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Whether you are a leader or a manager, in the article, we will read about how you can empower your employees with the best ways to practice coaching skills.

Navigating the New Normal

What do we mean by Servant Leadership or Servant Leader? 
 
The theory of servant leadership takes a compassionate approach to lead, inspiring and serve by focusing on the support and growth of others. A true servant leader is a servant first, and then a leader. 
 
A servant leader aims to help others not only to produce quality results but to improve their professional growth as well. Whereas, we see a leader as one who has authority and power to control and take decisions. 
&nbsp; 
A servant leader&#39;s main goal is to involve the team members in the day-to-day decision-making discussions and make them feel valued and respected. For a Servant leader, it is important to have <a href="https://blanchardinternational.co.in/products-services/building-trust/">relationship-building skills</a>, as it helps them to connect at both the senior level (management) and frontline or bottom level effectively. 
 
To transform your leader from a traditional to a servant, there are various leadership training programs from which they can learn the skills a servant leader should incorporate. &nbsp; 
 
Trusted Servant Leader: A New Kind of Leader that People Need 
 
As a servant leader, you focus more on the needs of the people to whom you are connected, especially your team members. A traditional leader works on getting the work done and achieving the goals, but servant leaders work to improve and develop their people. They act as a servant to their people. By giving them the direction, guidance and support they need to meet their day-to-day work and help them to achieve their personal goals, they always try to involve and engage them in decision-making discussions wherever required. 
 
All of this leads to better collaboration, higher employee engagement, more trust, and stronger work relationships with team members. It can also lead to increased creativity and innovation in your organization. 
&nbsp; 
But how to learn the skills to become a servant leader? 
&nbsp; 
First, let&rsquo;s dig into the skills which are important to becoming a servant leader and you should be knowing. 
&nbsp; 
1.&nbsp;Effective Listening: 
 
Learn to listen to your people to understand their perspectives, not just to hear them. As you will be able to serve people better when you make a deep commitment to effectively listening to them, and understanding their concerns, ideas, opinions, etc. 
 
To enhance your listening skills, start with giving people your full attention in a communication or listening process, keep observing their facial expressions, body language, tone of voice, and other non-verbal elements, and try to avoid interrupting them in between as this will make them disengaged, and always give feedback whenever appropriate. 
 
2.&nbsp;Empathy: 
 
One of the important skills of a servant leader is to be empathetic. Servant leaders endeavour to understand their people&#39;s real intentions and perspectives. To become empathetic try to put aside your opinion for a time being, and value others perspectives with an open mind. 
 
3. Commitment to the growth and development of people: 
 
Servant leaders always show dedication to the personal and professional growth of the people to whom they are serving as a leader. 
 
To develop and grow your people, you can plan leadership training programs for your people as per their competencies requirements or as per the skills they need to do their jobs effectively. There are various behavioural, coaching, mentoring, self-development, and soft-skills development programs which you can plan for your people. 
 
A servant leader starts with knowing their people&rsquo;s personal goals and then tries to give those projects or responsibilities that will help them to achieve. 
 
4. Relationship Building Skills 
 
The relationship-building skills are the combination of various soft skills that an individual applies to connect with others in order to form a positive and trustful relationship. In the workplace, for a servant leader relationship-building skills are essential as it helps to connect with people. 
 
These are some of the skills which are essential to becoming a servant leader, but there are more in list-like behavioural skills, soft skills, coaching skills, etc. 
&nbsp; 
Want to know how to learn these skills? 
&nbsp; 
You can attend <a href="https://blanchardinternational.co.in/">leadership training programs</a> offered by Blanchard Research and Training India. They have solutions and offer various courses from individual contributors to senior-level tenure managers. 
 
As per your skills required to become a servant leader for your people, connect with the Blanchard India consultant for a customized learning journey. They offer the world&rsquo;s best leadership training programs with assessments. 
&nbsp; 
&nbsp;

To become a servant leader, learn the relationship-building skills along with other soft skills which are required. The leadership training programs offered by Blanchard Research and Training India will help you to start your journey of becoming a trusted servant leader.


How to Become a Servant Leader by Relationship Building Skills?

The world is moving quicker, stakes are getting higher, and, thus, mistakes are amplified.

These realities request that leaders pursue smart decisions and keep away from mistakes at every possible opportunity. As a leader, you want to engage your team and urge them to assist you with keeping away from costly mistakes.

