Blog: Posts http://www.invistaperforms.org/blog/Lists/Posts/AllPosts.aspx RSS feed for the Posts list. Thu, 20 Jun 2013 04:51:00 GMT Microsoft SharePoint Foundation RSS Generator 60 en-US Blog: Posts http://www.invistaperforms.org/blog/_layouts/images/siteIcon.png http://www.invistaperforms.org/blog/Lists/Posts/AllPosts.aspx Can you train for Innovation? http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=94 Header Image: http://www.invistaperforms.org/blog/Lists/Photos/_w/Light-Bulb_jpg.jpg
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When I first heard the idea of training for innovation, my immediate reaction was skeptical.  I assumed innovation occurred in “Eureka” moments from eccentric characters on the fringe of society.  However, after further exploration, I came to a simple yet important revelation – Yes, you can train for innovation.  On top of that, you can manage a pipeline of innovation and drastically increase the ROI of innovation initiatives at your business. 

One of the sparks which fired my interest in training for innovation was Praveen Gupta’s book “Business Innovation In the 21st Century”.  Learning how an organization can build and manage a pipeline of innovation is essential in today’s knowledge economy - business innovation is no longer a competitive advantage, it is necessary to be competitive.
 
The Puget Sound Chapter of ASTD (American Society of Training and Development) and Invista Performance Solutions are partnering with thought leader Praveen Gupta to take Praveen’s renowned innovation training program online.
 
The TEDOC (Target, Explore, Develop, Optimize, and Commercialize) process is designed to provide necessary tools and techniques to participants in order to innovate new solutions and solve problems creatively.
Course Leader Praveen Gupta is a professor at the Illinois Institute of Technology where he established and leads the curriculum for the Business Innovation program and won the university’s Professional Achievement Award. Praveen earned fame as the co-creator of the Six-Sigma process at Motorola winning three Motorola CEO Awards and the Motorola Engineering Award.  An electrical engineer by training, he started his career as a scientist at the prestigious Bell Labs. 
The pilot of this virtual instructor-led training program will begin in July 2013 and we are actively seeking participants for this revolutionary training program.  Getting in at the start will yield substantial cost savings and most definitely, accelerate your innovation.  Contact us with any questions you may have about this exciting course. 
How does your organization manage and inspire innovative thinking?

 

Category: Adult Learning; Aspiring Worker Training; Collaboration; Innovation; Social Media
Published: 6/18/2013 3:14 PM
]]> Kyle McCurdy Adult Learning; Aspiring Worker Training; Collaboration; Innovation; Social Media Tue, 18 Jun 2013 22:12:51 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=94 Employment: Under 5 years is the New Normal http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=93 Header Image: New Guy
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​A 2012 Price Waterhouse Cooper CEO survey found that more than half of CEOs are concerned about their ability to access talent with the specialized skills their company needs.  Online job searches by people currently employed are up 40% according to indeed.com.  According to Skillsoft, we are on the verge of a global talent crisis and by 2020, the global labor market will face a shortage of 38 -40 million college educated workers. 

Despite this pending crisis, many organizations have not adjusted their strategies to recruit and retain talent. The status quo training budget, onboarding and training programs will not lead to different results. Actually, it is all about culture, appreciation and respect.
According to the Corporate Executive Board (CEB), current employees are seeking new opportunities that have what they see lacking in their current postsMove up http://i.forbesimg.com tMove down. “What’s interesting is this sense that people want to go to a place where there’s a plan,” says Brian Kropp, a managing director at CEB, an executive advisory firm, who says the research indicates a shift from employees who are eager to work for the “next big thing” to those who want to work for a mature, established firm.
According to CEB’s Quarterly Global Labor Market research, the top five things employees look for when seeking a new job are:
  1. Stability
  2. Compensation
  3. Respect
  4. Health Benefits
  5. Work-Life Balance

 

As the unemployment number inches down, he says employers should brace themselves. “Employees are becoming empowered. They may have accepted wage freezes for the past few years, but they’re going to begin to ask—or look elsewhere.” Respect is new to this top 5 list and one that we embrace at Invista Performance Solutions. As a leader, I regularly coach my team on how to give positive and constructive feedback to each other. 
My philosophy is that people are not always aware of how they are perceived and how their comments or attitude are received by others.  As a team member, it is up to each of us to be a mirror and provide some gentle feedback that will help our colleagues to be more successful.  I will not intervene between employees in conflict until they have attempted to resolve issues themselves and have exhausted all their options.
Common phrases we use are:  “That sounded really negative.  Do you want to try that again?” “It sounds like you are having a tough time and people have noticed. How can I support you?” Our goal is to create a positive atmosphere that will defy the new normal. We regularly go through training that we recommend to our clients. We want a long term working relationship with our employees as that leads to long term working relationships with our clients.
What is your organization doing to defy the new normal?

