When was the last time you reviewed your LinkedIn profile to make sure it’s really working for you? Gone are the days when the sole need for this was to secure your next position; millions of us across the globe now use LinkedIn on a daily basis for to seek new ideas and opinions, network and help others.
That said, if you are looking for your next move, it pays to make sure your profile really sells you in the best way, and that doesn’t mean it simply existing to be a carbon copy of the content on your CV. You can significantly multiply your profile views, connection requests and messages by taking some simple steps, such as having a great profile picture, a good balance of interpersonal skills / technical expertise and optimised keywords.
We love this ‘cheat sheet’ from Leisure Jobs. Even though LinkedIn significantly updated their interface in January 2017, much of the cheat sheet still holds true. Click the image below and put some time aside to work your way through your LinkedIn profile to give it the spring clean that it deserves!
Get in touch to find out how we can support your people and your business!
A simple Google search for ‘training providers uk’ delivers over 60 million results, so where on earth do you start?!
Of course, word of mouth, referral and customer testimonials are important, but you still need to make sure that the ethos and approach of the training consultancy that you choose will be the best fit for your business culture and development need.
At Right Trax Training, we pride ourselves on approaching development in a different way to most. We offer a learning and development consultancy service that matches if not exceeds the quality of other big players in our marketplace through our personal approach.
Taking the time to get to know you, your business and your challenges, we create tailored interventions that support your people but ultimately, grow your business and the bottom line.
Want to know more? We’d love to hear from you so get in touch to find out how we could be the training consultancy for you!
On-the-job, from others or through formal learning; take time to reflect on 70:20:10 and where your development comes from.
The 70:20:10 model of learning embraces the idea that:
- 70% of learning happens on the job,
- 20% of learning happens from those around us and
- 10% of learning is done through formal training and education programs.
We forget more than we remember!
In 1885 Hermann Ebbinghaus studied the memory and found that within 20 minutes people forget more than 40% of what they learned and within an hour people forget about 56% of what they have learned and from there the ability to recall gets worse. It isn’t that we don’t want to learn, it is simply that our brains just aren’t that great at retaining information that we don’t use or practice in the time immediately after learning it.
This weakness in our brains means that one of the best ways to learn is on-demand, right when you can use it and practice it. This is why it is effective to use a model where 70% of the learning is in the moment and hands on. When companies get this right, they see a shift towards greater productivity and a lowering of the cost of and increased return on investment from development.
Learning from Others
The 20% of learning from those around us is invaluable (e.g. peers, co-workers, managers, coaching, feedback, mentoring, etc). This isn’t something that an organisation should force, but instead allow to happen naturally with a culture of collaboration and knowledge sharing. When we know that we can rely and fall back on the experience of others, we are more confident and willing to push our boundaries to learn more effectively.
The Importance of Formal Learning
Though formal learning accounts for the final 10% of the model, it is still vital and important…but of course it needs to be quality learning with clear objectives and content that achieves them. Key to the formal learning, and most forgotten, is how it links to the 70% and 20% in terms of applying learning on-the-job and working with others to apply, embed and reflect on learning. Whether through management training or initiatives such as interpersonal skills workshops, work out how learning will be embedded on-the-job and through others, as well as in the formal environment.
What do you do to develop yourself in these areas:
- 70% – Learning from experience (trial and error, etc)
- 20% – Learning from others (feedback, exchange of experiences, etc)
- 10% – Learning from formal training and development
At Right Trax Training, we work hard to combine the 70:20:10 model of learning to help your people and your business to grow. Find out more about the management training and interpersonal skills workshops that we offer or get in touch to talk about how we can help.
It is very easy to expect organisations and managers to provide everything for employee training and development needs, but do we do enough to take control for ourselves?
A recent survey by Penna Consultancy shows the disparity between managers’ and employees’ opinions about how they feel they are supported in their career.
“91% of managers agree that they support employees with opportunities, definitely or sometimes, despite 29% of employees saying that they don’t.“1
This means that one out of every three employees don’t feel supported – not a great place to be. Realistically though, regardless of where your support comes from, who should be owning your learning and development and providing suitable opportunities…you or your manager?
