Leadership Development Blog

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TOP 10 LEADERSHIP DEVELOPMENT ACTIVITIES FOR MANAGERS

Learn different ways you can ensure value from leadership development activities.

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How to Develop a Workplace Culture that Attracts the Right Candidates

Workplace culture is not only an effective retention tool, but it also affects which types of people are eager to become part of your organization. Company culture refers to both the operational and qualitative values that define what and how things are done, within and beyond your company. When looking to hire the right people, ensuring you can articulate and demonstrate value alignment will be critical for your ability to attract the right candidates who will be excited about what you are aiming to achieve and whom you are aiming to serve in your organization. What Role Does Workplace Culture Play in Recruiting? We have all heard it before: Hire for fit and train for skills. But that fit piece is very rarely discussed in a way that avoids bias and fully serves the needs of the organization or the people it is aiming to attract. Research shows that 77% of employers believe in finding a candidate who has the right cultural fit while 82% of employees have disliked their workplace culture, and 70% of them left jobs because of a poor cultural fit.1 When you recruit a team member who aligns with your corporate mission, vision, and values, you are far more likely to see both monetary and meaningful collaborative value. A team member who feels accepted by and aligned with your corporate culture is more likely to: When the right person acquires the right job, within a suitable environment, they: How to Develop a Work Culture that Attracts Top Talent The best way to foster a work culture that acts as a beacon for top talent is to live what you preach. When you implement programs, services, and benefits that show you really believe in the values you place on banners, the more readily you will be able to refer to these highlights of working with your company during interviews. Rather than speaking in broad generalities, when future prospects ask how you will support team member progression, work/life balance, and quality of employment, you will be able to cite specific examples of your commitment. This, in turn, will convince high-value talent you are worth investing their time and genius into. Beyond just being able to speak to these positive attributes during interviews, your current and previous employees will act as brand evangelists for your company. Based on their positive experiences, they will be more likely to say great things within and beyond their networks – and that’s the best type of promotion you can’t even pay for. Build a Strong Workplace Culture that Attracts Top Talent with Learn2 Creating effective teams that feel good about their contributions is easier said than done. It requires a fulsome understanding of exactly what people want and how to give it to them in sustainable ways. Partner with Learn2 to enhance your understanding of what the top talent is looking for and build a workplace culture that the right candidates are eager to be a part of. Our team of specialists can help you build a strong workplace culture through team building and leadership coaching. We can help you transform your corporate culture that will impact your business and position your company within today’s competitive job market. Let’s connect your mission with the team members who will deliver on it. 1 Robert Walters, The Role of Workplace Culture in Recruiting Top Talent.

Why Most Leadership Development Programs Don’t Work

Leadership development is about building team members’ capacity to contribute their individual gifts and collaborative abilities towards organizational success. Formalized leadership development can benefit an organization in countless ways: it enhances effectiveness and efficiency; propels teams through times of transition and turmoil; and breeds innovation and the inclusion of underrepresented voices. Many professional development courses, however, focus on the benefits rather than the process, which is why most leadership development programs don’t work. The Top Reasons Leadership Development Programs Fail While leadership development can be an extremely rewarding investment – both financially and qualitatively – to pay these multifold dividends, it needs to be properly implemented and nurtured. Let’s look at the top reasons why leadership development programs fail and how to set yours apart. Balancing Real-World Benefit With Professional Development Oftentimes, leadership development programs are delivered in classroom-like settings where theoretical best practices are shared over screens or discussed within ideological frameworks. This well-intentioned approach to leadership development, unfortunately, leaves a lot to be desired as adults only take away about 10% of learning within theoretical contexts. A more effective way to teach team members about leadership and to actually build upon their knowledge and skills is to provide the means to apply their learning. This can look like integrating leadership coaching into ongoing projects and marking out KPIs that reflect innovation and teamwork while fostering an environment for improved communication. That way, your teams can keep their projects moving forward while developing fundamental transferrable skills that enhance their overall approaches to leadership. Forgetting Context is Key in Leadership Development When hoping to implement an effective leadership training program, it’s important to keep in mind that what works for one group or industry may not work for another. Understanding what types of leaders and leader qualities your organization needs will be important when developing your programming. For example, if you are seeking to boost innovation and create a culture where risk is rewarded, your leadership development will look much different from an organization that is trying to navigate financial hardship with resource-effectiveness and risk management as its priorities. When your professional development approaches do not honor your unique corporate ecosystem and the strengths of those who champion it, you run the risk of prioritizing values and activities that may be counterintuitive to your goals. This, in turn, will create work and diminish the returns of your professional development investment. Not Addressing the Root Causes of Beliefs & Behaviors Hoping to change your organization for the better is a noble aim. Real systemic change requires knowledge of the underpinning values and beliefs that support or prevent particular leadership qualities/approaches from taking hold. If you want to foster transformational change, it will be important to understand what drives your leaders and how you can support their growth from the inside out. Otherwise, changes will not be sustainable because those key internal motivators will eventually bubble to the surface. To ensure you are getting to the heart of change, consider incorporating unconscious bias training, safe spaces for equity and inclusion conversations and qualitative interviews with stakeholders at every level of your organization. Find out if there is cohesion or a disconnect between your leadership teams and their team members, and drive home the importance of authentic collaboration, shared understanding and respect during your leadership programming. Lack of Program Measurement How can you tell if something succeeded or failed if you do not put any measurement into place? Participant surveys are not the be-all, end-all when it comes to establishing how effective leadership development programming has been. This is because truly effective programming should challenge, not just appease, participants. To understand how well you were able to deliver on leadership programming, it’s important to establish a valuable set of KPIs at the outset. This may include looking at the extent of behavioral change, the quality of decision-making and measurable increases in diversity of representation at leadership levels. By setting high standards with your employees and clearly articulating successes and challenges, you will know what else you still need to strive towards. Additionally, you can report back to participants and key stakeholders to encourage further investment in leadership development. Build & Implement Effective Leadership Development Programming At Learn2, we have dedicated teams and resources to help establish best practices for leadership development training. We have worked with teams across every industry and have seen, time and time again, the positive results that come from thoughtfully prepared and passionately delivered leadership development training. If you are excited about the opportunity to create real change within your organization, reach out to our Learn2 professional development specialists. We can find the best ways to foster effective leadership, so you can avoid the common missteps that compromise the ROIs of leadership development Take Action Now! Ready to see the true impact of your leadership development program? Calculate your ROI with the Learn2 ROI Calculator here. For more information about our tailored leadership development solutions, contact us today and start fostering real, measurable change within your organization.

