In the largest study ever undertaken into what makes some leaders particular inspiring (400,000 employees rated their 40,000 managers on their ability to inspire) we found that formally polling people for their input on a regular basis was one of the most impactful habits a leader can build. Here’s how to do it.

You don’t know what your people are thinking!

Most leaders make the mistake of assuming that they understand what’s going on in the minds of those working for them – don’t assume. Make it a point to solicit feedback from all of your people on a regular basis – in one-on-one encounters and in group meetings.

Here are some key points in seeking input from your people:

• Create a new habit. Regularly put each of your people in a situation where they have to contribute and they’ll come up with input you never expected. When they do so you make them feel bright and valuable – and instantly raise your own leadership charisma, whilst at the same time getting valuable input that will make everyone’s life easier.
• Involve everyone. Some people have no problem providing feedback in your everyday meetings and in other public forums – but some will shy away from this. Make it a point to seek input from those who hold back in group meetings. Most people who hold back in this manner do so because of lack of confidence in what they have to say. Build their confidence by calling on their input every so often in group sessions -“What’s your take on this David?”, or “How would you do this Marie?”
• Get them one-on-one. If you still find it difficult to get them to contribute in such forums, then get time with them one-on-one and solicit their ideas. Making another feel valuable is one of the most charismatic acts possible – and a critical way of doing so is simply to ask for their input and suggestions. You’ll build their own confidence in the value of their insights – again raising your own charismatic impact. In every conversation make it a point to ensure that you have taken ideas, opinions and suggestions from every party to the conversation before you make any decision or determination.
• Follow through. The first time that you take feedback, nod sagely and interestedly at the suggestions, and then proceed to do nothing whatever to follow up is the last time you’ll get valuable feedback. The feedback loop remains open, and a charismatic impact is achieved only when you close the loop by being seen taking some action. When you act on feedback you applaud the contributor and encourage more feedback.
• Feedback. Even if, having considered someone’s contributions, you must later come back and explain why their feedback did not result in the action they’d have liked this is vastly preferable to simply ignoring input you do not like.
• Review your performance. How well are you doing soliciting input from your people (or as a leader in general)? Unsure? Use the Checkpoint 360 to find out.

Now, having read this post, stop and think: how do you feel when someone you respect, especially someone in authority, offers you the compliment of looking for your input on a key topic? Pretty good, huh?

Develop a habit of doing just this with your team and watch how you become a much more inspiring leader and how your impact on your people rises dramatically (btw if you’re looking for practical advice on how to do this, check out ‘Leadership Charisma’).

Article posted by Deiric McCann at Profiles Global Business Blog

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The post Inspiring Leaders Seek Input appeared first on Profiles Business Post.

How Talent Management Tools Help Managers

If a stranger asked you to rank your management team on a scale of one to ten in areas like communication, delegation, etc,  what would you say? Most people would rank them unrealistically high for fear that their answers would get back to their boss. How many of you can say that you would answer truthfully and honestly?

Despite all the training and coaching that management personnel can put employees through, a true manager also knows that they themselves are not perfect, and that they can always improve on their management skills. Most of us work with a variety of people, and all people require different levels and amounts of coaching and mentoring from their superiors.

Everybody cares about what others think of them, it’s human nature. But what if you could find out exactly how you were perceived as a manager in your organization? Think of all the things you could do with that information. What if you knew how your employees really felt about you? Think of the many ways you could use it to motivate and engage your employees more effectively. Feedback programs (being assessed) can be a sensitive subject for all parties involved because of fear. Managers fear they are not doing a sufficient job. Employees fear if they are honest, they will get in trouble for any negative feedback about how a manager does their job.

As a manager, you may think you are an outstanding communicator, but how do you rank in the eyes of the people you are communicating with? How are you perceived as a manager?

