Tip #1. Condition Yourself Mentally To Speak Impromptu - If you're in a meeting keep asking yourself what you would say if you were called upon at that specific moment. By doing so, you'll be one-step ahead should someone call upon you.
Tip #2. Dive Into An Example Immediately - To gain the attention of everyone, begin with a story that touches the emotions of the people in the room. There are three reasons for you to do this. They are:
1. You'll immediately free yourself of the necessity to think hard about your next sentence; experiences are easily recounted even in impromptu situations.
2. You'll enlist the audience's attention right away and get them to "be part of the event" by using their imagination. This is a powerful tool in the story telling business.
3. You will give yourself an opportunity to warm-up to the subject. Think about the story, the highs and lows, the lesson learned or the outcome. Remember this: the lesson learned or the story being told can be sad, funny or serious.
Tip #3. Speak With Animation And Force - Everyone's body and mind are interconnected, so if you speak with energy, your external animation will have a beneficial effect upon your mental processes. It also projects enthusiasm to the listeners, which makes your speech a lot more interesting. Other powerful components are: walk around the room, touch someone's shoulders to get them into the story, point out others in room who were part of the story. Don't forget to look everyone in the eye.
Tip #4. Don't Talk Impromptu; Give An Impromptu Talk - It's not enough just to ramble on and string together a number of unconnected events. You must keep your ideas logically grouped around a central thought so you can get your point across. Your examples should support your central idea(s).
Summary: At some point in our careers, we will be asked to speak unexpectedly. Speaking impromptu can be stressful, but following these techniques can make the process much easier to handle.
For more information on these topics, and Dale Carnegie programming, please visit us at www.westernct.dalecarnegie.com, or email us at bob_dickson@dalecarnegie.com
Wednesday, September 9, 2009
Wednesday, December 3, 2008
Dale Carnegie goes Global!
A Message from Bob
Are you prepared to conduct a business meeting in India? How about a client pitch in Russia? A planning seminar in China?
More of us are going to be called upon to function professionally in different cultures in the coming years as globalization continues flattening out the world's economy. While much of the focus of this historic shift has centered on technology, the need to communicate effectively is just as important, if not more so.
A recent article in Time magazine about Dale Carnegie Training starting its first course in Bangalore, India, sums up the need succinctly: "The quality of degrees varies widely between institutes, and while many graduates may possess cutting-edge technical skills, their interpersonal and communication skills lag far behind."
While that sentence refers to graduates of India's burgeoning technical and engineering universities, it could just as well be said of American graduates. How many are ready to communicate with people from other cultures? What sort of training is being offered in relating to business people in emerging countries?
The type of communication and human relations skills taught by Dale Carnegie Training are becoming more critical than ever as global competition continues to shrink our world. Increased commerce and easier communication are creating a world where only time zones remain as a barrier to doing business. The pressure to communicate on the same level across cultures will be critical to achieving success.
A student in the new course in Bangalore said he has learned basic corporate principles such as the importance of asking questions instead of giving orders. "It's like learning to speak the lingo and to fit in," the student told the Time interviewer.
We in the United States face the same challenge. Business customs vary from region to region, and it will be a mistake to assume that our customs will take precedence. If we want to avoid losing business as a result of failing to understand cultural differences, it's important for us to start learning about those differences today, to better prepare for tomorrow.
Read the article in Time magazine
Bob
Visit us on the web at:
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
Are you prepared to conduct a business meeting in India? How about a client pitch in Russia? A planning seminar in China?
More of us are going to be called upon to function professionally in different cultures in the coming years as globalization continues flattening out the world's economy. While much of the focus of this historic shift has centered on technology, the need to communicate effectively is just as important, if not more so.
A recent article in Time magazine about Dale Carnegie Training starting its first course in Bangalore, India, sums up the need succinctly: "The quality of degrees varies widely between institutes, and while many graduates may possess cutting-edge technical skills, their interpersonal and communication skills lag far behind."
While that sentence refers to graduates of India's burgeoning technical and engineering universities, it could just as well be said of American graduates. How many are ready to communicate with people from other cultures? What sort of training is being offered in relating to business people in emerging countries?
The type of communication and human relations skills taught by Dale Carnegie Training are becoming more critical than ever as global competition continues to shrink our world. Increased commerce and easier communication are creating a world where only time zones remain as a barrier to doing business. The pressure to communicate on the same level across cultures will be critical to achieving success.