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How to Build High-Trust Workplace Culture

In any relationship, trust is like the glue that keeps people woven together. High-trust workplace culture is much the same — trust is the glue that solidifies the relationships between the company and its team members. However, a high-trust organization does not happen by accident. Below is a look at why a high-trust work environment is important and how to build that culture in your own organization. Importance of Building Trust in the Workplace Building a strong company culture requires rapport between colleagues and an air of respect from all sides. Trust plays a critical role here. At least 55% of CEOs say that lack of trust in business affects the growth of their organization. High-trust organizations tend to reap the benefits of: How Leaders can Build a High-Trust Workplace Culture 1. Be Honest, Supportive, and Authentic Team members need to feel like they can count on information offered by the organization’s leaders. This type of trust occurs through purposeful honesty and authenticity during communication. Team members need to feel like they can believe what leaders say and have faith in their intentions or actions. 2. Practice Consistency One way to breed trust in the work environment is to practice consistency. Consistency assures individuals that they know what to expect from their workplace. The human mind naturally recognizes patterns. If the leaders within a workplace consistently act with integrity, show empathy, offer praise, and are transparent about rules and repercussions, the team will notice. They will also feel confident that they know what to expect, which is a key part of trust. 3. Encourage Accountability Accountability means admitting fault when you do something wrong and accepting the consequences of those actions. All humans can struggle with accountability at times — it can be hard to admit mistakes. Accountability in a team scenario can be encouraged by two things: clear-cut rules and consequences, and a leadership team that has no trouble owning up to mistakes. 4. Listen Actively Active listening shows interest and investment in another individual. Leaders should be well-versed in the skill of active listening when it comes to communicating with the team, but the team should also know how to be active listeners themselves. When individuals feel heard, whether communicating concerns or ideas, this fosters a sense of rapport and trust. 5. Invest in team relationships Building team engagement is always an objective in high-trust organizations. Make sure the team has opportunities to get to know one another, build rapport, and interact. This may mean hosting knowledge-sharing meetings, doing team-building exercises, or having a strong conflict resolution policy in place. The stronger the team’s relationship as a whole, the more trust the team can develop in the workplace culture as a whole. Build a High-Trust Workplace Culture with Learn2 Developing a high-trust workplace culture benefits the organization by decreasing stress, increasing engagement between teams and leaders, lower turnover rates, and less burnout from team members. With Learn2’s leadership development programs, you can create a workplace culture that is supportive, authentic and encourages accountability by actively listening. Find out how team building, communication, and conflict resolution training can help your organization succeed. Contact us today to move your leaders in the right direction.