The CheckPoint360™  is a tool that looks at how a manager thinks he or she conducts work on a daily basis, and how the employees perceives the work of this manager. Both parties (manager and employees) carry out the assessment and the end report shows two things:

1. Strengths – What you are great at. You think you work well in this area and your employees agree. A happy team. Keep it up!

2. Perception by others. Areas that you may not be as strong as you could be. This could be two things: one is a performance gap. For example, you think you delegate work effectively on a day-to-day basis, however, your people may be unsatisfied with your method for doing so. It could also be a perception gap. You may in fact be delegating work effectively each day, but they perceive that you are not. With these types of results, depending on the issue, the CheckPoint360™ report will provide you with a positive direction on how to change that and raise your game.

Either way, now that you know how your people are thinking, you can modify your behavior, change the way you manage, work on your skills, and immediately raise your game to be a superior manager.

In the example of delegating work effectively, perhaps you need a weekly meeting, wherein employees outline the work that was appointed to them so all employees can see how you are delegating the work load. The team will have a clear outline of what is required of them, and possibly notice ways that they can help each other to work more effectively.

The CheckPoint360™  is only focused on strengths and development areas, not weaknesses. It is not about attacking managers; it is about helping them with a strength analysis.

Equipping your organization with the CheckPoint360™ solution has numerous benefits, but one in particular is priceless, and one that most managers will never have in their career. The view of yourself in a working environment through the eyes of the people you are trying to motivate to work for you!

Article posted by Aoife Gorey at Profiles Global Business Blog

If you need to develop the managers in your organization that drive performance, we strongly encourage you to test drive our Profiles CheckPoint360™ assessment – 100% risk free!

The post Understanding What Employees Need to be Successful – How Assessments Help Managers appeared first on Profiles Business Post.

Think quick: what are your company’s core values? Does your company have a mission statement? What is it? Odds are, it probably has a lot of nice-sounding words in it like “integrity,” “respect,” “communication,” or “excellence.” That’s great, but do those words accurately reflect your company’s values? Does your company hire people who reflect them?

Reed Hastings, CEO of Netflix , shared a report on what drives the people who work there. Netflix believes that, “The actual company values, as opposed to nice-sounding values, are shown by who gets rewarded, promoted, or let go. Actual company values are the behaviors and skills that are valued in fellow employees.” So, are your company’s values reflected in your company’s culture or is it just a nice slogan? Here’s three ways to make sure your organization has a culture that matches its values:

• Clearly establish values – You may have a mission statement hanging in the lobby or in small print on the website, but do your employees know it? The first step in making those words a reality is making sure employees know those words. Make sure you have a single, simple set of values that are clear and accessible to employees.
• Start at the top – Having leaders who demonstrate the company’s values is essential to making it common practice in your organization. If leaders don’t abide by the core beliefs of your organization, it’s likely that employees won’t either. The leaders in your organization should be role models of expected behavior.
• Company policy must reflect values – This is probably the most important point. How your company hires, fires, and promotes should all be based on company values. These will differ based on the organization. For example, a software company may value creativity, while a bank may value accuracy and attention to detail above all else. Obviously, the criteria for who gets hired, promoted, and replaced will be drastically different, because each company has different core values.

In an article for Grasshopper, Core Values and the Companies That Do Them Well, they outlined the companies who have exceptional cultures as a result of their commitment to their values. Here are a few of the noted companies:

