How to Determine Someone’s Style When You Work With Them Virtually “People can practice SOCIAL STYLE® concepts even when they work remotely. In fact, the remote working we’ve all been encouraged to do now has given us a new window into things we perhaps didn’t see with the people that we were working with before.” – Lisa Jones, Senior Instructional… Read More
What skills do organizations really need in the employees? According to World Economic Forum, the most important skills are changing. Their article, Future of Jobs 2023: These are the most in-demand skills now – and beyond, predicts that 44% of workers will face disruption of their core skills from now to 2027 due to the advancement of technology outpacing training programs.
Companies face challenges everyday in gauging employee effectiveness, particularly in the context of new hybrid and remote-working models prompted by the pandemic. According to McKinsey research, data indicates that employee disengagement and attrition could cost a median-size S&P 500 company between $228 million and $355 million annually, emphasizing the need for a more segmented approach to address varying employee experiences. In “Some employees are destroying value. Others are building it. Do you know the difference?,” Aaron De Smet, Marino Mugayar-Baldocchi, Angelika Reich, and Bill Schaninger discuss research identifying six distinct employee groups, ranging from highly dissatisfied and disengaged to thriving stars.
SOCIAL STYLE improves communication because we learn about personal behavioral preferences and stressors, the root of all comfortable and challenging relationships. Have you ever thought about why communication with some people tends to be easier than others? It likely has more to do with you than it does with them. When we experience behaviors and communication that align with our needs and preferences, we are more comfortable. When we experience behaviors and communication that don’t align with our needs and preferences, we experience stress. We tend to have better communication with people who meet our needs and we are more comfortable with.
Grounded in more than 60 years of research and applied use, SOCIAL STYLE is a behavioral model and learning & development experience that helps individuals, teams and organizations communicate and collaborate with greater effectiveness. It teaches learners about behavior, human needs & stressors. It teaches how people can be Versatile communicators with others to achieve more together. Versatility is a predictor of success.
Companies face challenges everyday in gauging employee effectiveness, particularly in the context of new hybrid and remote-working models prompted by the pandemic. According to McKinsey research, data indicates that employee disengagement and attrition could cost a median-size S&P 500 company between $228 million and $355 million annually, emphasizing the need for a more segmented approach to address varying employee experiences. In “Some employees are destroying value. Others are building it. Do you know the difference?,” Aaron De Smet, Marino Mugayar-Baldocchi, Angelika Reich, and Bill Schaninger discuss research identifying six distinct employee groups, ranging from highly dissatisfied and disengaged to thriving stars.
Bloomberg, Gallup, Manpower and other organizations that study the hiring market have been highlighting the growing importance of soft skills in recent years. They tell us that soft skills such as communications, empathy and resilience are both highly valued and increasingly difficult to find. This is especially true among junior and mid-level employees.
We are proud to announce TRACOM has been selected as a 2023 Top 20 Assessment and Evaluation Company by Training Industry. This is the sixth consecutive year that TRACOM has made the list and we greatly appreciate the recognition and support from Training Industry. We are honored to be included on this list of 20 of the best providers of assessments and evaluations.
Sometimes I think that Generation Z (my generation) is like pizza with pineapple and ham. Most people quickly dismiss us as not as good as other generations. Some believe we’re too self-focused, whiny, opinionated. And a smaller group (often much smaller) describe our strengths such as more tech-savvy, flexible, creative, etc. Forbes in particular frequently writes about Gen Z in the workplace. Depending on the article, we’re the most “diverse”, “awesome, “freedom-seeking” and “difficult.”
More than three years after the disruption of COVID, there still is no “new normal”. Employee engagement is still near an all-time low and workplace stress at a high. But some organizations have been able to achieve competitive advantage through individual and organizational resilience. They equip their people with the skills to navigate chaos and turn external change into high performance. This webinar will discuss the need for resilience and provide practical strategies for achieving resilience.
