How to Deal with Resistance to Change from Employees

Change is inevitable in business. If you want to grow your business in this cutthroat competitive environment, you need to utilize new technologies, welcome new trends and stay open to new ideas and suggestions. But, what if some of your employees are reluctant to accept changes? As a business owner, your job is to convince them to accept the inevitable. If required, rent seminar room and provide them training before bringing in any change in your company. For instance, if you are planning to implement new software, provide them training on how to use the new technology. Choosing the right training room rental company for organizing your training session is also important. Here are some useful tips on how to deal with resistance to change from employees.

Increase personal interactions among employees

When the team members get to understand each other, their overall performance will surely increase. Hence, you need to generate opportunities for your employees to socialize and ensure that the happy hours do not involve work. Group outings, company-sponsored events or at least cultural or small gatherings could be effective in fostering collaboration, which in turn would help break the resistance to change.

Understand the cause of resistance

Try to understand why your employees are resistant to change. Some employees may start complaining before even knowing what’s going to change. Take the time to understand their psychology. Try to eradicate the fear of change and make them understand that the changes will be more exciting and entertaining to them. Also try to remove their fear of losing job if the performance is not effective after change. This is usually the main cause of resistance to any change.

Train your team leaders

You may not have the time and energy to convince every employee to accept the change. It is also a good idea to first train your team leaders, then they can pass on the learning to their team members. That way, implementing change becomes less stressful and more organized.

How to Spice up a Boring Meeting

Let’s face it! Most staff meetings are boring and forgettable. They eat up productive business hours, but in most cases the results are not worth the investment. That does not mean, however, that you can do away with your corporate meetings. Face-to-face or in-person meetings are by far the most effective way to foster collaboration and communication and share ideas in a corporate setting. Even in this age of video conferencing, most successful organizations rent training room and organize weekly or monthly meetings. Thankfully, there are ways to spice up boring or dull corporate meetings. Here are some useful tips.

Use visual presentations

One way to engage your audience during a corporate meeting is by using visual aids, such as, presentation slides and videos. Visual presentations make learning easy and fun. Consider using graphics and sound effects for the best results.

Let them play games

Everyone loves to play games! If you can plan a game during meeting, it would definitely help take the boredom out of the meeting. For instance, you can hand out a bunch of toys to the participants and ask each of them to find out a toy that best represents the theme of the meeting. That will surely help you have your attendees pay more attention to the meeting.

Reward them

Reward your employees for asking questions or for giving answers to the questions asked. You do not have to provide expensive gifts. It is the winning that matters – not the cost of the prize.

Book a well-equipped meeting venue

The ambience of the meeting venue plays a major role in engaging your audience. Look for a seminar room rental company that has years of experience in organizing corporate meetings. They should know the usual requirements of a corporate meeting. The venue should be equipped with all the modern tools.

4 Reasons Leadership Development Programs Fail

The cost of running a leadership training program could be huge. You need to book training room rental or classroom rental, reimburse your employees for travel expenses, plus incur the loss of productive hours.

Many companies spend thousands of dollars on leadership training programs only to find how futile they are. This has sparked an industry-wide debate about whether leadership development programs are really worth the time and money. Despite criticism over the ineffectiveness of leadership programs, most industry leaders blame it on the way this leadership development tool is used rather than on the tool itself. Here are some common reasons why leadership development programs fail.

1. Not focusing on the context

There is no one-size-fits-all rule of leadership. Great leaders change their leadership strategies based on the situation or context. Unfortunately, most training programs fail to stress on the importance of adopting different leadership styles in different situations.

2. Focusing too much on theory

Great leaders learn through trial and errors in practical setting. While it may be helpful to know about the different leadership styles, the main focus should be on hands-on training. To that end, every potential leader should be given opportunities to play critical business roles.

3. Not letting them make mistakes

Many employers are afraid to let go off control to new leaders. They do not allow new leaders to make important business decisions. But, what’s the point of giving leadership training to your employees if you do not engage them in the decision making process? Let them make mistakes and learn from those mistakes. There’s no better way to develop leadership skills than by leading from the front.

4. Not measuring results

Many companies run a leadership training program but don’t have a system in place for measuring the results of the program. Companies should organize 360 degree feedback sessions before, during and after the leadership program. It is also important to monitor the growth of your employees in terms of leadership style and decision making capability.

How to Choose a Topic for Your Speech

If you’ve been invited to deliver a speech but not given any specific topic, you may feel overwhelmed by the multitude of topic options you’ve. But don’t worry! Know that there is no such thing as the best speech topic. It depends on your knowledge, areas of interest and target audience.

Before you start choosing a topic for your speech, try to gather as much information as possible about the event. For instance, you may want to know how many people are likely to attend the event, where they are planning to rent seminar room, what audio visual equipment is available in the training room rental venue. For more tips on how to choose a speech topic, read on.

