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Fun Indoor Corporate Team Building Exercises

[vc_row][vc_column][vc_column_text]Outdoor team building exercises are a lot of fun. Sometimes you need indoor team building activity ideas for when the weather outside is unbearable or unpredictable. Below are some indoor corporate team building exercises:

Active Listening Games Improve Team Communications

Active listening is very important to achieve results and eliminate confusion. That is why an active listening activities make great team building exercises. Everyone gets into groups of 2 or 3. One person tells a story for 3 minutes, and then the other person re-tells the story. Both people cannot interrupt the person who is telling the story. This listening activity illustrates that it is just as important to listen as it is to talk. One of many fun listening exercises in Questions are the Answer.

The Drawing Sheet

You need some pencils, pens and paper for this activity. Get everyone in groups of 3. One person in the group draws a line and then passes it to the next member. Each person gets 5 seconds to add their line. Stop after 20 to 30 rotations (watch the images develop). After the exercise is completed, ask your members a couple of questions. What got created that was recognizable? What did you learn? How did the limited amount of time affect you? One of many team building exercises in Get Connected, Get Collaborating.

Build a Shelter

This team building exercise works best in groups of 4 or 5. Pipe cleaners, toothpicks, paper, string and tape are given to the participants. You can scale the resources larger to make the shelter larger. Give teams 10 minutes to build their shelter so that it is strong enough to withstand 3 tennis balls. Allow other teams to throw the tennis balls. This is a great starting team building exercise that causes participants to get actively involved in a team building activity so they stop engaging like students who sit and listen. Check out award winning team exercises that run indoors.

Construct a Tale

Have participants stand in a circle with a ball. The first person begins telling the story. After that, he or she passes the ball or to the next person. Each person only gets to say 10 words. This activity helps improve teamwork, communication and listening skills. A modified version of this game is used in the popular Meetings that Produce Results.

The Little Known Fact Game

Even though your employees see each other every day, there are still a lot of things that they do not know about each other. You can help your employees learn more about each other by having them share one fact that people may not know about them. This is a simple, stress-free icebreaker. You can also ask them to stand with the person they know the least and have them interview each other. This game is similar to “What you said is important to me because…” which is an amazing learning game in Communicate Naturally.

Emergency Backup Team Program in case of Rain. Sleet or Snow

Many outdoor team programs demand a backup. Clients have found that Team Forward allows the team to balance fun with the One Team Simulation and practical, relevant improvements to the team’s way they produce results. You can even get Certified to facilitate this session on your own. Many clients engage their leaders and teams with this process every quarter to align and build an action plan for the quarter. A favorite of high performing leaders and teams because it focuses on the desired outcomes and removes the barriers that get in the way.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_cta h2=”Get more useful resources today!” h4=”You’re only a click away” txt_align=”center” style=”3d” add_button=”bottom” btn_title=”Subscribe Now” btn_style=”3d” btn_color=”orange” btn_align=”center” add_icon=”top” i_icon_fontawesome=”fa fa-weixin” i_color=”orange” i_background_style=”rounded” i_background_color=”white” i_size=”sm” btn_link=”url:http%3A%2F%2Flearn2.com%2Flanding-page-3|title:Subscribe%20Now|target:%20_blank” i_on_border=”true”]Now that you have some inspiration for ideas, continue the momentum by layering and building ideas - we are here to help you layer! Chat with us to keep the momentum going![/vc_cta][/vc_column][/vc_row]

5 Ways to Become a Master Communicator Using Emotional Intelligence

[vc_row][vc_column][vc_column_text]Are your teams burned out or are you? Are you feeling like you are always fighting fires or dealing with team or client conflict? Constant conflict drains our energy and sabotages our efforts. In any relationship there is a big difference between being assertive to establish respect and trust and successful collaboration and being aggressive, defensive or hostile because of perceived threats or differences.

Even if you are one of the lucky ones that has a cohesive team, learning to tap into Emotional intelligence can make a dramatic difference to our success and positively impact every area of our lives for better success, more income and better relationships including:

  • Your performance at work. Emotional Intelligence can help you navigate the social complexities of the workplace, lead and motivate others, and excel in your career. In fact, when it comes to gauging job candidates, many companies now view emotional intelligence as being as important as technical ability and require EI testing before hiring.
  • Your physical health. If you’re unable to manage your stress levels, it can lead to serious health problems. Uncontrolled stress can raise blood pressure, suppress the immune system, increase the risk of heart attack and stroke, contribute to infertility, and speed up the aging process. The first step to improving emotional intelligence is to learn how to relieve stress.
  • Your mental health. Uncontrolled stress can also impact your mental health, making you vulnerable to anxiety and depression. If you are unable to understand and manage your emotions, you’ll also be open to mood swings, while an inability to form strong relationships can leave you feeling lonely and isolated.
  • Your relationships. By understanding your emotions and how to control them, you’re better able to express how you feel and understand how others are feeling. This allows you to communicate more effectively and forge stronger relationships, both at work and in your personal life.

But before I get ahead of myself, you might wonder:

what is Emotional Intelligence (EI) exactly?

Emotional intelligence is the ability to identify, use, understand, and manage emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges, and defuse conflict. Emotional intelligence impacts many different aspects of your daily life, such as the way you behave and the way you interact with others.

Unlike IQ which focuses on hard skills and technical abilities, EI focuses on the soft skills which can be improved with conscious effort and practice.

So how can you improve Emotional Intelligence for more success in your work and life?

Below are 5 tips to give you a start. Remember it is easy to practice in neutral situations but stress can hijack our best intention so give yourself time to make real lasting progress.

  1. Practice observing your emotions. Label your emotions and work to understand your triggers for “hot” emotions so you can teach yourself to better manage your emotions for better relationships.
  2. Practice recognizing subtle cues on others. Remember that body language, gestures and other forms on non-verbal communication account for more than 55% of communication between people and the actual words account for a mere 7% . This will help you to better understand others emotions and intentions.
  3. Work to reduce your stress so you can respond positively in tense situations instead of reacting negatively. When faced with adversity, optimistic people ask “what is good about this? Where is the lesson that is going to serve me well when I go after the next big opportunity?
  4. Improve your listening skills. If you are planning what you’re going to say next, daydreaming, or thinking about something else, you are almost certain to miss nonverbal cues and other subtleties in the conversation. Try to practice empathizing with others when you speak to them and work to understand where they are coming from in any conversation so you can aim for a win-win in discussions and negotiations.
  5. List the qualities you admire most in a mentor in your life. Notice how many are soft skills associated with EI. Now, work to improve these qualities in yourself. For example if you admire someone’s honesty, make a effort to be more honest both with yourself and others. Or if you admire someone’s sense of humor, practice being funnier and lighter with others!

