 | UPCOMING WEBINAR
NEW DATES: May 16 The Millennial Workforce: Understanding Their Emotional Makeup (EQ) The Millennial generation is currently the largest generation in the workforce. They represent both a challenge and an opportunity. It has been said that the EQ (or understanding of Emotional Intelligence) will trump having a high IQ due to the power of Emotional Intelligence to assist in collaboration and productivity. This learning opportunity will shed some light on today's Millennials EQ and a few tips on how they can increase it. Especially, if they want to fast track to leadership positions. Who should attend: Millennials & those who supervise them or work with them.
Presenters: Jennifer Zamecki & Greg Smith
Time: 1:30 - 2:15 Gregory P. Smith President & Lead Navigator Chart Your Course International Inc. |
| Two Traits Hiring Managers Look For During Interviews |
 Hiring managers look for similar things when interviewing candidates. However, there are some traits they look for and they don't even realize it themselves. Job seekers need to understand this in order to interview well and be seen in the best light. Hiring Managers are Only Human A company's hiring manager is often quite skilled in the recruitment process. However, at the end of the day, they are only human like the rest of us. This means that they are prone to making snap judgements and assumptions. Interviewers usually start the conversation by getting to know you and then assume they have you all figured out. Most people call this their gut feeling. One psychological study has shown that this feeling comes down to these two things: Warmth: Do I even like you? Competence: Are you any good at what you do? Four Categories Hiring managers are no exception to this line of thinking. In fact, the study says that they box people into these 4 categories: 1. Warm and Competent 2. Warm and Incompetent 3. Cold and Competent 4. Cold and Incompetent Warm and Competent In order to get the job, you should try and fall into the warm and competent category. Hiring managers will see you as pleasant and think you'd be great to work with. Warmth and competence judgments are not conclusive evaluations but simply one's perceptions. We can't change everything about our personality and who we are; however, we can influence how others perceive us. How to Get the Job Job seekers can get hired by appearing warm and competent. They can do this by focusing on using specifics, practicing self-awareness and taking a step-by-step approach. In order to use specifics, you'll want to bring your examples and stories to life using details. You'll be seen as more conversational and less boring. Try to have self-awareness about yourself and exemplify that you know you're human and not perfect. Don't get so salesy about yourself that the hiring managers sees you as one with an inflated ego. Remember you want to be warm and likeable. A step-by-step approach will give someone a clearer picture of what you're trying to explain during an interview. Don't gloss over details but rather share them to exemplify your competence and knowledge. Focus on being warm and competent. You'll seem more real, engaging and likeable which will help as they consider your application. v ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved |
| How To Bridge The Soft Skills Gap |
 As more and more young people come into the marketplace, the larger the soft skills gap becomes. There is no way to avoid hiring individuals that lack these skills. Instead of limiting your hiring radius, build soft skill training into the culture of your business. Determine What Soft Skills Are Most Important: There are some soft skills that you will want to be especially honed in your employees. Identify what these skills are and work with employees on these areas. When you know what needs to be focused on, it will help you to implement training programs that will increase your team member's soft skills. Help Team Members Understand The Importance: People will get behind ideas and processes that they understand and believe in. Explain to your staff that these soft skills are not only important to the business, but will be beneficial to the individual. When your employees understand that you are teaching them skills that will carry them through their careers, they will be more vested in learning. Get Active Participation From Employees: In an age where you can get online and Google how to do just about everything, the younger generation is used to self-learning. Get them involved with coming up with valuable training programs and speakers that will teach what they are in need of. It is important that you allow them to bring some of their own creativity to the process. This simple idea alone will help bridge the soft skills gap. Give Opportunity For Hands On Experiences:Part of the learning process is to give people hands on training experiences. Pair your untrained employees up with those that are more skilled in these areas. Allow them to shadow the stronger staff members to see exactly how to use the soft skills they have been learning. Once the team member has walked alongside a mentor, they need to be given the chance to do it on their own. At first, they need to be shadowed by the more knowledgeable staff member. When they are ready, they can be turned loose to use their new skills. Reward Model Behaviors in The Company: When employees are found modeling the behaviors that support the company culture, they should be rewarded. With the right incentives, others will follow suit. With a reward system, you will encourage compliance amongst the rest of the staff. Be prepared to implement soft skill training for your team members. This is a great way to build a greater unity in the company. The more your staff learns together, the more unified they will become. v ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved |
Master DISC Training Program (2 Days) May 16 -17 (Atlanta) | June 6-7 (Durham) | July 11-12 (Atlanta) | Sept 12-13 (Atlanta) DISC Certification Training Webinar Choose the month you would like to attend: May 3, 10, 15, 17
New Dates: June 19, 21, 26, 28 | August 7, 9, 21, 23
3:00-4:30 ET
Contact us about discounts for Military/Veterans | Government & Education DISC Alumni Call or email us for more information. 800-821-2487800-821-2487 FREE or 770-860-9464770-860-9464 |
| Managing Through Goal Setting |
 Unless you know what you want to achieve, there's no way to measure how close you are to achieving that objective. Goals give you a standard against which to measure your progress. The goals you set for accomplishing the company's/department's mission must be in line with the vision and what your company wants you to do. If what you plan to achieve for your job, department, or team isn't coordinated with the goals of your organization, you'll waste your time and energy. Goals are the foundation of motivational programs. By reaching toward your goals, you become motivated, and by knowing the goals of your team members and helping them reach those goals, you help to motivate them. The process of setting goals takes time, energy, and effort. Goals aren't something you scribble on a napkin during a coffee break-you must plan what you truly want to accomplish, establish timetables, determine who will do each action step, brainstorm all the possible obstacles, create a solution for the obstacles, review all of the rewards and consequences of achieving or not achieving the goal, and implement the goal. Criteria's for setting goals. To ensure that goals can be accomplished, follow these guidelines for setting your goals. Your goals must be SMART: S - Specific / M - Measurable / A - Attainable / R - Realistically High / T - Target Date or Time Bound Example: Your goal is to save money. This is a hazy goal. You could put one dollar in a jar and that hazy goal would have been accomplished. It does not conform to the above criteria. Instead your goal could be: Save $100 per month for the next 12 months starting (today's date) to be complete by (target date). This goal is specific, measurable, attainable, realistically high, and has a target date. v ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved |
  Award Winning E-Learning Courses Advance your career by learning the critical skills needed to become an excellent manager. Course completion certificates included. Individual or organization wide learning. We are excited and honored to announce our new online courses won the 2016 award for "Best Mobile Learning" from the International E-Learning Association (IELA). It was a fantastic recognition of something we've always known internally -- our courses are the best in the world! |
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