 

Category: Incumbent Worker Training
Published: 6/10/2013 9:32 AM
]]> Lisa Edwards Incumbent Worker Training Wed, 05 Jun 2013 19:45:17 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=93 Simple, but Powerful Words http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=92 Header Image: Help button
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​Last week I was looking around the Linked In homepage, and one of the Influencer posts caught my eye. It was titled “Three Words That Will Transform Your Career,” and it was written by Bruce Kasanoff. (To read the whole thing click here) In the article he says we should enter every situation by first thinking about how we can help the other person. From the barista when you pick up your morning coffee, to the clerk at the grocery store on your way home, think about how you can help them. Something as simple as a smile can make someone’s day, and it has the power to improve your own day at the same time.

 

Change the way others see you, and change the way you see yourself.  So as the saying goes, pay it forward! Speaking for me, doing a project always feels more satisfactory if I’m helping someone out at the same time, and when I can help someone even by doing something small, that makes a good day a great one. How do you help those around you?
Category: Adult Learning; Collaboration; Innovation; Social Media
Published: 6/3/2013 3:16 PM
]]> Alex Vlaming Adult Learning; Collaboration; Innovation; Social Media Mon, 03 Jun 2013 22:12:55 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=92 TREND WATCH: The Need for Speed http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=91 Header Image: cheetah
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There is a growing attitude that is driving much of our culture today: When you have something that you have to do, figure out how to do it faster. Then, figure out how to cut that delivery time in half. This philosophy has already been applied to online bill pay, e-commerce, and even speed dating. Learning is not excluded from this growing expectation. An October 2012 Skillsoft study found CEOs want more training in less time and are willing to pay for delivery in a format that reduces employee time away from their job.

Our team has already noticed an increase in requests to consolidate one to two day trainings into four hour segments. We predict this trend will grow in the next five years as available training periods are shortened and training subjects are combined. Integrated learning such as English as a Second Language (ESL) courses paired with manufacturing principles, and Customer Service training paired with Business Writing is the way of the future.
 
A 2013 Learning & Development Technology Report by Impact Instruction Group identified e-learning as the number one investment for corporate learning in 2013. Of the companies surveyed, 86% will be focused on investing in webinars and video for their learning delivery initiatives. The study also identified the following trends: Ever-shorter and more focused e-learning courses, an expectation for increased sophistication of learning activities that use higher level critical thinking skills, and video segments will be shortened to no more than 3 to 5 minutes.
 
The 2012 Corporate Learning Factbook Report by Bersin & Deloitte revealed significant growth in social learning over the last 5 years. This study also predicted that social media platforms like twitter and yammer will become more pervasive as micro-sharing capabilities expand. Microlearning, discrete chunks of information or skill-based knowledge, will be delivered in short bursts of time from 30 seconds to 2 minutes in length.
 
The Need for Speed in Learning is on the rise. Will you be able to keep up? Invista Performance Solutions operates at the speed of business. We are here to help your business run as fast as a cheetah and increase your bottom line.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


Category: Adult Learning
Published: 5/15/2013 1:56 PM
]]> Lisa Edwards Adult Learning Wed, 15 May 2013 22:09:11 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=91 Dos and Don'ts of Training http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=90 Header Image: http://www.invistaperforms.org/blog/Lists/Photos/_t/dosdonts_jpg.jpg
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​Here at Invista, we specialize in creating and delivering engaging and impactful training solutions to businesses, non-profits and government agencies.  If your organization is putting together a training program, we wanted to share some “dos” and “don’ts” to make your sure your training has a positive and profitable impact on the learners and your business.

 
Do train your employees!

 “The only thing worse than training employees and losing them is not training them and keeping them.”

~ Zig Ziglar
 
Don’t separate learners by seniority. 

Sure, putting an Executive in a 101 training program may not be the best use of their time, but people in the same class tend to bond.  You don’t want to create the “us vs. them” mentality and establish divisions where they may not have already existed.

 

Do thoroughly explain the “What’s in it for them”.
Adult learners want to know why they should learn.  In order to keep and maintain engagement in a training program, participants need to know, and be reminded, why they are being taught what they are being taught.
 
Don’t implement a training program if you don’t plan to follow through.

Learning is a process, not an event.  It takes time to break old habits and to build new ones.  Through follow-up activities and organizational support you can fight the learning loss – which begins to occur as soon as participants walk out of the classroom.

Do use all the senses.

“Learning is the process whereby knowledge is created through the transformation of experience”

An Invista best-practice is the use of physical objects such as Kosh Balls, Bendy Men Toys, or Toy Construction Sets.  Not only does this give participants a take away, it incorporates the tactile experience into learning, which has been proven to increase retention.
 
What other “Dos and Don’ts” do you incorporate into corporate education?

 

Category: Adult Learning; Collaboration; Incumbent Worker Training
Published: 5/9/2013 1:41 PM
]]> Kyle McCurdy Adult Learning; Collaboration; Incumbent Worker Training Thu, 09 May 2013 20:38:11 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=90 Teaching Happens All the Time http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=89 Header Image: Apple
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​Today is National Teacher Appreciation Day. I think it is safe to say that few of us would be where we are now if it weren’t for those who were willing to teach us along the way. Teaching comes in all shapes and sizes, and happens when we aren’t expecting it. Right now in corporate education “informal learning” is a popular term, and in an article featured in the Chief Learning Officer Bob Mosher discusses how the vague nature of informal learning makes it difficult to decide what exactly it is. Is it coffee break discussions, or is it learning applications on cell phones? Mosher focuses on digital and electronic learning systems that can be used at will by the individual, such as mobile learning and other such applications.

