TrainingPros Learning Highlights Blog

Apr
29

Success Assessment

Our mission at TrainingPros is to provide our clients with the best possible learning and development talent. We also know it’s critical to place our consultants in the roles best suited to their skill sets and work requirements. We want to keep our talent pool stable, consistent, challenged and loyal to our clients. Our relationship managers do their research to understand project needs, company culture and work style, and the technical skills that are required.

TrainingPros has been dedicated to those priority missions spanning three decades. And our success rate for placements is extremely high. But laurel resting has never been our forte, and we recently implemented a new tool to close the gap even more to ensure the best possible working relationships between our clients and our consultants.

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May
09

Thrilled With Annual Net Promoter Score

TrainingPros initiated an annual survey that’s both incredibly simple and incredibly challenging. We asked all of our clients one question – that’s right, just one – “How likely are you to recommend us to a talent development colleague?” And the answer is on a 0 - 10 point scale from “not likely” up to “highly likely.” This likelihood of recommendation is the ultimate satisfaction index – also known as the Net Promoter Score (NPS).

The reason that NPS surveys are incredibly challenging is that a company really only gets “credit” for responses in the 9-10 range; those are our promoters. A passive client gives us a 7 or 8 score, and detractors are anything 6 and below. TrainingPros was thrilled to garner a 94% NPS in our first year!

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May
05

Communicate With Clarity & Confidence

As a TrainingPros relationship manager in the NJ/NY Market, I’m looking forward to serving as one of the presenters at the Union County Means Business Women’s Conference on May 17th in New Jersey. The session “Powerful Presence - Communicate with Confidence & Clarity” is one topic that resonates with many who strive to make a positive, powerful first impression. Bear in mind, one’s choice of words, tone, and body language all factor into the impressions we leave others. Impressions make an impact. What type of impact are you making? What type of impact do you wish to make?

Let’s start with the obvious: yes, depending on the situation, one’s choice of words does matter. Words set a tone. Certain words are divisive - such as the word “you.” Think about it: how do you feel when someone says “You were of no help at all” or “You seem to be struggling with the process, aren’t you?” Research has shown that the accusatory ‘you statements’ can put the other person on the defensive and can create anger and discontent with others which potentially causes disagreements and conflicts. When ‘you statements’ are used, we are telling the individual what he or she did not do, whether it was right or wrong. Basically we are accusatory and showing judgment. On the other hand, ‘I statements’ are a positive way to show assertiveness. “I prefer that we move the meeting date” or “I feel overworked and stressed and would appreciate some additional help on this project.”

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Mar
08

Setting Expectations

We all realize the importance of level setting or managing expectations. In the workplace, regardless of the field we are in or what our job title says, it is important for results to be achieved; for expectations to be met, even exceeded. It is equally important in our personal lives. Managing expectations is a universal skill, and underrated I could argue. Level setting expectations is a topic that is often ‘glossed over’ or not discussed as much as it really deserves to be yet it is important in all aspects of our lives.

In my role as a Leadership Development Facilitator and Coach, I teach others to set clear role expectations and appropriate goals, to provide effective feedback, to follow up if goals /outcomes were met, and to re-adjust if needed. I also help leaders deal with their emotions when expectations are not met.

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Mar
30

Leadership, Learning, And Cardio

What does leadership development have to do with cardiovascular exercise? The answer is simple - a lot. Here is why. In today’s ever changing, ever challenging, and ever competitive business markets, the demand for leadership development becomes more and more evident. A day doesn’t go by that someone, somewhere has not written about the requirement for strong leadership. Although, when we hear the need for strong leaders, our minds immediately go to how effective and successful some leaders are versus others. Or we think about what knowledge, skills, and abilities make up a strong leader. It seems many have an opinion on this topic including the characteristics of a strong leader. This article takes a closer look at the behaviors that make strong leaders; it looks at the psychological as well as the physiological characteristics that build strong leadership.

A thought provoking study was done on the “Beneficial effects of physical exercise on neuroplasticity and cognition” by scientists Kirsten Hötting and Brigitte Röder (2013)1. I found this study interesting because it points to the direct correlation between the positive effects of physical activity on executive functions and memory in humans. This intrigued me because learning and acquiring new skills come from our brain’s ability to adapt and change (“neuroplasticity”). According to Hötting and Röder, “Convergent evidence from both human and animal studies suggests that physical activity facilitates neuroplasticity of certain brain structures and as a result improved cognitive functions.” The findings suggest that physical exercise may enhance and help maintain an individual’s cognitive capacity to respond effectively to new demands. We all know leaders face new demands daily as they strive to build innovative, competitive, and sustainable business models. Hötting and Röder concluded, “New data suggests that to maintain the neuro-cognitive benefits induced by physical exercise, an increase in the cardiovascular fitness level must be maintained.”

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TrainingPros, founded in 1997, works closely with learning departments of large organizations to identify, attract, and support leading contract specialists for focused training and development engagements.