A student in the new course in Bangalore said he has learned basic corporate principles such as the importance of asking questions instead of giving orders. "It's like learning to speak the lingo and to fit in," the student told the Time interviewer.
We in the United States face the same challenge. Business customs vary from region to region, and it will be a mistake to assume that our customs will take precedence. If we want to avoid losing business as a result of failing to understand cultural differences, it's important for us to start learning about those differences today, to better prepare for tomorrow.
Read the article in Time magazine
Bob
Visit us on the web at:
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
Tuesday, December 2, 2008
Your Biggest Investment Will Equal Your Biggest Return!
A Message from Bob
Businesses facing rising costs and declining revenue often resort to the obvious: layoffs.
A number of studies have shown that this blunt approach destroys shareholder value over the long term. But what of the more common - and more insidious - corporate habit of cutting back or eliminating training and employee development efforts?
Three recent studies prove that investing in employee development boosts both gross profits and stock prices significantly.
The Harvard Business Review published the results of a research project conducted from 1997 to 2003 that followed the stock prices of hundreds of companies that invested twice the industry norm in employee development. From 1997 to 2001, most of these companies achieved better-than-average financial performance in a variety of areas, including shareholder return.
So the researchers - Laurie Bassi and Daniel McMurrer of Knowledge Asset Management, a money management firm in Maryland - invested money in three live portfolios of companies in 2003 that "spend aggressively on employee development."
All three portfolios outperformed the S&P 500 market index over their first year by a whopping 17 percent to 35 percent.
The American Society for Training and Development in Alexandria, Va., recently evaluated 540 U.S. companies in a similar study. Those that invested 3 percent to 6 percent of payroll on workplace learning achieved a 37 percent higher annual gross profit per employee than those that spent little or no funds on training.
An even larger study by the University of Pennsylvania, which included 3,200 companies, showed firms that increased spending for workforce training and development by 10 percent boosted productivity by 8.5 percent, while a similar increase in capital expenditures increased productivity by just 3.8 percent.
Factor in the high cost of frequent employee turnover and you begin to get the picture: Employees are indeed the most important asset a company has, and investing in their development pays off big time on the bottom line.
Bob
Visit us on the web at:
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
Businesses facing rising costs and declining revenue often resort to the obvious: layoffs.
A number of studies have shown that this blunt approach destroys shareholder value over the long term. But what of the more common - and more insidious - corporate habit of cutting back or eliminating training and employee development efforts?
Three recent studies prove that investing in employee development boosts both gross profits and stock prices significantly.
The Harvard Business Review published the results of a research project conducted from 1997 to 2003 that followed the stock prices of hundreds of companies that invested twice the industry norm in employee development. From 1997 to 2001, most of these companies achieved better-than-average financial performance in a variety of areas, including shareholder return.
So the researchers - Laurie Bassi and Daniel McMurrer of Knowledge Asset Management, a money management firm in Maryland - invested money in three live portfolios of companies in 2003 that "spend aggressively on employee development."
All three portfolios outperformed the S&P 500 market index over their first year by a whopping 17 percent to 35 percent.
The American Society for Training and Development in Alexandria, Va., recently evaluated 540 U.S. companies in a similar study. Those that invested 3 percent to 6 percent of payroll on workplace learning achieved a 37 percent higher annual gross profit per employee than those that spent little or no funds on training.
An even larger study by the University of Pennsylvania, which included 3,200 companies, showed firms that increased spending for workforce training and development by 10 percent boosted productivity by 8.5 percent, while a similar increase in capital expenditures increased productivity by just 3.8 percent.
Factor in the high cost of frequent employee turnover and you begin to get the picture: Employees are indeed the most important asset a company has, and investing in their development pays off big time on the bottom line.
Bob
Visit us on the web at:
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
Monday, December 1, 2008
Communicating with Full Impact!
We have started offering "sneak peaks" of our training sessions with new video presentations on the website, Dale Carnegie of Western CT Website.
A few months back we added a blog. Over the past few weeks we've established a presence on several other websites and added links to those sites on our web page. And now we're adding video.
All of these changes highlight a subject of great relevance in today's highly wired world - the impact of different forms of media on communication.