 

I would argue that learning that takes places outside of both the classroom and formalized learning applications should also be included in the definition of “informal learning.” The learning that takes place on the job, in conversations with coworkers, meetings with managers and team members, and in working on new projects is just as valuable as learning that takes place in an app, or in a classroom. Many companies have processes and ways of doing things that aren’t formally taught, and these are the things that should be learned informally. Company history and culture are things that are not taught, but are valuable for employees to know. If we didn’t informally learn from each other on a daily basis, much would be lost from generation to generation of employees. With many Baby Boomers nearing retirement age, and many younger Generation Y employees entering the workplace, it is more important than ever for employees to learn from each other, and to soak up as much knowledge as they can. If this type of informal learning does not occur much company culture and company historical knowledge will be lost. So on National Teacher Appreciation Day, make sure to thank not only your past school teachers and past instructors, but thank your coworkers, because you teach each other new things every day.

 

Category: Adult Learning; Collaboration; Incumbent Worker Training; Succession Planning; Innovation
Published: 5/7/2013 10:40 AM
]]> Alex Vlaming Adult Learning; Collaboration; Incumbent Worker Training; Succession Planning; Innovation Tue, 07 May 2013 17:40:03 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=89 How are you feeling today? http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=84 Header Image: How are you feeling?
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​Today I came across an article by Anthony Iannarino, titled “Attitude Checklist.” (The article can be found here ) He says that we get to choose our attitude, and he gives a list of moods and feelings that we can choose to engage with, or instead choose to let go. He includes negative feelings, like depressed, tired, bored, adversarial and uninterested. He then has a list of better feelings like helpful, engaging, passionate, determined, and confident. My big take away was that in every situation we are making a deliberate choice in how to feel, and how to react to what is going on. If we keep in mind that attitude is a choice we can cut down on the number of situations where we feel stressed, hurried, or generally don’t feel good.

In another book, The Rock Warrior’s Way, by Arno Ilgner, he brings to light the concept of how we don’t have to do anything, everything is a choice. We don’t have to go to work we are choosing to go to work. The reasons behind our choices are numerous, for the work example, you may choose to work because you want to earn money for a new car. Understanding our motivations is key in realizing that everything is a choice. You could choose not to work, but then you cannot afford a new car. It is about choice. We make a choice in how we view the events in our life, and we also make choices in the attitude we have towards choices. When you are faced with a tough situation how will you choose to feel?

 

Category: Adult Learning; Innovation; Collaboration
Published: 4/17/2013 1:51 PM
]]> Alex Vlaming Adult Learning; Innovation; Collaboration Wed, 17 Apr 2013 20:49:22 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=84 Customer Service: It's all about being liked http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=88 Header Image: Like
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I just finished reading an Achieve Global study of customer service experiences that included more than 5,000 respondents.  The data was compelling and a good reminder of we can do to provide meaningful experiences for our clients.  Here is a quick recap of their findings:
 
·         More than 1/3 of consumers have posted a negative comment online about a company
·         93% of consumers will refuse to do business with a company again after 3 or fewer bad experiences
·         Consumers greatly prefer personal interaction to resolve an issue or problem and 81% of respondents wanted that interaction to be by phone or in person versus 20% who wanted it to be by email or text
Consumer tolerance and patience is shorter than ever before.  With most of life’s necessities available on the internet, consumers are in the driver’s seat and can quickly switch to another business to have their needs met. So, how do we compete?  The study identifies three ways to improve customer experience:
 
Defining Moments:  Customer service must be a priority for every employee in the company.  Employees need to be empowered to be creative problem solvers and come up with alternate solutions that satisfy the consumer.
 
Net Promoter Score:  This measurement is an indicator of the likelihood of a customer recommending your organization to someone else. If you are not sure what this is then open your office door and ask tech savvy employees about your company net promoter score. Monitor this score monthly and use the data as a benchmark for improvement.
 
Emotional Effort:  As a leader, model authentic empathy for others and genuine concern for their satisfaction.  Set emotional effort as an expected standard of behavior of all employees in the company.
 
Today’s consumers share their opinion on every subject and they do it all the time.  That is why customer experience is critical to business performance.  Is your company prepared to be liked?

 

Category: Incumbent Worker Training
Published: 5/1/2013 4:39 PM
]]> Lisa Edwards Incumbent Worker Training Wed, 01 May 2013 23:34:45 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=88 The Costs of Stress http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=83 Header Image: http://www.invistaperforms.org/blog/Lists/Photos/_w/Stress-ZebraStripes_jpg.jpg
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Absenteeism, turnover, disability, insurance costs, workplace accidents, violence, workers’ compensation and lawsuits can all be negative results of too much workplace stress.  Work pressures and expectations are rising – and with them, the levels of your employees stress.

