieving your goal.  Look at these examples:

BAD:  I am going to rewrite our company Employee Handbook.

GOOD:  I will write an updated draft, edit and finalize our Employee Handbook by June 30th.

6. Evaluate

The only way to be better is to learn from past experiences, mistakes, and successes..  Over time, things happen and goals change. Look over your goals from time to time and evaluate them ; check if they need changing to fit your current situation. Constant evaluation of you goals is essential for you to reach your goals.  Be sure to congratulate yourself on the small wins. After all, you accomplished them and that should fuel your motivation.

7. Revise

Upon evaluation, if you find that your goals need readjusting, revise them accordingly.

The most important thing to do is to make revisions to your goals where you see opportunities for growth. This will also help you stay focused.

Even if you are confident with how things are going, there’s always room for improvement. Take this opportunity to analyze your performance or that of your team and make changes where needed!

Setting SMARTER team goals effectively

Finally

Stating your goals in the SMARTER way can make them easy to understand. What is measurable can be improved and compared, and the SMARTER methodology helps HR leaders align their critical decisions to the overall company goal.

Reach for More Career Growth with Personal Development

Do you feel like you’ve hit a wall when you reach for more career growth? Do you think you’ve accomplished everything you’re meant to achieve? Chances are the answer is no.  But if you answered yes, then it’s time to change your mindset.  Why?   Because the most important part of personal development is recognizing that you always have a potential to achieve if you proactively reach for more career growth.

Reach for more career growth through personal development

The Growth Mindset

If you don’t believe you constantly have room in your career to grow and develop, then you are the victim of a fixed mindset. People with a fixed mindset don’t focus on self-improvement.  And therefore, unsurprisingly, they don’t tend to succeed as often as those with a growth mindset. According to a number of studies on achievement, training in how to maintain a positive and growth mindset raises individuals’ results, and this is just based on telling someone that having a growth mindset helps!

To achieve and maintain a growth mindset it’s important to recognize that you don’t know everything about your current job. And that you always have room to improve. Even if you believe you’ve mastered your job function, find ways to expand on your knowledge.

The world is always changing so there are always new things to learn no matter what your area may be. For example, if you finished a class mastering a new language, maybe it’s time to take a trip to a country where they speak that language to put yourself to the test!

Reasons to Continue To Grow

While mastering an assignment may seem like a good end of growth goal, its actually better to set a goal to constantly continue to learn. This is because when we believe that we have no more room to grow, we often become complacent and we lose the positive reinforcement associated with continual achievement. Not only that but continuing to reach for more career growth provides us with a healthy dose of self-confidence as we persistently learn new elements of the job.

Constantly setting new or progressive goals keeps us on our toes and takes us out of our comfort zone. It makes us more self-aware.  That will help us recognize any additional areas in our job function which could use some improvement. Thinking that you’ve learned everything will only lead to feelings of monotony and boredom.  So don’t let anyone tell you that you don’t still have room to grow!

Reach for More Career Growth

If you’ve decided that you want to reap the benefits of a growth mindset, then you’re already halfway to reach for more career growth! Next, look at your job and find areas which you may need to improve. You don’t just have to think of it as improvement. Rather think of it as something you may want to revisit or refresh. For example, if you learned a language fluently in school, maybe it’s time you revisit your knowledge.  Try reading a book or watching a tv show in that language. You’ll be surprised by what you can learn!

Besides just deciding what you want to improve upon and how, also make sure you write your goals down. If you write down progressive goals without a clear end in mind (such as “practice Spanish every day”) make sure you provide frequent updates for yourself.  Or perhaps list milestones such as “practice Spanish every day for one year” and then after the one year, up it to two years, and so on. This will help you drive and remain on track even when your goals may seem endless.

If you’re constantly in a mindset ready to reach for more career growth, you’ll be surprised by what you discover.  And you will also surprised by what you achieve. And pretty soon you’ll find yourself on the road to leading a more successful and fulfilling career.

 

 

 

 

Effective Brainstorming in the Workplace Drives New Ideas

Why is Effective Brainstorming in the Workplace Vital?

The pressure for companies to generate new ideas and improvements can be overwhelming and that calls for effective brainstorming in the workplace by business teams.