Obviously, giving feedback to one&#39;s manager is more difficult than one might think. It very well is challenging for individuals to give feedback to their team members, not to mention their leaders. The well-known method is to stay quiet. A large portion of your employees might think bringing up your mistakes would be dangerous to their profession.

Here are strategies you can use to urge your team members to speak up when they think about informing you about possible mistakes.&nbsp;

Create Psychological Safety

Mental security is &quot;a common conviction that the team member is ok for relational risk taking.&quot; In this climate, people know their feedback and commitments are needed and respected, they can be their true selves, and they can express what&#39;s at the forefront of their thoughts unafraid of reprisal.

Be that as it may, this is a unique case in the work environment: something like one of every four leaders establishes a climate of mental security. What&#39;s more, when people don&#39;t have a real sense of reassurance, they won&#39;t face even a small challenge.&nbsp;

Psychological safety among employees comes from a progression of ways of behaviour that their leaders showcase. Demonstrating reliability, sharing your expectations clearly, and empowering interest are a few different ways you as a leader can make psychological well-being in your work environment.

Build Trusting Relationships

Can you give input to somebody who you think is not important? You presumably wouldn&#39;t &mdash; and that is the reason making entrusting relationships with your team members is essential for getting fair feedback from them.

Cultivating a climate of trust begins with showing your team you care about them. This incorporates giving them what they need to succeed and putting forth choices that help their attempts.

Relations based on trust become an external layer of insurance against botches. At the point when you care about individuals&#39; prosperity and you sense that they may not know to be about it, you caution them and widen their mindfulness.

Ask for Feedback

When your kin has a real sense of security and realizes you care for them, you can ask them for legit input. You&#39;ll need to gather different and disagreeing perspectives. You can utilize proclamations, for example, &quot;Assist me with seeing what I&#39;m missing,&quot; or &quot;How could this spin out of control?&quot;

Note: People are substantially more prone to offer guidance than input. So in the event that you sense your kin might dislike the word criticism, you could change everything around and ask them for counsel all things considered.<a href="https://blanchardinternational.co.in/products-services/slii-experience/"> Leadership courses in Bangalore</a> can help you hone these and other soft skills.&nbsp;

Your responsibility is to listen profoundly and not become protective. All the more explicitly, tune in with the plan of being impacted. The objective here is to track down the best game-plan, not to protect your inner self.

Follow up on What You&rsquo;ve Heard&nbsp;

After you get feedback or a review from your team members, think about this: they likely put a ton of thought into what they said. Furthermore, it might have taken extraordinary courage for them to say it.&nbsp;&nbsp;

Presently it depends on you to follow up on their ideas. This might remember connecting with meetings for more data on what people have shared. Or on the other hand, presenting people with genuine improvements to a request. Consider their thoughts truly and afterwards act accordingly. Following up on feedback is the most important type of regard and commendation.

Close the Loop

At the point when you&#39;ve made a move on the ideas and feedback individuals have given, now is the right time to say thanks to them. Recognize that giving feedback, particularly to somebody in a more senior position, can be troublesome. Chances are that it was difficult for them to make it happen, and that makes it deserving of appreciation.

Furthermore, assuming a recommendation made you reconsider your decision, let the person know who gave you that input. Assuming somebody&#39;s feedback brought about a shift in course, or even a total turnaround, share those outcomes with the person who gave those ideas. Offering thanks propagates a prudent cycle &mdash; individuals will feel more open to giving you feedback the following time you request it. For leaders, learning soft skills can be made easy with <a href="https://blanchardinternational.co.in/products-services/slii-experience/">leadership certification courses in India</a>

The future work environment is simply going to turn out to be seriously requesting and getting criticism from your kin will be much more significant. So begin now to make the circumstances your members need to feel sure giving you criticism so everybody in the association can profit from it.

&nbsp;

In common with many professions and disciplines, people might find it hard to give input and feedback, especially to their bosses. Here is how you can make it safe.



Encouraging People to Give Feedback

We&#39;re wired to be working for something significant. We&#39;re anxious to learn. We love tussling with a trial. But, there are times when people might stop feeling energized toward work.&nbsp;

Here are things you can do to recharge yourself and your team.

Make Meetings Energizing

How would you like to make your meetings more powerful? Ensure everybody takes part!

<ul>
	<li>Welcome individuals to pose questions and, afterward, discuss their responses.</li>
	<li>Request that participants approach different members to share knowledge.</li>
	<li>Praise individuals when they mention an important fact.</li>
	<li>Have people share best practices, then, at that point, open it up for others to contribute.</li>
	<li>Put individuals in break-out rooms where they work and make answers for a current issue.</li>
</ul>

Then, at that point, you also need to check whether the team is better energized or motivated or not. You can end the meeting by having all colleagues share their thoughts and afterward direct the best arrangement.