Studies cited by the National Institute for Occupational Safety and Health (NIOSH) indicate that some 40% of all workers today feel overworked, pressured, and squeezed to the point of anxiety, depression, and disease.  From this increased stress, a new phenomenon is emerging, “presenteeism” – people coming to work ill:  Which as we all know, leads to more people taking sick days. 

According to a 2012 study by the Chartered Institute of Personnel and Development, more employers (44%) report an increase in mental health problems and two-fifths report an increase in stress-related absence over the past year.  Perhaps you have noticed these trends in your own work environment (I hope not!)?
It is undeniable that organizations need to respond, and many are.  Employee wellness programs are becoming a norm for larger organizations with a fifth of private-sector organizations reporting their well-being spending has increased this year.  Having a happy and engaged workforce can raise sales by 37 percent, productivity by 31 percent, and accuracy on tasks by 19 percent.  It is most certainly in your organizations best interest to tackle this issue head-on. 
Invista regularly works with organizations in developing wellness programs.  What has your company being doing to address workplace stress? 

 

Category: Adult Learning; Incumbent Worker Training; Succession Planning
Published: 4/11/2013 12:21 PM
]]> Kyle McCurdy Adult Learning; Incumbent Worker Training; Succession Planning Thu, 11 Apr 2013 19:14:11 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=83 Put Some Spring in Your Step! http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=82 Header Image: walking into the sunset
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Now is the time to get outside! Now that spring is here with sunshine and flowers it is time to take advantage of the improving weather and really make a move toward spending more time outside and being more active. Last week was National Walking Day, and it couldn’t have come at a better time. More people are taking their weekly meetings on the move and instead of sitting across a desk they are going for walking meetings that combine both exercise and work responsibilities.
 

 

Increased levels of exercise have more than one benefit. Taking a walk during the day can help wake you up, and help you to think better. A study in 2010 found that walking 40 minutes three times a week can improve connectivity in the brain, increase performance on cognitive tasks and battle decline in brain function associated with aging. So next time you are stuck on a problem, get up and take a quick walk to clear your mind.  Spring is here now, and summer is on its way, and its bringing some great weather. When was the last time you took a working walk?

 

Category: Innovation; Collaboration
Published: 4/9/2013 9:37 AM
]]> Alex Vlaming Innovation; Collaboration Tue, 09 Apr 2013 16:34:49 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=82 Office Spring Cleaning and Organization http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=80 Header Image:
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​The aesthetics of a messy, cluttered desk are not ideal for any office environment.  The real issue with this is the unnecessary time and energy you spend looking for important documents or necessary office supplies.  This wasted time not only affects your productivity, but also your motivation.  Jane Veldhoven, a professional organizer based in Halifax says, “Maintaining your organized office requires your time and energy, and a daily and weekly commitment to picking up and putting things away.” 

 

Does your office confidently say, “A professional accomplishes things in this space?” or does it scream “Call security!  My office has been ransacked!”  Take the time to evaluate what has changed and what needs to change.  Did you get a little sloppy with your filing, filling your in-box saying “this can be done tomorrow?”  Here are a few tips to keep your office organized:
1.      Get Rid of Old Papers – Chances are many of the stacks of papers piled on your desk are not of any value to you.  They could simply be reminders or other items that need to be dealt with and put away.  You need to ask yourself: Do I need this?  Why?  Where will I look for it when I need it?  Sometimes emails or reports really do not need to be printed out.  Ask yourself if it would be best if you created a folder on your computer for some items rather than printing them out and finding a home for them in print form.
2.      Subscription Overload – Does your office look like a library?  Consider having your favorite magazine sent electronically.  Sharing your breadth of knowledge is certainly one way of keeping them off your desk for a while.  When they are returned to you, scan your favorite articles and save them on your computer.  Then toss the magazine. 
3.      Organize your Email – How many items do you have in your email in-box?  Does your boss ask you to pull up that email he sent you 18 months ago, you know that one with the graph we discussed?  A flooded in-box is overwhelming.  First, create an “actions” folder and go through your in-box and place all emails that you need to take action on. Next, create a “temp” folder and file everything that is still in your in-box into this folder.  For all new emails that come in beyond this, open one at a time and follow these actions: 1) delete (use this liberally), 2) archive, 3) quick reply (four sentences or less) and then archive, 4) put on your to-do list for action and then file into your new “action” folder.  Following these actions will keep your in-box organized and in tip top shape.
4.      De-clutter your desktop – When your favorite desktop background starts to get covered up with icons, it is time to de-clutter your desktop.  File away documents that you will need again, and send everything else off to the virtual recycle bin.  Not only will you have a much more attractive looking desktop screen, but you will save countless hours searching for your important documents.
One last suggestion – slow down!  One of the biggest pitfalls to cleaning and organization is finding the time.  Invest the time to properly organize your space so files, supplies, and other items are in an easy-to-find, easy-to-remember place.  Once you’ve established a system that works for you, stick to it!  Spending a few seconds to return items to a designated spot will help you save lots of time in the long run.

