How will you work differently in 2013?

Posted on November 1, 2012 by Dana Harrison

I’m finding myself in a lot of conversations about 2013 and several clients have asked if I think anyone in their company would find meaning in going through our Predictive Index Management Workshop™, which certifies them as a Predictive Index^® analyst.

The short answer is always, YES! Anyone who is dealing with any of the following matters stands to find tremendous value in the training…and who do you know who is NOT dealing with one of these?

hiring new employees

improving performance of employees

building sales

navigating change

Is this you?

Perhaps you’ve already been through the training once. In that case, consider auditing it alongside someone from your company who is being newly trained. You’ll be able to use the training as a time to explore challenges and opportunities with your team…and you’ll be able to come to the training for free! Many analysts say that while they understood their first training, their repeat training is when PI^® really began to stick.

If you’re dealing with one of the matters above, have been trained and are still looking for more, let’s talk. We have everything from free tools, to free webinars, to additional training or coaching available to share with you.

Now’s the optimum time for planning in 2013. How will you be doing your work differently in order to achieve even better results next year?

Three e-Learning Courses Now Available

Posted on January 19, 2012 by Beth Claflin

You spoke and we listened! You asked for more convenient, effective support for your managers to internalize and apply Predictive Index^® concepts in your workplace. Now your leaders can review the core concepts of PI^® and improve their feedback skills easily through three 30-minute online courses.

Introduction to Behavioral Science and the Predictive Index is for anyone who wants to learn about the roles behavior and motivation play in employee productivity. This course covers the history of behavioral science, applications to business, components of the PI system, and case studies. Cost: $50 per person.

Two additional courses, Predictive Index Review and Delivering Powerful Predictive Index Feedback, are designed for those who have already been trained (they have already completed the Predictive Index Management Workshop^™). These two courses review concepts, refresh skills and provide interactive practice. Cost: $100 per person/per course.

Each of these courses is designed with the adult learner in mind. They are self-paced, content rich, and packed with science-based information that can be put to use immediately. They are delivered through the online PI Worldwide E-learning Center, providing anytime, anywhere distance learning. They are convenient and cost effective.

Signing up is as easy as sending an email! Send to Penny Pruett. You may also download a brochure.

Beginning March 1, these three courses will be bundled with the instructor-led Predictive Index Management Workshop for a new price of $2,135. This is an improved approach to learning. Research shows that blending instructor-led training with online training improves knowledge retention. Attendees will be asked to complete the introductory course before they arrive for the first day of class, and complete the two other courses on their own within 90 days after they leave the classroom.

We are excited to offer these new ways for you to achieve workplace excellence and drive your organization’s success. As always your feedback is welcomed and encouraged.

Self-discipline and reinforcement are keys to effective training

Posted on January 12, 2012 by BJ McKay

Training can be wasteful and worthless for you and your employees. Training takes time. Costs money. Takes key people out of the job for a period of time. If you wanted to list out the reasons not to do training you could produce a nice-sized list even longer than this one.

Effective training involves two variables every time:

Self-discipline
Reinforcement

Without those two variables, training can be a waste. The two variables are in order of importance as well. Consider the changes in your own life - the important lessons that have stuck with you to this day. What is consistent with each of them? Likely, self-discipline and reinforcement were involved in all scenarios.

Without self-discipline our behaviors do not want to change. As human beings we have the distinct ability to say “no” or “yes” to things our bodies/minds want. Breaking habits developed over time are not easy. Our bodies want to continue doing what they’ve been doing. Self-discipline is the opposite force that must be larger than the habit. Over time, the need to exert self-discipline lessens as the new behaviors firmly take the place of the old behaviors. Self-discipline is a limited supply resource in that we only have so much of to dole out.

Reinforcement is the other critical piece of the equation for effective training. This is the outside influence or accountability that keeps us, or our employees, on the new behavior path.

Consider New Year’s resolutions as a great example of reinforcement. Andrea decides that after New Year’s Day she is going to go to the gym every day and give up soda. For the first week, she makes it happen. Then the following week she skips two days because “something came up”. Then in week three of the new year she only goes once because “things just got busy”. Then in week four all behaviors are back to “normal” for Andrea. There was no reinforcement to produce the new desired behaviors. The self-discipline alone ran out after one week, which can be typical. She lacked outside accountability to shore her up. Most of us need a person or outside force to keep us on track with new behaviors. The more ingrained the old behavior, the more reinforcement we will need to enforce the new behaviors.

On a go forward basis, once you know the new behaviors you wish to see from yourself and your employees, consider how much self-discipline will be necessary and what reinforcement you will be able to maintain to make them happen. Without those pieces you should reconsider your investment of time and resources.

Ask yourself this: “Do I have the self-discipline and reinforcement in place to sustain these changes I wish to see?”

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