Keynote FAQs: The Value of Booking a Fierce Speaker for Your Next Event

Keynote FAQs: The Value of Booking a Fierce Speaker for Your Next Event
At Fierce, we often receive questions from companies about our keynote speakers and the value they can bring to conferences, annual retreats, team outings, lunch and learns, professional development opportunities and other events, serving both individuals and businesses. I'd like to dive into some of our most frequently asked questions surrounding ...
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Building Client Relationships: Why External Conversations Are Critical to Success

Building Client Relationships: Why External Conversations Are Critical to Success
Fierce Conversations training is often sought out to shift organizational cultures and improve internal relationships, including the relationships between team leaders and their teams, between colleagues, and between departments. However, the skills learned in Fierce training can also be applied directly to the conversations happening daily between...
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When Fast Business Growth Creates New Challenges for Leadership

When Fast Business Growth Creates New Challenges for Leadership
While growth and change are exciting for a small or medium-sized business, rapid expansion is usually accompanied by potentially problematic challenges, both for the organization's culture and its leaders. If your small company grows by, say, 120% (the average first-year growth for startups according to Equidam ) and your current number of employee...
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Getting Started with Fierce: What to Expect When You're Ready to Produce Results in Your Organization

Getting Started with Fierce: What to Expect When You
Are you curious about our programs but not ready to pick up the phone yet? This blog post is a little different from what we typically publish, but I wanted to take the opportunity to be transparent about our process and provide you with an idea of what to expect as a potential client. If you've never worked with Fierce, you may be wondering what t...
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Do You Have a Fear-Based Work Culture? Here’s How to Fix It!

Do You Have a Fear-Based Work Culture? Here’s How to Fix It!
If fear-based tactics are being used as a driver in your workplace, it could have a negative effect on your time, money, relationships, and psychological well-being. Do you know where your organization's culture currently stands? A Close Look at the Problem Fear can manifest in the workplace in many ways, but it typically occurs with a trickle-down...
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Are Your Conversations Succeeding or Failing? How to Identify Traps in Your Organization

Are Your Conversations Succeeding or Failing? How to Identify Traps in Your Organization
If important conversations are not succeeding or not happening in your organization, it's costing you more than you might realize. Our 2017 Fierce eBook in partnership with Quantum Workplace captured perceptions on workplace miscommunication and found that approximately 50% of employees rated their conversations as less than great. If miscommunicat...
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Training vs. Learning: How to Make Your Training Program Stick

Training vs. Learning: How to Make Your Training Program Stick
"Learning is not attained by chance. It must be sought for with ardor and diligence." –Abigail Adams Each month, Fierce gathers together as an organization to share what has impacted us over the month. It's a time to reconnect and re-energize. This week our training department talked about their deep passion for how, at its core, Fierce is not actu...
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Before Investing in a Leadership Training Program, Here’s What You Should Know.

Before Investing in a Leadership Training Program, Here’s What You Should Know.
Every year, organizations invest in leadership training. The hope is to produce both better leaders and ROI. Unfortunately, ineffective training leads to an approximate loss of $13.5M per year, per 1,000 employees . If you're going to invest in your leaders, it's important to understand why so much money is being lost, and where training ...
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A Close Look at Our 2018 Business Predictions: What to Expect, and How Leaders Can Prepare

A Close Look at Our 2018 Business Predictions: What to Expect, and How Leaders Can Prepare
Whether in our private lives or business, if there's one thing we know for sure, it's that change is inevitable. Each year we explore past and present trends as well as the ever-changing needs of individuals and organizations to forecast what we can expect to see as these changes unfold. As the current year comes to a close, we're turning our gaze ...
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5 Ways to Improve Employee Development at Your Company

5 Ways to Improve Employee Development at Your Company
This week’s Friday resource comes from HuffPost and offers five ways to assist employees in their personal development. Many companies, especially start-ups, are often focused on short term growth to assure the business can stay afloat. But if businesses are to stick around for the long-run, employee development should be approached with a long-term mentality that comes with both short and long-term ROI benefits. Employees want to know their leaders have their best interests at heart. And for millennials, opportunity for development is a workplace necessity. Per David Hassell, “Your people are your company.” Here are 5 ways to improve development amongst your employees: 1. Professional Training “Let’s get the obvious stuff out of the way. Depending on the role, formal employee training may be required to ensure competency and even excellence. Create a knowledge-base of critical information and best practices to pass on to new hires as you grow...
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4 Mistakes Leaders Keep Making