How many of these statements do you recognise?
- I’m waiting to have my review with my manager.
- There are no training courses I can sign up to at my company.
- The sign-off process for training is really complicated.
- There is no budget for development or training courses.
- I don’t have the time to focus on my development.
- I don’t know what I can / should do.
We can easily pass the buck to someone else; it’s much more difficult to face the truth and take control for yourself. So, what can we do to break these bad habits? How can we start to take back the control?
Try these three simple steps:
- Take some time for self-reflection:
- Ask yourself what opportunities did you take advantage of and have you created any for yourself? Try completing a SWOT analysis – this is a process of self-analysis and personal reflection of your Strengths, Weaknesses, Opportunities and Threats to personally evaluate your development needs. Download our SWOT template to get started!
- Identify your goals and aspirations:
- Consider the goals that are important to you and think about what skills, knowledge and experiences you will need to get there. Find some help on this here in one of our recent blogs.
- Create your own personal development plan
- We don’t mean a PDP that you only pay lip service to! Pull everything together to create your own tailored plan. Keep it simple using a straightforward format that can be easily referred to and updated.
So the next time you think you haven’t had any development or support from your manager, remember it’s as easy as 1, 2, 3. After all “If you aim at nothing, you’ll hit it every time.” Zig Ziglar
This week, we’re looking back at our top 10 most-viewed blogs…so grab a cuppa and look over some of your favourite articles in one handy little package.
It already feels like a while since we relaunched our website back in July last year – where does the time go!? Since then, we’ve been hard at work to keep bringing you a variety of content to whet your developmental-appetite. We hope you enjoy looking back over some of your favourite most-clicked articles!
Few organisations have a plan for how their people should manage conflict and disagreement, even though these are an almost inevitable part of working life.
Exhibiting attributes such as excellent communication skills, a positive attitude, and the ability to work well as part of a team, are rapidly overtaking the usual suspects such as language skills or computer programming.
It’s often seen as a laborious and unnecessary ‘tick box’ exercise – preceded by lots of last minute scurrying around for evidence – and little else…but if this is the case for you then you’re missing a trick!
No matter who you are or how good you think you are, a mentor can be an invaluable asset to your personal and professional success.
We often pride ourselves on our strong listening skills, yet we are guilty of demonstrating the complete opposite not only when listening to others, but when we want to be listened to!
Great teambuilding happens when we are able to better understand individual strengths to unlock how the team can be stronger together…but how can you make it happen for you?
With 1 in 3 of the UK workforce quoting flexible working as their top employer attribute, businesses must respond accordingly to attract the best talent.
Being a great listener is a valuable skill that we can all work at improving and developing…but how often do you stop to consider just how good your listening skills are?
Most of us will experience some workplace stress at some point. This is normal; but a disproportionate amount of stress – or an over exaggerated reaction to it – can interfere with productivity, and have a truly detrimental effect on our welfare and the business.
If you’ve ever considered having a bit of a makeover, either personally, for your home or your business, you’ll understand just how difficult it can be; and it’s no easier when you want to do the same for your company brand and website!
Were any of your favourites not in the running? You can find the complete back-catalogue here!
Get in touch to find out how we can help put some of these ideas into practice for you and your business.
We get so swamped in the day-to-day that our own personal development is often the first thing to fall by the wayside. It’s time to ask yourself some tough questions!
We all have hopes, dreams and ideas for the future; what we would like to be doing, things we would like to have or places we’d like to be, but how often do we actively develop ourselves towards these goals? Or stop to reflect just how near, far or realistic they are?
Ask yourself these questions. They’re written in no particular order and we’d love to hear your thoughts on your favourite or other questions that you ask yourself!
- How much time do you spend developing yourself?
