Professional development is not an easy sell. In fact in many organizations, training is seen as a discretionary cost and, if budgets are tight, it is often one of the first things to be cut. This maybe perceived as understandable as often associated benefits are less tangible and impact is not typically immediate. Of course most progressive organizations recognize that their only way to get better is to invest in their people. After all that is what will keep them ahead of the competition.  Read more »

In very general terms Human Resource personnel typically fit into one of the following broad categories:

Process Oriented: They normally specialize in areas such as payroll, benefits, recruiting, etc. They apply a very systematic and sometimes rigid approach and for the most part they see things as either black or white. They are typically most concerned about the outcome from the company’s perspective. People Oriented: This group more typically aligns with areas such as performance, discipline, training, etc. They are generally seen as flexible and more people friendly. They have this knack of been able to assess the Read more »

Coaching has emerged as a very dependable and effective methodology in the development of staff within organizations. Companies have long wondered how to make learning more sustainable and integrated. All too often a lot of money has been spent on sending people on various training programs, which very often contained great content; however the impact was never felt back in the company. Coaching, whether in tandem with or in support of training, provides the support and accountability to ensure that results emerge from learning.