Today we communicate through many more methods than in the past. To the spoken and printed word we've added email, voicemail, instant messaging, electronic texting, faxing, blogging, video and videoconferencing.
We are communicating more than ever in this country, but are we communicating effectively? Multiple means of communication can be a good thing, but too often what we gain in variety and convenience we lose in clarity and understanding.
Everyone has had the experience of misinterpreting an email, or having your email misunderstood. This happens because we lose the advantages of face-to-face communicating.
According to UCLA psychology professor Albert Mehrabian, only 7 percent of meaning comes from the words we speak. Thirty-eight percent is in the way the words are said, and a full 55 percent of meaning is conveyed through facial expressions.
So you can see that sending a quick email doesn't include the natural, face-to-face clues to your meaning that accompany face-to-face interaction.
That's not to say we all need to stop using emails and video to transmit information. These are vital and much-needed ways to communicate in today's fast-paced world. Instead, the point is to be aware of the differences among the various media and learn to take that into account.
For instance, when writing an email be sure to consider whether you are assuming the recipient will understand your intended tone. What you intend as humor may be received as negativity, for example.
Video carries similar risks. A video camera cannot catch all the nuances of a face-to-face meeting, and video presentations often distort subtle aspects of communication such as emphasis and demeanor.
By all means, take advantage of the various new media designed to facilitate communications, as we at Dale Carnegie Training of Western Connecticut are doing. But remember, to really make business move forward we still need to meet with each other as often as possible and communicate the old-fashioned way - face to face.
Have a great day!
Bob Dickson
Visit us on the web at:
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
A few months back we added a blog. Over the past few weeks we've established a presence on several other websites and added links to those sites on our web page. And now we're adding video.
All of these changes highlight a subject of great relevance in today's highly wired world - the impact of different forms of media on communication.
Today we communicate through many more methods than in the past. To the spoken and printed word we've added email, voicemail, instant messaging, electronic texting, faxing, blogging, video and videoconferencing.
We are communicating more than ever in this country, but are we communicating effectively? Multiple means of communication can be a good thing, but too often what we gain in variety and convenience we lose in clarity and understanding.
Everyone has had the experience of misinterpreting an email, or having your email misunderstood. This happens because we lose the advantages of face-to-face communicating.
According to UCLA psychology professor Albert Mehrabian, only 7 percent of meaning comes from the words we speak. Thirty-eight percent is in the way the words are said, and a full 55 percent of meaning is conveyed through facial expressions.
So you can see that sending a quick email doesn't include the natural, face-to-face clues to your meaning that accompany face-to-face interaction.
That's not to say we all need to stop using emails and video to transmit information. These are vital and much-needed ways to communicate in today's fast-paced world. Instead, the point is to be aware of the differences among the various media and learn to take that into account.
For instance, when writing an email be sure to consider whether you are assuming the recipient will understand your intended tone. What you intend as humor may be received as negativity, for example.
Video carries similar risks. A video camera cannot catch all the nuances of a face-to-face meeting, and video presentations often distort subtle aspects of communication such as emphasis and demeanor.
By all means, take advantage of the various new media designed to facilitate communications, as we at Dale Carnegie Training of Western Connecticut are doing. But remember, to really make business move forward we still need to meet with each other as often as possible and communicate the old-fashioned way - face to face.
Have a great day!
Bob Dickson
Visit us on the web at:
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
Wednesday, April 16, 2008
Interviewing 101 - How to Make Them Love You and Pay You Too!
A Message From Bob
The approach of spring signals the annual migration of thousands of college seniors from the classroom to the real world. Often the first step on this journey is a job interview, or a series of job interviews.
Especially for young people, this can be a scary prospect. Few college seniors have spent much time honing the skills needed to get through a job interview with poise and persuasiveness. Today I want to offer some ideas and tips to help newly minted graduates “knock ’em dead” and land that exciting first job!
Before you start preparing for job interviews, you must get yourself into the right frame of mind. Understand that a job interview is a sales process, and the product you are selling is … YOU!
You may have the greatest resume ever written and the perfect combination of education and experience, but unless the person interviewing you feels confident that you will fit into his or her organization, none of that will count for much. The interviewer is trying to gauge who you are – will you be reliable, a hard worker, someone eager to contribute to the organization, someone others will be happy to work with?