Improving your Emotional Intelligence Skill is a powerful way to become a better leader, manager and build better relationships in all areas of your life. When you improve your EI, you improve your resilience, optimism and relationships in all areas of your life so it is worth the investment of time! Test it out for yourself!

“If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.” Dan Goleman

[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_cta h2=”What commitment are you making toward your emotional intelligence?” h4=”Be more successful at work and at home!” txt_align=”center” add_button=”bottom” btn_title=”Learn More” btn_style=”3d” btn_color=”orange” btn_align=”center” add_icon=”top” i_icon_fontawesome=”fa fa-bullhorn” i_color=”orange” i_background_style=”rounded” btn_link=”url:http%3A%2F%2Flearn2.com%2Flanding-page-3|title:Learn%20More|target:%20_blank” i_on_border=”true”]We want you to have the resources you need to be successful. Join our learning community to get the right resources delivered to your inbox (or we can always do a live meeting - we like coffee!) for maximum impact and results.[/vc_cta][/vc_column][/vc_row]

AODA Training – Get Ready Now

Accessibility for Ontarians with Disabilities Act

The AODA legislation impacts all organizations in Ontario with more than one employee.

That means you want AODA training to achieve compliance.

Has your organization met all of the requirements to date?

Has your organization filed your accessibility compliance reports (January 1, 2012 and January 1, 2014)?

 

The following are some of the AODA requirements with compliance dates between January 1, 2012 – January 1, 2016:

  • Establish policies, plans and procedures to help your organization achieve accessibility goals, and tell your employees and customers about them.
  • Create a multi-year plan to ensure your organization meets accessibility requirements.
  • Consider accessibility when purchasing or designing electronic kiosks.
  • Make your new or “significantly refreshed” websites more accessible.
  • Communicate and provide information in accessible formats, upon request.
  • Provide accessible workplace information to employees with disabilities, as necessary or upon request, including information about emergency workplace procedures.
  • Ensure your human resources practices explicitly consider accessibility in areas such as recruitment, accommodation, performance management, career development and return-to-work processes.
  • Develop individualized written accommodation plans for employees with disabilities.
  • Training of all staff as per the requirements outlined in the Customer Service and Integrated Accessibility Standards Regulations.

If you are not fully compliant and/or would like an AODA expert to review what has been put into place to ensure it meets the requirements, give us a call to learn how we can help.

Frequently Answered Questions

  • What if our company does not comply?
  • Will the government extend the deadline again?
  • When is it best to use live AODA Compliance Training versus online AODA Compliance Training?
  • What is required and how do we implement quickly and efficiently so we do not get distracted from our core talent development strategy?
  • How does AODA training fit inside our talent development and culture strategy?
  • How could we cut two carrots with the same knife?
  • We want to comply, yet we want a business benefit from implementing the AODA compliance training.
  • How do we achieve a business benefit at the same time while we implement?
  • What is the point of AODA and why should I care?
  • How much of my training budget should I allocate to AODA Training?
  • How do I best extend my budget to achieve more with less?
  • How do I tie our organization’s values to the AODA compliance so that we get another opportunity to reinforce our values and leadership behaviors?

Before you depart, here are some things you can do to get AODA compliant for your leaders and teams:

  1. If you want to achieve a business objective while becoming compliant. Book a 45 minute conversation with Doug Bolger, our Chief Learning Officer to talk about your desired business objectives and compliance outcomes .
  2. If you already know that Learn2 is a good choice for your AODA Training Programs and would like to book a 45 minute appointment with a strategist, send an email to via our contact page and we will coordinate a meeting with you.
  3. If you would like to know more about Learn2 and see a few of our solutions, click here now.
  4. If you would like to speak with someone right away, call our Learn2 Hotline at 877-4LEARN2 x 229.

High Potentials Leadership – A Burning Platform

This is the second instalment in our guest series, How to be a Magnet for High Potentials and Emerging Leaders, written by Dr. Gail Johnson Morris.

You may be reading this because HiPo development and engagement is an imperative for you.  You are not alone as the HR Reporter estimates companies invest 3 billion a year in leadership development. You want to make sure your company gets a return on your investment from your high potentials development program.

Consider these dramatic demographic shifts that impact HiPo talent development:

  1. Rise in the median age from 39 to 47 by 2056
  2. In 2013, there were fewer people joining the workforce than people old enough to leave
  3. Baby-boomers represented 40% of the working population and they are retiring now.   Demographics are driving change in leadership for example in Ontario, 60% of the government retired by 2015
  4. With the reduced workforce, skill gaps in critical areas get worse, especially in computing, IT, and engineering.
  5. Along with the talent shortage is the issue of skill mismatch, causing underemployment for recent graduates who lack critical job-specific experience.
  6. A shift in worker organizational loyalty and goals.  GenXers took the baby-boomers treatment by corporations as a cautionary tale, embedding a different value system.  We found that GenXers move on if their assignments fail to stretch or challenge them.  Generation X & Y workforces are loyal to their friends, work well in teams, expect work/life balance and move around naturally rather than desiring a one-company career.
  7. Massive transformation of how we work, how we organize projects and how we collaborate to produce results. The world of work is changing.

Why an e book on High Potentials?

The Corporate Executive Board reported that the greatest engagement concern of Chief Human Resources Officer’s was the increased turnover of high-potential employees. 

Chambers & Foulton coined the ‘war on talent’, stating “companies are about to be engaged in a war for senior executive talent that will remain the defining characteristic of their competitive landscapes for decades to come”.

Addressing the development and retention of HiPo leaders becomes a strategic imperative for any senior executives with long term visions or strategic plans.  With this e-book, we seek to fill the HiPo ‘how to’ gap with original thought-leadership research that provides you with a world-class HiPo development and engagement plan and how to convert your organization into a HiPo magnet!

 

Who did we talk to about High Potentials Expectations?