Is your team scatterbrained?

Here is an arrangement: Hold more limited meetings. Plan meetings of 20 rather than 30 minutes or 50 rather than an hour. This will reduce the mental burden and meet weariness.

You could likewise appoint an alternate colleague every week to run the meeting. They would be answerable for social event planning and making activities.

Here is an alternate idea: stop the meeting and inquire, &quot;Is there anything we should begin doing first? What would it be a good idea for us to keep doing? How might we ensure we&#39;re serving clients and each other at the most significant level?&quot;

You need to kindle a fearless discussion. You want to find the reason why your team is demotivated. Pay attention to their responses and mesh their answers into the texture of the working environment. <a href="https://blanchardinternational.co.in/products-services/building-trust" target="_blank">Motivation training</a>, on the other hand, can benefit you with the same.&nbsp;

Hold Short, Weekly One-on-Ones

One-on-one gatherings with your teams are one of the most amazing assets a pioneer needs to reconnect a demotivated workforce. They&#39;re additionally perhaps the best gift you can give somebody you are making a dependable space where they set the plan and offer what&#39;s at the forefront of their thoughts. Another advantage? Since your teammate realize they have this opportunity approaching up, they&#39;ll get in touch with you frequently about the easily overlooked details.

Cultivate Connectedness

Cultivating connectedness is an incredible remedy for demotivation. We can get energy from being around others. Leaders can make association by building a culture where individuals get to know one another, commend successes, perceive achievements, and liberally give acclaim.

The business world has generally been a moderate spot. Yet, we are surviving an extraordinary time. We as a whole should be comprehensive and greet each other wholeheartedly. People will flourish when you make them feel that they really have a place and acquaint them with the wonderful gifts in their group.

Be Caring

Show others you give it your time and thoughts. Everybody has been impacted by the pandemic-and everybody needs a little sympathy and support.

In the event that somebody looks confused, ask them to stay after the meeting and inquire: &quot;What&#39;s the problem with you? What can I do for you? Do you want more? How would you like me to help your thoughts?&quot;

Leaders can neglect to do this when they&#39;re feeling the squeeze or stress they might make extra pressure. <a href="https://blanchardinternational.co.in/products-services/leading-people-through-change" target="_blank">Change management training</a> given to leaders can lead to better management of the overall team.&nbsp;

Draw in Online Audiences

Online meetings are a place where people might withdraw. People get exhausted gazing at a screen, so they begin completing various tasks or don&#39;t focus. The truth of the matter is individuals who are online need discussions each a few minutes to keep them centered.

Talks, breakout rooms, and surveys are successful strategies for drawing in virtual employees. A game/challenge toward the end of a meeting can add flavor. You can make a crossword puzzle or hold an improvised test show where your group attempts to go.&nbsp;

Give the Spotlight to Your Top Performers

Have a worker who&#39;s getting things done? Request that they share with the group how their work and strategies have been fruitful. Allow them to share their secret spice.

You&#39;ll likewise give your team a wonderful experience since they&#39;ll figure out how one of their friends is effectively handling a difficulty.

We’re eager to learn and we love wrestling with a challenge. But, there are times when we might feel low or fatigued. Here are a few tips for the same.

Ways to Re-engage a Demotivated Workforce

An interesting term &ldquo;GOAL-digger&rdquo; usually refers to an individual who seeks to better his/her life along with the lives of those around them. They do not use people for personal materialistic gains or we can say to accomplish their goals with others. In fact, you would love to work for goal diggers as they often serve as a means of inspirational leaders. There are various&nbsp;<a href="https://blanchardinternational.co.in/">skill development companies in India</a> that&nbsp;can help leaders hone the skills of a situational leader or help them become better at what they do.&nbsp;

As per my knowledge, below mentioned are the core qualities a Goal-Digger Leader should have:&nbsp; 
&nbsp;

1. To be ambitious

A goal-digger leader should be passionate enough to lead and inspire others by gaining knowledge and relationship power. He should have a set number of SMART goals to achieve (both short and long term). While they love to have support and encouragement from their mates, they should be very clear and focused on defining a life outside of their self-built relationship, which certainly includes personal goals and achievements. 
&nbsp;