Know your audience

It is important to know about the audience you’re going to address. Try to know about their age, gender, income level, occupation, location, cultural background and the key challenges in their life. Until you know enough about your audience, it would be impossible for you choose a topic that resonates with them.

Your areas of expertise

The next step is to list down topics on which you’ve above-average knowledge. You may not be an expert on these topics, but you should have enough knowledge to convince your audience. When listing your areas of expertise, don’t think about their value to your audience.

Topics you’re passionate about

Now identify topics you feel passionate about from the list prepared by you in the previous step. At this point, you simply focus on choosing topics you are enthusiastic about. Don’t think about your audience at this point.

Take your pick

Finally, it is time to choose a topic for your speech. Simply choose a topic that meets all the above three criteria. In other words, you should be knowledgeable and passionate about the topic. At the same time, your speech should be on a topic that’s likely to add value to your audience.

How to Encourage Your Employees to Speak Up

Many employers and HR professionals often complain that their employees do not speak up at meetings. If you too are facing a similar issue, you may wonder what’s stopping your employees to voice their concerns, share their ideas, appreciate or criticize a new policy. To understand where the problem lies, you perhaps should put yourself in their shoes and look at things from their perspective. You can rent training room or rent classroom to organize employee meetings or conferences, but they will speak up only when they will get a favorable environment. Here are some tips on how to encourage your employees to speak up.

Reach out to them

If your employees are not willing to speak up, there must be a reason. Initiate a candid conversation and ask them where the problem is. When you make an honest effort to reach out, they are likely to respond to you and gradually start to speak up.

Show them it’s safe to speak up

As a manager or HR professional, you should lead by examples. Show your team members that speaking the truth does not have to be intimidating. When they’ll see you standing up for the right cause without being biased or partial, they will gather the courage to speak up.

Reward employees for speaking up

Make a policy for rewarding honest, upright employees. When they speak up, you should listen to them carefully. Appreciate new ideas coming from them and if possible implement of their ideas. This will encourage them to speak more.

Criticize constructively

Even when you think your employees are wrong, you should criticize them constructively. You do not have to accept each idea coming them, but you should be open to any new ideas. Listen to them and give them feedback every time. Destructive criticism can discourage them from voicing opinions next time.

Tips for Training Hiring Managers

If you think hiring managers do not need training, think again. Many business owners believe that their hiring managers need to improve their interviewing skills. One way to do that is by giving them interview training. However, arranging training for hiring managers is no easy feat. There could be resistance from your managers and several other obstacles. For instance, you may need to rent a separate conference room for training your managers. When choosing a training room rental or seminar room rental company, you need to consider the company’s background, reputation and the facilities they offer. Here are some tips for training your hiring managers.

Encourage your hiring managers to improve their interview skills

This is easier said than done. Most hiring managers believe they’ve already mastered the skills of interviewing, and there is no scope for improvement. So it would be challenging to convince them that they need training. To break the resistance, you should provide specific examples of areas for improvement. For instance, you can conduct a session to stress the importance of structured interviews.

Share a checklist

It is important to prepare a checklist for interviewers and share it with them. That way, you can have all your hiring managers follow a standard format for interviewing. For instance, you can clearly mention whether questions about the company’s mission, vision and values are allowed during an interview.

Help them identify biases

Many hiring managers do not even know they have hidden biases. For instance, some managers may prefer candidates from a particular school or college, while others may have biases towards a particular community or candidates from a particular background. Most hiring managers are unaware of their biases. During the training session, you can have them participate in a survey or puzzle game, which would help them discover their biases.

Entry Management Tips for Large Events

Entry management and access control could be a major challenge in large events. You need to do some planning beforehand. For instance, you should plan how many entry gates are required, how to handle the security needs and staffing requirements. For best results, the planning for entry management should start at least six months ahead of the event date. In fact, entry management is one of the first things to consider when you rent training room or rent seminar room. Here are some useful tips for entry management at large scale events.

Consider parking space

You can estimate the parking space requirements at your event based on how many people are invited and how they are likely to travel. Check whether your event venue has enough space for car parking.

How many gates required

When planning for the number of entry gates required, you should consider several important factors, such as, location of the venue and traffic conditions. For instance, you can expect more people coming from a certain direction because that is close to a metro station. So you may want to establish multiple entry gates in that direction.

Security checks

How security checks will be conducted is another important thing to consider. For instance, scanning with metal detectors will take only seconds, but bag searching will take more time. You need to plan accordingly.

VIP gates

It is also important to consider whether you need to make special entry gates for important guests and VIPs. Just because you are providing VIP passes to some guests does not mean you must establish a separate entry gate for VIPs. If you’re expecting quite relaxed entry points, you can allow both VIPs and other invitees to enter through the same gate.

Also, make sure the every entry point is well equipped with essentials such as water, telephones, and first aid facilities. Ideally, there should be enough space accommodate people under shades in the event of bad weather.

