Acknowledging that you cannot climb into someone else’s brain, that people tend to resist obvious attempts at making them accountable, and that some of this process is going to have to be sneaky, here are techniques to create accountability in your team.
How can training professionals help fleet drivers objectively assess their behaviors behind the wheel, come to grips with their deficiencies and become motivated to reduce the high risk levels they have unwittingly created?
No one has perfect communication skills; some just keep trying, while others stay the same in their place of comfort over courage. Be the person who tries! Here are some tips to use as a leader for some of the more challenging types of conversations.
As you scan the horizon of failed corporate change efforts, occasionally, you find an organization that successfully implemented a massive and permanent shift in behavior. Is the difference dumb luck, or can we learn from the best?
Training and education do not have the power to fundamentally change behaviors and culture. While they are important components in driving the recognition that change must occur, and the skills needed to make the change, they are not the drivers of change.
Training designers must understand the environment in which the employee works and learns.
Business impact is all-important, but L&D often lags behind when it comes to proving that our programs are creating real behavior change in the organization.