2. To be thoughtful&nbsp;

The thoughtful leader thinks often about the impact or consequences of his actions, behaviour, and leadership on the people around him. A thoughtful leader thinks about the impact of decisions (both positive and negative) before he plans and implements them. A goal-digger leader should include this quality in him as he acts as an inspirational leader for the people who believe in his leadership style. 
&nbsp;

3. Motivates and inspires others to pursue their personal and professional goals.

A goal digger serves as a natural source of inspiration and motivation, they act as a servant leader for others &ndash; where their main goal is to serve their people with calmness. They should be the ones who respect their people&#39;s background, culture, and preferences. The leader who sees their people&rsquo;s goals as their own goals are the one who act like a goal-digger leader. They put their best efforts to attain it and support achieving it with full of dedication and honesty. The goal-digger leader should know the goal achieving plan their supporters or people made to reach their goal and should be the happiest to assist.

The leader whose actions inspire others to dream more, learn more, perform more, and achieve more is the true goal-digger leader. 
&nbsp;

NEED OF HAVING MORE GOAL-DIGGER LEADERS IN TODAY&rsquo;S WORKING CULTURE

There is a visible need of having more Goal-Digger Leaders in the current working culture, as the trend of great resignation has come back. One of the reasons employees quit their jobs is that they don&rsquo;t have a defined goal or they don&rsquo;t have appropriate guidance, direction, or support from their managers to achieve the same.&nbsp;

Therefore, it is important to have goal-digger leaders in every organization or team. As they act as a source of inspiration and motivation for their people and help them to succeed professionally. <a href="https://blanchardinternational.co.in/">Best corporate trainers in India</a> know the importance of such skills and give the ultimate guide to achieve them.&nbsp;

It always is a leader, whether a person builds their career or achieves their goals, or quit the job.&nbsp;

&nbsp;

A leader that helps motivate, create, and lead with empathy can become a true leader and is also known as the real gold-digger leader. 


BECOMING A GOAL-DIGGER LEADER

For a leader to be really dependable, Is it important for them to be self-aware? The answer is yes. But why? Since successful initiative beginnings from within. Before you can expect to lead any other person, you should know yourself and what you should find actual success.

Self-awareness gives you a unique point of view as a leader. Whenever you are grounded in information about yourself, you are aware of the people around you, the meetings that happen within your knowledge, and the values that have made your identity as yourself and as a leader. You know about your viewpoints, opinions, behavior, and what motivates you. You know what your conduct means for others around you and how to demonstrate confidence in employee initiative for your group. <a href="https://blanchardinternational.co.in/products-services/slii-experience/">leadership certification courses in India</a> can likewise help you with honing your skill as a leader.&nbsp;

Self-awareness and dependability remain closely connected. Everything no doubt revolves around driving at a more elevated level.

We tracked down the most effective way to portray dependability in management was to break it into four characteristics leaders can use to characterize and examine trust with their employees. These four attributes make up the ABCD Trust Model.

Leaders who are &ldquo;Able&rdquo;, exhibit powerful capabilities to judge the situation and run the system. They know how to deliver results and they have the management abilities that are important to engage and urge their people to take care of business.

Leaders who are &ldquo;Believable&rdquo;, demonstrate trustworthiness. They are straightforward, fair, moral, and treat their people with value. Their quality-driven conduct constructs trust and establishes a climate of mental wellbeing.

Leaders who are &ldquo;Connected&rdquo; exhibit care for other people. Their attention is on their people&rsquo;s needs and advancement. They are great audience members who share data about themselves and look for feedback.

Leaders who are &ldquo;Dependable&rdquo; honor their responsibilities and stay faithful to their obligations. They are responsible for their activities, receptive to other people, coordinated, and reliable.

Alongside the ABCD Trust Model, it is also seen and fostered that a leader can involve to measure their own dependability in each of the four regions. Then, to assist leaders with acquiring significantly more self-awareness, it is asked for the colleagues to have a similar evaluation to rate the leader&rsquo;s dependability.&nbsp;&nbsp;

In spite of the leader&rsquo;s well-meaning goals for their people, it is frequently found that the leader can be overcommitted or have some other kind of commitment that can prove to be a bane for them &mdash; which can also put compression on both the group and the leader. The technique we worked out to help my Dependable score was straightforward. There are many <a href="https://blanchardinternational.co.in/">leadership training in Mumbai</a> that can help you with honing your leadership skills.&nbsp;

It&#39;s never something bad when you gain some new useful knowledge about yourself as a leader. You can take a tip from the One Minute Manager: If you find out you are doing something right, give yourself a One Minute Praising. And if you discover you are off track in an area (like I was on Dependable behaviors), give yourself a One Minute Redirect and get back on the right track.