Tips for Training Small Business Employees

Small business owners are always occupied with one thing or another – so much so that they hardly get time to train their new employees. The fact remains, however, that all your new hires, no matter how much experience they have, need training. Without a proper training process in place, your employees may not be able to perform to the best of their abilities and they may not even know what the company expects from them.

You can start the process of training your new employees by developing a curriculum for training. The next step would be to rent classroom. Make sure that your training room rental company provides all the necessary equipment and facilities for employee training. Here are some useful tips on how to train your small business employees.

Find a trainer from within your company

As a business owner, you may not have the time to train new employees, but someone else from your company can do the job for you. Find out a suitable candidate for the job. He or she could be an employee, a manager, or anyone who knows your organizational culture inside out.

Train the trainer

It would be easier and less time-consuming for you to train the trainer rather than training the new employees. You can quickly give him the guidelines for training. Provide details including how long the training program should last, what topics should be covered, and how the person should report you.

Set goals

It is also important to set goals. Consider what you want to achieve with your training program in the next one month. Also, clearly define your long-term goals. For instance, you may want all employees to learn how to use the company’s CMS within the next one year. It is also important to conduct performance reviews from time to time to measure success of your training program.

How to Deal with Disagreements at Work

A workplace without any disagreements or conflicts does not exist. In fact, restrained disagreements can help promote a sense of openness at any workplace. However, if you do not know how to handle it, a minor disagreement may soon turn into a major conflict and may eventually affect your productivity. As a manager or team leader, it is your responsibility to take the necessary steps to address disagreements at work as soon as possible. For instance, you can rent training room to organize a 360-degree feedback sessions with your employees. Here are some more useful tips.

Focus on similarities

One way to cool down the heat during a conflict is by looking at the similarities between each other. Rather than only focusing on the differences, seek common grounds. There must be some issues in which you agree with each other. Try to turn the conversation to that direction, so that further conflicts can be avoided.

Control your emotions

Most arguments take a wrong turn when you fail to control your emotions. Remember, when you confront an emotional rebuttal, you are likely to give it back with equal intensity, which may aggravate the situation further. So learn to control your emotions. As a leader, you also should also train your employees how to control emotions. Organizing training sessions in a seminar room rental would be a good idea.

View disagreements as an opportunity

They really are! If you constantly avoid addressing important issues for fear of disagreements, it is not going to do any good for anyone. As a leader, you should proactively address potential disagreements and find a solution to them before the situation goes out of control. Disagreements are an opportunity for both parties to learn or teach. The more you disagree, the more you’ll come closer to understand each other once the disagreement is resolved.

Top 6 Tips for Talent Management

One of the most important assets of any successful organization is their workforce. Without a productive workforce, no business strategy is going to deliver the desired results. However, it could be quite challenging to hire and retain the top talents in today’s cutthroat competitive business environment. As an employer, you should have a clear strategy for talent management. For instance, you may want to organize monthly meetings with your HR manager to discuss training requirements of your employees. You HR manager should be able to tell you which employees need training on what areas. You can then book training room rentals accordingly. Here are some more tips for talent management.

1. Initiate candid communication

It is important to communicate with your top talents on a regular basis. Regular communication helps strengthen the bonding between employer and employees. However, make sure you also allow your employees to communicate. It should be two-way communication. Be candid and transparent. Share with them any important policy changes or any information about your organization that you think they should know. Also, ask questions and feedback. Let them feel free to voice their complaints and concerns. Also, try to sincerely resolve any problems that are facing.

2. Prepare clear job descriptions

Every employee in your organization should know their exact roles and responsibilities. One good idea would be prepared clear job descriptions for every profile. That way, you can set clear expectations and clear up any confusion that your employees might have about their roles in the organization.

3. Provide ongoing training and feedback

Most employees today place a high value on skills development. You should organize training sessions for your employees at frequent intervals. Ideally, you should have a training room at your office premise. If you do not have one, you can rent seminar room on an as-needed basis. Also, provide feedback to you employees, so that they can identify their strengths and weaknesses and take the necessary steps for self-development.

4. Select the right candidates

One way to improve talent management is by recruiting the right candidates for the right profile. Make sure that you choose candidates who are likely to fit into your organizational culture. Once you recruit the right talents, it is important to retain them by providing them a competitive salary and benefits package.

5. Recognize and reward

It is very important to recognize any outstanding works or achievements. You should have a system for employee performance evaluation. Also, reward employees for their special contributions or outstanding work. Rewards and recognition help boost the morale of your employees and make them more loyal to your organization.

6. Respect diversity

Not all your employees have the same educational and cultural backgrounds. Diversity at workplace is actually a chance for your team members to learn from each other. You should encourage your employees to respect the diversity. Your employees from different cultural backgrounds should feel safe under your leadership and each of them should know what value they are bringing to the organization. Despite diversity, all of them should live the organizational values and should align their actions with the company’s mission and vision.