  1. Interviews with 8 Chief Talent Officers (CTO) uncovered the strategic nature of HiPo programs and elements that work.
  2. Interviews with 45 HiPos, as identified by the CTOs. 49% female and 51% male, with a median age of 44 years.  These HiPos’ tenure was on average 12 years and their tenure in current roles was 1.5 years.

Having input from so many HiPos ensured our conclusions were well-informed. You may consider this e-book as generally representative of North American HiPo leaders.

Two Guiding Principles for Your Successful HiPo Programs

  1. Align values & strategic priorities with the HiPo program.  Systems thinking underpins any effective HiPo program design. That means true engagement in strategy, projects and roles. Not just speakers about leadership. HiPos want meaningful projects to expand their domain knowledge, critical experiences and leadership capability. HiPos want meaningful projects that allow them to show how they can impact the business results in a tangible way. Think P&L experience, increasing profit, improving margins, and solving customer retention challenges.
  2. Transparent communication protocols that reinforce values are integral and executives want to be fully aligned to your organization’s strategic and business priorities. Gone are the days of do as I say, not as I do. Senior executives get watched closely for their leadership triggers, their responses and reactions. Seagull leadership in HiPo programs sends all the wrong messages. You want executives present for meaningful business conversations when the projects and/or results are presented. Not for the kick-off. Walk your talk.

What is the best part of a well-executed HiPo program? 

Your HiPo leaders become immersed in a thoughtful, holistic and accelerated leader development program, and they increase your organization’s results, bench strength, agility and social capital.  You reap the rewards of championing a world-class HiPo magnet program!

How To Choose the Right Leadership Triggers

[vc_row][vc_column][vc_column_text]As leaders, our leadership triggers activate us to take action. The activities, approaches and results you recognize and celebrate speak volumes to your team. You take action. Your action affects what others see you do. What you do indicates what is important to you. What you recognize and celebrate in others illustrates what is important to you. The activities, approaches and results you recognize and celebrate speak volumes to your team.

What is a leadership trigger?

Most of us get that a trigger is the mechanism that actuates the firing sequence of a firearm. As leaders, our triggers are mechanisms that activate us to take action.

What are “helpful” leadership triggers?

Many leaders have well-defined “negative” triggers. We get activated when someone is late, fails to complete a task, and other countless negative triggers that exist. “Helpful” triggers activate us to recognize and celebrate the effort, progress or results of our team. Helpful triggers recognize those who take the desired action or produced the desired result, rather than focusing on those who did not.

Water the flowers, not the weeds

Rather than investing more energy and effort into those who are not producing the desired results or following the right timelines, consider focusing on those who do. If the budgeting process submissions are always late, then praise and recognize those who submit early or on-time.

Choose your Triggers Wisely

You probably want to be known for watering the flowers not the weeds. Recognition calls focus and attention to either the desired action or the less desirable inaction. Which do you want to focus upon? Those who take the desired action or those who fail to take action? Your recognition and celebration of those who take the action creates a culture that focuses on those who create the results.


Great Leadership Triggers for Recognition

  • When someone takes initiative or calculated risks
  • Helps someone outside their silo
  • Illustrates a new skill set or capability
  • Does regular work consistently (avoiding escalation) – remember to recognize these people
  • Creative solutions – by recognizing these people, you will get more of them
  • Taking responsibility
  • Providing helpful feedback – if someone speaks up on a conference call – thank them
  • New ideas
  • Effort above & beyond the norm
  • Willingness to learn
  • Quality of work, accuracy
  • Leaving the comfort zone

Great Leadership Triggers for Celebration

  • Hitting milestones
  • Camera moments
  • Award or progress submissions
  • Client feedback
  • Meeting deadlines, early submissions
  • Meeting or exceeding budget
  • Process/policy improvements
  • Accomplishing an objective
  • Delivering value
  • Implementing innovations

What triggers you?

Align what triggers you with the culture and results you desire. If you want action toward a strategic plan or specific goals – recognize and celebrate that action. More of that action will follow.

Bonus Tip

Some effective leaders choose a trigger for each day of the week for the first 21 days. Leaders build recognition and celebration into their daily practice, always reinforcing the action, effort, and results they desire. Learn more by checking out these Leadership Development resources in our Free Online Community.

[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_cta h2=”What triggers impact you the most?” txt_align=”center” add_button=”bottom” btn_title=”Learn More” btn_style=”3d” btn_color=”orange” btn_align=”center” add_icon=”top” i_icon_fontawesome=”fa fa-book” i_color=”orange” i_background_style=”rounded” i_background_color=”white” i_size=”sm” btn_link=”url:http%3A%2F%2Flearn2.com%2Flanding-page-3|title:Learn%20More|” i_on_border=”true”]We have a learning community of practitioners who understand these triggers and have resources to share to aid in your leadership growth and development. Call Mary today at 416-410-6434 or click below to learn more![/vc_cta][/vc_column][/vc_row]

Why Creating a Team Culture is Like Baking a Cake

Creating a team is like making a cake. Each ingredient serves a purpose. Each ingredient has a role and function to play in a team. Without an ingredient, the cake changes. If an ingredient is off, the entire cake can be distasteful or the other ingredients have to mask the bad taste of the one. When all the ingredients are fresh, the cake tastes good, feeds many and is cause for celebration.

Knowing your role in the team comes from the hiring process, the job description, how you are measured, your supervisor, and primarily how you choose to contribute to the team. Consider a sales person who contributes to the team yet does not contribute sales. This is similar to a cake without flour. The ingredient withholds its role and provides no added benefit to the team.

What and how do you contribute to the cake? What roles do others on your team contribute? We have three leaders right now who all want a team culture that produces results. Yet the team culture does not deliver the results. In each case, the staff remains unaware of what each other contribute. The team members fail to appreciate the importance of each person and remain unaware if each person is contributing. These situations are a recipe for disaster.

Learn2 Save The Titanic Program A few years ago, Learn2 had the privilege of being at a staff retreat for the Canadian Olympic Team where Crispin Duenas, one of Canada’s hopeful medalists that participated in the London 2012 Olympics, was speaking. Crispin explained how he is only one ingredient in the Archery team, even if he is the most predominant performer. After Crispin and his coach Joan Macdonald’s wise-words, each department within the Canadian Olympic Committee explained how they were ingredients and contributed to the Archery Team. Often moments like these help us understand our contribution and the contributions of others.

