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To say something “has a buzz” conjures an image of energy and excitement. To “buzz” someone is to get their attention. When we “get a buzz” – whether from our morning coffee or our evening happy hour – we know the feeling hangs around a bit. Aren’t these all the same feelings we want from the workplace – and want our employees to feel?
Greater self-awareness, new thinking and different habits can all help us respond more effectively to the challenges of the workplace.
Practical insights to help you accelerate digital transformation by developing your workforce.
Follow five steps to deliver effective management development with your Apprenticeship Levy contributions, says Rupert Grant.
Digital learning can add value in organisations but only if L&D teams choose their platform and resources with care, says Lynsey Whitmarsh.
How a new mindset and new work practices can enhance engagement and effectiveness
Imagine a central hub containing all of your learning resources that employees can access with one click. The future of learning is an on-demand model of easy access, says Lynsey Whitmarsh, head of digital and innovation at Hemsley Fraser.
You will see many acronyms in the sales world for “sales processes” but they all follow a similar pattern and focus on identifying the “pain points” or “needs” of the customer. The challenge with this formulaic approach is that it doesn’t work, and it doesn’t work for a number of reasons.
written by Murray Furlong who is an executive consultant at leadership development specialist, Hemsley Fraser.
Performance management is rightly experiencing a radical overhaul. The structured, one-size-fits-all process of twice-yearly reviews, often perceived by busy managers as a necessary evil, has been denounced as formulaic, backwards-focused and subjective. In its place, pioneering employers such as Deloitte* are now advocating a continuous, ‘one-size-fits-one’ approach. But there’s an opportunity to take this even further.