Continuous new product or service creation seems to be mandatory in the workplace these days. There’s a demand from your boss to find new ways to improve the work process, your customers want to see a different approach than anyone else has shown, or you’re a business owner and you recognize that without flagging yourself as someone who stands out from the rest, you’re going to sink among all the other “me too” product or service competitors.

Can you create a mental spark of new ideas as simply as you see a spark when you touch two wires together?

Effective brainstorming in the workplace

The answer is – you can.

The first thing you need to do is quit thinking of ideas as things that just happen. You’ve heard of brainstorming, right? That’s a situation where people decide to cognitively generate ideas. They make the decision that they will create ideas within a timeframe – not that they will sit around the office for days, weeks or months waiting on some mysterious Muse to appear and give them a sign.

How do we brainstorm effectively?

There are techniques for effective brainstorming in the workplace employed by successful work teams.

First, write down all known facts and assumptions about the subject at hand. Then for each fact or assumption, ask “what if…?” Take the opposing view in your question.

“What if something else could create the same result?”

“If we didn’t have a specific resource, then how would we create this?”

“Suppose everyone called in sick one day, then how would we minimize the damage?”

“What if I had only 10 minutes to do this – is there a template I could use over and over again to speed things up?”

Always challenge assumptions.

Strip things away

Often, we get caught up in finding new ideas to add to the existing processes we have in place. But it’s as valid to think about cutting away ideas as it is creating new ones. You might have two different products in mind to create, and two different websites to market them. However by focusing on cutting out ideas you may discover that there is a core group who require both products – and then build just one website aimed at that core group.

So, ideas that take away work are sometimes more beneficial than those that do.

Use different discovery tools

Many people swear by mind maps. Some prefer a word narrative document – and others prefer spreadsheets. Get away from your comfort level by using a different medium to input your ideas out into and cull ideas out of. The process will feel different and make your brain respond differently – and often more creatively.

5 Tips to Help You Start Being More Productive

Being more productive and staying on task can be very difficult,.  This is especially so if you are in a situation where you work from home without a manager or coworkers looking over your shoulder. The road to productivity isn’t easy, but there are a few minor changes you can easily make to increase your productivity level. Become more productive

1. Make Daily Goals

When you wake up in the morning, write down everything you need to accomplish in the day. This will help bring it all to the front of your mind and make a visual representation of your tasks. You can also cross off tasks as you increase your motivation and sense of accomplishment, which will help you further stay on task.

2. Find The Time You Work Best

Not everyone is up and ready to go at the crack of dawn. If you are lucky enough to choose your work hours, try experimenting with a few different times. You may find you work better in the afternoon, or maybe after you’ve eaten dinner. Either way, find the time that works for you and aim to work during that period.

3.  Try Different Tactics

No one method of working more productive is successful for everyone. Try employing different tactics, like working in short bursts for twenty-five minutes then taking a break. Or maybe having music on in the background may help keep you on task. You never know what may increase your productivity until you try something new.

4. Perfect Your Workspace

Remove distractions from your workspace. If that’s your TV, then perhaps consider working in the kitchen. If your phone is a distraction, leave it in another room. Whatever you have to do, try to make your workspace somewhere where your body knows it is time to work and you aren’t constantly pulled away from your work by distractions.

5. Don’t Linger On Decisions

If your job relies heavily on decision making, don’t linger on these decisions. The longer you think about these decisions, the more likely you are to over complicate the problem for yourself and draw out the process even more. Experts recommend allowing yourself no more than sixty seconds to make a decision, as your first impulse is usually the right choice anyways.

In Sumary

Overall, remaining productive throughout the workday can be difficult, but if you employ these five tactics, you may find yourself able to accomplish more than you originally thought.

4 Powerful Benefits of Mini-Habits Bring Potent Change

Mini-habits too Small to Fail

If you haven’t heard of mini-habits, you’re in for a pleasant surprise. Imagine making only small adjustments, and still managing to create impactful and meaningful change.

The mini-habit is just what it sounds like – it’s taking the idea that doing a whole lot of small things will eventually add up to something superb. Think, for example, of what would happen if you only read a couple of news articles every day? Before you know it, you’d have accomplished the goal of becoming more informed, and would be better able to handle discussions with co-workers about the state of your industry given the current environment.

Small habits - Big results

Change and Success

Mini-habits don’t stop there though. Not only can your mini-habit change how you get your work done, but they impact your mind and body as well.