Have each of your teams identify what and how they contribute to the result. For advanced groups, ask the team to consider what and how they contribute to allow the other ingredients to be successful.

We all make our cake. Blame the maker.

12 Keys To Getting Results When Merging Teams

A company’s culture is the shared values, beliefs and behaviors that determine how people do things in an organization. A team’s culture, while aligned with the larger organization culture, can often look very different across the organization, and pocket cultures may emerge.

In the midst of organizational change and restructuring, these pocket cultures may collide, and the fallout, can be disastrous or at the very least disheartening. Keep issues related to blending team cultures a top priority and take these steps to ensure a smooth transition.

 

1. Plan ahead

Long before any change announcement is made, identify who will be impacted and how. Don’t leave it to chance – plan process, communication, measurement, and results.

2. Choose the Cultural Agenda

What is the result you want to see emerge from the combination of the multiple teams? How does this relate to the unique culture that each team brings? The new structure may follow one pocket culture more closely, or may create a blend of cultures. Bottom line…define it. Define what it will look like, and what it means to process, individuals and outcomes when merging teams.

3. Find the Pain Points

Review opportunities and the strengths from multiple perspectives and build your plan around them.

4. Diagnose the Similarities and Differences

Look for ones that matter to determine which gaps need to be closed as you merge. Use interviews, focus groups, accountability mapping, process flow mapping, observation or surveys to gather critical feedback.

5. Anticipate and expect a few bumps.

Senior leaders can find themselves in the uncomfortable position of watching the problem unfold without knowing what to do about it. Ask questions openly and honestly and listen for the answers, sometimes even when you don’t ask the questions.

6. Involve Employees in the Roll-out and Vision

Co-create the new culture focusing on the areas of similarity that matter with the newly formed team. Highlight and recognize the areas of similarity as the team moves forward together.

7. Use the Strengths of both Teams

Choose and declare what to bring forward and what to leave behind. There may be things that don’t work with the expected out comes of the newly created team, and letting the team declare this will help them own the new future vision. We have done this really effectively on a Graffiti Wall in a Merging Teams Workshop called Inspire the Future.

8. Communicate Often & Frequently with all

People will be uncertain in the face of change. Frequent, targeted communication will help to build confidence and ensure people are on track as they move forward together.

9. Leverage Opportunities to bring the teams together

Socially and operationally, set the stage with opportunities for the new team to naturally play together and work together to solve a challenge using the multiple perspectives to achieve success.

10. Measure progress along the way

Once you have identified the key measures of cultural and operational success, measure the progress. When you measure it, you have the opportunity to dig deeper, follow up and keep building. More than just annual measurement, use frequent touch points to keep the top issues and opportunities top of mind. Help your team to see the improvements as you move forward together.

11. Celebrate successes together.

Highlight the successes related to outcomes. Declare how the team worked together to accomplish the successes – both operationally and culturally.

12. Emerging culture is as important as emerging results

Often we pay attention to the financials and efficiencies gained…we need to devote equal attention to measuring the people analytics. Use a Cultural Integration Assessment Tool to close the loop on merging the cultures. Using these tools, leaders manage and measure how people are adapting their beliefs and behaviors, thereby measuring outcomes and the probability that the behaviors will show positive returns.

 

Corporate Team Building Activities: 4 Things To Watch Out For

Corporate team building activities effectively boost employee engagement and productivity when organizations invest in these important corporate events. Here are 4 things to consider when scheduling your next team building activity.

1. Frequency of corporate team building activities

It has been observed that the frequency of team building activities, especially those outside the workplace, is very effective and can increase employee productivity. So, how often should organizations hold team building events?

The frequency of team building activities and their success highly depend on the type of activity. Outdoor, fun team building programs present equity, and communal achievement and camaraderie values to your team when delivered through collaborative and competitive activities with clear messages. Organizations should hold team building activities at least annually to allow employees to increase engagement and change attitudes and behaviors.

2. Tackling Problems

Be it the occasional cross-word or fake business scenarios that need to be addressed from different perspectives, problem-solving enhances teamwork and bridges gaps that can be effortlessly applied to the daily work patterns of most businesses. They serve to leverage unique problem-solving abilities of each team member, offering an opportunity for others to recognize their innate capacities that otherwise may not be visible.

3. Presentation and Communication Skills

Team building activities that work on enhancing the presentation and communication skills of employees are quite enjoyable and refreshing, though not directly associated with business problems. However, they certainly will prove quite useful to both the company and the employees in the long run. Given the mobile workforce of contemporary businesses, the ability to concisely communicate with remote personnel working in different geographic locations, and handle customer interactions politely, is a skill that is much in demand.

4. Internal vs. External Team Building

Internal team building efforts are the key to mutual trust, appreciation and a positive attitude among members of a group or team in the workplace. External team building activities simply serve to build on these basic blocks of understanding, allowing the team as a whole to improve its skills with all team members present at the same corporate event. When training on a different set of skills, the team’s combined learning serves to enhance the quality of their output at the workplace, in turn increasing employee morale and productivity.

As a starting point, companies may, in fact, form an in-house group to organize team building activities that best complement their attempts to maintain a productive, loyal and well-trained workforce. Building mutual trust among employees, keeping them motivated, lending an empathetic ear to their concerns and recognizing and rewarding their talent, are just a few aspects of team building that have to be addressed by companies for external team building activities to prove successful.

Engage Not-For-Profit Boards in Strategic Planning

Your board consists of professionals who are passionate about your cause. Their experience and skills are varied, and they don’t necessarily think about strategic planning as a way to accomplish purpose. Often, not-for-profit organizations focus more on their passion for purpose than the running of the business. It doesn’t have to be that way.
With simple steps, you can engage not-for-profit boards in developing an actionable and measurable strategic plan that is fully aligned with your purpose, and actually allows you to achieve your purpose more fully. This is the first of a three-part series designed to get your board aligned, focused, and achieving results.Read More

Are You Asking the Right Questions?