That’s why it’s vital to pay attention to factors such as punctuality, appearance, and personality. You must be on time. You must be dressed and groomed appropriately for the company or organization you are seeking to join. You must display good manners. And you must exude a positive attitude and an eagerness to get to work! Otherwise, why would anyone want to hire you?
Another key factor is preparation. Find out everything you can about the company before you walk through its doors. And practice the answers to tough interview questions, such as “Why should I hire you?” “Where do you see yourself five years from now?” and “Tell me about a mistake you’ve made in the past.” (Yikes!) Solid preparation shows the interviewer that you care about landing the job and that you understand the value of being prepared.
Here are some other tips:
· Have several copies of your resume with you.
· Make a good first impression with a solid handshake, a smile, and eye contact.
· Wait until you are asked to take a seat before sitting down.
· Be relaxed, but don’t be too casual.
· Be confident, but never arrogant.
· Be honest and sincere.
· Ask questions, but do not show concern about salary or other benefits.
· Never speak negatively about past jobs, supervisors, or experiences.
· Avoid becoming defensive over probing questions – always keep your cool.
· At the end of the interview, ask if there are any concerns you can address.
· Ask about the next step in the process.
Finally, always send “thank you” notes to everyone you spoke with, within a day or so of the interview. This shows that you are thoughtful and willing to take the extra step.
To find out more about handling job interviews like a seasoned pro, go to Interviewing 101 - How to Make Them Love You and Pay You Too! In the meantime, enjoy the spring weather!
Bob
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
The approach of spring signals the annual migration of thousands of college seniors from the classroom to the real world. Often the first step on this journey is a job interview, or a series of job interviews.
Especially for young people, this can be a scary prospect. Few college seniors have spent much time honing the skills needed to get through a job interview with poise and persuasiveness. Today I want to offer some ideas and tips to help newly minted graduates “knock ’em dead” and land that exciting first job!
Before you start preparing for job interviews, you must get yourself into the right frame of mind. Understand that a job interview is a sales process, and the product you are selling is … YOU!
You may have the greatest resume ever written and the perfect combination of education and experience, but unless the person interviewing you feels confident that you will fit into his or her organization, none of that will count for much. The interviewer is trying to gauge who you are – will you be reliable, a hard worker, someone eager to contribute to the organization, someone others will be happy to work with?
That’s why it’s vital to pay attention to factors such as punctuality, appearance, and personality. You must be on time. You must be dressed and groomed appropriately for the company or organization you are seeking to join. You must display good manners. And you must exude a positive attitude and an eagerness to get to work! Otherwise, why would anyone want to hire you?
Another key factor is preparation. Find out everything you can about the company before you walk through its doors. And practice the answers to tough interview questions, such as “Why should I hire you?” “Where do you see yourself five years from now?” and “Tell me about a mistake you’ve made in the past.” (Yikes!) Solid preparation shows the interviewer that you care about landing the job and that you understand the value of being prepared.
Here are some other tips:
· Have several copies of your resume with you.
· Make a good first impression with a solid handshake, a smile, and eye contact.
· Wait until you are asked to take a seat before sitting down.
· Be relaxed, but don’t be too casual.
· Be confident, but never arrogant.
· Be honest and sincere.
· Ask questions, but do not show concern about salary or other benefits.
· Never speak negatively about past jobs, supervisors, or experiences.
· Avoid becoming defensive over probing questions – always keep your cool.
· At the end of the interview, ask if there are any concerns you can address.
· Ask about the next step in the process.
Finally, always send “thank you” notes to everyone you spoke with, within a day or so of the interview. This shows that you are thoughtful and willing to take the extra step.
To find out more about handling job interviews like a seasoned pro, go to Interviewing 101 - How to Make Them Love You and Pay You Too! In the meantime, enjoy the spring weather!
Bob
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
Thursday, March 27, 2008
Leadership Strategies: A Historical Perspective!
A Message From Bob
Watching the lively battle for the U.S. presidency brings to mind one of the most important focal points of Dale Carnegie Training – the importance of leadership.
Hillary Clinton, Barack Obama and John McCain all are vying to lead this nation. The winner may well be the one who most consistently exhibits the qualities and attitudes of a great leader.
But how do we, the voters, judge those qualities and attitudes? How do we know what to look for? How do we know what’s important – and what’s not?