Read on to discover 4 powerful benefits of Mini-habits.

Mini-Habits Lead to Big Results

1.You create an atmosphere of success

By setting small goals, you’re much more likely to meet them. So instead of telling yourself that you’re going to return all your phone calls promptly, you instead focus on returning the next phone call on time. That takes off the huge expectations that always felt so overwhelming in the past and left you with a feeling of failure when you couldn’t quite make it. What’s even better is that meeting these small goals means you get to where you start expecting success, which leads to the mindset that will generate that success you’re expecting.

2. You change how you view your capabilities

By accomplishing mini-goals, you start to realize that you do have the ability and power to accomplish work results. Your confidence grows, and you gain a better, more positive sense of your abilities.

3. You rediscover motivation

Motivation is sometimes hard to come by and gets used up quickly. That’s why mini-habits are important. Rather they don’t rely on motivation to accomplish projects, they grow from your willpower instead. Then as you reach those goals, you start to feel the energy of that success, which in turn creates motivation to keep going.

4. You create a series of changes that you will carry with you through your career and life

Mini-habits done daily will build up those larger habits that you’ve been trying to build all along. Like making it to work on time every day and creating almost as a by-product that habit of daily productivity that had seemed so difficult not all that long ago.

Final Thought

Mini-Habits not only change how you do work assignments but change how you think and act. By making a practice of following mini-habits, you will affect some pretty major change.

 

 

Ask the Flexpert…Name some Techniques that Lower Employee Workplace Stress

7 Simple Tips to Lower Employee Stress

In these uncertain times, even effective organizations undergo stress and worry. Human Resource personnel play a critical role in monitoring employee stress levels and modeling effective behCharaciture of Flexpertaviors for the workforce. to maintain a culture that triggers less unease and tension for employees, improves resilience, boosts performance, and builds feelings of value for all members of work teams.

Signs of Employee Stress

Quarrelling workers, hassling managers, poor communicating peers who don’t reply, supervisors who are emailing while you’re talking to them… all these personnel are too harried to observe the basic tenets of respect and concern for their co-workers or subordinates.

You should be aware of these 7 techniques because they merit your attention for improving the tone in your workplace:

  1. Institute “zero-tolerance” guidelines against toxic or offensive talk.
  2. Foster behavior by managers who hear negativity to prompt employees that their good performance or interactions compensates for any small mistakes. Advise employees that it is acceptable and even desirable to attempt some outcome even if tit results in some honest errors.
  3. Inform your workers what they are doing well. A few times per week a distribute a positive quotation that motivates them or at least gets them thinking about positive actions. Blend in snippets of positive company or industry news or positive results by an employee. The idea is if people see something positive the first thing each day that sets a positive tone for the entire day.
  4. Encourage leaders to praise employees in front of their peers.
  5. Support bosses in recognizing each employees’ strengths, and then have them delegate projects that mirror each employee’s strengths. Build work groups whose members’ skills complement one another.
  6. Arrange for lunchtime speakers to educate employees about stress-management. Upload stress-reducing exercises to your internal website.
  7. Regularly recap for employees the value of their output to customers or other co-workers or to support the company’s goals.
Reduce Stress with a Staffing Agency’s Support

Flexicrew can help improve your work environment, reduce your anxiety and stress by assisting you with workforce planning and recruiting the quality talent that you need in this uncertain time.  Contact one of our workforce professionals Today!

When IT Hits The Fan How Do You React?

You know how it is. Everything is happening at once, and then one more thing gets added or goes wrong. When IT hits the fan, how do your company personnel react? Do they respond negatively or positively to stress and difficulty?

obstacles

Psychologists believe people have a choice of how to react when things get tough. Your workers’ responses can be negative or positive and reflect how well they maintain control. Researchers have divided possible reactions to stressful situations to compare and contrast the differences of being distressed or being resilient.

• Overwhelming or Opportunity
• Blame or Responsibility
• Distract or Commit
• Allow or Act
• Impatience or Patience
• Pessimistic or Optimistic

Overwhelming or Opportunity

When things are tough, do your employees see their situation as overwhelming or as an opportunity? Being overwhelmed by change, challenges, and difficulties is a negative reaction. If things often seem overwhelming to your staff, they haven’t learned effective ways to cope with stress. Their negative response will keep them from overcoming a challenge and achieving more in their careers.

