Learning & Development

Business owners…..Make your employees soar. Train them!

Date: June 18, 2023
Author: Michelle L. McDonald
Categories: Business, Caribbean, Customer Service, Employees, Learning & Development, Training

As the description in this video says, well trained and knowledgeable employees make all the difference to a business’ revenue and profit. It’s no wonder that the best companies have a Human Resource Development strategy aligned with their business goals. And yet, so many business owners, especially who offer services, do not invest in a good training programme for their employees, including new hires.

I saw this scene while driving recently. My first thought was “whoever is operating that back ho, is very brave!” But then I reasoned that if the operator was very skilled because of good training, this excavation would be a breeze. However, it also occurred to me that the owner of this equipment would NOT hire someone to operate it who was not trained.

Herein lies the value of training. If you wouldn’t put a new hire to excavate this hillside on his or her first day on the job, why do business owners of, for example restaurants, retail shops etc put new employees to serve customers on their first day? Apart from it being unfair to the employee, it can hurt the business financially. A few days after I was driving by, I notice that a part of the back ho was broken. Could it be that either the driver was not trained and caused the accident, or was the person who serviced the back ho incompetent?

The lesson is invest in training. It does not have to be expensive. In fact, it is likely more expensive to NOT train employees.

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A peek into the use of Artificial Intelligence in HR

Date: May 13, 2023
Author: Michelle L. McDonald
Categories: AI, Artificial Intelligence, Engagement, Learning & Development, Onboarding, Orientation, Productivity, Skills

While I have been away from this site, the internet has exploded with the advent of Artificial Intelligence (AI) tools such as ChatGPT from Open.ai. I have read that there are several other AI tools, but this is the one I have heard being spoken about more. The first time I heard it connected to someone I knew, was a teacher who found out that students frequently used AI to complete their assignment. Isn’t that cheating? Well, it depends. That debate is for another time.

I took the plunge and signed up for a ChatGPT account last week. This was after I watched Alicia Lyttle walking viewers through a step by step process to create a journal using ChatGPT and Canva. I was curious. So I read a few articles about how AI can be used in Human Resource Management & Development and did an experiment.

We know that Onboarding is a key part of the Employee Experience (Ex), so I sought some ideas from ChatGPT for a well designed Onboarding process. Here was the prompt I asked it “I am an HR Manager and I would like to plan a great onboarding programme that makes new hires love the company and have a great employee experience.” Here are some of the results it spit out……in seconds! (I am happy to state that most of these are included in my programmes.)

  1. Clear Onboarding Plan: Develop a comprehensive onboarding plan that outlines the activities, timeline, and resources for new hires to follow. This structured approach sets expectations, reduces uncertainty, and ensures a smooth transition into the company.
  2. Welcoming Environment: Create a warm and welcoming environment for new hires from day one. Arrange a personalized welcome message, provide a designated workspace, and introduce them to their colleagues, making them feel valued and part of the team.
  3. Company Overview: Offer an overview of the company’s history, mission, values, and culture. This helps new hires understand the organization’s purpose and establishes a sense of belonging.
  4. Job Training and Shadowing: Provide comprehensive job training to equip new hires with the necessary skills and knowledge to excel in their roles. Encourage shadowing opportunities, allowing them to observe experienced employees in action and learn from their expertise.
  5. Buddy System: Assign a buddy or mentor to new hires, someone who can provide guidance, answer questions, and offer support during the initial onboarding period. This fosters a sense of camaraderie and helps new hires navigate the company culture.
  6. Employee Introductions: Facilitate introductions between new hires and key individuals or teams they will frequently interact with. This enables networking, builds relationships, and promotes collaboration from the start.
  7. Set Clear Expectations: Clearly communicate performance expectations, goals, and responsibilities to new hires. This ensures they understand what is expected of them and can align their efforts accordingly.
  8. Feedback and Check-ins: Schedule regular check-ins and provide constructive feedback to new hires. This allows for ongoing communication, identifies areas for improvement, and reinforces their development within the company.
  9. Celebration of Milestones: Recognize and celebrate important milestones during the onboarding process, such as the completion of training modules or the first successful project. This acknowledges their progress and makes them feel valued and appreciated.
  10. Continuous Learning Opportunities: Offer opportunities for continuous learning and professional development. This can include workshops, webinars, or access to online learning platforms, helping new hires enhance their skills and knowledge.
  11. Company Culture Events: Organize company culture events or team-building activities that allow new hires to interact with their colleagues in a relaxed and social setting. This fosters connections, strengthens relationships, and promotes a positive company culture.
  12. Employee Feedback: Seek feedback from new hires about their onboarding experience. This demonstrates that their input is valued and helps identify areas for improvement in the onboarding process.