4 Mistakes Leaders Keep Making
This week’s Friday Resource comes from HBR and features four common mistakes that leaders continue to make. Over the last half century, approaches to leadership have shifted and grown dramatically. Regardless, some areas (even with the most progressive and advanced training programs in place) continue to be problematic in organizations. The most seasoned of leaders are prone to fall into certain traps, and these traps are often outside their awareness. The more aware leaders become of these behaviors, the more they will be able to mitigate their impact. blockquote>p { border:none;}/> Per Robert H. Schaffer, HBR, here are the four main behavioral traps to be mindful of: Behavior Trap 1: Failing to Set Proper Expectations Everyone has seen senior managers announce major directional changes or new goals without spelling out credible plans for achieving them or specifying who’s accountable: for instance, “We are going to reduce the use of cash...
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Up is Not the Only Way: Rethinking Career Mobility

Up is Not the Only Way: Rethinking Career Mobility
When we think of career growth, we tend to think about “moving up” the ladder. However, in today’s workforce, much is changing. Organizational hierarchies are less commonplace, jobs are more mobile and flexible than ever, and individuals are in a position to truly own their careers. Earlier this week, authors Beverly Kaye, Lindy Williams, and Lynn Cowart released their book titled Up is Not the Only Way: Rethinking Career Mobility . The book presents an alternative way of looking at our careers and presents tips for navigation that can advance our personal and professional growth and development in somewhat less-traditional (yet equally rewarding) ways. This book guides its readers into thinking about career mobility in a way that can lead to more options, and show how managers, coaches, and employees can partner to determine what's best and what's next. To give you an inside peek, here’s a content preview from...
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The Compelling Case for Giving Employees More Freedom

This week’s Friday Resource was originally published by Inc. and builds a case along with tips for giving employees more freedom.   Growing research shows that employee autonomy leads to higher levels of workplace satisfaction and improves workplace performance by allowing creativity to flourish. It also grants a sense of ownership and accountability while spurring productivity. Bellhops, a startup company employing students from around the country to coordinate and assist with residential moving jobs, allows its contracts to have total autonomy over their schedule, who they work with, and how much money they make. Per Bellhops and Shelley Prevost, Co-Founder and CEO of Torch, here are some tips for creating more autonomy in your workplace. 1. Relinquish the 9-5. “People are all different. Some do their best work in the early morning. Some prefer to grind it out on the weekends or in the wee small hours of the morning....
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3 Ways to Clear Barriers to Development for Women Leaders

3 Ways to Clear Barriers to Development for Women Leaders
This week’s Fierce resource was originally published by The International Public Management Association for Human Resources and shares three ways to clear barriers to development for women leaders. As women assume more leadership and management roles in today’s workforce it becomes increasingly obvious that they bring with them different experiences, perspectives, and competencies that their male coworkers have not historically provided. And while providing specific leadership programs for women to continue their professional growth meets diversity initiatives, it is also a smart business move. While many workplaces have begun women-specific professional development and leadership programs, many barriers still remain, especially in male-dominated industries. According to Marcie Mueller, three ways to remove barriers and develop women leaders include: 1. Initiate Ways for Women to Gain Corporate Exposure . The old adage of “it’s not what you know, it’s who you know” can be applied to corporate development and professional advancement within...
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4 Barriers to Personal and Professional Growth (And How to Tear ‘em Down)

4 Barriers to Personal and Professional Growth (And How to Tear ‘em Down)
“You will either step forward into growth, or backward into safety.” —Abraham Maslow Throughout life, we experience moments of momentum where we feel like we’re expanding, moving upward, and spreading our fierce little wings. Other times, we feel like our own growth has become sluggish or blocked in some way. When stagnation occurs, it’s an indication that it’s time to get curious and shake things up. Stagnation can be safe and comfortable…at least in the beginning. I like to use the analogy of a dirty house when thinking about this concept. It feels nice sometimes to ignore chores. But after a while, the dishes in the sink start to smell bad, dust piles up on the shelves, and you can’t seem to find where you put anything. Growth works much the same way. We can get comfortable in our routines, but eventually the stagnation weighs on us. The longer we’re...
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Leadership Tips: Develop People Around You