• Southwest Airlines – Southwest Airlines is a textbook example of a company who takes their values seriously. They are always listed among Fortune Magazine’s Best Companies to Work For and were one of the only airlines that remained profitable in a poor economy. Co-founder of Southwest Airlines, Herb Kelleher, is clear about Southwest’s dedication to their customers and their experience, and as such, Southwest only hires people whose values match that of their own.
• Google – Google’s core values are simple to remember. “Don’t be evil,” is one of the company’s internal slogans, and co-founders Larry Page and Sergey Brin expressed it early on. The article states, “Despite criticism of what some believe to be intrusive advertising in Gmail and other services, Google has largely kept its word. In addition to challenging government requests for user data, Google recently made headlines by refusing to continue censoring its Chinese search results.” Another of Google’s core values is innovation. Google allows its employees to use up to 20 percent of their work time on projects they feel would be beneficial to the company.
• Johnson & Johnson – Johnson & Johnson’s core values are listed plainly on their website. It states, “We believe our first responsibility is to the doctors, nurses and patients, to mothers and fathers and all others who use our products and services.” A long-time subject of study in business and ethics curriculums, Johnson & Johnson is a great example of a company dedicated to adhering to their core values. In an unprecedented decision in 1982, they recalled $100 million in Tylenol after reports of cyanide poison in the medicine.  Grasshopper writes, “While it would arguably have been easier (and cheaper) to deal with lawsuits from the poisoning deaths on a case-by-case basis, Johnson & Johnson wasted no time pulling its top-selling product off of store shelves across the country – even though the contaminations were later found to have occurred only in Chicago.”
• Starbucks – Starbucks is known as one of the world’s most ethical companies, and rightly so. Their values include third-world aid, community service and being green. In adherence with their values, Starbucks only buys fair-trade coffee beans and donates a portion of its Ethos water product to help people in under-privileged areas get clean water. They are also always active in the communities they have stores in, and were a major help in the reconstruction efforts in New Orleans after Hurricane Katrina.

These companies are shining examples of “walking the walk,” and making their company values more than just a slogan. By developing core values and sticking to them, you develop a company culture that benefits not only your bottom-line, but your employees, customers and community.

Does your company’s culture accurately reflect your organization’s values? How do you make your values more than just a slogan?

Article posted by Sarah Watson at Profiles Global Business Blog

The post Walk the Walk: Make Company Values More Than Just a Slogan appeared first on Profiles Business Post.

What are you thinking about right now? You probably have deadlines to meet, bills to pay, places to be, procedures to follow and projects to complete. Life can be stressful.

Too much stress is damaging, especially in the workplace. Whether we realize it or not, stress affects our health, relationships, day-to-day activities and productivity. So, it’s important to create the best environment for you and your employees to minimize and manage stress at work.

An infographic titled, “Desk Rage: The Tell-Tale Signs of an Overworked Employee,” presents shocking facts about workplace stress in today’s fast-paced society. Did you know:

• 40 percent of workers say their job is “very or extremely” stressful
• 1 out of 4 employees view their jobs as the number one stressor in their lives
• 35 percent reported that stress at work interferes with personal or family time
• 66 percent suffer from stress-induced health issues

We are biologically wired to experience stress to survive and cope with surprises. Stress is situational and it’s different for everyone. In an article from CareerCast, Karon Sothers, a stress reduction expert, says, “Our perception of a situation plays an essential role in our stress levels.” Stress affects people differently. Sothers also points out that the level of uncertainty in the workplace increases people’s stress levels.

CareerCast, a popular career site, presented The 10 Most Stressful Jobs for 2012, based on 11 different job demands, which include deadlines, travel, working in the public eye, physical demands and putting one’s life at risk. The Top 10 Most Stressful Jobs for 2012 are:

1. Enlisted solider
2. Firefighter
3. Airline pilot
4. Military general
5. Police officer
6. Event coordinator
7. Public relations executive
8. Senior corporate executive
9. Photojournalist
10. Taxi Driver

CareerCast’s list appears to be based heavily on dangerous and crisis-centered occupations, but all jobs can be demanding and stressful. When employees are stressed, they often begin to show negative signs and changes in behavior, such as irritability, poor memory, lower quality of work, fatigue, bad time management or increased sickness. This obviously hurts employee motivation, productivity and wellbeing.

“People who have thriving wellbeing have a 35 percent lower turnover rate than those who are struggling,” Tom Rath, author of Wellbeing: The Five Essential Elements, said in an article from Gallup Business Journal.

