ABCD (About Business Culture Development)

  Learning & Development  For a Learning & Development Specialist steps are M.M.I.V. Creates MOTIVATION to trainees to get involved and be a part of it, for participate to the training program/course (through also an effective marketing). MISSION for the trainees on why they should attend and finish the training program. INSPIRATION through a blended learning content, constant engagement and interaction, showing a high level of coaching and leadership. VISION for progress and change. Cause… An effective trainer is a leader and must have the capabilities of a scientist to do the detailed research for deeper knowledge and to function as an artist to bring all the above a step up and to inspire.   Then… When you mapping and designing a training program the first thing you must have in mind is to do the appropriate research, creating the right questions and to have a constructive dialogue with your stakeholders. But the most important is to connect organization’s valu...

This article is a continuation of my previous post entitled  ‘C.O.A.C.H.' – (Control, Observe, Analyze, Create - Connect, Help)  where you could find at the link  https://aboutbusinessculturedevelopment.blogspot.com/2021/08/c.html The purpose of the article is to analyze the role of a coach and a trainer, their common technical elements and how one role complements and connects with the other.   Both roles have many things in common and one to complement and to engage. Especially if we are talking about training on Leadership, soft skills, EQ, diversity & culture development.   Coaching is also training and training should include elements and content of coaching. Coaching and training are used interchangeably so often that it leads many to believe there’s no difference between them. Add mentoring and consulting into the mix and it gets more confusing but always intriguing!  In reality, there are many connections between training and coaching, but It’s ...

  First, m y best wishes to all of you, for a wonderful, healthy and very creative year! Before posting my new following article, I would like to share a short advises, regarding KPIs. Every KPI's metrics is a story and always must look what kind of story will this tell. Telling something odd, interesting or knowledge? The key performance indicators you choose to track should correlate directly with goals established at various levels. They may be goals for individual employees, for a team, for different departments, and for the whole organization.                            About performance measurement Performance measurement has to be treated as a deliberate process. Performance measurement is about focus, feedback and a fulcrum. The words used to write goals must be clear, specific and observable to be measurable. Design measures that quantify the ‘evidence’ that would convince you the goal is happe...

A few months ago, the well-known organization World Economic Forum published the top 10 skills that will prevail in 2025. In this table we see two very important elements .  in my personal opinion .  First, that once again prevail the so-called soft skills as the most important elements for individuals and professionals. such as Analytical and Critical thinking, creativity, complex problem solving, leadership, resilience etc. But I would like to focus on the second most important element that we see in the table which is the Active Learning and Learning Strategies. I have seen the previous corresponding tables of the WEF and it is the first time that the organization includes the Active learning as an important skill and in fact in a high position.   As a Learning and Development specialist and Trainer, I would like to share some of my ideas and suggestions, through my knowledge and experience. Learning requires active involvement. People prefer to learn in different ways...

As a Life and Executive Coach myself always beyond than listening and talking, my aim is understanding what isn’t being said collect all the <dots>, connect them and create through them. A Coach in every interaction and discussion should… Control  - the situation, the relationship and the feelings of the other person (I tend - prefer not to called or define the other person as a client) Observe  – his/her body feelings, reactions, behave, tone, color, sequence of his/ her voice, the context and the content Analyze  – all the previous and the reflection in your mind and knead, through questions which arise in coach’s mind Create  – a defense an interrupt of his/her negative feelings and thoughts and direction Help  – to organize, restore, recreate motivate and to grow   ‘In a growth mindset, challenges are exciting rather than threatening. So rather than thinking, oh, I’m going to reveal my weaknesses, you say, wow, here’s a chance to grow.’ ...