Is that cheating? Or is it enhancing work already being done and also helping to increase employee engagement? AI software can be used by the HR Manager to upgrade current programmes, procedures and policies. I suppose it will be able to write just about anything you want. Have you tried using AI tools such as ChatGPT in your work as an HR Manager as part of your Onboarding strategies? I would love to hear about your experience.

Now it’s on to the next “ChatGPT in HR” experiment!

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“What’s your advice for getting out of a temporary rut?” I asked Jack Canfield

Date: September 22, 2021
Author: Michelle L. McDonald
Categories: Business, Engagement, Learning & Development, Motivation

Since last year’s onset of the pandemic, there has been a proliferation of virtual events, giving people around the world (with an internet connection) the opportunity to learn and grow, even as it seems the world has been falling apart around us.

Today, I was fortunate to attend (without charge) two of the sessions in the Organization of Eastern Caribbean States (OECS)’s Sustainability Development Summit. The full video is at the end of this article.

The second was entitled “Leveling-up for High Performance and Breakthrough Success.” The presenter was Jack Canfield, who I had never heard of. Sure, I knew about the “Chicken Soup For the Soul” series of books, but didn’t know the author’s name or what he had accomplished.

His presentation was empowering and action-oriented and I found myself taking screenshot after screenshot. Yes, registered participants will get the recordings, but in the moment, I wanted to capture those aspects of his presentation which resonated with me, such as….

  1. Success Principle: Decide what you want. What is your vision of success?
  2. There are only 3 responses you have any control over. E + R = O: Thoughts, Images, Behaviour
  3. You have to give up making excuses
  4. Create a Breakthrough Goal.…a goal that would quantum leap your personal or professional success or the success of your organization…and that will require you to grow to achieve it.
  5. Practise the “Rule of 5”: Do 5 things every day that will lead to the achievement of your breakthrough goal.
  6. Set a goal that is big enough so that in the process of achieving it, you will become someone worth becoming! BHAG “Big Hairy Audacious Goal”

What I appreciated about the presentation and indeed the first one I attended, what that the speakers took questions after. Here is the host Dr Terri-Karelle Reid asking the question I posed which was “what’s your advice for getting out of a temporary rut or setback, especially if you’re normally positive and a believer?” (That’s the reflection of the ceiling light)

“Setbacks are part of the process” Canfield said. He further said that it is learning to handle those obstacles which builds your capacity, confidence, patience and courage. Part of the goal of life, he said, is to become a master, like in Karate, where you go through different belts.

Other advice he gave was:

  • See those ruts as opportunities to learn something new.
  • Surround yourself with positive people. Listen to something positive everyday.
  • Get your mindset changed and start doing something different.

Canfield ended by saying this:

“A rut is something where you keep digging the same hole over and over and it looks like forward progress, but you’re not going anywhere really. You’ve got to do something different, anything different at all that you think might get you out, and surround yourself with something positive.“

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Free Online Learning Resources

Date: June 17, 2015
Author: Michelle L. McDonald
Categories: Employees, Engagement, Learning & Development, Online Learning

A few years ago, a friend mentioned some websites where good quality courses could be found in just about any subject. Best part is, they are free!

Have you heard about Coursera or EdX? They offer what is called Massive Open Online Course from reputable universities, mainly in the United States of America. I have taken a few of the courses on Coursera, most notably being Inspiring Leadership Through Emotional Intelligence. I also did an Operations Management course as well as some in Teaching & Learning. 

Companies which have limited funds can incorporate resources like these  into their Learning & Development plan. Managers can support their employees by signing up as well and checking on their employees’ progress. 

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