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Where to Go for Free Learning and Development

September 22, 2010 By Leave a Comment

When was the last time you took a training course or learned something new that you could apply to your job?  I know budgets are tight and companies are not sending their employees for training, they are not even allowing them to have training internally since we all know that the first cut to be made is the T&D budget. Yet employees still need and want to grow in their professions.

E-learning or electronic learning has taken the place of many campus taught courses and thank goodness employees at least have somewhere to go to keep their saws sharp. However, companies are not always producing content fast enough or updated enough to satisfy the needs of the employees.

Since most people use the internet to search for knowledge, I thought I would do an inquiry about learning.  I found the following free web sites that provide training.  There are more where these came from, but for demonstration purposes these work just fine.

Microsoft Application Training – Free

http://office.microsoft.com/en-us/support/training-FX101782702.aspx

OSHA Training  – Free

http://www.free-training.com/

Computer Training Courses – Free

http://www.intelligentedu.com/cat1.html

I then did a search on “how to repair...” , “Learning a new…”, and “what is….”, I even tried, “where can I find information on….” and was presented with a plethora of information.

It goes without saying that we need to take control of our learning and development.  In the ‘good old days’ you would ask your boss, seek information from a library book or use an encyclopedia.  (When is the last time you even saw an encyclopedia?) We now have the wonderful tool called the internet.  At our finger tips is a wealth of information just waiting for us to click on the URL.

I am sure you already use the internet, but think of it for your training and development as well.  Take a moment to do a search for skills needed in your profession and see what you find.  Then set aside some time to take a training course!  When you are done with the course, share the knowledge with your peers and boss at work.  You will feel great knowing you are on top of your game and your peer and boss will be impressed as well.

(I do not endorse any of the sites provided, although I have taken courses through the Microsoft site, I have not done so with the others.)
Filed Under: Business, Career, Leadership, Training and Development Tagged With: , , ,

Know Yourself and You Will Understand Others Better

August 19, 2010 By Leave a Comment

How well do you know yourself?  Do you know the way you like to learn, receive information, and complete projects?  There are three types of adult learning styles and if you believe that everyone wants to learn and do things your way, then think again.

The three types of styles are:

The AUDITORY Learner — They learn best from hearing things presented.  Auditory learners are those that you may see displaying these traits:

  • reading out loud or moving their lips when they read
  • notices the background music in movies
  • is good at giving directions
  • is good at learning new languages
  • can be quiet  for long periods of time
  • is good at remembering people’s names
  • likes to hear instructions

These learners take in their surrounds by the sounds they hear.

The VISUAL Learner – learns by seeing how things are done.  Visual learners may be known for these traits:

  • being a good speller
  • recalling data from charts and graphs
  • needs quiet space to think
  • uses highlighting pens
  • likes instructions in email or written format
  • looks for clues from body language

The KINESTHETIC OR TACTILE Learner–  They learn best by doing or being hands on.  You may notice  these traits being displayed:

  • doodling while in a meeting
  • pacing while thinking
  • squeezing stress ball or playing with objects on their desk
  • is not a great speller
  • likes to roll play
  • can work with music or other noise around them

The first challenge is to understand what type of learner you are.  Once you know this look at those you are managing or supervising.  From their actions you will probably be able to determine their style.  If not, ask them how they like to receive instructions or be trained on new tasks.   Assuming that they are the same style as you could be part of the problem with not getting the most benefit from what strengths and skills they have to offer.

Remember, not everyone is like you.  Everyone is unique!

Filed Under: Business, Leadership, Training and Development Tagged With: , , , , ,

What Would People Say About You?

July 22, 2009 By Leave a Comment

I started teaching another Undergrad course in Critical Thinking yesterday.  I am always excited about a new class and meeting all the students.  They are bright eyed as they begin a new course and see their own finish line approaching with each class they finish. 

As a part of my class structure everyone introduces themselves and provides a bio.   In case you didn’t already know, I teach in an online environment so I have students all over the Country and at times the world. The Bios are pretty interesting as student share where they have traveled, their past work experiences,  information about their families and information about why they are continuing their education.

As you may suspect, the majority are in school to finish a degree they may have started years ago.   Some had to leave school to take care of families, others state they weren’t ready to buckle down and do what it takes to make the grades.  Their discipline was lacking at the time.  Now that they are older and see that they can’t advance without a degree, they are back in school.

There is something to be said about being in the “real” world before continuing on with your education after High School.  For one, you are in school because it is your choice, not the choice of your parents.  Your commitment is with yourself.  The other is that you can get a feel for how business works.  Regardless of the business, there are employees, supervisors, managers, and the executive.  The impression that these people have on you is one that provides alerts for how you would like to be or not want to be.

My adult learners have all ready been in situations that provided them with either good examples of management skills or bad.  As an executive I certainly hope that my affects on people have been positive.  Based upon some of the discussions in my class, there are many managers that are giving the title of Management a bad name.  I hope that what ever level you are at in your company, you realize that someone is learning from you.  Now the question is are their learning good things or bad?

Filed Under: Leadership Tagged With: , , , , , , , ,

Productive Employees Boast Profits

June 30, 2009 By Leave a Comment

Everyone wants productive employees.  Leaders want to believe that they are doing all they can to produce productive employees through their leadership abilities.  But are they?  In a recent study by Gallup – 55% of employees are not engaged at work compared to the 29% that are engaged.  What are the remaining 16% doing?  Well, they are actively disengaged, costing the U.S. Economy approximately $350 billion. 

Based on this study, it would appear that the productivity quotient can be raised by the leaders in a company.  If productivity rises it is logical to predict that company revenues will rise as well.  Sounds like something every company wants and seeks. So the question becomes how do we get the leaders to participate.

I was reading an article that mentioned Neil Racham and his book SPIN Selling where the author states that 87% of what a person learns in a leadership program will be gone within 30 days if there is no follow-up.  First thing that comes to mind is:  if companies are spending the money to send their leaders to training courses and seminars, then why isn’t their applied practice to the theory they just learned?  Therefore, I conclude that we hold the leaders accountable by doing some follow up!

Jack Zenger, Joe Folkman and Scott Edinge wrote an article recently entitled “How Extraordinary Leaders Double Profits”.  Their suggestion for follow up is not complicated and involves some common sense practices.

Monthly progress reports from team members, peers and colleagues with specific suggestions for improvement with mini surveys being part of this follow up process.  These mini surveys could be scheduled for every 4 to 6 months and can be performed before and after attendance in a leadership program.   I’d like to add 360’s performed on the leader as well as a review of subordinate performance while under the individual’s leadership.   If employees are unproductive it falls to reason that their direct supervisor is not engaged enough in fostering a productive working relationship which then results in loss of profits.

Filed Under: Uncategorized Tagged With: , , ,