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7 Tips for Developing Better Rapport at Work

Positive company culture is built on several important concepts, one of which is good rapport in the workplace. Rapport essentially means two people have some level of mutual respect, they communicate effectively and support one another’s thoughts, feelings, or ideas. All of these elements of good rapport strengthen a team in any organization. Importance of Developing Rapport in the Workplace When team members have a good rapport with one another and their team leaders, it offers many benefits to both the team members and the organization. Team members have more of a sense of belonging in their workplace and can be overall more content. Research also shows that happy team members are generally more productive and more committed to the company, which offers benefits to the organization. 7 Tips for Developing a Better Rapport 1. Encourage Two-Way Communication Effective communication skills go a long way when it comes to developing rapport. It’s beneficial to offer communication skills training sessions for employees during the onboarding process for this reason. 2. Make Conflict Resolution Part of Company Culture Conflict impedes rapport in the workplace due to lingering tension. Occasional conflict is par for the course, but the company should have strategies in place for effective conflict resolution, such as clearly identified steps of action to take when a team member has a conflict with another. In a company culture that is serious about resolving conflict quickly, rapport is more naturally going to happen. 3. Make Time for Downtime Downtime at work gives the team a chance to mingle, communicate, and build good relationships with colleagues. Something as simple as an extra 10 minutes on Mondays after the morning meeting can give the team time to share and get rejuvenated for the week ahead. 4. Host Knowledge-Sharing Meetings Building rapport can mean appreciation for other people’s ideas, which can be highly valuable in a team setting. Knowledge-sharing meetings give team members an opportunity to share knowledge about different aspects of the job. For example, if the company is facing a major workflow change, a knowledge-sharing meeting allows the team to discuss their concerns and thoughts about how the new changes can be implemented. 5. Provide Opportunities for Developing Rapport Off-Site Building rapport off-site can sometimes be more effective than encouraging rapport on the job. Consider arranging for outside-of-work opportunities that give team members the chance to connect and engage. For example, hosting a fundraiser event, community volunteering initiative, or an outdoor team-building event allows time for connection when work isn’t involved. 6. Welcome New Hires into the Fold New hires can feel like outsiders, but the team can also view them as such. Make an effort to warmly welcome new people to the team with introductions, chances for the new hire to collaborate with others, and general positivity. 7. Develop Team-Building Skills Team-building skills help bring out the best of each team member with concepts that can be applied in different workplace scenarios. Pursuing team-building training is a good way to nurture the team mindset, but organizations can also use team-building exercises to make a difference. Build Rapport with Effective Communication Skills Training Working to develop rapport among your team? The professionals at Learn2 have experience in creating team-building experiences that will nurture good rapport and build communication skills within organizations of any size. We can help you select the right communication skills training that is high-energy and has an impact. Chat with us and we can transform your organization.

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How to Address Issues with Employee Writing Skills

Effective writing in the workplace not only portrays professionalism and competence, but it also demonstrates a level of care that will be noticed by customers and team members. When team members are struggling to clearly convey meaning or producing writing that contains errors, supportive coaching can be a great opportunity for meaningful professional development. With patience, compassion, and constructive feedback, you can benefit your team members, and the organization more broadly, by helping to raise the bar for writing standards. Here are a few of the reasons quality workplace writing matters and how to use the most effective approaches to coaching to enhance an employee’s writing skills. Why Quality Workplace Writing Skills Matter Persuasive and well-punctuated writing does not come easily to everyone. This can be especially true for team members who are new(er) to your workplace and unfamiliar with business communication etiquette. Quality workplace writing is important for several reasons: How to Coach an Employee to Improve Their Workplace Writing Whether it’s one too many misspelled words in a presentation or an inbox littered with emails that contain lackluster syntax, there comes a time when, as a team leader, you need to address an employee’s approach to writing. Some of the ways you can do this are as follows: 1. Implement Peer Editing Programs Peer editing has multiple benefits. By creating opportunities for team members to review one another’s work, you will not only reduce the errors found in what is being produced, but you will also cultivate collaborative and compassionate leadership amongst your teams. Plus, over time, team members’ writing will improve as they begin to internalize the feedback provided. Then, they too can experience the mutually rewarding experience of peer mentorship. 2. Be Constructive but Not Critical No one wants to feel like what they are producing is not good enough. Deep down, the vast majority of people really want to do right by their companies, so it doesn’t feel great when it seems like they have let their team leaders down. While the risk of hurt feelings should not force you to shy away from providing feedback, there is something to be said for approaching difficult conversations with grace. Always try to refer back to company policies and overarching values. Provide your team members with ways of improving their writing that reflect their goals. Offer additional supports that align with producing their best work (i.e., buffer time for review) and a solid plan for improvement – complete with steps and processes. 3. Provide Professional Development Resources that Addresses Opportunity for Improvement Understanding why your team member is handing in work that does not fully reflect their desire to thrive is key. When you have a relationship built on trust and understanding, you will be able to speak to them about why they may not be delivering on the level of content your organization expects. Ask important questions about what may support their best efforts and ensure those tools are readily available. From grammar, spelling, and syntax support through to persuasive writing how-to’s, you can unite your team members with whichever programming can enhance and amplify their messaging. Partner with Learn2 to Deliver Professional Development that Achieves Short and Long-term Benefits At Learn2, we have resources that focus on both particular and general needs. From facilitating meaningful conversations about communication best practices to fundamentally reworking systems for enhanced effectiveness, we can provide coaching that empowers your team members to be at their best. Reach out to our team of professional and leadership enhancement specialists to ensure all your teams feel prepared to do their very best each and every day.