To manage stress at work, it’s important to keep your wellbeing in mind as well as the wellbeing of everyone in your organization. Look for the warning signs of overworked employees. Are your employees loosing energy? Are they still producing top quality work? Are they calling in sick more than usual? If you start to see increased stress at work, communicate any problems or challenges with your team; let employees know their work is being valued; and give employees some flexibility if they are feeling overwhelmed.

How do you manage stress at work? We want to hear from you! Comment below or share with us on Facebook 

Article posted by Christina Krenek edited by Heintjie Santos

The post Stressed at Work? You’re Not Alone! appeared first on Profiles Business Post.

Leadership IQ, a firm that provides research and executive education to top companies, conducted a study of 20,000 newly hired employees that shows 46 percent of all new hires fail within 18 months. This happens not because the new employees lack technical skills, but because they are not coachable, have the wrong temperament, are not motivated, or demonstrate other problems “that never get assessed in the interview.” What about the candidate’s resume? Another study shows that 70% of college students would lie on their resume to get the job they want, according to Accu-Screen, Inc., ADP, The Society of Human Resource Managers.

To catch these mismatches, screening interviewers need expert coaching to help them look beyond technical skills and resumes and ask the right follow-up questions in the interview. This will cut back on high turnover!

Does your company have a hiring process? Yes or no, do interviewers get trained? Profiles International did a study that compared the opinions of C-suite executives with non-executives regarding how their companies follow best practice guidelines in recruitment and selection, including adhering to a consistent hiring selection process and preparing interviewers for their tasks. The study concluded that about half of the C-suite executives (55%) and only 48% of non-execs are certain that their companies train their interviewers in the selection process. So what can you do to ensure that your company has a proper process for selection?

Here are three steps to create a reliable and consistent hiring process:

1. In order to make sure that new hires don’t fail, it is crucial to first align senior-level leadership, human resources, and hiring managers in the company’s hiring process. First, develop an effective hiring strategy to help ensure that there is a consistent selection process to filling all positions. If everyone is on the same page, hiring mistakes will drastically decrease! Next, make sure that you clearly define each position’s job requirements. Instead of focusing on the tasks for that position, focus on what characteristics the candidate should possess in order to be successful in that position. An easy way to do this is to look at past and current employees who have excelled in that position and see what characteristics they possess. Once the job requirements are in place, then set up an employee screening system. The employee screening system will allow the hiring and selection process to become more consistent.

2. It is imperative to train and coach the interviewers. The process is more likely to go smoothly if interviewers understand it, buy into the reasoning behind it, and know what to do. Can you believe that most hiring decisions are made within the first 4 minutes of an interview? This is a huge mistake! This is where training becomes vital. Go one step further to give them guidance and help them probe deeper into a candidate’s suitability by creating customized interview questions beforehand. Be sure to train the interviewer on the proper techniques of an interview. Make sure they know what they can and cannot ask. Have them look at the applicant’s education and skills, but most importantly, have them assess the potential hire’s behavior. Knowing this type of information will allow the interview to make better judgments about the candidate’s chance for success.

3. If your company doesn’t already have one, develop a new hire orientation. Orientation is an important aspect of the hiring process. Give them a full tour of your facility, introduce them to the staff, and explain how the company operates. Once, when I was on an interview, they showed me around before I was even offered the job. It allowed me to see first-hand if I would like the atmosphere and be a good fit. Next, when they are hired, continue the orientation on the first day. This is the time where you can cover basic HR aspects such as policies and procedures. Be sure to cover the company goals and the company culture. Explain to the new hire how their role is critical and necessary in order for the company to achieve success. This will help the new candidate feel important, and will most likely give them a sense of need and purpose. Remember to leave time for them to ask any questions they may have.  A great orientation will increase retention with your new hires!

Don’t let your company become another statistic! Selection and on-boarding is an important part of every company. When you select the right person for the right job it cuts back on training costs, high turnover, and loss of production. Create a new hiring process today!