The more mindful you are, the better you will actually want to serve, care for, and lead your people. Whenever individuals accept their leader has their well-being on a fundamental level and is there to help them in accomplishing their objectives, trust develops on a higher level. Today like never before, individuals long to follow a trustworthy leader. Whenever they find one, they will offer that leader 100% of their energy and commitment. What&#39;s more, when a leader has the trust of their group, everything is achievable.

As leaders build trust amongst their people, it becomes easier for the team to achieve at a greater level. Read the blog to know more. 




Is it Important to be a Trustworthy, Self-aware Leader?

Having a sense of reassurance and safety in the work environment has never been more significant. The tempest of the two years that have passed has produced a number of contending needs and requests, all competing for critical focus. There have been multiple examples that show us unrelenting and unavoidable change keeps on whirling around us. Without the basic psychological security, employees can feel like they are suffocating.

Leaders who create a climate of mental wellbeing accomplish more than what is required out of their employee&rsquo;s day-to-day nitty-gritty&mdash; they jump in close to get better work done and get their very own paddle.

The Benefits of Psychological Safety

Developing a base of mental well-being requires open and honest conversations and transparent communication. It requires a space where colleagues can have a good sense of security enough to share concerns, difficulties, and inquiries with their leader and to voice when they are tired or worn out.

On the other hand, a climate drained of psychological security will encourage problems and disgrace while the colleague will say everything is fine &mdash; until they can&rsquo;t take it anymore. Furthermore, who is typically left tidying up the resulting wreck? The leader. Establishing a climate where colleagues are secure to the point of being true can save the monstrous aggravation of burnout and employees leaving the association.

Mental security is a necessity for growth and development. Whenever somebody has a good sense of reassurance in their job with their team, and particularly with their leader, it will convert into a more of an ability to face challenges, break new ground, grow past their usual range of familiarity, and offer inventive thoughts. In the present dynamic business world, this sort of imaginative ideation can be a distinct advantage.

Mental well-being is foremost in cultivating a feeling of a homely place. We as a whole realize detachment is an inescapable and disastrous thing that can be particularly increased in remote groups. Individuals need mental well-being to help each other and gather as one in fortitude. Well-established associations with partners can go about as a capably settling conflict to safeguard and resolve and convey dependability across the group. To master such rational abilities, managers can always opt for&nbsp;<a href="https://blanchardinternational.co.in/products-services/blanchard-management-essentials/">management essential training</a>.

The best part is that psychological safety allows individuals to be the best version of themselves. Whenever your colleagues have a sense of reassurance, they can prosper &mdash; strongly sharing their most thoughts, boldly and openly discussing their jobs, and dealing with themselves and their partners.

Promote Psychological Safety

One of the most unique methods for developing mental security with your team is to demonstrate it. A leader is similar to an expert clock by which every other person sets their watch. Your employee stand by listening to what you say, at the same time, more critically, they watch what you do. Also, what you do as a leader will be the single most prominent deciding variable of the degree of mental security experienced by your group.

A basic part of this training is to chip in your own battles, dissatisfactions, fears, and disappointments. Discuss the parts that describe you as a leader. Let people know how you&rsquo;ve developed from your difficulties. Tell them what you&rsquo;ve gained from your fights and what you&rsquo;re actually realizing today.

Have Regular Check-ins

One more crucial task to promote mental well-being in the work environment is to check in routinely with your people. Focus on it &mdash; and make it genuine. Plunge deep in the waterline to discuss the truth of the environment.

There are a lot of ways of doing this other than in one-on-one meetings. For instance, you can start a meeting with a slide that requests. If an individual isn&rsquo;t happy talking, they can share how they are feeling by picking an emoticon. Breaking the way to significant discourse can have a significant effect on fortifying mental security.

Encourage Wellness at Work

Wellbeing and its execution at work are of the utmost importance &mdash; and a feeling of prosperity relies upon mental security. That is the reason, it is important that you first model healthy ways of behaving in your own practices. A strategy is to begin meetings five minutes after the time and end them early, which gives individuals the consent to do this with their own timetables.

Remember that what you do is quite a lot more significant than what you teach. Try not to simply advise people to deal with stress; show them how you deal with it yourself.

Everybody is watching you set the vibe. With&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/">train the trainer certification India</a>, you can not only master great management skills but also help your employees be equipped with them. Your team will mirror the model you set. Focus on it to share your health practices and witness how it frees your team to do likewise.