The positive reaction to when IT hits the fan is to see the challenge as an opportunity to learn and grow. People can’t avoid stress. Instead, they can use difficult situations to find new ways to solve problems. As your workers learn to see change as an opportunity, they learn and grow as a person.

Blame or Responsibility

Do any of your team think that everything wrong in their performance is someone else’s fault? Laying blame on other employees or supervisors for mistakes doesn’t negate your employees’ part in a difficult situation. Blaming others gives control away and keeps workers from overcoming obstacles.

Taking responsibility for their own actions allows workers to improve and better their situation. Control over their position and performance is basically theirs. Taking responsibility for their performance allows them to make needed changes to learn and grow.

Distract or Commit

Do your workers spend most of their time fantasizing about running away from their work and responsibilities? When IT hits the fan, distressed people often walk away from the challenge. They may even turn to alcohol and other drugs to distract themselves from their lack of control and their failures. When one of your team can’t face a difficult situation, they may quit their job or end a relationship, and distract themselves with something new. But if they don’t learn to deal with stress, their mistakes will follow them in their career and keep them from achieving new goals.

Resilient employees commit to their goals. They understand that while they may need to adjust their plans, reaching a goal requires commitment. If , on the contrary, they don’t get distracted by difficulties, they are showing signs of resilience.

Allow or Act

Allowing challenges like COVID-19 to keep you staff from company and personal goals is a negative reaction to difficulty. When they blame others, lose your control, and get distracted from finding solutions to work problems, they allow problems to stop themselves and maybe their team from succeeding.

If your staff are resilient, they have a goal and a plan. When they know they have control of themselves, they take action to improve their performance. Because you’re committed to helping your workforce learn and grow, you provide them the tools needed to make changes and overcome challenges.

Impatience or Patience

Challenges can create delays in reaching goals. If your workers are too impatient, they may give up their goals too quickly and never succeed. Even when IT hits the fan, you can’t insist on an immediate solution. Some goals require commitment and patience.

Patience takes practice. Are your employees willing to deny themselves an immediate distraction but instead commit to the work needed to achieve their goals? Taking a break can’t become permanent if they want to succeed.

Pessimistic or Optimistic

Ultimately, how your subordinates react to stress and success depends on if their reactions are pessimistic or optimistic. Pessimistic reactions limit ability to overcome challenges. Optimistic reactions give them the control and skills needed to succeed.

Need Assistance Hiring Resilient Workers

If you need some assistance in recruiting and hiring more resilient workers in this uncertain labor market, contact Flexicrew Today.

The Connection between Patience and Resilience

It doesn’t seem obviously apparent, but there is a connection between patience and resilience. Patience can be defined as the capacity to accept or tolerate delay, trouble, or suffering without getting angry or upset. Resilience is their ability to recover quickly from difficulties and challenges we encounter.

Sea Kayak

So what’s the link?

Patience is a marker of resilience.

The more we are able to tolerate and withstand circumstances in their lives without an angry response, the more indicative that is of their ability to endure tough circumstances and recover from them with speed and ease (Sood, 2019). Thus, taking the time to strengthen one’s patience skills subsequently strengthens one’s resilience.

How to Cultivate Patience in the Workplace

Since patience is so critical to the development of resilience, it’s important to pursue opportunities to train your workforce to increase their patience. There are many ways to cultivate patience in their daily routines. The following outlines a few key techniques for developing and implementing patience into their work habits on a consistent basis.

  1. Wait: This may seem like a common-sense solution or it may seem counterintuitive (or even childish), but the practice of making yourself wait actually does develop patience over time. Much like their physical muscles, patience is a mental/emotional muscle that when worked will get stronger. By making your staff wait they demonstrate to you that they are able to endure without being reactive (Power, 2017). This practice can begin by making them wait just a few minutes and over time gradually increased to making them wait a few weeks, months, or even years.
  2. Embrace the Discomfort: Let’s face it- there is nothing comfortable about waiting. The typical response to discomfort is to run from it or try to avoid it. However, choosing to embrace the discomfort is where the real growth comes from. Learning to embrace the discomfort that waiting brings and become more comfortable with the uncomfortable is actually a strong way to build patience and endurance according to therapist Jane Bolton, Psy.D. (Holmes, 2017).
  3. Reframing: Often the root of impatience is the focus on what your workers don’t presently have. Reframing is the practice of intentionally changing the way a situation is viewed. When you reframe situations to shift from what they are lacking to focus on another aspect of the situation, such as how the waiting is stretching them and challenging us for the better, then they are put in a position where they are better able to wait and build patience. As a result, their increased patience leads to increased resilience (DiGiulio, 2019).
  4. Calming Techniques: When all else seems to fail, resorting to the use of calming techniques can be a great way to help increase their patience. These techniques can include breathing, meditation, walking, or other similar methods. The goal of these methods is to engage in a practice that helps them to cope with feelings of anxiety or anger caused by impatience (Power, 2017). By learning to implement a calming technique at the onset of feelings of stress, you enhance their ability to become more tolerant and thus become more resilient.