As with so many other crucial issues, we look to the past. We learn about the great leaders of yesterday, about their thoughts and deeds, their motives and desires. The lessons we learn from history may still be applied today, because the more things change, the more they stay the same.
Take Dale Carnegie. He started teaching leadership skills almost 100 years ago, and Dale Carnegie Training students today are applying the same principles he taught then. The times may be different, but human nature is the same.
Leadership is about motivating people. An effective leader influences those he leads and focuses ..ing them reach their goals, while leading by example. Leaders do not dictate; they inspire!
But leaders are made, not born. And leadership development training is designed to transform people from managers into leaders. Here are some ways to become a better leader by coaching your employees:
Listen. Get to know your employees. Ask them about the high points and low points in their lives, and how they coped with the low points.
Ask insightful questions. Whenever workers finish a project, ask them to list three things they accomplished and one area in which they can improve.
Don’t avoid the negative. Solicit input and ideas from employees, and don’t ignore feedback that is negative or contradicts your own statements. This type of feedback can yield valuable insights.
Don’t pretend you’re perfect. Sometimes you have to give constructive feedback to employees, and this is a good time to discuss your own experiences with similar issues and problems. Focus on the behavior or action, not the individual.
Build self-esteem. You must boost confidence among the people on your team, and the best way to do that is to recognize their achievements and tell them how valuable their work is.
Believe in what you do. Be a strong leader and you can move your team to work wonders.
In a recent article in the Harvard Business Review, historian and best-selling author David McCullough discussed the qualities that leaders need to cultivate. He highlighted a sense of history, the ability to spot talent, a willingness to learn, the skill to listen well, and the ambition to excel.
You may not be running for the presidency, but you can benefit from developing your leadership skills no matter what your station in life. Take the time to learn more about the great leaders of the past, and then strive to incorporate the lessons they offer into your own life. You’ll be glad you did!
Click here to read the article mentioned above from David McCullough!
Bob
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
Watching the lively battle for the U.S. presidency brings to mind one of the most important focal points of Dale Carnegie Training – the importance of leadership.
Hillary Clinton, Barack Obama and John McCain all are vying to lead this nation. The winner may well be the one who most consistently exhibits the qualities and attitudes of a great leader.
But how do we, the voters, judge those qualities and attitudes? How do we know what to look for? How do we know what’s important – and what’s not?
As with so many other crucial issues, we look to the past. We learn about the great leaders of yesterday, about their thoughts and deeds, their motives and desires. The lessons we learn from history may still be applied today, because the more things change, the more they stay the same.
Take Dale Carnegie. He started teaching leadership skills almost 100 years ago, and Dale Carnegie Training students today are applying the same principles he taught then. The times may be different, but human nature is the same.
Leadership is about motivating people. An effective leader influences those he leads and focuses ..ing them reach their goals, while leading by example. Leaders do not dictate; they inspire!
But leaders are made, not born. And leadership development training is designed to transform people from managers into leaders. Here are some ways to become a better leader by coaching your employees:
Listen. Get to know your employees. Ask them about the high points and low points in their lives, and how they coped with the low points.
Ask insightful questions. Whenever workers finish a project, ask them to list three things they accomplished and one area in which they can improve.
Don’t avoid the negative. Solicit input and ideas from employees, and don’t ignore feedback that is negative or contradicts your own statements. This type of feedback can yield valuable insights.
Don’t pretend you’re perfect. Sometimes you have to give constructive feedback to employees, and this is a good time to discuss your own experiences with similar issues and problems. Focus on the behavior or action, not the individual.
Build self-esteem. You must boost confidence among the people on your team, and the best way to do that is to recognize their achievements and tell them how valuable their work is.
Believe in what you do. Be a strong leader and you can move your team to work wonders.
In a recent article in the Harvard Business Review, historian and best-selling author David McCullough discussed the qualities that leaders need to cultivate. He highlighted a sense of history, the ability to spot talent, a willingness to learn, the skill to listen well, and the ambition to excel.
You may not be running for the presidency, but you can benefit from developing your leadership skills no matter what your station in life. Take the time to learn more about the great leaders of the past, and then strive to incorporate the lessons they offer into your own life. You’ll be glad you did!
Click here to read the article mentioned above from David McCullough!
