Join Julie Winkle Giulioni as she highlights actions organizations can use to leverage mindfulness and make it part of the fabric of a company culture.
After 30 years working with managers and employees alike, we are more convinced than ever that people don’t grow because of beautifully-completed forms, well-followed processes, gleaming checklists or annual IDP deadlines.
In recent weeks, I’ve read a lot about the challenges facing Uber and other Silicon Valley firms as they struggle to become less toxic, more inclusive and fairer to their workforce. Unfortunately, company cultures rarely change from a few key position changes or the ceremonial sacrifice of a leader.
What is strange is how my work life mirrors my childhood. For years, I always thought that I had stumbled into consulting as a career. I had planned to go into medicine when I graduated college, but in a strange series of personal plot twists found myself working independently for a variety of companies. However, as time as gone on, I’ve realized that my career has suited me far more than I could have expected.
Our article is now available in the May/June 2017 issue of Training Industry Magazine. The article is entitled "Bottom-Up Organizational Assessments: Eliciting Operational Feedback from Employees" (yeah, it's a bit of a mouthful). The article discusses using the Four Corners Framework as a way to develop operational assessments with the help of directed employee feedback.
We are incredibly pleased to have the opportunity to write for such a prestigious industry magazine. To download a copy of the article and learn a bit more about the Four Corners Framewor, please go here.
We started the concept of the Digital Training Podcast quietly a few months ago and posted it to Soundcloud and on the DTG Podcast page. It was largely a chance to try out some ideas. But, quickly it began to take on a life of its own.
Over the last couple weeks, we decided to skip recording a new episode so that we could set it up like a proper podcast. We've added all our current episodes to a posting page which is available from the main navigation pane. Additionally, aside from Soundcloud, you will also be able to listen to episodes via iTunes.
Soundcloud - https://soundcloud.com/user-685765193
Finally, we are adding a new feature to each episode called #AskDTG where we offer a short "Tip of the Week" based on a user question or comment. Feel free to send your question to firstname.lastname@example.org.
"Think Easy, Light, Smooth, and Fast. You start with easy, because if that’s all you get, that’s not so bad. Then work on light. Make it effortless, like you don’t give a sh*t how high the hill is or how far you’ve got to go. When you’ve practiced that so long that you forget you’re practicing, you work on making it smooooooth. You won’t have to worry about the last one – you get those three, and you’ll be fast.” - Caballo Blanco (Micah True)
I find that I’ve been thinking about that quote a lot. For Caballo Blanco, those four steps were what he needed to remember to run dozens of miles each day. However, the more I considered it, the more I realized that those four steps are really the optimal way to learn any skill...
We are pleased to announce that DTG will be featured in the May/June 2017 issue of Training Industry Magazine. The post is entitled "Bottom-Up Organizational Assessments: Eliciting Operational Feedback from Employees" (yeah, it's a bit of a mouthful). The article discusses using the Four Corners Framework as a way to develop operational assessments with the help of directed employee feedback.
We are incredibly pleased to have the opportunity to write for such a prestigious industry magazine. We will be posting links to web version of the article as soon as it is available online (probably in Mid-May).
Psychological safety can be defined as a person’s perception of consequences when taking risks around others. In an environment of low psychological safety, a person may worry that they will be punished, ostracized or embarrassed if they make the wrong suggestion or fail at a task. Conversely, in areas of high psychological safety, people feel confident that they can take risks around their teammates and still be accepted if it falls flat.