Psychological safety has been a concern in the workplace since the pandemic. How can leaders create an environment of growth? Read how.

How Important is Psychological Safety at Workplace?

Research shows that Inclusive Leadership for women can drive productivity, loyalty, better team connection, and motivation, yet many companies fail to embrace it. Starting from big scale businesses to small businesses to nonprofits organizations, we&rsquo;ve immensely seen a range of responses focused on removing racism and pledging commitments to greater diversity, equity, and inclusion. 
 
Many leaders and HR heads have reexamined their organizations&rsquo; diversity and inclusion initiatives, they are focusing more on retaining the female talent pool by making them feel valued and included. They are looking for a reinvention, and that reinvention should start at the top, with leaders who embody an inclusive leadership approach. This definitely calls for&nbsp;<a href="https://blanchardinternational.co.in/products-services/building-trust/">relationship-building skills</a>&nbsp;in leaders and people managers.

But, what exactly is Inclusive Leadership?

In all my knowledge, Inclusive leadership means having a leader who commits to ensuring all team members are:

<ol>
	<li>Accepted by others, irrespective of their background, caste, position, etc., and treated equally,</li>
	<li>Having a sense of belonging, respect, connection, value, and are</li>
	<li>The accent of the resources and support they need to achieve their full potential.</li>
</ol>

Female employees face a major challenge in feeling valued and welcomed by the other employees and building their distinct identity.

In today&rsquo;s new normal, women are rising and shining as strong leaders and taking on the extra mile projects that come with their roles, along with men on the same line. Corporate or professional women are going out of their way to support and direct their teams in order to advance the culture of diversity, equity, and inclusion. However, this critical work is going unrecognized or unseen by most companies, and that&rsquo;s becoming a concerning issue in recent times.

The journey forward is clear. Companies need to take bold actions to address this burnout. They need to recognize and reward their women leaders more &ndash; who are driving progress for overall organizational success and growth. Women today need to perform the deep and dedicated cultural work, which is required to develop a workplace where all women employees/leaders feel valued and appreciated for all that they are doing.

REASONS WHY WE NEED MORE WOMEN LEADERS IN LEADERSHIP ROLES 
 
Let&rsquo;s begin with the Fortune 500 companies. Women CEOs make up 6.4% approx. of the Fortune 500 list. The companies that take initiative to showcase a higher representation of women on their organizational boards are visibly outperforming.

Furthermore, studies have also outlined that organizations with greater gender diversity, equity, and inclusivity, not only grow and achieve success within their workforce but also among senior leaders, are significantly more profitable than those without them.

WHAT ARE WOMEN OF TODAY BRINGING TO THE TABLE IN A LEADERSHIP ROLE

<ol>
	<li>Women leaders will draw and paint the future</li>
	<li>Unique transformational ideas will be brought to the plate</li>
	<li>The enhancement of teamwork</li>
	<li>Women demonstrate superior leadership values</li>
	<li>Fresh new outlooks and perspectives</li>
	<li>Women in leadership roles can easily bridge the gender pay gap</li>
</ol>

There are ways by which companies can develop inclusivity through developing empathy in leaders and employees. Various&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/">leadership courses in Bangalore</a>&nbsp;can teach leaders and managers the right skills to address the workforce in a better manner.

Women of today are trying to mark and are loved by industries all over the world. However, there are some measures leaders of today need to take. Read the blog to know more. 


Women and Inclusive Leadership

Is it Necessary for Leaders to Lead with Empathy?

In today&rsquo;s scenario where people need more than orders from their managers, leaders need to learn to deal with empathy rather than just logic. Many managers aim to do that. However, when asked to define the word &lsquo;Empathy&rsquo;, many are not able to speak even a word. So, let&rsquo;s start by defining what empathy actually is. &ldquo;The action of understanding, being aware of, being sensitive to, and vicariously experiencing the feelings, thoughts, and experience of another.&rdquo;

Another important aspect is why empathy is important for leaders in the first place? It has nothing to do with achieving goals or completing targets. The importance of being an empathetic leader is the simple truth that leadership is about people. If you have to lead effectively, you will have to tune your mindset with that of your people&rsquo;s beliefs, ideas, and feelings. This directly translates to being real partners rather than managers and subordinates.&nbsp;

Since the adverse effects of the pandemic have left all of us struggling in some or the other way, empathetic leaders are important more than ever. The question here remains, how can one begin in such a journey of being an empathetic leader? Let us know more about the concept, and how knowing oneself and others can help you with the same. There are many <a href="https://blanchardinternational.co.in/products-services/slii-experience/">leadership training programs in Bangalore</a> that can help you cultivate relational skills.&nbsp;

Operating with empathy is difficult. Leaders are often promoted to their positions in light of their achievements as individual contributors. However, being a first-time manager requires a totally different set of abilities, for instance, the ability to appreciate people at their core. Numerous managers either haven&#39;t had the potential chance to foster these abilities, are impervious to doing as such, or don&#39;t have an interest in them.