 

Category: Project Management; Collaboration; Innovation
Published: 3/14/2013 9:49 AM
]]> Jamie Palermo Project Management; Collaboration; Innovation Thu, 14 Mar 2013 16:44:02 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=80 Training Generation Y http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=78 Header Image:
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​As a “cusp” member of Generation Y (or the Millennial’s) I have always been fascinated by labels and trends associated with this generation (I was born right in the middle of the Gen X/Gen Y switch over).  Since American birth-rates peaked in the 1990s, this generation has also been known as the “echo-boomers” because of its large size. 

Generation Y is known for demanding flexible work hours, rebelling against the corporate status quo, poor interpersonal skills, high expectations, and fully incorporating technology into their personal and professional lives.  Since they (well we), are literally the future, companies are scrambling to accommodate, recruit, and train Gen Y’ers into productive employees.

The influence of this generation is hard to understate.  The explosion of social media and the election of President Barak Obama speak directly to the catalyzing power of us millennial’s.  As we enter and advance in the workplace, we bring explosive and innovative benefits, and require a different focus for our professional development. 

A world of information is at our figure tips and we are the best at efficiently accessing it.  However, when it comes down to being productive in a company meeting, or having a face to face conversation about performance (either being managed, or managing someone else) – there is a skills gap.  As Generation Y moves into management rolls I foresee a strong need for basic supervisory skills and professional communication training to drive our success in, and our ultimate take-over of, the workplace.  

 

What concerns do you have about Generation Y advancing in your company?

Category: Adult Learning; Aspiring Worker Training; Incumbent Worker Training; Innovation; Social Media
Published: 3/8/2013 1:54 PM
]]> Kyle McCurdy Adult Learning; Aspiring Worker Training; Incumbent Worker Training; Innovation; Social Media Fri, 08 Mar 2013 21:51:48 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=78 We are Hiring http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=77 Header Image: Help Wanted Sign
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Invista Performance Solutions is growing and we are looking for individuals to add to our team.  If you are intrigued with working in an entrepreneurial+educational environment then consider applying for our open positions.  We have added two new positions:

Project Manager
 
Business Development Manager

 

We are a dedicated group of professionals seeking others who have a positive and energetic attitude and enjoy working in a fast paced team atmosphere. 

For optimal consideration, get your application in as soon as possible.

 

Category: Project Management
Published: 2/20/2013 4:16 PM
]]> Lisa Edwards Project Management Thu, 21 Feb 2013 00:23:37 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=77 Buy Local http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=76 Header Image:
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As our economy continues to become more globalized, organizations are increasingly feeling the pressures, and recognizing the opportunities, of a worldwide market.  With access to a world of resources, it is easy to overlook the assets in one’s own backyard. 

 

Here at Invista, we often encounter organizations that have been outsourcing consulting, and training and development functions to people and businesses out-of-state, and even out-of-country.  Upon learning about Invista, there is regularly an ‘ah-ha’ moment when the organization realizes the wealth talent and opportunity available locally.
We have access to an international network of resources and best practices, and a wealth of talent in instructional design, delivery, and consulting - right here in Washington State.
There are numerous benefits to buying local – a few of them include:
Better Service – When a business hires a local organization to develop and deliver employee development programming, they get professionals with a better understanding of the local economy and issues unique to our demographics and business climate.
Investment in Community – Not only does this encourage local prosperity; it also supports the health of your business through the development of local resources.
Cost – Through the utilization of local talent and resources, organizations are able to avoid the costs of travel and lodging and shift those dollars into a more comprehensive service.
This list could be much longer.  Buying the services your business needs locally is a fundamental benefit to your company and community.  Identifying the available local resources isn’t always easy.  For your human capital advancement, Invista exists to connect you with local professional employee development options.
Does your organization have a priority to buy local?

 

Category: Social Media; Adult Learning
Published: 2/13/2013 9:31 AM
]]> Kyle McCurdy Social Media; Adult Learning Wed, 13 Feb 2013 17:30:29 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=76 7 Key Steps for Crucial Conversations http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=75 Header Image:
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​For many beginning a conversation with people can be difficult, so an unpleasant conversation that needs to be had – the kind where passions are high and views significantly differ - can be categorically terrifying.  However, if you can master the art of the difficult conversation, it is highly advantageous for your career.  Whether it’s the challenging decision to announce budget shortcomings or to simply ask for a the pay-increase you know you have earned, those who choose to change the subject or avoid the conversation all together are the ones whose careers come to a standstill.

 

That’s the idea behind Crucial Conversations: Tools for Talking When Stakes Are High, a book written by four-time bestselling authors Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler.  First published in 2002, Crucial Conversations has sold more than 2 million copies.  Almost a decade later, McGraw-Hill has published a second edition with new content that – new research, updated facts and figures, skill applications, case studies and links to videos and other online resources.

 

The authors offer seven effective steps to mastering a crucial conversation:

 

1.  Start with Heart – What is the do you want to get out of this conversation?  What exactly is at risk? Asking yourself these questions helps you define how important this conversation is to you and your career.  Knowing what is at stake going into the conversation will help you stay true to your convictions.