What does your hiring process include that has proven to be successful in selecting the right candidate? Tell us in the comments section below.

Article posted by Lauren Tighe at Profiles Global Business Blog

The post Your Hiring Process Could be Costing You appeared first on Profiles Business Post.

Relationship building is an art, but not every manager is a natural relationship artist.

We have recently covered many solutions to managing difficult employees, but just as often as employees can act up, so can the boss. Ineffective managers can contribute to the decline of productivity in the workplace. Organizational leaders who pay attention to detail should act quickly if they detect any symptoms of incompetence.

Incompetent Managers:

• Discourage decision-making by failing to make decisions themselves, or by refusing to own up to a decision if it might end in criticism
• Prevent the completion of tasks because they are unable to delegate for fear of being outperformed by their team members
• React to problems instead of creating an organized plan
• Hinder development within themselves and their employees, which inevitably stunts the overall productivity of the company
• Communicate the organizations goals and objectives ineffectively

Providing mentoring to managers may not always be easy, but it is always essential. Whether you find yourself struggling as a manager or attempting to lead these managers, here are some great tips to transform mediocre and incompetent managers.

1. Start small – Make everything better
Take pride in each and every task that you must accomplish. Exert the necessary energy to do each task better than ever before. Of course, it is easy to do the bare minimum; however, what if instead of the norm, you went above and beyond? You do not need to reinvent your product line, or revamp a strategy in your organization. Instead, challenge yourself to strive to make your daily tasks insanely great! Something as simple as answering the telephone; take each call with enthusiasm and willingness to help. Igniting this change in your department will be evident among your team and encourage them to take the same approach in their work.

2. Enjoy what you do
Whether or not you enjoy every minute of your work day, you should be able to find some satisfaction in going to work each morning. Don’t just do your job, love it. Connect with co-workers in other departments, devote yourself to your team, and be enthusiastic about your company and what it stands for. This type of attitude causes a domino effect of positivity. According to Radical 1000 research, 87 percent of people would choose a job they love that reduces their salary by half over a job they hate that triples their current salary. When you care about your job, you are ultimately more productive. How can you expect your team to be excited about work if you are not?

3. Recognize a job well done
Does your boss take credit for your work without giving you the recognition you deserve? We all have our moments of complaining about these ‘bad bosses’. Employee recognition, although a simple concept, works. Employees feel better and work harder. This positive attitude is easily transferred to customers. Many companies argue that their employees are the backbone of their organization, yet so many managers fail to show employees the recognition they deserve. If your budget does not allow for a monetary bonus, do not underestimate the power of verbal praise. It is human nature to appreciate feeling valued. Employee recognition should be immediate upon accomplishment and/or high performance.

4. Map out your management team
Determine the individuals that have what it takes to be a manager. Do this with a thorough assessment of his or her behaviors and interests. Evaluate your current managers with a 360 degree feedback system. Reassign underperforming managers who likely have less interest in or aptitude for leadership to other positions in your organization where they have the potential to become top performers.

What has been your experience with incompetent managers? How do you mentor these individuals in your organization? Let us know in the comment section below

Article posted by Aoife Gorey at Profiles Global Business Blog

The post Avoid Mediocrity: Ways to Transform Incompetent Managers appeared first on Profiles Business Post.

Did you know that you are giving an average of 38% of the assets of your company to every manager and leader you place in your organization ? By giving them insights into their own strengths and surfacing self improvement opportunities, you equip them to increase their employee engagement and achieve higher standard of productivity

Here’s what you’ll learn in this webinar:

• How you can develop your managers from day 1
• How to implement a leadership strategy specific to the needs of your unique organization
• How to hire the right leader / manager the first time.
• Identify and develop future leaders of your organization

CLICK HERE TO WATCH ON-DEMAND WEBINAR >>

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• 3 Practical Steps for Leaders to Better Motivate Employees
• The Annual Performance Review Doesn’t Have to be Painful
• Looking Beyond the Job Description
• 10 Tips for Employee Motivation This Summer

The post Developing Successful Managers and Future Leaders [On-Demand Webinar] appeared first on Profiles Business Post.