During a program or meeting, it is important that you are asking the right questions. Asking a close-ended question could lead to a lost opportunity or idea. Opening the room up to dialogue and idea sharing will make a huge difference in the results you get. Here are some top questions and their implementations.Read More

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Fun Indoor Corporate Team Building Exercises

[vc_row][vc_column][vc_column_text]Outdoor team building exercises are a lot of fun. Sometimes you need indoor team building activity ideas for when the weather outside is unbearable or unpredictable. Below are some indoor corporate team building exercises:

Active Listening Games Improve Team Communications

Active listening is very important to achieve results and eliminate confusion. That is why an active listening activities make great team building exercises. Everyone gets into groups of 2 or 3. One person tells a story for 3 minutes, and then the other person re-tells the story. Both people cannot interrupt the person who is telling the story. This listening activity illustrates that it is just as important to listen as it is to talk. One of many fun listening exercises in Questions are the Answer.

The Drawing Sheet

You need some pencils, pens and paper for this activity. Get everyone in groups of 3. One person in the group draws a line and then passes it to the next member. Each person gets 5 seconds to add their line. Stop after 20 to 30 rotations (watch the images develop). After the exercise is completed, ask your members a couple of questions. What got created that was recognizable? What did you learn? How did the limited amount of time affect you? One of many team building exercises in Get Connected, Get Collaborating.

Build a Shelter

This team building exercise works best in groups of 4 or 5. Pipe cleaners, toothpicks, paper, string and tape are given to the participants. You can scale the resources larger to make the shelter larger. Give teams 10 minutes to build their shelter so that it is strong enough to withstand 3 tennis balls. Allow other teams to throw the tennis balls. This is a great starting team building exercise that causes participants to get actively involved in a team building activity so they stop engaging like students who sit and listen. Check out award winning team exercises that run indoors.

Construct a Tale

Have participants stand in a circle with a ball. The first person begins telling the story. After that, he or she passes the ball or to the next person. Each person only gets to say 10 words. This activity helps improve teamwork, communication and listening skills. A modified version of this game is used in the popular Meetings that Produce Results.

The Little Known Fact Game

Even though your employees see each other every day, there are still a lot of things that they do not know about each other. You can help your employees learn more about each other by having them share one fact that people may not know about them. This is a simple, stress-free icebreaker. You can also ask them to stand with the person they know the least and have them interview each other. This game is similar to “What you said is important to me because…” which is an amazing learning game in Communicate Naturally.

Emergency Backup Team Program in case of Rain. Sleet or Snow

Many outdoor team programs demand a backup. Clients have found that Team Forward allows the team to balance fun with the One Team Simulation and practical, relevant improvements to the team’s way they produce results. You can even get Certified to facilitate this session on your own. Many clients engage their leaders and teams with this process every quarter to align and build an action plan for the quarter. A favorite of high performing leaders and teams because it focuses on the desired outcomes and removes the barriers that get in the way.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_cta h2=”Get more useful resources today!” h4=”You’re only a click away” txt_align=”center” style=”3d” add_button=”bottom” btn_title=”Subscribe Now” btn_style=”3d” btn_color=”orange” btn_align=”center” add_icon=”top” i_icon_fontawesome=”fa fa-weixin” i_color=”orange” i_background_style=”rounded” i_background_color=”white” i_size=”sm” btn_link=”url:http%3A%2F%2Flearn2.com%2Flanding-page-3|title:Subscribe%20Now|target:%20_blank” i_on_border=”true”]Now that you have some inspiration for ideas, continue the momentum by layering and building ideas - we are here to help you layer! Chat with us to keep the momentum going![/vc_cta][/vc_column][/vc_row]

5 Ways to Become a Master Communicator Using Emotional Intelligence

[vc_row][vc_column][vc_column_text]Are your teams burned out or are you? Are you feeling like you are always fighting fires or dealing with team or client conflict? Constant conflict drains our energy and sabotages our efforts. In any relationship there is a big difference between being assertive to establish respect and trust and successful collaboration and being aggressive, defensive or hostile because of perceived threats or differences.

Even if you are one of the lucky ones that has a cohesive team, learning to tap into Emotional intelligence can make a dramatic difference to our success and positively impact every area of our lives for better success, more income and better relationships including:

  • Your performance at work. Emotional Intelligence can help you navigate the social complexities of the workplace, lead and motivate others, and excel in your career. In fact, when it comes to gauging job candidates, many companies now view emotional intelligence as being as important as technical ability and require EI testing before hiring.
  • Your physical health. If you’re unable to manage your stress levels, it can lead to serious health problems. Uncontrolled stress can raise blood pressure, suppress the immune system, increase the risk of heart attack and stroke, contribute to infertility, and speed up the aging process. The first step to improving emotional intelligence is to learn how to relieve stress.
  • Your mental health. Uncontrolled stress can also impact your mental health, making you vulnerable to anxiety and depression. If you are unable to understand and manage your emotions, you’ll also be open to mood swings, while an inability to form strong relationships can leave you feeling lonely and isolated.
  • Your relationships. By understanding your emotions and how to control them, you’re better able to express how you feel and understand how others are feeling. This allows you to communicate more effectively and forge stronger relationships, both at work and in your personal life.

But before I get ahead of myself, you might wonder:

what is Emotional Intelligence (EI) exactly?

Emotional intelligence is the ability to identify, use, understand, and manage emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges, and defuse conflict. Emotional intelligence impacts many different aspects of your daily life, such as the way you behave and the way you interact with others.

Unlike IQ which focuses on hard skills and technical abilities, EI focuses on the soft skills which can be improved with conscious effort and practice.

So how can you improve Emotional Intelligence for more success in your work and life?

Below are 5 tips to give you a start. Remember it is easy to practice in neutral situations but stress can hijack our best intention so give yourself time to make real lasting progress.

  1. Practice observing your emotions. Label your emotions and work to understand your triggers for “hot” emotions so you can teach yourself to better manage your emotions for better relationships.
  2. Practice recognizing subtle cues on others. Remember that body language, gestures and other forms on non-verbal communication account for more than 55% of communication between people and the actual words account for a mere 7% . This will help you to better understand others emotions and intentions.
  3. Work to reduce your stress so you can respond positively in tense situations instead of reacting negatively. When faced with adversity, optimistic people ask “what is good about this? Where is the lesson that is going to serve me well when I go after the next big opportunity?
  4. Improve your listening skills. If you are planning what you’re going to say next, daydreaming, or thinking about something else, you are almost certain to miss nonverbal cues and other subtleties in the conversation. Try to practice empathizing with others when you speak to them and work to understand where they are coming from in any conversation so you can aim for a win-win in discussions and negotiations.
  5. List the qualities you admire most in a mentor in your life. Notice how many are soft skills associated with EI. Now, work to improve these qualities in yourself. For example if you admire someone’s honesty, make a effort to be more honest both with yourself and others. Or if you admire someone’s sense of humor, practice being funnier and lighter with others!