Should You Always Promote from Within Your Company?

When deciding whether it is best to promote from within or hire externally, there are many things to consider. Transitions within an organization are inevitable, so deciding how best to manage them and subsequent recruitment efforts will be a fundamental component of successfully navigating organizational leadership. The focus of this blog is on the far-reaching benefits of promoting from within. However, at Learn2, we always want to leave space for unique circumstances and particular company cultures. After reading this blog, if you are still not quite sure whether to hire from within or look externally, reach out to our professional development specialists, and we will support you to take the right next step toward a more energized workforce. The Top Benefits Of Promoting From Within Your Company 1. You Are Hiring Someone Familiar With The Company When you develop your leaders and hire from within, the team member will already be familiar with your company’s culture and many of your operational and strategic priorities. Rather than needing to put in the time and resources to bring them up to speed on your mission, vision, values, and most pressing to-dos, they will likely already have a much stronger grasp of what needs to be done – and how to go about it – than a new hire. 2. They Have Pre-Established Relationships in the Workplace Like their familiarity with the company’s culture and operations, when you hire from within, your team member will likely have relationships with many of the people they will continue to work with. If that person has made a positive impression and can communicate effectively with the team, this can go a long way in expediting their transition into the new role and ensuring their effectiveness once they’ve landed. 3. Promoting from Within Can be a Source of Inspiration When people see their fellow colleagues’ upward momentum, it shows others in the organization many positive things. First, your leadership team is willing to invest in their team members. As well, your company recognizes the value of those who contribute to its success and rewards those who do with meaningful, life-enriching incentives. By living your commitment to professional development, you are more likely to inspire team members to put in the extra effort and seek out opportunities for growth. Not only will your team members feel more motivated by the potential for progress, but they will be more likely to stay for the longer term, developing a highly lucrative breadth and depth of knowledge and skills. 4. Internal Promotions are Inherently Cost Saving Recruiting and training new employees can be costly. From posting to job boards to promoting the opportunity or hiring a recruiting agency, a lot of time and treasure can go into finding the right person. Plus, besides the interview process (which oftentimes is just a snapshot of the individual), you don’t really get the chance to vet the person until they are performing within the role. Alternatively, when you hire from within, you can cut down on the costs associated with your recruitment strategy. Then, you can reinvest these funds into up-skilling the people who have already demonstrated their commitment to your mission. Better still, you already know what to expect from the internal candidate, and, very likely, the references you get will be from people you are familiar with and can rely on. 5. Emerging Leaders can Offer a Valuable Perspective People who have already lived the day-to-day realities of your operations can provide important insight into how things are actually being done. Rather than hiring someone who only has a theoretical bird’s eye view of the company, you will get fruitful insight from a team member who can report – and improve on – the processes they have already been part of. When a Company Should Consider an Outside Hire When choosing between hiring within and looking beyond your organization to hire, there can be a number of factors that influence your decision. Some reasons organizations may lean toward an external hire would be: How to Create a Culture of Advancement To more fully serve your short- and long-term organizational needs, it may be wise to strike a balance between ongoing internal promotions and strategic external hires. However, as much as possible, choosing to hire from within can provide tangible and transferrable benefits for your company, your culture, and your customers. By rewarding hard-working, knowledge-building team members, you will enhance retention alongside the quality of your workforce. You will see the difference believing in your team members makes and readily recognize when you advocate for your people, they will go the extra mile for you. Explore Ways To Develop Your Team’s Potential So You Can Promote From Within Balance the priorities of your company with the professional development goals of your team members. Spark and support an incredible alignment between the two to nurture a workplace where people are happy, successful, and well-suited to their roles. Reach out to Learn2 today to learn how we can curate professional development, retention, and recruitment plans that will transform your teams into high-performance, high-spirited powerhouses of positive productivity.