 

2.  Learn to Look – Be on the lookout for a lack of shared purpose.  Always ask yourself whether you are leading the conversation with dialogue or defensiveness.  And if you or the other party strays toward the latter, guard your conversation from going downhill with an expression like “I think we’ve moved away from dialogue” or “I’m sorry.  I’ve been trying to force my ideas on you.”
 
3.  Make it Safe – When you notice that you and others have moved away from dialogue, do something to make it more comfortable.  Ask a question and show interest in others’ views.  Apologies, smiles, even a request for a brief “time out” can help restore safety when things get uncertain.
 
4.  Master your Story – Review your path to find out what realities are behind the story you’re expressing.  When you have the facts on your side, it’s hard to deny your argument.
 
5.  State your Path – Share your facts and conclusions in a way that will make the other party feel safe telling their story, too.   
 
6.  Explore Others’ Path – A dialogue allows you to actively query about the other party’s outlook.  Now that you both appreciate and understand each other’s viewpoints, you can highlight which parts you agree upon and the areas in which you differ.
 
7.  Move to Action – Come to a agreement about what will happen, document who does what by when and decide on a way to follow up.

Category: Adult Learning
Published: 2/5/2013 1:21 PM
]]> Emily Barnett Adult Learning Tue, 05 Feb 2013 21:40:27 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=75 Agile Leadership http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=74 Header Image: Jumping Businessman
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​ For the past 10 years, Emotional Intelligence (EQ) has been a hot topic in the training and development field. Boards have focused on the EQ of their executives as a means of ensuring the C-suite had the social dexterity to not only drive business performance but also to inspire and motivate employees.

Then, there was the recession and executives discovered that the rules of business had fundamentally changed. Boards shifted their field of vision to Agile Leaders who not only survived but thrived during the economic downturn.  

It takes a certain leader who can operate in a volatile, uncertain and complex business environment.  This ever changing environment is the new standard and leaders must acquire new skills to stay in this game.
 
Interestingly, there are similar components with EQ and Agile Leadership: Self-awareness and motivation are core attributes.  Agile Leadership requires the empathy and social skills of EQ and adds creative thinking and problem solving as critical skills as well.
 
For leaders, this means we need to have strong emotional intelligence and the ability to thrive in challenging situations. Excelling in people agility requires that we not only have clarity of purpose and vision but that we also have the skills for getting the best out of people.
 
If we, as executives, are interested in taking our organizations from good to great, then we need to ignite excitement in our teams and provide the necessary support for people to be successful. We need to consider our EQ score and leadership agility when looking at the success of our business.  
 

 

Category: Innovation
Published: 1/28/2013 3:59 PM
]]> Lisa Edwards Innovation Mon, 28 Jan 2013 23:43:55 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=74 If You Don't Have a Dream, How Can you Have a Dream Come True? http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=72 Header Image: VisionBoard
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​Achieving a dream starts with setting goals.  According to Dave Kohl, professor emeritus at Virginia Tech., people who regularly write down their goals earn nine times as much over their lifetimes as the people who don’t.  Yet 80% of Americans say they don’t have goals and 16% do have goals, but they don’t write them down.  Less than four percent write down their goals, and fewer than one percent actually review them on an ongoing basis.

At the beginning of each year, people like to set New Year’s Resolutions.  Often times these resolutions are not met and leave the person feeling like a failure.  Instead of creating resolutions, why not set some personal goals?  What is the difference between a resolution and a goal?  A resolution is simply stating an intention, which can only be achieved if a plan of action has been devised.  A goal is an intellectual exercise that will be used to plan for the future and make changes to predicted outcomes.
Why set goals?  Goal setting is used by top-level athletes, successful business-people and achievers in all fields.  Setting goals gives you long-term vision and short-term motivation.  It focuses your acquisition of knowledge, and helps you to organize your time and your resources so that you can make the very most of your life.  By setting sharp, clearly defined goals, you can measure and take pride in the achievement of those goals, and you will see forward progress in what might previously have seemed a long pointless grind.  You will also raise your self-confidence, as you recognize your own ability and competence in achieving the goals that you have set.
Start with writing down ten (10) goals.  These five tips can help make it easier to set and reach goals:
1.     Specific, realistic goals work best
2.     It takes time for a change to become an established habit
3.     Repeating a goal makes it stick
4.     Pleasing other people does not work
5.     Roadblocks do not mean failure
Once you have decided on your first ten goals, update your list on a weekly basis.  This is important as it will keep your longer-term goals and shorter-term goals more in line with each other which will reflect your changing priorities and experience.  When you have achieved a goal, check it off and take the time to enjoy the satisfaction of having done so! 
Having trouble writing down 10 goals?  Try a Vision Board instead!  A vision board can help you realize what you want out of life and help you reach those goals and dreams faster because it serves as a visual representation of where you stand in achieving them.  I encourage you to create a vision board and watch your life and success be transformed when you achieve your dreams.

 

Published: 1/15/2013 1:25 PM
]]> Jamie Palermo Tue, 08 Jan 2013 20:49:45 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=72 Position Open: Business Development Manager http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=71 Header Image: Superstar
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​2013 is off to a great start at Invista Performance Solutions.  Our client list is growing and we have added a second Business Development Manager position to support our expanding operations.