Leadership Tips: Develop People Around You
"The growth and development of people is the highest calling of leadership." - Harvey S. Firestone, Founder of Firestone Tire and Rubber Company Here at Fierce, we’re in the business of helping others grow. And our clients are on all different paths in supporting their people’s development, from offering very sophisticated development programs to just starting on the path of giving options. Regardless, the leaders we work with realize that developing their people is a critical piece for success. This isn’t just a “check the box” – employees crave it. According to EdenRed, 68% of workers say training and development is the most important workplace policy, followed by working hours flexibility (74%), then promotion of health at work (72%). I’d argue it goes beyond the policy, because people truly want growth opportunities. So you must ask yourself: If this perk is highly desired, how do I help aid others’ development?...
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Leadership Tips: Build Your Leaders Up

Leadership Tips: Build Your Leaders Up
In our often time-constrained, all-consuming routines as leaders, it can be hard to focus and help others around you. And when I say others, I mean other leaders – the people you aren’t normally focused on helping and supporting. It’s often assumed that this orphaned population of fellow leaders are “skilled to fend for themselves.” Hey, they are super talented and should have it figured out…that’s their job, right?! Well, we know that is not reality. Leaders are pressured in all directions – from the top, the side, and the bottom. And when you think about it, often it is hard for them to even know what they need in the middle of it all. I was recently talking with a leader in one of our client companies, and she is tasked with building a new middle manager training program. When I asked about the vision, she shared that more...
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How to Establish a Performance Improvement Plan

How to Establish a Performance Improvement Plan
This week’s Fierce resource was originally published by SHRM and explains how organizations can establish a performance improvement plan to give struggling employees a chance to succeed. A performance improvement plan (PIP) enables managers to address a team performance issue and holds the employee accountable for turning around their performance. There are dozens of reasons why an employee may have poor performance. It could be a personal issue they are dealing with at home that is bleeding over into their work, or a miscommunication on expectations of the role. Per SHRM, there is a six-step process that when followed will help identify gaps in training and skills, create recognition of the performance issue, and will result in performance either turning around or not. If it is the latter, actions such as demotion, job transfer, or termination can result with no surprises. 1. Document performance issues. By documenting the areas that...
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How to Make Microlearning Matter

How to Make Microlearning Matter
This week’s Fierce resource was originally published by The Society for Human Resource Management (SHRM) and explains how to make microlearning matter to your organization. Microlearning, or “self-directed learning,” is gaining popularity within organizations around the globe. In an increasingly regionalized workforce, the ability to get remote teams together in-person for professional training can be difficult. In a world where people are constantly consuming information through video and mobile technology, microlearning can enable significant employee growth without significant time investments. An employee can learn about new industry trends on their morning commute or read a new recipe for dinner on their lunch break. The phrase “just google it” is a common answer to any burning question, and employees can learn on-demand from a plethora of online resources. New online learning platforms like the one founded by Harvard and MIT named edX allows people all over the world to access high-quality...
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How to Create an Action Plan to Achieve Your Goals

How to Create an Action Plan to Achieve Your Goals
This week’s Fierce resource was originally published by The Balance and talks about how to create an action plan that will help you achieve your lofty goals in 2017. We all know that setting goals is important for personal and professional development. It can be much more difficult to identify specific tactics that work to move the needle towards achieving your goals. For starters, try writing down your goals and placing them close to your desk. This may seem minor, but a surprisingly small percentage of people physically write down their goals. The act of writing the goal down solidifies it and forces you to revisit your goals every time you see them staring at you. Leslie Truex, The Balance, offers six steps that can help create an action plan towards achieving goals. For starters, you must make sure your goals are SMART. “Here is a basic definition of SMART...
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13 Ways Leadership Can Lead Employees to Provide World-Class Customer Service

13 Ways Leadership Can Lead Employees to Provide World-Class Customer Service
This week’s Fierce resource was originally published by Forbes and discusses thirteen ways that great leadership can lead to employees delivering top-notch customer service. Leaders talk a lot about leading by example and, within the service industry, it is no different. Employees can’t deliver exceptional customer service consistently if their leaders don’t practice it is as well. The smallest of actions can resonate with your employees and drive the message of quality customer service. Equally, a leader’s lack of customer service will become the status quo quickly. Much like performance management and feedback, customer service should be reinforced at every available opportunity. Training for high levels of customer service should be an ongoing conversation – not just in the first week’s orientation. Weave the principles into your mission and celebrate the high performers. You will begin to build a culture of customer service that everyone adheres to. As a customer...
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Leaders, It Is Time to Be Brave and Be Fierce

