In this newsletter, we talked about leadership and the importance of communication, digital savvy, and agility to their roles and to the success of any organization. Many leaders have been organically grown and therefore these traits may or may not have been as inherent in previous roles as contributors. Gallup recently shared an article on experiential development for leaders and the importance of learning while doing. It notes that today’s leaders must operate in a remarkably agile and ever-changing business landscape, different from any that came before it. And the demands of leadership in that environment will only grow more intense. To learn more about experiential learning and its role in leadership development, see the Gallup article on Experience Reigns in Leadership Development.
This is the second in a four-part series on e-leadership and its critical influence in today’s virtual teams.
In our last E-Leadership blogpost, we considered rethinking how virtual teams can maximize time dedicated to training or work projects and suggested incorporating self-directed activities that are completed online. This approach not only continues the momentum of initiatives, it can also improve engagement and efficiency in future training or project meetings. In this post, we’ll look at types of online self-paced and real-time work and learning initiatives and how e-leaders can better move the needle to improved performance in facilitating them asynchronously.
Online team activities fall into three main categories:Review of digital content, Collaborating on shared documents, and Topical discussions.
You are no doubt familiar with sharing digital content like presentations, links, reports, and other information via email or online.… Read more →
As leaders we have all experienced that awkward moment when you’ve had to deliver feedback to your team, an associate or partner that their work needs improvement. Or what about those moments when you have to explain to project stakeholders that work might go over-budget or be delayed and why this has occurred.
As Talent Developers at Maher & Maher, we’ve experienced these scenarios internally and at times with our clients. Any firm that says otherwise, well… just isn’t being honest. We are talking about that critical point where delicate feedback must be either delivered or received in a way that doesn’t compromise the overall success of a project or worse yet damage the people involved.
These uncomfortable moments should be viewed as opportunities. They call for us to have frank conversations that… Read more →
When we think of our organizational leaders, it’s likely that we think of the individuals in executive and senior leadership roles, the directors of our business sectors, and the managers of our teams. More simply, many of us think of the people we perceive as being "in charge" – the decision makers, task delegators, and performance appraisers who operate with superior importance. But, as Simon Sinek, TED Speaker and author of "Start With Why" and "Leaders Eat Last” stated in the above quote, that perception of leadership must be reframed.
The truth is that organizational leadership is at its most effective when it is a servant and focuses less on taking charge of our teams and more on taking care of them. In other words, leaders who prioritize their team’s development, success, and fulfillment above their own will see greater improvements to… Read more →
This is the first of a four-part series on e-leadership and its critical influence in today’s virtual teams.
Time is one of our most critical assets and we never seem to have enough of it. What is a top workplace time suck? Inefficient meetings! Ask yourself, “What does a usual face-to-face team meeting look like?” Is it that agendas are reviewed, presentations are made, action items are discussed, and next steps are planned over a designated period of time that seems like forever?
A good e-leader does not simply do what many organizations do, which is to move this same traditional meeting approach to an online arena without changing the format. An effective e-leader rethinks the meeting design to produce a real impact when engaging virtual teams and making the most of their time. Shifting the online meeting… Read more →
At Maher, we love to share insights into trends that impact the world of Talent Development. Across the board, in both our Private and Public-sector clients, we are seeing growth in the investment of training, technical assistance and performance support work. The goal is to expedite onboarding to dynamic processes or policies, and provide ongoing upskilling to address the ever-prevalent cycles of change in the workplace.
It isn’t surprising to Maher, as Change Management and Talent Development experts, that a culture of agility and continuous learning are key indicators of an organization’s ability to compete in today’s economic times. However, the pace of technological change leaves us asking, How do we accurately predict what skills are most critical to our success in the future?
A LinkedIn article entitled, How do we train workers for jobs… Read more →
As a busy executive at Maher and IMPAQ, I would like to understand how you approach your professional development. Since Maher is a Talent Development firm, we believe sharing our personal development journeys with peers and organizations is just one way we can expand our commitment to continuous learning and the upskilling of our workforce. I would like to share a little about your passion for learning, so, let me ask you…
“Why do you think professional development is so important today?”
Professional development should be an important part of everyone’s career path. We should continue to strive to make ourselves more marketable, by learning a new skill or content area. This not only makes the individual feel more productive and good about themselves, it also… Read more →
Maher Chief Learning Officer, Catherine Baker recently had the honor to serve on a Mid New Jersey ATD Panel along with the Head of Field Force Development at Bristol-Myers Squibb and Head of Talent Development for the Linde Group. The topic of the panel was “Learning Trends.”
Participants at the event generated three key areas of interest within their table groups, and panelists responded and shared their experience relative to those needs. Topics of great interest were microlearning, adaptive or personalized learning, and the future of learning as a profession. Maher will share the summary from this event in our next newsletter. In the interim, we are sharing a different perspective on trends: one that focuses on Talent Strategy in the Data Age. As our colleagues at our parent company, IMPAQ, know too well, use of data in decision-making is essential. This article goes beyond… Read more →
Managing teams virtually is essential in our busy world. While the use of Facebook and other social platforms seems the norm in our private lives, people may not connect the value they get from the use of similar peer group platforms and models in the workplace. Maher will be launching an informative series on virtual leadership in the upcoming months. Jen Chingwe, Project Manager and Senior Instructional Designer put the series together. Jen has had a mix of projects with Maher where virtual leadership of peer groups is a central focus, and she has exciting and valuable experience to share on this topic. Jen is about to receive her doctorate in Education, Design of Learning Contexts from Rutgers, The State University of New Jersey.
Maher & Maher is a specialized change management and talent development consulting firm based in Neptune, NJ and in Washington, D.C. The… Read more →
Chris Mokros, National Training Director of StoneMor, came to the organization with the intention of creating and implementing a Training Strategy aligned with business goals. StoneMor was growing quickly and, at that time, there was not a centralized learning function or technology infrastructure. Chris’ key focus out of the gates naturally was the sales function.
StoneMor Partners L.P. worked with Maher to launch an online university. New hire onboarding for Sales was the first blended solution offered and was rolled out in 2015. It includes a mix of eLearning, classroom instruction, on-the-job training, and post-training pull through tools. Last year, StoneMor added a formal mentoring program for new hires in the Sales function, as well. The combination of these two offerings has doubled retention and has proven to more rapidly improve sales performance of new hires who completed the new training path when compared to… Read more →