Know Yourself

Turning into a leader who thinks empathetically begins with having great mindfulness. This requires having knowledge of internal work on getting your inspirations, your demeanor, and your character style. It additionally incorporates realizing your communication style, your response to criticism, and how your qualities shape your way of behaving.

The initial phase is to put resources into your own actions and behaviors. When you are more mindful, you can start to change your initiative style to the requirements.

Understand Others

The second part where you have to focus is making progress toward knowing more about your colleagues. This incorporates further developing your relational abilities, for example, being interested in discussions as opposed to being cautious or forceful.&nbsp;

Building trust with your team members is fundamental if you&#39;re to be an empathetic leader. They should realize you are their ally and you intend no damage. You should show them your job as a leader is to assist them with succeeding. The more you comprehend what your team wants, the more you&#39;ll have the option to serve them in a significant manner.

Be Compassionate

Empathetic leaders are forgiving and stretch out value to other people. They know how to walk a mile from another person&#39;s point of view. In any case, remember: that organizations have objectives that should be achieved. Leaders should offset empathy with clear expectations that are perceived by each colleague.

Pioneers who are compassionate put extraordinary significance on establishing mental security a climate where an individual goes ahead and express their genuine thoughts, faces challenges, and ask about any confusion unafraid of being rebuffed or condemned.

Set Boundaries

At the point when everybody has clearness on work limits including rules and assumptions, there is huge well-being and opportunity. Limits make a guardrail so individuals don&#39;t unduly forfeit themselves from behaving in an unjust manner. Limits likewise promote autonomy. They let individuals in on what they should or shouldn&#39;t do.

An Empathetic Leader in real life:

<ul>
	<li>Ask instead of telling</li>
	<li>Listen instead of talking</li>
	<li>Serves instead of ordering</li>
	<li>Thinks often about individuals&#39; interests</li>
	<li>Is open to input</li>
	<li>Doesn&#39;t decipher worries as obstruction</li>
</ul>

At the point when you show these ways of behaving, your team will be faithful to you. They&#39;ll be invested in. They&#39;ll do their absolute best. They&#39;ll be more imaginative. Furthermore, they&#39;ll compliment your company with their friends and partners.

It's about leaders being on top of the requirements of their team and answering in better ways that exhibit their ideas and concerns. Be the leader who leads with empathy. Read the blog to know more.

Is it Necessary for Leaders to Lead with Empathy?

There has been a good amount of research on creating a healthy relationship between the workplace and psychology. And, there are good reasons why it should be done. It is very important for people to be engaged and productive in their work.

It is a need for a dynamic, energetic work environment. Mental wellbeing is at the forefront in a working environment when individuals go ahead and express their real thoughts, face a challenge, or discuss the problems that they are facing. The pandemic has made it an intriguing issue. Many individuals have felt mentally battered and wounded in the course of the most recent few years. They&#39;re crude and they need a workplace where they have a real sense of reassurance.

The Trust Experiment 
The pandemic has been an extraordinary trust test. In a real sense, for the time being, associations had to stretch out big measures of trust to their teammates by allowing them to work online.

We as a whole realize what has happened. All things considered, remote work has been an extraordinary achievement. Numerous representatives have demonstrated a very productive behavior in the working environment.

Post-Pandemic Psychological Safety

Now and again you don&#39;t understand you&#39;re missing something until just after you experience it. Over the past two years, many individuals have fostered a preference for opportunity and independence. Organizations confided in them to work online without oversight. Now that workplaces are gradually resuming, these people, naturally, don&#39;t have any desire to return. They would rather not return to the state of affairs. In such situations,&nbsp;<a href="https://blanchardinternational.co.in/">Leadership Training</a>&nbsp;can be really helpful for leaders.

The possibility of getting back to a mentally perilous climate has many individuals anxious. Taking into account that around three out of four individuals don&#39;t look forward to reassurance at work, each leader ought to question &quot;How would I establish a mentally protected climate?&quot;

Seven Keys to a Psychologically Safe Workplace

The following are a couple of methodologies you can use to make the way of life you need in your work environment.