Ultimately, those who are able to cultivate more patience will be better equipped to be more resilient. In learning to deal with their somewhat innate desire to be instantly gratified and the feelings of anxiety and anger that can often accompany waiting, they learn to become more tolerant and endure more things that are challenging and unpleasant.

This, therefore, sets the stage for someone to quickly recover from hardships and cope with unpleasantries in a healthy manner. With this in mind, you should make it a goal to find ways to increase your workforce’ patience so that they can become more resilient in their daily work activities.

References:

DiGiulio, S. (2019, July 9). How to train yourself to be more patient. Retrieved from https://www.nbcnews.com/better/lifestyle/how-train-yourself-be-more-patient-ncna1022356

Holmes, L. (2017, December 7). 5 tricks to becoming a more patient person. Retrieved from https://www.huffpost.com/entry/patience-tips_n_5843928

Power, R. (2017, October 24). 4 tips to help you be a more patient person, science says you will be happier. Retrieved from https://www.inc.com/rhett-power/4-tips-to-help-you-be-a-more-patient-person-science-says-you-will-be-happier.html

Sood, A. (2019, September 17). The essential skills that boost resilience | Everyday health. Retrieved from https://www.everydayhealth.com/wellness/resilience/essential-skills-that-make-you-resilient/

The Connection between Great Problem Solving Skills and Resilience

Resilience speaks to our ability to recover quickly from hardships that we experience. Having strong problem-solving skills speaks to our ability to look at problems comprehensively, break them down into pieces, and find applicable solutions for them in a timely matter.

Problem-Solving Involves the following Five Steps (Lawrence, 2019):
  1. Identifying the problem
  2. Breaking the problem into more manageable parts
  3. Generating possible solutions
  4. Evaluating possible solutions for viability and selecting the most appropriate option to apply to the problem
  5. Monitoring the results of the applied solution and generating and applying a new solution if necessaryConnected
Applying to the Workforce

The link between the two is that a person with strong problem-solving skills becomes a person who is more resilient. This is because the better we are at evaluating and solving the problems that arise in our lives, the quicker we can recover from the issues we face. The ability to problem-solve helps us to quickly transition out of our circumstances and onto growth (Lawrence, 2019).

How to Develop Strong Problem-Solving Skills

In order to become more resilient, we must learn to strengthen our problem-solving skills so we can better deal with obstacles we may face. The following are ways to develop problem-solving skills in our lives.

  • Ask Questions

Asking questions is one of the best ways to develop strong problem-solving skills because asking questions gets you to begin thinking critically. It is via critical thinking and asking analytical questions that one can truly get to the bottom of problems and begin developing solutions (B, 2020). Asking questions also ensures that the problem is accurately defined so that the correct issue can be addressed.

  • Gather Information

It can be easy to assume we already have what we need or know all we need to solve problems and challenges that arise in our lives. However, that often fails to be true and leaves us ill-prepared and ill-informed. This means taking the time to consult additional persons and sources for information so that a strong foundation is laid for the problem to be accurately defined and then solved (Talwar, 2019).

  • Flexibility & Adaptability

The ability to be flexible is an important skill to possess when it comes to problem-solving because many problems often require pivoting when it comes to the application stage. This means that as possible solutions are being weighed an even applied one may realize that selected options are not viable and need to go with other options to more effectively solve those problems (Talwar, 2019).