Leaders, It Is Time to Be Brave and Be Fierce
Yesterday at the ATD International Conference ,  Brené Brown  shared her perspective on courage in the workplace. She confessed, which many people nodded in agreement, that she thinks leadership is one of the hardest things she has ever pursued, because great leaders are selfless. They give their time and energy to help others. Great leaders tackle tough challenges. They bring up the topics that need to be discussed and go there . They address the elephants in the room and take action on what needs attention, even when it is the last thing they want to do. So yes, leadership isn’t for the faint of heart. Leaders need to build and use their courage. And I love how Brene talks about courage. Courage is a heart word. The root of the word courage is cor - the Latin word for heart. In one of its earliest forms, the word courage meant "To...
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Achieving Goals: Wading Through Your Murky Waters

Achieving Goals: Wading Through Your Murky Waters
Walter Elliot stated, "Perseverance is not a long race; it is many short races one after the other." I can relate to this quote a lot lately - both figuratively and literally. Two years ago when I was training for my first Olympic distance triathlon, I had to constantly remind myself one step at a time . It was always on my bucket list to train for a triathlon, and I am so proud that I have a few under my belt now. It opened a totally new understanding about myself and how I can achieve things that seem so big initially. Although my training period brought me a lot of joy, it also created doubts I didn't even know I had about myself and my own abilities. Being an overachiever, "type A" kinda gal, quitting rarely comes into my mind as an option when I set my mind to...
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7 Ways to Improve Employee Development Programs

7 Ways to Improve Employee Development Programs
This week’s Fierce resource was originally published by Harvard Business Review and explores different ways to improve employee development programs. It’s no surprise that employee development programs are a critical part to the growth and progress of any organization. A 2014 report published by Training Magazine found that over $100 billion dollars is spent annually on learning and development programs, yet many survey respondents felt there is considerable room for improvement within these programs. In his article, Ferrazzi highlights seven challenges that companies must tackle to create truly effective development programs. A few of these include: Providing flexible learning options. One of the greatest issues with development programs is finding the time to actually do them. Companies must cater to the busy schedules of their employees by offering on-demand and mobile solutions. Provide different programs for diverse learning styles. In a multigenerational workforce, it is paramount for organizations to cater...
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Leadership Tips: Create Opportunity for Your Support Staff

Leadership Tips: Create Opportunity for Your Support Staff
This week honors Administrative Professionals . According to the International Association of Administrative Professionals (IAAP), there are more than 22 million administrative and office support professionals working in the United States. A recent OfficeTeam and IAAP survey of more than 2,200 administrative workers showcased that only 43% of support staff feel their full range of skills are being used, and only 7% of support staff feel they are completely utilized. That means 50% want more opportunity. One of the easiest ways to create growth opportunities is to delegate. Many people view delegation as a way to get rid of menial tasks (what we call dele-dumping ), instead, think about delegating as a way to grow the skill set of a colleague. Think about what is currently on your plate. A couple years ago, I read a piece by Jim Schleckser, CEO of the Inc. CEO Project, he argues that the...
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3 Tips to Build an All-Star Team

3 Tips to Build an All-Star Team
As we get closer to Super Bowl Sunday, there is a lot of talk about teams. Who will win? Who will have their head in the game? Just like in athletics, building a high-performing team in your organization requires effort and heart. When you are part of one, you feel it. Some people call it “being in the flow”. All-star teams do not happen by luck. To build them, they take practice, discipline, and the ability to learn from mistakes. The difference between an A team and an A+ team is the difference between a million in revenue and a billion in revenue.” – Paul English, Kayak Say Thank You The reality is that many people do not spend enough time appreciating one another. A great exercise that we have used internally at Fierce requires each individual to sit at the front of the room in a chair for two...
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The Best Leaders Are Constant Learners

The Best Leaders Are Constant Learners
This week’s Fierce resource was originally published on Harvard Business Review and provides a simple learning strategy that enables leaders to successfully meet the challenges ahead. Wherever you look, we are living in an age of constant change. As we move into 2016, organizations need to ensure they have the right leadership development strategy in place to navigate the ever-evolving business landscape. According to a recent Deloitte study , more companies than ever report they are unprepared to meet this challenge. How do we start closing the capabilities gap? It starts by building an organizational culture centered on learning. The article The Best Leaders Are Constant Learners offers a simple method for transforming yourself, your team, or even your organization into a learning organism. Is your organization prepared to offer scalable learning? “Sustainable competitive advantage depends on having people that know how to build relationships, seek information, make sense of...
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To Text or Not to Text: That Is the Question

