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Extended Enterprise In The Nesting And Cutting Business
In Italy there are a lot of small and medium enterprises (SME) that often act as subcontractors to bigger firms.
For example, most of the Italian shoes come from industrial districts, where the organization heavily relies on subcontracting. ...
How to Create a Really Great Company in 2005
Why Most CEOs Fail? Building a Great Company From Within & Using Your Employees to Find and Fix problems By Chet Holmes, President of Jordan Productions Times are tough. The economy is in a constant state of upheaval. Is your company doing better...
The Pet Food Ingredient Game
About 25 years ago I began formulating pet foods at a time when the entire pet food industry seemed quagmire and focused on such things as protein and fat percentages without any real regard for ingredients. Since boot leather and soap could make a...
Secrets To Successful Publishing
Have you ever wondered what would it take to compete successfully with the “big guys” like Simon & Schuster and even get to the top of the heap? If there is such thing as a magic formula for success, then the story of Geela, the author of the...
Your First Year Doing Business Online. What you need to do to get through it and prosper!
I've been doing business profitably online since 1994. Back then things were very difficult. Software was primitive, prospects were few, and many of them started their conversations with, "So, what is that Internet thang anyway?" Yep, things were...
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How to Save Money on Training
1) Use a live instructor. Adults learn best by doing, practicing, and experiencing. Effective instructors customize their programs to meet people’s needs, provide counsel on individual challenges, and respond to questions. Videos, CDs, and E-learning are seldom effective for primary learning. Since the greatest cost of learning is the payroll cost of the participants, you want to make sure the program delivers results.
2) Hire external experts. They can speak candidly about crucial issues related to complex work skills. They are free of prior encounters with your staff. And they bring a fresh, outside perspective based on a worldwide view (instead of an internal one). Those who specialize in one skill area have developed extensive knowledge. Ideally, choose one who has written books or published articles.
3) Include accountability. Work with the instructor to develop a review and reminder process. Plan follow-up sessions to check on progress applying new techniques. Ask your staff to select one change that they plan to make and describe how they will apply it. Then monitor the application of changes being made. Include learning as a dimension in
performance reviews.
4) Support learning. If you’re the boss, set an example of active learning. Attend the workshop. Then use what you learned. Encourage others to apply the new skills and reward those who make a special effort to do so. Also, recommend articles, books, and other materials that support the training program. Create a work culture that recognizes learning as the key to excellence.
5) Buy smart. Match the type of program with desired skills. Use employees for proprietary operations, routine procedures, and high volume (more than 50 sessions/year) tutorials. Select programs that teach skills required to meet company goals. Buy programs that show practical techniques (instead of facts and trivia) delivered by experts who use what they teach.
About the Author
IAF Certified Professional Facilitator and author Steve Kaye works with leaders who want to hold effective meeting. His innovative workshops have informed and inspired people nationwide. His facilitation produces results that people will support. Call 714-528-1300 or visit his web site for over 100 pages of valuable ideas. Sign up for his free newsletter at http://www.stevekaye.com
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