Bob
Dale Carnegie of Western CT Website
Check us out at Squidoo.com
Click here to visit us at MySpace.com!
Engaging At Work
A Message from Bob
Is your workplace highly dysfunctional or fully engaged? The answer to that question could spell the difference between success and failure for your company.
Employees who are fully engaged in their work contribute far more to a company than those who go through the workday in a detached, angry or dispirited manner. It’s not too hard to see the difference; employees who are engaged feel a close bond with the company they work for, eagerly recommend it as a good place to work, and get more out of their work than just a paycheck. Unengaged workers tend to be poor contributors and display counter-productive behaviors such as frequent arguing and complaining.
Employers should care a great deal whether their workers are fully engaged. According to a study recently completed for Dale Carnegie Training, high levels of employee engagement lead to lower turnover rates, higher productivity rates and more innovation.
If a workplace is already infected with high levels of toxic behavior, how can executives and managers turn that around? The first and most important factor is for company leaders to display the very traits they want to encourage: maintain a positive attitude at all times, be fully engaged with your company’s issues and challenges, and avoid counterproductive activities such as excessive criticism and micromanaging.
Another key is to make workers feel invested in the company by including them in the decision-making process in a meaningful way. Managers must stop dictating and start cooperating. Focus on interpersonal relationships and allow workers a strong voice in designing goals and the methods used to reach them.
Other ways executives may lead the transformation include asking employees questions about what they think of the operation, identifying individual strengths among employees, recognizing achievement, and providing effective training.
Dale Carnegie Training can help companies in all of these areas, with programs tailored to the individual company. One example is TATA Teleservices Ltd., which was growing so rapidly the company hired almost 2,000 new employees in a short period of time, and hastily put them through a bare-bones training program. That led to poor performance, since the recruits lacked confidence in their own abilities and in company management. Dale Carnegie Training designed a custom two-day leadership building program, and the company reported the new training increased performance levels and interpersonal skills.
More such success stories may be found at our website.
Click here for more information!
Take a look around at your workplace. Are most of the people smiling and eager to contribute? If not, it may be time to take action to more fully engage your workforce, which is, after all, your No. 1 asset.
Employee Engagment White Paper
Dale Carnegie of Western CT Website
Is your workplace highly dysfunctional or fully engaged? The answer to that question could spell the difference between success and failure for your company.
Employees who are fully engaged in their work contribute far more to a company than those who go through the workday in a detached, angry or dispirited manner. It’s not too hard to see the difference; employees who are engaged feel a close bond with the company they work for, eagerly recommend it as a good place to work, and get more out of their work than just a paycheck. Unengaged workers tend to be poor contributors and display counter-productive behaviors such as frequent arguing and complaining.
Employers should care a great deal whether their workers are fully engaged. According to a study recently completed for Dale Carnegie Training, high levels of employee engagement lead to lower turnover rates, higher productivity rates and more innovation.
If a workplace is already infected with high levels of toxic behavior, how can executives and managers turn that around? The first and most important factor is for company leaders to display the very traits they want to encourage: maintain a positive attitude at all times, be fully engaged with your company’s issues and challenges, and avoid counterproductive activities such as excessive criticism and micromanaging.
Another key is to make workers feel invested in the company by including them in the decision-making process in a meaningful way. Managers must stop dictating and start cooperating. Focus on interpersonal relationships and allow workers a strong voice in designing goals and the methods used to reach them.
Other ways executives may lead the transformation include asking employees questions about what they think of the operation, identifying individual strengths among employees, recognizing achievement, and providing effective training.
Dale Carnegie Training can help companies in all of these areas, with programs tailored to the individual company. One example is TATA Teleservices Ltd., which was growing so rapidly the company hired almost 2,000 new employees in a short period of time, and hastily put them through a bare-bones training program. That led to poor performance, since the recruits lacked confidence in their own abilities and in company management. Dale Carnegie Training designed a custom two-day leadership building program, and the company reported the new training increased performance levels and interpersonal skills.
More such success stories may be found at our website.
Click here for more information!
Take a look around at your workplace. Are most of the people smiling and eager to contribute? If not, it may be time to take action to more fully engage your workforce, which is, after all, your No. 1 asset.
Employee Engagment White Paper
Dale Carnegie of Western CT Website
Subscribe to:
Posts (Atom)