We are seeking a positive invididual who is motivated by start-up opportunities and is a results oriented self-starter.  This individual will be responsible for the sales and marketing of corporate education and customized training through lead generation, prequalifying prospective clients, and negotiating services. We are looking for someone who can close deals and develop strong long-term relationships with clients.  For optimal consideration, submit your application, resume, and references at the link below by January 21, 2013.

Business Development Manager

 

 

 

Category: Innovation
Published: 1/8/2013 11:26 AM
]]> Lisa Edwards Innovation Tue, 08 Jan 2013 19:21:37 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=71 Put Me in, Coach! http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=70 Header Image:
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​Currently we at Invista are seeing a trend toward post-training individual coaching to increase knowledge retention.  Once seen as more of a punishment, coaching is now becoming the norm for high performing managers, supervisors and executives.  The opportunity to take an hour once or twice a month to step away from one’s primary duties and reflect on skill gains is proving invaluable to high performers.

Individual coaching can come in many forms.  When used to follow training, coaching can increase retention of the topics by allowing the participant time to implement new skills and support application of concepts.  Participants are held accountable during the coaching session and therefore are better able to show skill gain over the long-term.
Additionally, 77% of respondents to a 2008 study indicated a high return on investment as a result of coaching and mentoring, making this strategy even more attractive.  Participants see coaching as an investment in them and their success at the company, thus encouraging an increase their motivation and productivity.  Valued employees feel a greater sense of belonging to a team and this sense of belonging can lead to greater engagement and lower turnover.

 

Category: Incumbent Worker Training; Adult Learning
Published: 1/3/2013 4:16 PM
]]> Emily Barnett Incumbent Worker Training; Adult Learning Fri, 04 Jan 2013 00:17:20 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=70 Work Hard - Play Hard! http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=69 Header Image: Staff Holiday Party 2012
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We just had our holiday party, and true to Invista Performance Solutions, it was not your typical party.  We combined ugly sweaters and santa pants with bowling.  I am always amazed at how fun it is when we can get together to not only celebrate our accomplishments but also to play and laugh at ourselves.

As business picks up, it is easy to get consumed with the bottom line and generating more business.  Over the years, I have learned that playtime is just as important for our employees. The break from routine work inspires staff and increases productivity.

According to Dr. Stuart Brown, founder of the National Institute for Play,“There is good evidence that if you allow employees to engage in something they want to do, (which) is playful, there are better outcomes in terms of productivity and motivation.”

Play can lower your stress levels, boost optimism, and increase your motivation to advance in a company and improve concentration and perseverance.

Playing also engages the creative side of your brain. When you’re fully engaged in play, you lose some of your psychological barriers and stop editing your thoughts. This allows creative ideas to flow more freely.
 
It’s not just the activity of playing that encourages creativity. When companies promote play, it engenders a more lighthearted atmosphere.
 
When was the last time your employees played? 

 

 

 

Category: Collaboration
Published: 12/17/2012 4:06 PM
]]> Lisa Edwards Collaboration Mon, 17 Dec 2012 22:59:08 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=69 Human Motivation http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=68 Header Image:
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​According to Anthony Robbins “we are all driven by the need to fulfill 6 human needs”.  These 6 needs are not just things we desire – but are profound needs which serve as the basis for every choice we make.  They are:

Certainty – This is the need for security, comfort and consistency.
Uncertainty – This is the need for variety and challenge.
Significance – This is the need to feel important, valued and worthy of love.
Love and Connection – This need is for the feeling of connectivity with other human beings.
Growth – This need is for constant development emotionally, intellectually and spiritually.
Contribution – This is the need to give to others beyond ourselves.
When I learned of this list it really resonated with me.  While reflecting on it, I found all 6 to have played factors in my own decision making processes.  When making strategic decisions on how to motivate your people it is valuable to keep these things in mind.  Asking your employees what their top two motivators are will yield insight into how to best manage and motivate them individually. 
As you can imagine, if someone concludes significance and growth to be their top two, creating a detailed career plan with them will be more important than someone who chose uncertainty and contribution.
If you haven’t watched Anthony’s TED talk yet, below is the link.  What are some unique and successful ways you have motivated your employees?

 

http://www.ted.com/talks/tony_robbins_asks_why_we_do_what_we_do.html

 

Category: Adult Learning; Collaboration
Published: 12/13/2012 10:40 AM
]]> Kyle McCurdy Adult Learning; Collaboration Thu, 13 Dec 2012 18:28:50 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=68 The Power of Individual 5 Year Goals http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=67 Header Image: Goal with Bullseye
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​Twice a year, our team reads a book and then has a retreat to discuss the impact of the book on their work and personal life.  This fall, we completed the book, "Where will you be five years from today?"  The book guides the reader through a series of exercises to clarify and affirm their values, passions, and life's purpose.  

This book is not an easy task.  Self scrutiny is the most difficult work of all.  Setting goals and planning for the future is high on the fear factor scale for most people.  Still, the whole team managed to read and complete the book within 60 days.  The results were surprising for all of us.