To Text or Not to Text: That Is the Question
The first text message was sent on December 3, 1992 by a Canadian test engineer. It said Merry Christmas . On the eve of text messaging’s 13 th year anniversary, it is only appropriate to talk about how text messaging has affected our communication. We often get asked so many questions around technology use in companies and how texting should and should not be used. First and foremost, the simple answer is that you must obey your instincts about when and how to use texts. Your "gut" does act as an internal compass that can serve as a powerful guide. The best part is that it happens automatically – you simply have to tune in and listen. Then check your results. If you notoriously do not get the results you want when texting, then you need to reassess. Here are a few pointers on dos and don’ts. And for those...
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Leadership Tips: Make Your Screen Time Meaningful

Leadership Tips: Make Your Screen Time Meaningful
“How we spend our days is how we spend our lives.” – Annie Dillard According to a recent mobileinsurance.com survey, the average person spends up to 23 days a year staring at their phone screens. Almost a month per year! That's a big deal. So I ask: Does the time on your screen each day add more value to your life? Or does it detract from it? This week’s tip is simple – make your screen time worthwhile. Use technology to enhance your relationships and your work. If you feel yourself wasting time on it, practice shutting down. Oftentimes we get caught up in our emails and social media. We let time slip away, although we know time it is a valuable asset. We are not alone. If you are desperate, use technology to help your technology issue - yes, it sounds counterintuitive. Yet, there are many apps that track...
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Leadership Tips: Engage By Doing

Leadership Tips: Engage By Doing
“Throw yourself into some work you believe in with all you heart, live for it, die for it, and you will find happiness that you had thought could never be yours.” – Dale Carnegie How engaged are you feeling this Monday? With your job? With your company? The statistics aren’t looking good for how the majority of people would answer that. A lot of doom and gloom. Very few rainbows. Here are some recent news flashes about engagement: 35% of US Managers are engaged in their jobs  via  Gallup  State of the American Manager 54% of employees were proud of their company’s contributions to society are engaged  via  Dale Carnegie  Employee Engagement Study 60% of employees lack the elements required to be highly engaged  via  Towers Watson 2014 Global Workforce Study To me, it is quite depressing to think more than half of US managers wake up every Monday not engaged....
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Korn Ferry Global Executive Survey Finds Gaps

Korn Ferry Global Executive Survey Finds Gaps
This week's Fierce resource was originally published on Finances.com and shares the results of a survey conducted by Korn Ferry. Korn Ferry Global Executive Survey Finds Gaps in Leadership Development Opportunities for HR Professionals takes a deeper look into the role of HR professionals and how much time they invest in developing others, verse the development that they are receiving themselves. As HR roles become more aligned with strategy and business objectives, the need for ongoing leadership development will become the expectation. How do you see HR's role evolving in the workplace? "The March 2015 survey of more than 700 executives found that nearly half of respondents (47 percent) say their organizations do not offer leadership development programs specifically for members of the HR function. " Read the full article.

Nobody Wins When Developing Employees Isn’t a Priority

Nobody Wins When Developing Employees Isn’t a Priority
This week's Fierce resource was originally published on TLNT.com and was written by John Hollon. Weekly Wrap: Nobody Wins When Developing Employees Isn’t a Priority   talks about what happens when you stop investing in your employees, specifically around leadership development and education. As people, we all have a desire to feel valued for the work we do and one of the best ways for organizations to acknowledge workers is to development and further educate their people. Retain and grow or let them go. What results have you seen in your organization? Whether you've enhanced your training or decreased it, what is the impact? "Instead, a majority of organizations indicate that they have no prevailing policy on recruitment, saying that shifting business needs determine whether to fill a position externally or internally. In addition, 11 percent of those surveyed acknowledge that they make little effort whatsoever to retain workers and instead have...
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Why Managers are the New Trainers

Why Managers are the New Trainers
The adage “If you want something done right, you’ve got to do it yourself,” might apply to skill building in the office. Managers and company leaders are taking a more proactive role in training their own teams. “It began with managers using their own budgets and not relying on the formal training budget,” said Halley Bock, CEO of Fierce Inc., a leadership development company. Brock said her company has seen an increase in the number of leaders within organizations looking for tools to advance their teams. That makes sense. A University of Phoenix survey released in 2013 found 68 percent of respondents had worked in dysfunctional teams, which soured their interest and ability to lend their skills to teams in the future. By having managers deliver training, it not only ensures that all team members are competent enough to contribute the way their leader wants them to, but also managers...
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My Inbox is Full and That's the Bottom Line