“Having the right people with the right skills in the right jobs can result in a significant competitive advantage”

Profiles International’s study, Top Five Strategies for Motivating and Retaining Top-Performing Employees examines the top five strategies for motivating and retaining top-performing employees:

1. Employee Orientation
2. Performance Evaluations
3. Occupational Assessments
4. Succession Planning
5. Terminating an Employee

CLICK HERE TO GET YOUR FREE REPORT>>

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• 18 Quick Ideas for Motivating Employees with Quirky Personalities
• Case Study – Using Assessments to Increase Sales Rep Productivity by 28%
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• The Secret Behind Transformational Leadership [On-Demand Webinar]

The post Top Five Strategies for Motivating and Retaining Top Performing Employees [Whitepaper] appeared first on Profiles Business Post.

Summer has  started. It’s time to put on your sandals, grab a cooler and hit the beach for a few months, right? Well unlike kids in school, the workplace doesn’t have a summer break. With all the summertime hype and beautiful sunny days, it may be difficult to stay focused at work. But the summer is actually the perfect time to rejuvenate and get motivated. So here are 10 great tips to maximize employee motivation and keep employees happy and productive this summer.

• Send Employees the Game Plan – With the start of a new season, remind your employees of the company goals and objectives. This will make sure everyone is on the same page and clear up any confusion or questions. It’s also effective to receive input from your employees. Do they have any suggestions to add or change?
• Tidy Up the Office – Believe it or not, having a clutter-free environment is one of the keys to productivity and success. A clear desk equals a clear mind. Encourage employees to throw away or recycle documents they no longer need and replenish office supplies. If your budget allows, now is also a great time to update your technology and resources; outdated tools can be a major productivity blunder.
• Offer Flexibility – Studies have found that work weeks of more than 40 hours can be harmful for employees and the organization as a whole. Giving employees a reasonable and respectable amount of flexibility actually promotes productivity. Have you ever thought of a summer hours program? An article from Inc.com shares tips and ideas for creating an effective summer-hours policy. It’s important to give employees flexibility while keeping track of their productivity and making sure all demands are still met.
• Encourage Healthy Living – Work can definitely be stressful, and too much stress has a negative impact on your health. Recent research has found that 86 percent of full-time employees in the U.S. are above normal weight or have at least one chronic condition, which results in loss of productivity and profitability. Don’t let your employees get burned out! Make sure your employees have time to stay healthy, both physically and mentally. If you don’t have one already, start an employee or corporate wellness program. Encourage walking or jogging programs and offer healthy food and snacks in the office. Successful wellness programs save money, increase productivity, improve morale and improve the quality of life for employees.
• Coordinate a Summertime Company Event – The weather is beautiful, so why not have a companywide leisure event? It’s a great opportunity to invite families, encourage a positive corporate culture and show employees they are truly valued for their hard work. Inc.com even suggests having a company picnic. Whatever the event, it’s a great way to show your employees you care and keep them motivated!
• Focus on Team Building – In the middle of all the projects, deadlines and meetings, teamwork may be shoved under the rug. A strong team that understands and respects each other is an effective team! The summer is the perfect time to plan team building events and coordinate group brainstorming sessions. Make sure all employees are free to share their own ideas and collaborate. Here are five useful tips for creating a team building culture at work.
• Deal with any difficult employees immediately – Do you have any employees who are causing problems? Don’t let bad attitudes bring down your team and productivity. If you want to keep motivation up this summer, it’s time to manage any difficult employees and minimize conflict.
• Have causal dress days – During the warm summer days, why not have a few “Jeans Days!” This promotes an enjoyable atmosphere and gives employees a break from slacks or high-heels. Of course the casual dress days should be scheduled when appropriate. It’s a good idea to coordinate them around holidays or company events.
• Read for inspiration – With longer summer days, it’s the perfect time to sit back with a cup of lemonade and read a good book. There are some great books out this summer that inspire new leadership ideas, tools and techniques. Here’s a complete summer reading list from The Washington Post.
• Enjoy your work – Ultimately, employee motivation comes from engaged workers and just enjoying your job. A quote from Maya Angelou explains it perfectly: “Success is liking yourself, liking what you do, and liking how you do it.”