Overwhelmingly, employees, even those who identified other passions other than their current work assignment, appreciated the opportunity to work through the book and share their goals with the team. The lasting impact was that the team was grateful that I actually had an interest in their long term goals. I worked to create a safe environment for employees to share their aspirations and dreams.  

As the economy improves,the job market will improve as well.  It is important to have an advantage over lucrative offers and recruiters who may be scouting your talent.  Supporting your team as they set near-term and long-term goals is one way to show them that you care about them now and into the future. Who knows? They may just stay with you a little longer. 

 

Category: Adult Learning
Published: 12/10/2012 1:54 PM
]]> Lisa Edwards Adult Learning Mon, 10 Dec 2012 21:48:10 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=67 Learning in Uncertainty http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=66 Header Image:
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​"Human life has always been lived on the edge of a precipice.  Human culture has always had to exist under the shadow of something infinitely more important than itself.  If men had postponed the search for knowledge and beauty until they were secure, the search would never have begun … life has never been normal.” - C.S. Lewis

Despite the elections being over, it feels like people are still quite uneasy regarding our economic future.  It is hard to avoid talk of the looming ‘fiscal cliff’ and what will happen in Europe.  We must stay agile and curious, and maintain our focus into 2013.  I am not just talking about organizational leaders: innovating and maintaining relevance comes from all levels.

Uncertainty typically leads to an elevated sense of fear.  Being aware of the fear in your people, and yourself, is an incredibly important first step.  Fear can make you avoid risk and the opportunity to fail.  Not a good equation for successful business.  Taking a moment to reflect on what your co-workers may fear can point you in the right direction when deciding what to address in their development, and how to properly motivate them.

More often than not, uncertain and trying times create the most opportunity.  Those who push ahead with an entrepreneurial spirit and open mind will find the angles and seize the opportunities.  We all want our employees to have these attitudes. 

What are some ways your organization addresses fear and uncertainty? 

 

Category: Adult Learning; Aspiring Worker Training; Innovation; Succession Planning
Published: 11/27/2012 3:25 PM
]]> Kyle McCurdy Adult Learning; Aspiring Worker Training; Innovation; Succession Planning Thu, 15 Nov 2012 18:14:20 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=66 Engage Customers and Employees for Peak Performance http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=65 Header Image: Happy employees
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​I just finished reading an interesting article in the November 2012 issue of The Gallup Business Journal entitled The Business Impact of Human Emotions about the influence employee engagement and customer engagement on the success of a business. 

Prior to reading this article, I thought of employee engagement and customer engagement as two separate actvities and had not considered the vital link between the two.  Today's successful businesses strive to increase all human engagement to build brand loyalty. 

Gallup desribes this as HumanSigma and there are four outcomes: 

1. An engaged workforce and disengaged customers-where employees feel great about their job but don't use that feeling to improve the customer experience

2.Highly engaged customers and a disengaged workforce- employees don't feel like they add value to the organization and are not committed to sustaining the business

3. Neither employees nor customers are engaged-the bottom line of the company is suffering

4. Fully engaged customers and employees- the best case scenario that drives market potential

The article goes on to cite a powerful statistic: When organizations engage their customers and their employees, they experience a 240% boost in performance related outcomes compared with an organization without engaged customers or an engaged workforce.

At Invista Performance Solutions,we are committed to the success of our employees and celebrate each person's accomplishments.  It is not unusual to have a "cake break" in the middle of the day to celebrate achievement of a goal, a new home purchase, or finishing a college degree.  We celebrate the employee and what they accomplish.  We also work to engage our customers in not only improve our products and services, but also to celebrate the success of their business.  We have delivered doughnuts and cakes to clients to celebrate a business milestone.

What kind of business could you generate with an engaged workforce and a loyal customer base?

 

Category: Incumbent Worker Training
Published: 11/8/2012 2:38 PM
]]> Lisa Edwards Incumbent Worker Training Thu, 08 Nov 2012 22:31:57 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=65 ​Can Guilt Make You a Better Leader? http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=64 Header Image: guilt
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Surprisingly, the answer is yes.  Researchers identified a link between how guilty people feel when they make a mistake and how well they do as leaders in a recent study at Stanford's Graduate School of Business.  Participants who self-identified higher feelings of guilt compared to their peers, were ranked highly in areas of leadership by their supervisors and subordinates. 
An important distinction was made between feelings of guilt versus feelings of shame.  Guilt can be used as a self-motivator to help leaders correct and learn from mistakes.  Shame tends to increase feelings of inadequacy and can cause leaders to fail as a result of self-sabotage.
What lessons can business leaders learn from this survey?  By focusing on how high potential employees react to mistakes, succession planning can be streamlined.  Encouraging growth and learning from mistakes is another way to capitalize on the positive effect guilt can have on leaders.  By presenting a situation in which a mistake was made and providing steps to correct the error in the future, employees can learn and grow together.

 

Category: Succession Planning
Published: 11/6/2012 12:23 PM
]]> Emily Barnett Succession Planning Tue, 06 Nov 2012 20:21:43 GMT http://www.invistaperforms.org/blog/Lists/Posts/ViewPost.aspx?ID=64