My Inbox is Full and That
This week's Fierce Resource comes from Karl Beeman and was published on LinkedIn .  My Inbox is Full and That's the Bottom Line addresses the importance of leadership development on a personal level. Often leaders see a financial return on investment as the final reward for employee development AND that's not necessarily the case. Wayne Dyer said it best, " If you change the way you look at things, the things you look at change." How will you measure the success of your leadership development programs? "Last week, I received such a document. A participant from our program emailed me explaining what the program meant to her. She shared her personal story of how this course was there when she was at the lowest point in her life. She shared with me how the leadership program was her rock. The training not only helped her be a better associate, but more...
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What Does it Mean to Show Up Authentically as Learners and Leaders?

What Does it Mean to Show Up Authentically as Learners and Leaders?
As you prepare to go back to school, are you thinking about what you want to do differently?  As educators we want to prepare our classrooms so the return to school is exciting and engaging.  We want THIS year to be THE year! When I was a teacher I struggled with the pressure of getting through lessons due to all the objectives I had to meet. This happened even when I could see my students weren't understanding the topics, nor were they engaged in learning. At points, I had to pause, be real, and ask the students themselves, “What is going on? What can we do to have a better lesson, to better understand this?” Taking the time to address these concerns with my students created an authentic bond. My students and I respected each other as learners and leaders and they felt empowered to share candid feedback and I...
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Corrective Leadership: How Should Managers Use Praise and Criticism to Improve Performance?

Corrective Leadership: How Should Managers Use Praise and Criticism to Improve Performance?
Fierce CEO, Halley Bock, was interviewed in this CFA Magazine  article by Lori Pizzani. It was originally posted  here . Which would you rather hear from your boss: praise or criticism? Now ask yourself: Which has more impact on your job and career? Does criticism or a compliment resonate longer with you and teach you more? The results of a survey of more than 2,500 employees from various companies around the globe found that 57% of participants preferred negative feedback from their bosses and 43% preferred positive feedback. For the purposes of the survey, negative feedback included suggestions for improvement, exploration of new and better ways to do things, and pointing out something that was done in a less-than-optimal way. Positive feedback included praise, reinforcement, and congratulatory comments. Professional services firm Zenger Folkman in Salt Lake City released the results in February 2014. Why would employees prefer to hear negative...
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How to Set Goals For The Life You Actually Want

How to Set Goals For The Life You Actually Want
This week’s Fierce Resource was first published on  FastCompany.com and was written by Stever Robbins. How to Set Goals for the Life You Actually Want explores the idea of setting goals based on the journey you want to take to get there. Rather than determining where you want to be in 50 years and then figuring out how you will get there, determine what makes you happy and create your journey. What big, hairy audacious journey have you always wanted to take? What is something you've wanted to learn? What action will you take to start your journey today? “ We adopt goals for one reason and one reason only: to change our lives. Rather than adopting a goal you hope will change your life once you reach it, do it the other way around. Choose the journey that for you would be awesome --the activities, personal growth, and friends. Then choose a...
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Training vs. Learning - An Event vs. a Process

Training vs. Learning - An Event vs. a Process
Each month Fierce gathers together as an organization to share what has impacted us over the month. It's a time to reconnect and re-energize. This week our training department talked about their deep passion for how, at its core, Fierce is not a training company - it's a learning company. So what's the difference? Training is an event; learning is a process. The reality is when organizations expect one or two days of training to magically transform their cultures, they're setting themselves up for disappointment. True behavior change happens when the heads and hearts of learners are engaged both in the classroom and beyond. Below are three easy ways to continue your employees' learning post-training. #1 Ask for Commitment You can't ask someone to change their behavior and learn new habits if there is no interest. So if you're bringing training, ask what type of training your employees want to...
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How Conversations Support Your Safety Plan

