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 part
  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 which hinder our ability to clearly and open-mindedly address an issue. When we have a positive outlook we can approach issues with optimism, which 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).

When we are people who 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. Retrieved from https://www.lifehack.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.

9 Training Tips to Improve Employee Performance

When a company performs a quality training  follow-up process, that is when they will realize whether the employee mastered the skills being taught.

Here are nine tips and guidelines that a trainer needs to examine while training transferrable skill in a classroom.

1. Trainer – Supervisor Connection

Create a good connection with the supervisor in charge of your trainee to ensure that the workers who attend the training session have chances to apply the new skills. For instance, if employees attend training with the main goal of running an effective meeting, then each individual must plan and play a part on how to run a meeting during the training. Frequent practice makes perfect; therefore, trainees deserve the opportunity to practice their learned skills quickly during the training session.

 

2. Trainee Involvement

The persons in charge of training employees and supervisor are expected to master the learning curve. Clearly, learning is a continuous cycle which has to be exercised frequently. If the trainee stays out of service for quite a while, then he or she might not be able to perform the new skill adequately. Learning is involved and every attempt to practice the trained skills is highly rewarding.

 

3. Training Objectives

In the classroom session, just before they leave for workshop practice, insist on the objectives of the training. Emphasize the merits of having the training session. Enable the employee to participate in establishing the goals. The system helps create accountability for follow-up and learning. Employee training attitude will shift to positive and hence, no more struggle because the learners already understand the significance of the program.

 

4. Necessary Additional Training

The trainee should work with his/her supervisor to plan additional needed training or coaching based on applying the learned skill on the real task. Both the trainer and supervisor should have two-way feedback, formally or informally, can help the individual assess progress and needed assistance.

 

5. Testing

A test is a way of solving a given puzzle.  Testing of trainees during the process is the most crucial part of the training program. Testing should be formative and done after each objective of the trained has been taught.

 

6. Training Materials

The individuals attending the training program needs to make use of all of the training materials to reinforce their learning. As a trainer, you need to facilitate access. A trend in organizations and training that is exciting is that people attending employee training sessions are receiving books in addition to training materials. A good example is a health care center; tapes from a national conference were viewed during work time by all members of the organization. An old-fashioned popcorn machine provided a positive incentive for people to feel good about attending the employee training sessions.

 

7. Role Play

One of the most effective methods for reinforcing learning is to establish a ‘role play’ method of training within a workshop.  Every person who attends employee training has to act as the training objectives states, sharing ideas through ‘role play’ training method and learning techniques, upon their return. This is the best way to make sure that every trainee spends time understanding and practicing with available material. One of the best measures of learning is the ability to teach others.

 

8. Training the Supervisor

Supervising staff should also be offered a follow-up lesson. Training staff can provide these as part of the training materials and can co-facilitate until the supervisor is comfortable doing employee training. The goal is to encourage supervisors and coworkers to train each other.

 

9. Support after Training

A follow-up of the trained individual is encouraged to form a small informal support group where they can encourage one another. Assigning a training partner at the session is also useful for fully engaging a particular skill or type of behavior

Resources

Contact Flexicrew and we will expertly guide your organization towards optimal performance through employee training

Ask the Flexpert…What’s the Importance of Training and Development?

The importance of training programs to employees and the employers is exhibited in eight different ways:

Improved employee performance

The employee who has undergone thorough training has necessary skills, knowledge, and abilities to perform his/ her task better.  A skilled and confident employee will embrace his/her employer based on overall production.

Employee satisfaction

The company shows appreciation to its staff and thus employees feel valued and motivated.

Addressing weaknesses

Workers have varied abilities, skills, and knowledge. This is why teamwork is emphasized most in team building exercises. This training also creates a valuable connection between employees.

Consistency

Equips the employees with enough competencies and experience. The consistency results in enhanced performance.

Increased productivity and quality

If the workforce is motivated there is an observable growth rate in productivity and encourages the company to implement more training courses.

Increased innovation

The workforce needs training in order to fit in with the rapidly trending automation advances in every market.

Reduced employee turnover

Employees who are trained on how to operate and maintain modern industrial equipment and systems are likely to feel valued if investments are made in their career and less likely to leave employers who value them.

Enhances company reputation and profile

Helps to develop an employer’s brand and makes a company a prime consideration for graduates and mid-career changes.

So training and development offer both employers and employees with advantages that make the time and cost a valuable investment.

Call on Flexicrew to get some useful ideas how training and development are worthwhile for you to implement.

Talent Shortage? 5 Ways Employers Fight Back

The increasing talent shortage is becoming a great headache for employers. One argument focuses on problems with the education system.  Others focus on technology advancing faster than employees can keep up. The facts remain that many employers are finding it difficult to solve the talent shortage.

illustration of talent shor skills and job demandstage and the gap betwee
Growing talent shortage
and how to fight back

Five hiring tactics employers can use to fill talent gaps include:

1. Increase contingent workers to minimize the talent shortage

If a business experiences a skills shortage, hiring contingent employees can help close the gap. Following the increased availability that contingent workers now offer, they can work in any environment and deliver according to their areas of expertise.  The strategy has more cost effective benefits and can be done within a relatively small budget. These flexible workers can quickly fill a talent shortage.

2. Partner with schools to mitigate the talent shortage

The growing skill and talent shortage has made it necessary for organizations to partner with schools to find workers. In some cases this has enabled employers to get tailor-made skills specific for a company.  The partnership satisfies the skills mix the talent shortage has left undeveloped and accommodates just what the employer may demand. It will also open the door for skills transfer and industry experience through internship which may result in better distribution and retention of skills.

3. Frequent recruitment strategy re-evaluation

The talent gap can be minimized by re-evaluating how the interviewers or staffing agency conducts the recruitment. Necessary changes are  important to ensure that inefficient recruiting efforts don’t slow down or diminish the company operation.

The move will ensure that you put in place the right practices and employ the most competent workers to overcome a talent shortage. This will also see growth encouraged among employees – better working relationship and satisfaction. Putting better techniques into effect when conducting employee recruitment will lead to getting more of the right skills.

4. Diversify workforce skills and cross-train to bridge the talent gap

Cross training most employees on basic job duties may lead to effectiveness when it comes to work delivery. In the same manner employers need to realign all the potential skills that are already in the company to ensure the employee skills are being optimized.

This will give more freedom to employees to try out what they understand best in different ways. It can easily broaden and improve their skills.

5. Invest in employee training to close the talent shortage

The foundation of any organization is basically the services offered and the skills used to deliver them. You can bridge any talent shortage by encouraging internal and external training. By putting employee training as an important activity, more talented people are likely to join your company and remain as they gain skills and perform better.

The list can even be longer than 5 employment tactics. Consider other steps employers can take to reduce their skills and talent shortage. When focusing on the talent gap, improve your recruiting to avoid making it a growing problem within your company.

Several of these 5 employment tactics will sacrifice some short-term productivity, but will yield longer term solutions.  Research shows today’s recruiting difficulties will not be going away over the next 2-3 years.