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Building a Culture of Collaboration in the Workplace

Creating a culture of collaboration in the workplace requires pushing beyond buzz words to implement practices and programs that nurture a sense of authentic participation. When intended to become a cultural practice, collaboration cannot happen as a one-off. It must be continuously nurtured. The benefits of putting in this strategic work are far-reaching, and at Learn2, we are always excited to support organizations to exercise the transformative power of teamwork. What is a culture of collaboration? The essence of a collaborative workplace culture is one where people, at every level of the organization, are continuously supported and encouraged to work together. They recognize many heads are better than one and frequently bring diverse perspectives to the table. More than that, a collaborative workplace is one where team members know their title does not dictate the value of their contributions and that every good idea is exactly that – regardless of whom it comes from. What elements come together to form a collaborative culture? Trust People will be much more likely to bring their unique ideas to the table if they trust their leadership team and peers to appreciate what they have to offer. A sense of trust gives people the space to take risks because they do not have to fear failure or reprimand. You build trust by delivering on the commitments you articulate and by consistently adhering to the values you claim to care about. Consistent & Strategic Implementation As we mentioned above, collaboration can’t just be a word you toss around. There need to be strategies and formalized supports in place to nurture an authentic culture of collaboration. From software that enhances idea-sharing through to real-life bulletin boards for big thoughts, you can make collaborating more fun by making it more accessible via proven resources. Our team can provide several recommendations surrounding the best software, technologies and traditional mechanisms to spur collaboration – just ask! Space matters Over and above digital programs for project collaborations, establishing places where your team members can congregate, and converse will help create more innovative teamwork scenarios. Place these spaces at the heart of your office where they’re readily available to all. Encourage people to gather there by making them fun places to be and ensuring they are filled with all the tools for collaboration. Transparency Transparency goes beyond building trust by encouraging the unfettered exchange of information and best practices. When you build a culture of transparency, you actively promote both your leadership and team members’ sense of comfort around identifying areas for improvement and discussing challenges in transparent yet constructive ways. Dissemination of knowledge People will not feel comfortable coming to the collaborative table if they do not have the sense that they have all the information required to make informed decisions. When there is a hierarchy established surrounding information sharing, you will limit the depth and breadth of collaboration possible. By removing barriers to the access of knowledge and ensuring team members recognize there is no value in coveting it, you will bring a more diverse array of thought leaders to the collaborative table. How to create a collaborative culture in the workplace Exactly how you go about creating a collaborative culture will depend on many things. From the size of your workplace through to the personalities within it, there is really no one-size-fits-all when it comes to the creation and implementation of meaningful professional development. We work alongside our corporate and community partners to build strategies that reflect their current culture and where they want to take their organization. Some of the steps we take to help you build a more positive and collaborative business include the following: 1. Establish & truly understand your vision You need to know where you want to go, if you hope to arrive there successfully. Establishing the vision for your collaborative workplace is the first step in dictating which policies, programs and procedures will most benefit your organization. 2. Build a team of collaborative leaders You cannot do it alone. Building a collaborative environment demands a cross-organizational approach that must be supported from the inside out. If you want to be authentic about enhancing teamwork, one of the best ways to do that is to ensure your leadership team models the positive qualities you hope to prioritize. The more your leadership team shows what is hoped for, the more likely it is that people will get the hint and feel inspired to model these behaviours. 3. Identify opportunities to improve process Processes can be fundamental to keeping things organized and ensuring your company runs as it should. However, in the spirit of getting things done quickly, processes can sometimes circumvent collaboration and place too large an emphasis on siloed work. Look at your processes and figure out if they are helping – or hindering – your team’s capacity for collaboration. 4. Be intentional about encouraging engagement If your team members think getting their work done as efficiently as possible is their only priority, they may feel discouraged from taking risks and reaching out to their team members for creative and collaborative brainstorming. Create opportunities for your team members to get together, take advantage of collaborative spaces and engage in energizing dialogue about how to approach work with a different, more collaborative, frame of mind. 5. Nurture diversity of thought Organizations can fall into a pattern where they always welcome ideas from the same individuals and, unknowingly, limit the pool of thought from which they pull. By offering incentives to your entire organization for raising their hands and raising the standards of collaboration, you will soon see the vibrancy that blooms when a wider variety of brainpower is welcomed to the boardroom table. 6. Welcome feedback Your organization is a living entity. It constantly shifts and grows. By developing systems for feedback, you will be able to keep your finger on the pulse of positive or less desirable changes. The more readily you welcome feedback, the sooner you will see the fruits of