Improving your Emotional Intelligence Skill is a powerful way to become a better leader, manager and build better relationships in all areas of your life. When you improve your EI, you improve your resilience, optimism and relationships in all areas of your life so it is worth the investment of time! Test it out for yourself!

“If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.” Dan Goleman

[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_cta h2=”What commitment are you making toward your emotional intelligence?” h4=”Be more successful at work and at home!” txt_align=”center” add_button=”bottom” btn_title=”Learn More” btn_style=”3d” btn_color=”orange” btn_align=”center” add_icon=”top” i_icon_fontawesome=”fa fa-bullhorn” i_color=”orange” i_background_style=”rounded” btn_link=”url:http%3A%2F%2Flearn2.com%2Flanding-page-3|title:Learn%20More|target:%20_blank” i_on_border=”true”]We want you to have the resources you need to be successful. Join our learning community to get the right resources delivered to your inbox (or we can always do a live meeting - we like coffee!) for maximum impact and results.[/vc_cta][/vc_column][/vc_row]

AODA Training – Get Ready Now

Accessibility for Ontarians with Disabilities Act

The AODA legislation impacts all organizations in Ontario with more than one employee.

That means you want AODA training to achieve compliance.

Has your organization met all of the requirements to date?

Has your organization filed your accessibility compliance reports (January 1, 2012 and January 1, 2014)?

 

The following are some of the AODA requirements with compliance dates between January 1, 2012 – January 1, 2016:

  • Establish policies, plans and procedures to help your organization achieve accessibility goals, and tell your employees and customers about them.
  • Create a multi-year plan to ensure your organization meets accessibility requirements.
  • Consider accessibility when purchasing or designing electronic kiosks.
  • Make your new or “significantly refreshed” websites more accessible.
  • Communicate and provide information in accessible formats, upon request.
  • Provide accessible workplace information to employees with disabilities, as necessary or upon request, including information about emergency workplace procedures.
  • Ensure your human resources practices explicitly consider accessibility in areas such as recruitment, accommodation, performance management, career development and return-to-work processes.
  • Develop individualized written accommodation plans for employees with disabilities.
  • Training of all staff as per the requirements outlined in the Customer Service and Integrated Accessibility Standards Regulations.

If you are not fully compliant and/or would like an AODA expert to review what has been put into place to ensure it meets the requirements, give us a call to learn how we can help.

Frequently Answered Questions

  • What if our company does not comply?
  • Will the government extend the deadline again?
  • When is it best to use live AODA Compliance Training versus online AODA Compliance Training?
  • What is required and how do we implement quickly and efficiently so we do not get distracted from our core talent development strategy?
  • How does AODA training fit inside our talent development and culture strategy?
  • How could we cut two carrots with the same knife?
  • We want to comply, yet we want a business benefit from implementing the AODA compliance training.
  • How do we achieve a business benefit at the same time while we implement?
  • What is the point of AODA and why should I care?
  • How much of my training budget should I allocate to AODA Training?
  • How do I best extend my budget to achieve more with less?
  • How do I tie our organization’s values to the AODA compliance so that we get another opportunity to reinforce our values and leadership behaviors?

Before you depart, here are some things you can do to get AODA compliant for your leaders and teams:

  1. If you want to achieve a business objective while becoming compliant. Book a 45 minute conversation with Doug Bolger, our Chief Learning Officer to talk about your desired business objectives and compliance outcomes .
  2. If you already know that Learn2 is a good choice for your AODA Training Programs and would like to book a 45 minute appointment with a strategist, send an email to via our contact page and we will coordinate a meeting with you.
  3. If you would like to know more about Learn2 and see a few of our solutions, click here now.
  4. If you would like to speak with someone right away, call our Learn2 Hotline at 877-4LEARN2 x 229.

High Potentials Leadership – A Burning Platform

This is the second instalment in our guest series, How to be a Magnet for High Potentials and Emerging Leaders, written by Dr. Gail Johnson Morris.

You may be reading this because HiPo development and engagement is an imperative for you.  You are not alone as the HR Reporter estimates companies invest 3 billion a year in leadership development. You want to make sure your company gets a return on your investment from your high potentials development program.

Consider these dramatic demographic shifts that impact HiPo talent development:

  1. Rise in the median age from 39 to 47 by 2056
  2. In 2013, there were fewer people joining the workforce than people old enough to leave
  3. Baby-boomers represented 40% of the working population and they are retiring now.   Demographics are driving change in leadership for example in Ontario, 60% of the government retired by 2015
  4. With the reduced workforce, skill gaps in critical areas get worse, especially in computing, IT, and engineering.
  5. Along with the talent shortage is the issue of skill mismatch, causing underemployment for recent graduates who lack critical job-specific experience.
  6. A shift in worker organizational loyalty and goals.  GenXers took the baby-boomers treatment by corporations as a cautionary tale, embedding a different value system.  We found that GenXers move on if their assignments fail to stretch or challenge them.  Generation X & Y workforces are loyal to their friends, work well in teams, expect work/life balance and move around naturally rather than desiring a one-company career.
  7. Massive transformation of how we work, how we organize projects and how we collaborate to produce results. The world of work is changing.

Why an e book on High Potentials?

The Corporate Executive Board reported that the greatest engagement concern of Chief Human Resources Officer’s was the increased turnover of high-potential employees. 

Chambers & Foulton coined the ‘war on talent’, stating “companies are about to be engaged in a war for senior executive talent that will remain the defining characteristic of their competitive landscapes for decades to come”.

Addressing the development and retention of HiPo leaders becomes a strategic imperative for any senior executives with long term visions or strategic plans.  With this e-book, we seek to fill the HiPo ‘how to’ gap with original thought-leadership research that provides you with a world-class HiPo development and engagement plan and how to convert your organization into a HiPo magnet!

 

Who did we talk to about High Potentials Expectations?