It sounds brilliantly simple in practice: put aside a set amount of time each week / month for your employee training and development…and it is! However, how many of us actually do this? Then, if we do it, how easy it is to keep nudging it back in our calendar when something else needs to take priority! If you have found yourself in this situation, look at other options for self-development, such as great books to dip into when you can, opportunities to develop on-the-job or simply by asking those around you for feedback. How often do you spend some time half-aimlessly meandering the Internet to seek out new ideas? Or take time-out to reflect on how your week has been?
- Where do you want to get to?
What are you trying to achieve? This is a big question that too few of us seem to contemplate. Once you know what this is, you can then build your goals and targets against this. You can begin to measure your progress against these goals to see a demonstrable shift in your development and your achievements. Understand that we are each in control of our own development; no-one else is going to do it for you. Be empowered to get yourself to where you want to be rather than over-relying on others.
- How do you best learn?
We see so many people shoe-horned into other people’s way of thinking or learning, rather than simply tuning in to how we each like to learn in different ways. For some, reading a textbook at bedtime will work wonders, sure, but it’s not for everyone. Similarly, many people are fired up by academic study whereas others will find this an extreme challenge. Try to integrate your preferred ways of learning into your approach: whether that’s getting stuck in, reflecting on your approach or searching for valid arguments and counter-arguments to back up your thinking.
- What’s really important to you?
Our personal values are the characteristics and qualities that form the rules we live by. When we consider our own development, we often forget about our values, leading to many people feeling the need to develop in a way that goes against the grain for them. It’s important to identify your values so that you can make good decisions, otherwise you will lack the drive and motivation to really develop at all.
- What can you do today that will scare you?
We loved these ‘12 Uncomfortable Things…’ that we recently shared on social media, and it’s true: how often do we truly push our comfort zone to the point of discomfort or fear? As long as we aren’t pushing ourselves to breaking point, this is where the great stuff (i.e. learning) happens!
What will you do today to take back control of your development and your future?
If you’re a business owner, manager or leader, how happy are you with the employee training and development that you provide?
You’re probably aware of how important staff training is to your bottom line and to support your people in working together to bring projects to completion as successfully as possible. The ongoing learning and development of your employees is essential in order to equip them with the skills they need to be as effective as possible. However, how good has the professional training that you have previously invested in really been?
The Importance of More Intuitive Learning and Development
It’s no secret that the days of the PowerPoint presentation are (hopefully) numbered. Your businesses employees don’t just need instruction; they need to be enthused about your business and how they can play as significant a part as possible in your ongoing success. As local and international markets grow ever more competitive, it’s simply not okay to strive for tick box staff training anymore.
Tailored Development That Matters
At Right Trax Training, we are a training consultancy who focus on creative and participative employee development practices. We make training rewarding. We consult with leaders and managers to help them develop ways of managing and leading employees without removing themselves from the team dynamics. Most importantly, though, we inspire your people to want to develop toward becoming an intrinsic part of your businesses overall success story.
Get in touch to discuss how we can help.
Watch our new and improved short video and find out more about the employee training and development that we offer.
British workers rate the standard of their managers as “significantly below” leading countries…so why does the cult of the gifted amateur prevail?
We’ve made no secret of the dangers of bad management, or the risks of being promoted into a managerial role…and it seems a lot of us are becoming sick and tired of working for so-called ‘superiors’ who lack the proper skills to do the job.
A study by the London School of Economics recently validated this, by surveying 14,000 employees around the world. Their findings suggest that British workers score their managers lower than those in the US, Japan, Germany, Sweden and Canada.
So do we really take management as a vital skill that seriously in Britain? Consider the approach for developing new managers in your own organisation: when your managers make that leap, are they encouraged to develop themselves further and are they given the support to do so, or is it assumed that they were good at their job, therefore they need to sink or swim without further training? We fear it’s the latter for all too many.
It’s reassuring to see this issue in the spotlight, and it’s not all bad; many larger organisations lead the way with effective onboarding programmes and the introduction of government-subsidised degree apprenticeships in management is a positive change. This is only the tip of the iceberg however; more needs to be done by the majority of organisations and new initiatives such as apprenticeships require testing and will only apply to a small percentage of new managers.