Communication Skills During Times of Crisis

Communication is vital to the success of any organization. However, there is perhaps no more important time for adequate communication than when an organization is facing a crisis. Here are the necessary communication skills for times of crisis and more. The Importance of Communications Skills in Times of Crisis in the Workplace When a crisis occurs in the workplace, communication is key for managing the situation. Lack of crisis management communication skills or basic communication strategies can lead to: The longer communication about a crisis is delayed, the more unstable and complicated the situation can get. Necessary Crisis Communication Strategies How you communicate about a crisis matters tremendously. Check out these necessary crisis communication strategies. Be Equipped – Prepare for Communication in Advance Before communication begins, work to gather the facts of the situation. Get a good understanding of the crisis and how the implications of that crisis could play out in the future. Look into rumors among the team or from outside sources, so they can be discussed openly and candidly. A well-built crisis management communication plan will mean whoever is disclosing information will be equipped to share facts and answer questions. Be Proactive – Discuss the Crisis Early On In a time of crisis that directly affects the team, the last thing you want is to have the team get information from outside sources. According to a poll conducted by Deloitte Advisory, 30% of respondents said that team members were most likely to be overlooked during times of company crisis. If team members are finding out details from outside sources, this breeds mistrust and panic but also amplifies misinformation. Communication should be from the inside out. Make it a priority to discuss things with the team before discussing anything with outside sources and act quickly to address the situation. Be Honest – Practice Complete Transparency It can be natural to want to downplay or sidestep the facts when a company is facing a crisis in an effort to keep everyone calm. However, there is no substitute for the truth when it comes to crisis communication strategies. While it is important to build a communication strategy that pins down what you will discuss and what you won’t, whatever you do share should be transparent, clear, and honest. If there are aspects of the crisis you are yet to figure out, don’t be afraid to share that with the team. Be Considerate – Engage the Audience and Appreciate Their Concerns This is where true communications skills will be absolutely valuable. During a time of company crisis, the team can express a lot of emotions, such as anxiety about what is to come or even anger or frustration about the situation. The leaders meant to discuss the crisis must be well-equipped as communicators. These individuals must: Grow Your Team with Communication Skills Training from Learn2 If your organization is in the process of developing a crisis management plan to be proactive for the future, communication skills for times of crisis are invaluable. Our team of professionals can help develop a communication skills strategy that can be adapted to your organization and the crises you might face. Connect with us to find out how our communication skills training programs can arm your team with the skills they need.

Developing Situational Leadership Skills

Developing situational leadership skills is one of the most important things an organization can do for its in-house managers. Situational leadership allows for flexibility, which makes the workplace more efficient no matter the challenges or changing scenarios. Take a closer look at situational leadership and its importance.  Situational Leadership: What Is It, and Why Is It Important? Situational leadership is a type of leadership style that involves the leader adjusting and adapting their management styles to suit the situation. Instead of the leader’s style being specific or solely reliant on their skills, the style is built around the understanding that different situations require different approaches. For example, the leader may adjust their management style to better cater to team members’ personality traits or habits.  Situational leadership is important in leadership development because this gives the individual the ability to use several methodologies to achieve ultimate goals. Often touted as a transitional style of leading others, a situational leader rarely encounters stumbling blocks that hinder their efficacy in leading. They adjust, re-examine, and make changes quickly to handle responsibilities. Situational leadership is valuable because it: Different Situational Leadership Styles  There are several situational leadership styles that a leader may use depending on the situation. Here is a closer look at the four most recognized styles.  Directing  Directing or telling styles involve the team leader offering close supervision and offering consistent guidance. Normally, leaders using the directing style will be making the decisions and then simply communicating clear directions to team members. This style of often used when the team members have little experience or when repetitive outcomes are necessary.  Coaching  Coaching styles are used when team members struggle to complete a certain duty, are unmotivated, or need encouragement to achieve a certain task. The leader adjusts their style to sell members on why they should or how they can improve or get to a certain level.  Supporting  Supporting situational leadership involves the leader actively participating with a competent team. They may offer guidance, instruction, or direction, but will also leave final decisions about making adjustments up to the team members.  Delegating  Delegating in situational leadership means assigning tasks to other competent members of the team. The leader is still open when the team needs instruction, but the leader also allows them to work independently.  The Qualities of a Situational Leader  The best situational leaders possess specific traits that make them effective at adaptability. Some of the most important qualities of a situational leader include:  Grow the Leaders in Your Organization with Leadership Training from Learn2  Having effective situational leadership in your organization means you have a team that is better capable of handling shifts and changes. Leadership development training from Learn2 delivers the tools for developing situational leadership skills in your organization. Contact Learn2 today to find out how we can support and develop your leaders.