  1. Interviews with 8 Chief Talent Officers (CTO) uncovered the strategic nature of HiPo programs and elements that work.
  2. Interviews with 45 HiPos, as identified by the CTOs. 49% female and 51% male, with a median age of 44 years.  These HiPos’ tenure was on average 12 years and their tenure in current roles was 1.5 years.

Having input from so many HiPos ensured our conclusions were well-informed. You may consider this e-book as generally representative of North American HiPo leaders.

Two Guiding Principles for Your Successful HiPo Programs

  1. Align values & strategic priorities with the HiPo program.  Systems thinking underpins any effective HiPo program design. That means true engagement in strategy, projects and roles. Not just speakers about leadership. HiPos want meaningful projects to expand their domain knowledge, critical experiences and leadership capability. HiPos want meaningful projects that allow them to show how they can impact the business results in a tangible way. Think P&L experience, increasing profit, improving margins, and solving customer retention challenges.
  2. Transparent communication protocols that reinforce values are integral and executives want to be fully aligned to your organization’s strategic and business priorities. Gone are the days of do as I say, not as I do. Senior executives get watched closely for their leadership triggers, their responses and reactions. Seagull leadership in HiPo programs sends all the wrong messages. You want executives present for meaningful business conversations when the projects and/or results are presented. Not for the kick-off. Walk your talk.

What is the best part of a well-executed HiPo program? 

Your HiPo leaders become immersed in a thoughtful, holistic and accelerated leader development program, and they increase your organization’s results, bench strength, agility and social capital.  You reap the rewards of championing a world-class HiPo magnet program!

How To Choose the Right Leadership Triggers

[vc_row][vc_column][vc_column_text]As leaders, our leadership triggers activate us to take action. The activities, approaches and results you recognize and celebrate speak volumes to your team. You take action. Your action affects what others see you do. What you do indicates what is important to you. What you recognize and celebrate in others illustrates what is important to you. The activities, approaches and results you recognize and celebrate speak volumes to your team.

What is a leadership trigger?

Most of us get that a trigger is the mechanism that actuates the firing sequence of a firearm. As leaders, our triggers are mechanisms that activate us to take action.

What are “helpful” leadership triggers?

Many leaders have well-defined “negative” triggers. We get activated when someone is late, fails to complete a task, and other countless negative triggers that exist. “Helpful” triggers activate us to recognize and celebrate the effort, progress or results of our team. Helpful triggers recognize those who take the desired action or produced the desired result, rather than focusing on those who did not.

Water the flowers, not the weeds

Rather than investing more energy and effort into those who are not producing the desired results or following the right timelines, consider focusing on those who do. If the budgeting process submissions are always late, then praise and recognize those who submit early or on-time.

Choose your Triggers Wisely

You probably want to be known for watering the flowers not the weeds. Recognition calls focus and attention to either the desired action or the less desirable inaction. Which do you want to focus upon? Those who take the desired action or those who fail to take action? Your recognition and celebration of those who take the action creates a culture that focuses on those who create the results.


Great Leadership Triggers for Recognition

  • When someone takes initiative or calculated risks
  • Helps someone outside their silo
  • Illustrates a new skill set or capability
  • Does regular work consistently (avoiding escalation) – remember to recognize these people
  • Creative solutions – by recognizing these people, you will get more of them
  • Taking responsibility
  • Providing helpful feedback – if someone speaks up on a conference call – thank them
  • New ideas
  • Effort above & beyond the norm
  • Willingness to learn
  • Quality of work, accuracy
  • Leaving the comfort zone

Great Leadership Triggers for Celebration

  • Hitting milestones
  • Camera moments
  • Award or progress submissions
  • Client feedback
  • Meeting deadlines, early submissions
  • Meeting or exceeding budget
  • Process/policy improvements
  • Accomplishing an objective
  • Delivering value
  • Implementing innovations

What triggers you?

Align what triggers you with the culture and results you desire. If you want action toward a strategic plan or specific goals – recognize and celebrate that action. More of that action will follow.

Bonus Tip

Some effective leaders choose a trigger for each day of the week for the first 21 days. Leaders build recognition and celebration into their daily practice, always reinforcing the action, effort, and results they desire. Learn more by checking out these Leadership Development resources in our Free Online Community.

[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_cta h2=”What triggers impact you the most?” txt_align=”center” add_button=”bottom” btn_title=”Learn More” btn_style=”3d” btn_color=”orange” btn_align=”center” add_icon=”top” i_icon_fontawesome=”fa fa-book” i_color=”orange” i_background_style=”rounded” i_background_color=”white” i_size=”sm” btn_link=”url:http%3A%2F%2Flearn2.com%2Flanding-page-3|title:Learn%20More|” i_on_border=”true”]We have a learning community of practitioners who understand these triggers and have resources to share to aid in your leadership growth and development. Call Mary today at 416-410-6434 or click below to learn more![/vc_cta][/vc_column][/vc_row]

Why Creating a Team Culture is Like Baking a Cake

Creating a team is like making a cake. Each ingredient serves a purpose. Each ingredient has a role and function to play in a team. Without an ingredient, the cake changes. If an ingredient is off, the entire cake can be distasteful or the other ingredients have to mask the bad taste of the one. When all the ingredients are fresh, the cake tastes good, feeds many and is cause for celebration.

Knowing your role in the team comes from the hiring process, the job description, how you are measured, your supervisor, and primarily how you choose to contribute to the team. Consider a sales person who contributes to the team yet does not contribute sales. This is similar to a cake without flour. The ingredient withholds its role and provides no added benefit to the team.

What and how do you contribute to the cake? What roles do others on your team contribute? We have three leaders right now who all want a team culture that produces results. Yet the team culture does not deliver the results. In each case, the staff remains unaware of what each other contribute. The team members fail to appreciate the importance of each person and remain unaware if each person is contributing. These situations are a recipe for disaster.

Learn2 Save The Titanic Program A few years ago, Learn2 had the privilege of being at a staff retreat for the Canadian Olympic Team where Crispin Duenas, one of Canada’s hopeful medalists that participated in the London 2012 Olympics, was speaking. Crispin explained how he is only one ingredient in the Archery team, even if he is the most predominant performer. After Crispin and his coach Joan Macdonald’s wise-words, each department within the Canadian Olympic Committee explained how they were ingredients and contributed to the Archery Team. Often moments like these help us understand our contribution and the contributions of others.