How Conversations Support Your Safety Plan
"Tressie Armstrong is a shining star, a model for how to build a strong, trusting school community that can and will do the right thing should the worst thing imaginable occur. When bad things happen, it is too late to talk. Armstrong started early." — Susan Scott The reality of the world we currently live in is that a school needs to have safety plan. It's no longer a nice to have, and instead, it is a must. Educators are faced with asking themselves incredibly difficult questions; what happens when the unthinkable becomes reality? When the unimaginable is happening to your students and teachers? How do we support the individuals, the school, and the community to cope with the aftermath? At the core of any solid safety plan are the relationships of the people who will execute on it. Strong relationships in that school and community before the crisis happen...
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Mentoring as a Leadership Development Tool

Mentoring as a Leadership Development Tool
This week's Fierce Resource was first published on the Training Magazine website and was written by Douglas F. Dell, SVP e-learning Services, of the Crawford & Company . Mentoring as a Leadership Development Tool explores the Crawford Mentoring Model and provides actionable next steps, around 5 areas, on how to begin to use mentoring as a leadership development tool. "How do you improve an emerging leader’s knowledge, networking savvy, and perspective of an organization? The answer is mentoring. By identifying learning goals, leveraging relationships, encouraging active participation, and measuring results, a mentoring program that draws on your existing pool of talent can provide a solution no classroom can deliver. When a recent hire or veteran employee enters a new organization, the speed with which they assimilate by gaining knowledge, building relationships, and applying prior learning to their new environment creates human capital ROI." To read the full article, click here...
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How Do You Measure Your Learning and Development ROI?

How Do You Measure Your Learning and Development ROI?
As more companies begin to invest in their employees in serious ways the need to track how that investment is paying off continues. No matter what the size or industry of your organization, if money is spent, the company needs to see how it will eventually boomerang back in. This is a good thing! However, the key to successfully tracking the ROI of leadership development and training is to not compare apples to oranges. Growing the engagement, trust, and authenticity of your employees isn't the same as tracking the ROI of a new piece of machinery. In our Fierce webinar , partner Dianna Kokoszka, President of Mega Achievement Productivity Systems (MAPS) Institute at Keller Williams, discusses how she measures ROI for Keller Williams' coaching and leadership development programs. Click here and listen to the ROI webinar, and download The ROI of Skillful Conversation: Relationship Advice for Measurable Business Results to...
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Leadership Tips: Maintain the Relationship, Maintain the Culture

Leadership Tips: Maintain the Relationship, Maintain the Culture
There is a lot of thoughtful energy that goes into building a best places to work culture. Often you make the effort to teach your employees a new skill set and create a common language. You might also build out time and check points to ensure that the knowledge is being transferred and then applied. Maybe you even celebrate your employees hard work when you begin to see results. However, no matter how long it takes you to create that best place to work, you can lose that culture in an instant. The key to avoiding the loss is to maintain the relationships inside your organization. In order to do that, every day you must have conversations that tackle tough challenges, provoke learning, interrogate reality, and enrich relationships. This week take a survey of your relationships and pay attention to the conversations that need to be had. Your culture depends...
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Collaboration is Key

Collaboration is Key
The key is to collaborate. This is what we heard yesterday from Kelly Paine, Costco Manager, Organizational Change Management, at our Fierce session at  2014 Training Magazine Conference and Expo  in San Diego. In the session, Kelly Paine shared how Costco set the expectations for implementing company-wide communication training programs.  Specifically, Kelly shared the success of the Cosmos project (read more  here ) and how the Costco culture of teaching has been critical for its success. At Costco, leaders are expected to spend the majority of their time teaching and collaborating with their teams. In the Cosmos project, collaboration with new teams was created by taking different people out of the business and creating co-location, so people could really solicit the perspectives that they needed to have. To bring more collaboration to your organization, here are three tips to immediately apply. Tip #1: Extend the Invitation  Ask a leader if he or...
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Everyday Workplace Training

Everyday Workplace Training
This week's Fierce Resource was first published on the Training Magazine website as part of their current issue, and was written by Roy Saunderson . Everyday Workplace Training challenges trainers to look at how they bring the learning to their employees and whether old practices need an update. From peer-to-peer training, flipped learning, and massive on-line classrooms; technology and innovation have given us many ways to stay current. "With today’s rapid, technologically interfaced work world, we now are reminded that education and training are an everyday occurrence and will never end. It is reported that technology-based independent learning now accounts for nearly one-third of all workplace education and training... Today’s companies will place even greater value upon those employees who continue to learn required, updated knowledge and skills." To read the full article, click here .