Tips for Building Workplace Wellness

The past two years have really put the importance of work/life balance and workplace wellness into perspective. Team members and their leaders are eager to find – and stay – within corporate environments where they are nurtured, not only as professionals but as people. Organizations should consider implementing workplace wellness programs and services that protect their team members’ best interests. Why it’s important to build a workplace culture that incorporates a focus on wellness Building a workplace with wellness at its core has far-reaching benefits. Not only is supporting your team members’ mental and emotional wellness the right thing to do, but it also directly improves retention and satisfaction. Happy team members are more productive, and they are more likely to remain within a working environment. With consideration of the costs of turnover and the importance of longevity for knowledge-building and effectiveness, there are more than enough great reasons why companies should prioritize wellness. How to establish and maintain a workplace culture that supports wellness 1. Create a workplace wellness committee Consider creating a committee that is empowered to evaluate and champion your organization’s wellness priorities. These team members should be passionate about wellness and connected with various areas of your organization to ensure all opinions and needs are understood and articulated in your policies and programming. 2. Take an inventory of your current resources & establish priorities Don’t shy away from developing wellness programming because you think it will be costly. There are a number of extremely cost-effective ways to approach wellness that will demonstrate your commitment to health and well-being. To understand where you will need to build in extra support, take stock of what is already in place and what your team members have expressed they would benefit most from. 3. Provide your employees with tangible wellness benefits Ensuring your team members have access to a wellness stipend will improve the likelihood they will invest in themselves. This financial support reduces barriers to access and lets your team members know you are fully invested in their ability to engage in the programs and services that most closely align with their mental health and wellness needs. 4. Encourage team members to take breaks Eating lunch hunched over your computer or barely getting up throughout the day, except to use the washroom, does not support a sense of mindfulness. Clearly communicate with team members they are not only allowed, but encouraged to get up from their desks, stretch their legs and, weather permitting, take in some fresh air. 5. Be authentic about your approach to wellness If you are going to articulate a commitment to wellness, be sure your leadership team lives those values on a day-to-day basis. Just talking about work/life balance is not enough if your leaders still make a habit of contacting their teams at all hours outside the workday. Do not celebrate when team members don’t ever take sick days or neglect their allotted vacation time. Encourage them to unplug from work and (re)connect with the people and things they are passionate about. Most importantly, prepare your leadership team to welcome disclosures of mental health crises with empathy and compassion, and ensure they know which resources they can connect their team members with. 6. Regularly celebrate your team members Beyond not chastising individuals for mental health issues, it’s equally important to integrate gratitude and celebration into your regular work routine. Acknowledging team members’ efforts in positive ways will help them feel more valued and give them that essential boost of energy, which may help support their overall sense of self-worth and wellness. Partner with Learn2 to Achieve Workplace Wellness Work with our seasoned professional development specialists to identify ways your workplace can enhance its approach to wellness and see how your commitments result in happier and more successful team members. We can help organizations deliver heartfelt strategies that achieve both feel-good benefits and improve retention with tangible workplace improvements. Reach out to us today and let’s transform your organization into one of vibrancy, inclusivity, and productivity.

Woman developing her leadership skills with Learn2

10 Traits Every Great Leader Needs to Succeed

Effective leaders influence the team and achieve the most desirable outcomes no matter the scenario or circumstance. Great leaders know when to ask teams for advice, take risks, and have strong communication skills. Below is a look at the top leadership skills every great leader needs to have to succeed in the workplace. 1. Effective Communicator Communication is often given as the most important skill for leaders. Communicating effectively means being an active listener, being able to facilitate conversation, and also articulating and expressing thoughts clearly. From communicating about specific tasks to communicating about more emotional topics, the best leader corresponds easily with the team. 2. Innate Problem-Solver The best leaders are natural problem-solvers. They have no issue with thinking outside the box when needed or creating strategic plans to work through a challenge. Individuals can be better in certain areas of problem-solving than others, but good leaders can make quick decisions, adjust plans, and use the team to work through obstacles. 3. Motivated and Positive Personality A positive attitude from leaders supports a happier workplace environment, even during periods of stress. A leader that always seems motivated encourages the team to follow suit. 4. Trustworthy Person Team members trust leaders that portray integrity and credibility. Good leaders are conscientious, empathetic, and have a good moral compass when it comes to interacting with others. A trustworthy leader has no problem being held accountable, apologizes when they are wrong, and is honest with the team. 5. Responsible One of the more important skills for leaders is responsibility. A responsible leader has no qualms about accepting blame for what the team mishandles. They are quick to acknowledge mistakes and transparent about conflict. Not only will a good leader be openly responsible when something goes wrong, but they will also work to resolve those problems and learn from mistakes. 6. Committed Commitment is all about follow-through and perseverance. The best leaders commit to doing what they say they will do, even if that means they have to work longer or harder or adjust their plans. Team members can’t be expected to commit if the leader does not hold good on their intentions or promises. 7. Flexible Bumps in the daily list of to-dos are bound to happen. A flexible leader can regroup, adjust, and make changes at will. When leaders have the ability to accept whatever obstacles and changes come their way, the team learns to appreciate that skill. Oftentimes, flexibility keeps a leader even-tempered—they take challenges in stride. Therefore, the team can adopt that same outlook. 8. Charismatic Charisma is an often-overlooked trait of a good leader. Charismatic individuals are likable and exude a positive personality, which means others are more likely to be in tune with what they have to say. 9. Creative Teacher Leaders can be the best teachers and mentors. Their roles frequently place them in positions to instruct and guide, so a good leader must be capable of doing just that. A leader needs the patience it takes to work with team members who need guidance. They should also be able to adjust teaching methodologies to better serve individuals that may learn in unique ways. 10. Delegator Delegation is one of the key leadership skills for the workplace. A leader that knows how to delegate and make use of the skill sets of the team can get more done than a leader that tries to handle everything on their own. They can pass on certain objectives in a way that ensures they are adequately handled and free up time to focus on more important tasks. Help Your Leaders Develop Leadership Skills with Learn2 At Learn2, we offer both team building and leadership development programs, so organizations can develop the most effective teams and leaders for their operations. Contact us to start developing and nurturing your leaders by developing their leadership skills so that they can succeed and lead effectively.