  • Approach with Positivity

Often, we approach problems with apprehension and negativity.  That hinders our ability to clearly and open-mindedly address an issue. When we have a positive outlook we can approach issues with optimism.  That makes us more likely to actually find a viable solution. Believing that a challenge is an opportunity for growth and that a positive outcome can be achieved sets the tone for the ultimate outcome (B, 2020).

So, when we are better equipped to solve problems, we become people who are also more resilient. Having the skills we need to analyze issues, generate possible options, and apply solutions also helps us build the same skills that help us become more tolerant of difficulties and recover from the difficulties we face with speed.

Thus, active pursuit of activities and opportunities that will allow us to practice asking more questions, gathering information, being flexible, and approaching problems with positivity will help build better problem-solving skills and therefore enhance our resilience.

References:

B, Z. (2020, May 12). 6 ways to enhance your problem-solving skills effectively. https://www.liehack.org/articles/productivity/6-ways-to-enhance-your-problem-solving-skills.html

Lawrence, J. (2019, December 23). Resilience skills: 5 steps to effective problem-solving. Retrieved from https://in-equilibrium.co.uk/5-steps-to-effective-problem-solving/

Talwar, M. (2019, February 19). 5 ways to improve your problem-solving skills. Retrieved from https://social.hays.com/2017/08/16/5-ways-improve-problem-solving-skills/

 

Five Ways to Get Employee Feedback During and After a Training Program

Firms spend a lot of time and money creating employee training programs.  They need to ensure that the training pays off – meets the company objectives.  To do this there must be assessments post-training.  But this can be too late if trainees haven’t already accomplished the right end result.  To improve training, it’s wise to obtain the input from experts – the trainees themselves during the training sessions.

Here are 5 ways to get employee feedback during and after a training program:

1. Get Input Early In the Process

When you review the day’s training, ask evaluation questions. Ask students how they feel about the previously taught task. Can they perform those same tasks on-the-job with minimal or no supervision? Utilize that time to get trainees to input before starting the actual tasks. This does not need to be a complex process. Online surveying tools make it possible to poll your class quickly, and with minimal expense. To do this effectively, it’s important to be laser-focused on what you want to find out. It’s more instructive to ask just a few well thought-out questions that allow for optional free-response than twenty multiple choice questions that confirm existing biases. Remember the survey has to be short and to the point.

2. Mix it up

Some of the best insights can arise when you put people from different departments in the same room for an informal focus group. Again, this doesn’t need to be complicated or expensive. Give out a surprise memento or souvenir of the class that will draw-in the trainees. When purchasing a souvenir, you should consider trainee preferences. Don’t end up offering something which will confuse or not interest your audience. Have some short fun moment with them and then embark on your training.

Single out their spokesperson (moderator) because trainees listen to their peers. You need to find their unofficial team leader and try to create good interaction with that person. This is the easiest way to conduct training especially when  you are dealing with a disinterested or even obstinate crowd. The quickest path to get feedback is to use the moderator to give instruction and the solution to the task; gather feedback from the trainees through their leader.

3. Engage a Task Force

When you want to really understand what’s working – and what’s not – a task force is also an alternative.  Try using this approach when the first two methods don’t accomplish a direct line to hearing what’s top-of-mind for your students. Chances are a task team’s one-on-one conversations with trainees in the workplace will be able to provide concrete insights that otherwise might be missed. In addition, getting your task team’s input is a good means of adoption and ownership of full control of the classroom. A task force might consist of the manager, supervisor or any key senior employee. Even the most disruptive worker cares for the job and whenever a superior from the organization walks into their training, they get serious; that is the right time to ask all the questions.

4. Go to the Front Lines

In addition to using your task force, don’t forget to discuss with your trainees their need for support. You should not be portrayed as an impediment to their proficiency. Someone who doesn’t care about them. Try to win them over and be in sync with their preferred means of support. After you have achieved your day’s objectives, let them go early. Trainees need down time. Avoid tiresome activities and boring lessons. Trying to keep the employees active as long as possible for the sake of fulfilling a time schedule is futile.

5. Don’t Over-complicate It

Getting this feedback doesn’t need to be complicated. Create a focus group, a case study which is an easy way to collect suggestions and feedback directly. By going right to the source, you’re not only going to get valuable input and data, but you’re also involving your people in solving the problem or learning the process being trained.

If you would like some complimentary advice on the effectiveness of your training session or  the responsiveness of your participants, contact Flexicrew today.