If we believe the adage “people leave managers, not companies” then we must continue to drive the issue for increased productivity, effectiveness and engagement. Managers, new and existing, must understand that it’s the skills they learn and develop from their own professional careers that are the most important; be it on-the-job, from coaching and mentoring or from traditional courses.
Presenting is commonplace for most of us, and a pretty common thing that many dislike having to do as well…but some straightforward techniques can take your presentations from the mundane to the magnificent!
Easier said than done? Just consider the amount of presentations we are subjected to, where the ‘presenter’ hasn’t done their groundwork, is still getting themselves ready once the clock has started ticking or we spend all our time wondering what they are saying and leave with no idea what the point was. Fear not! By following some simple steps, it really is easy to WOW with your presentations and make them stand out from the crowd.
1.Failing to prepare = preparing to fail.
Very few of us can stand up there and knock it out of the park without putting the effort in up front. How long you need to prepare depends on a number of factors, such as:
- How well you know the subject
- How much content/material already exists
- How skilled you are as a presenter
Factor in as much time as possible, scheduling the time out in your diary if necessary – do this sooner rather than later. It can take anywhere from 10 hours to 30 hours+ to prepare your content and delivery, including time to rehearse. Don’t forget, preparation should also cover getting set-up on time and having a Plan B just in case things don’t go to plan (technical problems, anyone?).
2.Tell a story.
During your preparation time, start off by thinking of how you will structure the presentation. What’s the Twitter-style 140 character intro that will grab people’s attention, hook them and make them interested in why they need to listen? A great story connects with us on an emotional level and has a captivating introduction, killer content and a powerful ending.
3.Keep it real.
Realness is about bringing an idea to life and not relying solely on words, taken from ‘Sticky Wisdom‘ by What If: The Innovation Company. There are 3 elements to how we create realness in our presentations:
- Engage with the ‘theatre of the mind’ – we all see and feel things differently so do your best to tune into your audience.
- Avoid ‘insider speak’ – go easy on the jargon, acronyms and corporate language (good advice to live by really!)…this alienates your audience and adds confusion.
- Remember ‘brain styles’ – put something in your presentation that appeals to all styles. Confucius said “I hear and I forget. I see and I remember. I do and I understand”, so make it come alive.
4.Create an experience.
During the main part of your presentation, you should now have the interest of the audience; now you need to give them the substance and create an experience. There are a number of ways to do this:
- Introduce the antagonist or counterargument (i.e. what’s the problem to solve or what is the benefit of your recommendations?).
- Explain what you think needs to be done.
- Use anecdotes, examples, testimonials, stories and relevant statistics to prove the effectiveness of your solution.
- Pre-empt any potential arguments which you might be challenged with.
- Give the audience a vision – something they can see, hear, taste or touch.
- Get the audience involved to keep them engaged.
5.Brush up on your delivery technique.
Something that’s often left until the last minute, if considered at all…PRACTICE! Let us repeat…PRACTICE, PRACTICE, PRACTICE!!! To yourself, in the mirror, in front of the cat / dog at home but ideally in front of real-live human beings who can give you helpful feedback, we can’t stress this enough. Here are a few other pointers to help with your delivery style:
- Use the space around you in the room, avoid being rooted to the spot by moving slowly and fully around your space.
- Watch out for tells that could show your anxiety, such as clicking pens or rocking on the spot where you stand.
- Brush up on your questioning and listening skills.
- Observe your audience – watch out for signs of restlessness or boredom.
- Use silence to your advantage rather than filling them with noise.
- Give your audience time to think and reflect on what you are telling them.
Of course, we would argue that you can learn to love presenting, but even if not love, by trying out these tips you’ll certainly love being better at delivering presentations in a way that helps you to feel 100% more confident!
We hope these ideas help to refresh your presentations, but of course it really just scratches the surface. At Right Trax Training, we can help you to deliver truly powerful presentations. Find out more about our interpersonal skills workshops and get in touch to find out how we can help you.