How will you stay motivated this summer?

Article posted by Christina Krenek at Profiles Global Business Blog

The post 10 Tips for Employee Motivation This Summer appeared first on Profiles Business Post.

Searching for a job in today’s workplace is like being in a battle zone. This means that you are likely to face an army of competition for every job to which you apply. How do you stand out?

Taking control of your own training and development could be the answer. Traditionally, training and development has been something our employers provide. They tell us which training sessions to attend and we attend them. They tell us which skills we need to know and we learn them. This can keep you behind the ball, especially in today’s competitive environment. It is necessary now more than ever to be a self-starter when it comes to learning new skills.

Technology has taken over the business world. Tech companies are always releasing new software that provides a faster way to do things or a way to automate certain processes. The people who know how to use these technologies are in high demand, a large part of the reason people with IT skills have a much lower unemployment rate than other people. “But, I do not have an IT-related degree,” you are probably thinking. Many of us don’t have a degree related to the in-demand software skill of the moment but that does not mean you do not need to be technologically savvy. If you provide any business function, you will more than likely use some type of software to streamline and manage the basic functions of your job.

So what is the best way to learn new skills and feel confident enough to put them on your resume? Your first inclination may be to go back to school. Unfortunately, the soaring cost of higher-learning eliminates that option for many people, especially if the return on investment is uncertain. For those who are looking for lower-cost options, certification programs and online training resources could be the answer. There are a multitude of resources online that teach skills, from programming to how to become a social media whiz. “”There is an amazing abundance of useful information on the Internet these days,” said Madeline Ann Lewis, CEO of the Deline Institute for Professional Development, a career coaching firm. “So much in fact, that it comes very close to being equally as effective as formal education.”

So, if you are looking to update your skills to improve your chances of landing a job, or just to become a more valuable employee, here is a good place to start:

1) Determine the most in demand skills for what you are trying to do.

Take the time to do some research on skills that are in high demand in your field. Look at multiple job descriptions, even if you are not planning on applying to each of those jobs. Make a list of the skills that show up again and again. Pay special attention to job descriptions that have a “would be nice” section. This is where employers list the skills that are not absolutely necessary, but that they would love to have. These will be the skills that set you apart if you can gain competency in them.

2) Find resources.

Once you have determined which skills you need to improve, seek out resources that provide training or certification courses in those skills. Codecademy offers free classes in a variety of coding languages. Tim Saunders was not a programmer, and after learning some basic coding through Codecademy, he got a promotion! If you are searching for a marketing job but your social media skills are rusty or nonexistent, that could be a good place to start. Progressive Business Executive Education provides many online classes on how to use Microsoft Excel to format and sort data, a useful skill in a variety of business functions. The resources are out there if you search for them.

3) Review new knowledge regularly.

The process does not stop once you have completed the training. If you don’t use it, you will lose it. If you already have a job, seek out a way your new skill can be used at work. If you are on the job hunt, set aside time on a regular basis to practice your new skill.

In today’s workplace, the best thing you can do is continually learn. We live in a time where information is easily accessible via the Internet, so why not take advantage of it?

Have you ever used an online training resource to update your skill set? Which resource did you use? Let us know in the comments section below or on Facebook.

Article posted by Diamond Richardson at Profiles Global Business Blog

The post Take Control of Your Own Training and Development appeared first on Profiles Business Post.