Accountability, Listening, Culture: A Trainer's Work is Never Done

Accountability, Listening, Culture: A Trainer
“Sometimes it seems like the different groups all speak their own language. Finance speaks Accounting. IT speaks Tech, and the Consultant speaks Consultantese. We need to understand each other’s perspectives. And in order to do that, we need  a shared language.” - KELLY PAINE, Accounting Manager & Change Management Lead for Cosmos, Costco Wholesale Words like accountability, culture, and listening get thrown around a lot in a trainer's world. As a trainer you strive to help build cultures that are all of these things, and you spend your days facilitating information, so that your company can be nimble and productive. It's not an easy job blending all the different learning styles, personality types, and competing interests into one strategy. Some adopt it quicker than others. Some are more appreciative. Some classes challenge you to your core. And what you have to remember day in and day out, between deadlines and training...
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Peer Development: 3 Reasons to Help Other Leaders Be More Effective

Peer Development: 3 Reasons to Help Other Leaders Be More Effective
Most leaders are not opposed to receiving feedback or learning from others. However time is precious, and with so much to do, continuing to develop yourself and other leaders can be overwhelming. Many will wait for HR or Leadership Development to bring the training to them; don’t be one of those leaders. Sometimes organizations don’t do a great job at leveraging the amazing talent that is found within their walls. The talent within can be used to develop tools for others. At the end of the day, who knows what you’re going through better than those working alongside you, striving to attain the same goals? Below are 3 easy ways to start developing other leaders, and in turn, yourself. #1: Create learning groups. Use this time to share your strengths, to help others in areas they might be struggling, to talk strategy, and to even brainstorm. This collective conversation builds...
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Help Them Grow or Watch Them Go: Development at a Distance

Help Them Grow or Watch Them Go: Development at a Distance
This week's Fierce Resource highlights an upcoming  learning opportunity. Netspeed Learning Solutions is hosting a five part, 2013 Thought Leadership Webinar Series , Fierce CEO & President, Halley Bock presented her own webinar as part of  this series this summer: The Connected Leader: How To Improve Results Through Conversations. Continue the learning and join Beverly Kaye, Founder of Career Systems International on November 7th, at 2 PM EST, as she presents the fourth webinar in the series: Help Them Grow or Watch Them Go: Development at a Distance "Study after study confirms that what employees want most is support for their professional development and career growth, and that offering this to them is the single most powerful tool managers have for driving employee engagement, retention, productivity and performance results. This session sheds a much needed light on effective methods and specifically what managers can do -- within the time-starved, priority-rich,...
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Leadership Tips: Develop Yourself

Leadership Tips: Develop Yourself
When you have a conversation with another person, you should be there, prepared to be nowhere else. Being present is the mark of a good leader, good listener, and good learner. It is also a skill that helps track the trends and see what the next steps are. Practicing this is even more necessary when you look at your own development. If your boss asked you today: What is the impact you want to have on our organization? How are you going to achieve those results? Could you answer them? Of course plans change, however, it’s important to be able to articulate what excites you each day about your work and to also show how that passion can help get you to the places you want to go. Being able to speak to these questions thoughtfully and with detail shows ownership with your own development. It also provides your leaders...
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3 Things New Leaders Should Never Do

3 Things New Leaders Should Never Do
If you’re new to a leadership role, you know that when you were promoted to your position no one took you aside, waved a magic wand over you, and turned you into the type of person who always says the right thing, does the right thing, and knows how to handle every situation perfectly. However, the reality is, as a leader you are held to a higher standard. While this may take time for you to wrap your head around, the good news is that being an effective leader is something you can practice. It is a skill that you can master, and one of your first steps is to know what to avoid. Below are 3 things, you as a leader, should steer clear of now and forever. #1 Don’t Make Assumptions As a new leader, asking follow up questions is so important. If you are in a conversation...
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Learning through Conversations

Learning through Conversations
Savvy businesses have learned that in order to keep their employees engaged, they need to provide continual learning opportunities. These same savvy companies usually provide continued academic learning options, seminars, workshops, and training to develop their talent and keep a competitive edge.  However, they might just be missing another learning opportunity, and that is investing in important quality time for their employees to have different types of conversations together. It can be hard to make the case for quality time to have conversations. The world moves fast, and it is common for many to leave the office with a mounting to-do list waiting for them the next day. However, within your organization you probably have a wealth of knowledge that lives in the minds of your employees and is not written down. A productive way to unlock this information and increase engagement is to allow opportunities for teams and other...
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