Have each of your teams identify what and how they contribute to the result. For advanced groups, ask the team to consider what and how they contribute to allow the other ingredients to be successful.

We all make our cake. Blame the maker.

12 Keys To Getting Results When Merging Teams

A company’s culture is the shared values, beliefs and behaviors that determine how people do things in an organization. A team’s culture, while aligned with the larger organization culture, can often look very different across the organization, and pocket cultures may emerge.

In the midst of organizational change and restructuring, these pocket cultures may collide, and the fallout, can be disastrous or at the very least disheartening. Keep issues related to blending team cultures a top priority and take these steps to ensure a smooth transition.

 

1. Plan ahead

Long before any change announcement is made, identify who will be impacted and how. Don’t leave it to chance – plan process, communication, measurement, and results.

2. Choose the Cultural Agenda

What is the result you want to see emerge from the combination of the multiple teams? How does this relate to the unique culture that each team brings? The new structure may follow one pocket culture more closely, or may create a blend of cultures. Bottom line…define it. Define what it will look like, and what it means to process, individuals and outcomes when merging teams.

3. Find the Pain Points

Review opportunities and the strengths from multiple perspectives and build your plan around them.

4. Diagnose the Similarities and Differences

Look for ones that matter to determine which gaps need to be closed as you merge. Use interviews, focus groups, accountability mapping, process flow mapping, observation or surveys to gather critical feedback.

5. Anticipate and expect a few bumps.

Senior leaders can find themselves in the uncomfortable position of watching the problem unfold without knowing what to do about it. Ask questions openly and honestly and listen for the answers, sometimes even when you don’t ask the questions.

6. Involve Employees in the Roll-out and Vision

Co-create the new culture focusing on the areas of similarity that matter with the newly formed team. Highlight and recognize the areas of similarity as the team moves forward together.

7. Use the Strengths of both Teams

Choose and declare what to bring forward and what to leave behind. There may be things that don’t work with the expected out comes of the newly created team, and letting the team declare this will help them own the new future vision. We have done this really effectively on a Graffiti Wall in a Merging Teams Workshop called Inspire the Future.

8. Communicate Often & Frequently with all

People will be uncertain in the face of change. Frequent, targeted communication will help to build confidence and ensure people are on track as they move forward together.

9. Leverage Opportunities to bring the teams together

Socially and operationally, set the stage with opportunities for the new team to naturally play together and work together to solve a challenge using the multiple perspectives to achieve success.

10. Measure progress along the way

Once you have identified the key measures of cultural and operational success, measure the progress. When you measure it, you have the opportunity to dig deeper, follow up and keep building. More than just annual measurement, use frequent touch points to keep the top issues and opportunities top of mind. Help your team to see the improvements as you move forward together.

11. Celebrate successes together.

Highlight the successes related to outcomes. Declare how the team worked together to accomplish the successes – both operationally and culturally.

12. Emerging culture is as important as emerging results

Often we pay attention to the financials and efficiencies gained…we need to devote equal attention to measuring the people analytics. Use a Cultural Integration Assessment Tool to close the loop on merging the cultures. Using these tools, leaders manage and measure how people are adapting their beliefs and behaviors, thereby measuring outcomes and the probability that the behaviors will show positive returns.

 

Corporate Team Building Activities: 4 Things To Watch Out For

Corporate team building activities effectively boost employee engagement and productivity when organizations invest in these important corporate events. Here are 4 things to consider when scheduling your next team building activity.

1. Frequency of corporate team building activities

It has been observed that the frequency of team building activities, especially those outside the workplace, is very effective and can increase employee productivity. So, how often should organizations hold team building events?

The frequency of team building activities and their success highly depend on the type of activity. Outdoor, fun team building programs present equity, and communal achievement and camaraderie values to your team when delivered through collaborative and competitive activities with clear messages. Organizations should hold team building activities at least annually to allow employees to increase engagement and change attitudes and behaviors.

2. Tackling Problems

Be it the occasional cross-word or fake business scenarios that need to be addressed from different perspectives, problem-solving enhances teamwork and bridges gaps that can be effortlessly applied to the daily work patterns of most businesses. They serve to leverage unique problem-solving abilities of each team member, offering an opportunity for others to recognize their innate capacities that otherwise may not be visible.

3. Presentation and Communication Skills

Team building activities that work on enhancing the presentation and communication skills of employees are quite enjoyable and refreshing, though not directly associated with business problems. However, they certainly will prove quite useful to both the company and the employees in the long run. Given the mobile workforce of contemporary businesses, the ability to concisely communicate with remote personnel working in different geographic locations, and handle customer interactions politely, is a skill that is much in demand.

4. Internal vs. External Team Building

Internal team building efforts are the key to mutual trust, appreciation and a positive attitude among members of a group or team in the workplace. External team building activities simply serve to build on these basic blocks of understanding, allowing the team as a whole to improve its skills with all team members present at the same corporate event. When training on a different set of skills, the team’s combined learning serves to enhance the quality of their output at the workplace, in turn increasing employee morale and productivity.

As a starting point, companies may, in fact, form an in-house group to organize team building activities that best complement their attempts to maintain a productive, loyal and well-trained workforce. Building mutual trust among employees, keeping them motivated, lending an empathetic ear to their concerns and recognizing and rewarding their talent, are just a few aspects of team building that have to be addressed by companies for external team building activities to prove successful.

Engage Not-For-Profit Boards in Strategic Planning

Your board consists of professionals who are passionate about your cause. Their experience and skills are varied, and they don’t necessarily think about strategic planning as a way to accomplish purpose. Often, not-for-profit organizations focus more on their passion for purpose than the running of the business. It doesn’t have to be that way.
With simple steps, you can engage not-for-profit boards in developing an actionable and measurable strategic plan that is fully aligned with your purpose, and actually allows you to achieve your purpose more fully. This is the first of a three-part series designed to get your board aligned, focused, and achieving results.Read More

Are You Asking the Right Questions?

During a program or meeting, it is important that you are asking the right questions. Asking a close-ended question could lead to a lost opportunity or idea. Opening the room up to dialogue and idea sharing will make a huge difference in the results you get. Here are some top questions and their implementations.Read More

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