Women’s History for Today’s Workplace

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Women's History for Today's Workplace

In March of 2015, the U.S. military’s oldest living female veteran, Lucy Coffey, passed away at age 108. At the time, 1943 to be exact, it took Coffey three attempts to successfully enlist in the Women’s Auxiliary Army Corps. She was one of only about 400,000 women who served in uniform during World War II. With its iconic “Rosie the Riveter” image, World War II became a major turning point both in terms of women’s enlistment in the armed services as well as in stateside employment to fill the manufacturing jobs left open by the young men off at war.

As Women’s History Month comes to a close at the end of March, let’s take a quick look at where we’ve been, the progress that has been made, and the barriers that continue to complicate male and female equality in the workplace.
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I Used to Be Their Friend, Now I'm Their Boss

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Friendships in the workplace aren’t bad (in fact, they can be very positive), but young workers have a tendency to view their coworkers as friends more than other employees. When friends start getting promoted and managing one another, these relationships can pose problems.

How to identify the ‘friend’

This is a leader that is congenial, well-liked, and has above average soft-skills. They are extremely supportive of their employees and approach management interactions more like coworker relationships.

This individual refrains from having tough or crucial conversations with their employees and fails to acknowledge or manage conflict, frequently avoiding it altogether.

They often don’t manage performance well, and put up with poor results to maintain a positive relationship.

In essence, they focus on being their employees’ friend, rather than their manager or leader. In fact, some of these leaders may be managing previous coworkers or friends of theirs. They may even engage in behaviors that are considered unprofessional for a leader, such as participating in informal social activities, becoming Facebook friends with their subordinates, or gossiping about other employees.

How to develop

This individual doesn’t necessarily need training in soft skills, but does need training on core management principles, such as performance management, feedback, and conflict management.

These will be uncomfortable topics for this individual that you may need to address multiple times. They may also need to be coached on how to balance creating supportive relationships and interactions with their employees with results and getting the job done.

Some will also need to better understand the role of the leader and how to act professionally with their employees.

Supervisory Training

A lot of the time, an employee who has recently been promoted to a supervisor role doesn't always have the resources available to them to be a successful leader. By sending your employee through a supervisor training series, it will teach them the fundamental topics that any manager would need in order to lead in the most effective manner.

In the end, it will not only benefit the employee, but also the company to have a well-skilled supervisor helping operate the organization.

Interested in learning more about training your supervisors?

Submit your contact information and receive instant access to a video highlighting our process and a brochure featuring our courses, delivery methods, and success stories.

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Take Your Meetings from Unproductive to Motivating

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Take Your Meetings from Unproductive to Motivating

At any company, long and drawn out meetings can be a stressful use of time, and you may ask yourself 'Is this meeting even necessary?" Meetings are the most universal—and sometimes universally despised—part of business life.

However, meetings are necessary in the business world, and with the right tools and approach, your meetings can become engaging, successful and well-received. There are a number of steps that you can take to make this happen.
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The Ultimate Guide to Training in 2015

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hr training topics The Ultimate Guide to Training in 2015

If your organization is like most, a guiding question for your 2015 planning will likely be some version of this question: “What kinds of training & development programs should we choose that will help ensure we are able to attract and retain talented employees, as well as prevent regrettable attrition, within our organization in 2015 and beyond?” What follows is a snapshot of some of the most popular training topics for 2014 and into 2015, along with a brief explanation of how they can each be leveraged to the benefit of the organization.

Up & Coming

Leadership Development

Pointing to the need to refocus attention on the longevity of an organization and the generational shift towards Millenials that is occurring in the overall workforce, leadership development is definitely on the list of hot training topics on the rise.
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The Power of Lean for HR

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The Power of Lean for HR

Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer organizations of all types and sizes methods to identify and reduce waste, which positively impacts your employees, customers, and the bottom line.

Tom Ault, ERC's Director of Technical Training, brings a wealth of industry and technical experience to our members and clients' fingertips. With a solid understanding of the financial and organization-wide impacts training has on a business, Tom works to identify continuous improvement needs and deliver custom solutions based on each company's specific situation.

The following interview with Tom reveals some of the basic principles and benefits of Lean, how it impacts the HR function, and why Lean should be an initiative to consider for your business.
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Conflict Resolution Tips Every Manager Should Know

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Conflict Resolution Tips Every Manager Should Know conflict resolution manager

Working in any organization means working with people that have a variety of opinions, perspectives, and/or work styles. And while organizations who foster such diversity are the strongest type of organizations, it doesn’t always mean everyone will get along 100% of the time.

Managers need to be able to recognize when problems are brewing and feel comfortable and equipped to work with staff members in resolving these issues.

We spoke with Jackie Mueckenheim, Senior Trainer with ERC’s Learning and Development Team, about why it’s important for managers to understand how to resolve problems that occur in the workplace, what are some common problems, and four conflict resolution skills that every manager should know.
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Six Trends that will Influence Employers in 2014

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Six Trends that will Influence Employers in 2014

Several training trends emerged from 2013 that will affect employers’ delivery of learning and development, heading into 2014. They include the following:

1. Informal Learning

Discussing best practices, reading articles and blog posts, informally talking to mentors, and exchanging messages with coworkers, is evolving and more organizations are leveraging it to improve performance.
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Complete Guide to Training & Development

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Complete Guide to Training & Development

Training and development is an essential function of most organization nowadays. Strategically investing in employees'  training and development, nurturing their talents, and building their skill sets helps organizations achieve their desired results, enhances their culture, and assists leaders in better managing talent. Most organizations can't compete effectively without providing training and development.

Properly managing and administering staff training is important. The following guide provides guidance on several areas of training and development, including:
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Leader Development: A Growing Concern and Priority for Employers

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Leader Development: A Growing Concern and Priority for Employers

Leadership development is among employer's top priorities and concerns in the workplace today. A 2013 survey conducted by The Conference Board and Right Management concluded that organizations are expected to spend 37% more on leadership development in 2014.

Many employers are concerned over a potential lack of talent to fill future leadership roles, and are putting practices in place such as succession planning and leadership development programs targeted toward young people, high-potentials, and emerging leaders to address those future gaps.

Below is a quick summary of two key areas in which the approach to creating leadership development programs is evolving.
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10 Ways to Be Better in HR in 2014

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10 Ways to Be Better in HR in 2014

As the end of 2013 approaches, it's an ideal time to stop and reflect on your development as an HR professional and how you might be more effective in your HR role in 2014. Here are 10 ways to be better in HR in 2014.

1. Assume the role of a leader.

Even if you aren't one or don't have the authority or title of a leader, act like one each and every day. Use your influence for positive workplace change in your company, because when your actions have an impact on others, they matter and make a difference.

Leadership is less about title and role, and more about impact and influence. Anyone can lead...even from the very bottom. Assume your "seat at the table" and act like you have one.
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