Team engaging in participant driven learning development with a Learn2 program

Investing in Participant-Driven Learning Development

You know that the best learning is never an event. It’s a continuous process of discovering insights that are meaningful to you. You then consider what you are going to do about it. What if you got supported to deepen your insights and discover places to deliberately practice new behaviors? What if you were supported in translating insights into actual applications? What if you changed how you do what you do and created new value and benefits? Starting the Journey of Participant-Driven Learning A Participant-Driven learning experience delivers support to help your team put their learnings into practice. So, sharing the incredible evolution of our Naturally Series, we link the different learning components and modules with Power Modules in an entire Participant Journey. Learning and Development with Instructional Design The most important thing about developmental learning is to embrace some basic instructional design concepts, and understand how they apply to Participant Journeys. Start with the “Four D’s of Instructional Design,” to initiate well-designed learning. 1. Describe The facilitator uses POW to describe the concept, why it is important, what it can impact, when to use it, and the value it can provide INSIDE the Problems (challenges) your participant’s experience and the opportunities the participants experience. In essence, we share an XYZ of the benefits and impacts for the participants, teams, and leaders. 2. Demonstrate Using relevant examples, the facilitator demonstrates how the participants could use the new practice or concept and provide situational examples that show how it works and the benefits. 3. Do At this stage, participants begin to deliberately practice the new behavior themselves. Participants learn by doing, which makes the learning much more effective while building ownership. 4. Debrief The facilitator asks questions of the participants to have them actively reflect on their learning, asking questions like: Applying Learned Knowledge Knowledge and insights learned remain irrelevant until applied. Application of learning drives value as participants identify how and when to apply their learning, insights, and new behavior to impact the business. Impact coaching and impact projects support application and become ROI measures for the business unit and organization. So, in essence, the first two stages – Describe and Demonstrate – are the context, and the second two stages – Do and Debrief – are where the actual learning takes place and ownership gets created. Reinforcing Skills Through Learning Experience We support participants by reinforcing what teams have learned through their development. The learning modules in the Prepare phase of the participant journey engages participants with assessments, tools, and videos to reduce the “Teach” or “Learn” portion of programs. A key benefit of this is that it allows more time for the Describe and Demonstrate stages – which becomes the value moving forward from the actual experience. In this way, more time during the learning experience gets invested in the high-value “Do and Debrief” stages, where the key learning happens for participants. The Difference in Learn2’s Participant-Driven Approach Our participant-driven approach is what makes us different. For example, with the Naturally Series, at least a half-day’s worth of teaching gets completed online – before the experience! We make the participant-driven experiences more immersive, more relevant, and of course – more participant-focused leading teams to drive better outcomes from their experience. Participants then drive faster implementation, which becomes the source of the actual transformation. Creating an Environment for Efficient Learning This approach to team learning delivers value at least 10 days in advance of the experience. The learning in our 10-day pre-experience means less time during the experience is spent teaching, which leaves more time for learning. With this, a full-day Naturally experience can be configured to address your pain points (objections, questions, acknowledgement, etc.), and your team learning becomes more efficient as we reduce the teaching required during the experience. Compare that to an ongoing business transformation journey, where participants apply their learning, then gather together again for another experience. Each time, participants get Describe and Demonstrate in advance and then receive Reinforcement, Sustain, and Amplify after. When you consider what you want from your team, whether it be better communication, more ownership, or clearer responses, the value of our journeys becomes incredibly clear. You do not get learning; you get best practices that drive better business value. Any difference in investment is insignificant, given that there is a much better chance of altering behavior in an ongoing amplifying program. Participants receive at least 2.5 times more learning than they would at an actual 1-day event for less than double the cost of a 10-day program. Work With Learn2 to Enhance Your Team’s Learning Empower your team to learn while enhancing communication and collaboration. We worked hard to get this all put together, so you and your business can focus on creating lasting organizational development.

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