<ul>
	<li>Wipeout Fear: Fear is the adversary of trust. The absence of trust destroys mental security. Individuals thrive in a protected and confiding climate. Individuals should realize there will not be repercussions assuming they share thoughts or their impression of reality or then again on the off chance that they commit an error. Your occupation as a leader is to experience this reality. 
	&nbsp;</li>
	<li>Praise often: Unfortunately, we are designed to call on the negative to such an extent that it takes five praisings to counter one negative feedback. For instance, our regular tendency is to decipher messages in the absolute worst light. The focal point for leaders is to laud their team members frequently and keep their communication positive. 
	&nbsp;</li>
	<li>Share yourself: People will often structure one-layered exaggerations of their leaders from short connections. 
	 
	It is not required that you share profoundly private data. It is, good to discuss your qualities, what&#39;s essential to you, what inspires you, and so on. Doing this forms entrust with your teammates, which is fundamental for mental wellbeing. 
	&nbsp;</li>
	<li>Make clear boundaries: Everyone in the working environment should realize what is and isn&#39;t adequate. Everybody should consent to keep similar standards. Nobody ought to get a free pass in light of position or status. Everybody should approach each other with deference and conventionality. 
	&nbsp;</li>
	<li>Permit interest: In your work environment, do individuals have a good sense of safety enough to attempt new things, investigate creative thoughts, to communicate substitute perspectives? Or then again do they keep down, scared of conceivable adverse results?</li>
</ul>

 
Whenever individuals feel miserable, their commitment dives down. Be that as it may, when you allow them to be curious, you&#39;re giving an open, place of refuge for them to test brave repercussion. Whenever they commit an error, reexamine it as a learning a valuable open door.

Be clear about your expectations: Research shows that many individuals don&#39;t have the foggiest idea of what&#39;s generally expected of them. This is a formula for mix-ups and errors, which sabotage mental security. You can avoid this with a basic action: Have your team members record what they think their responsibilities are and you do likewise.

Then think about it. Odds are good that you&#39;ll be very shocked by the distinctions between the two records.&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/">Leadership Courses In India</a>&nbsp;not only teach you how to be clear with your teammates but also a lot of relational skills to work through disagreements.

You can likewise involve this strategy for adjusting your team member&rsquo;s needs to yours: Have them record what they think about their most significant chores, and you do likewise. Then, at that point, collaborate and talk. A little activity like this can clear up loads of disarray.

There&#39;s no enchanted shot for establishing a climate of mental security. It requires loads of purposeful effort with respect to leaders and it takes more time to assemble the obligations of trust. In any case, the prizes are incredible.

As offices are resuming, people need a psychologically safe environment to work. This can only be achieved when the managers create that kind of atmosphere. Read the blog to know more.

Strategies for Creating a Psychologically Safe Environment

With the corporate world evolving at such a frantic pace, there is a heightened emphasis on the people who run the businesses &ndash; The Leaders. These Leaders shape the way their organization evolves, and great Leaders shape the way the industries evolve &ndash; Walt Disney (Animation), Bill Gates (Software), Steve Jobs (Minimalism in devices), and Mark Zuckerberg (social media), and a list goes on.

There are multiple roles that the leaders play in helping the organization achieve its priorities &ndash; Revenue, Growth, Profitability (Measurable), developing the foundations of value, belief systems on which the organization has been built (non-Measurable), and ensuring satisfaction, career aspirations and the overall experience of the people working in the organization is maintained at the highest levels. To ensure the leaders can juggle these multiple responsibilities, there are various training and models which they learn and use to ensure effective delivery of their roles and responsibilities.

India as a country has been one of the pioneers and major contributors to the world in the field of mathematics, surgery, astronomy from ancient times through&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/">leaders</a>&nbsp;in the respective field ( Aryabhatta, Sushruta, etc).

One underrated but extremely important work during ancient times is the Arthashashtra by Chanakya &ndash; the chief advisor to Chandragupta Maurya during 300 BCE. This piece of literature impacts lessons on leadership on statecraft, economic policy, and leadership strategy.

Who is an ideal leader?

Chanakya defines an ideal leader as &ndash; &ldquo;If the leader is energetic, his subjects will be equally energetic. If he is slack (and lazy in performing his duties) his subjects will also be lazy and thereby, eating into his wealth. Besides, a lazy leader will easily fall into the hands of the enemies. Hence the leader should always be energetic&rdquo; * 
(*- Translation from Corporate Chanakya by Radhakrishnan Pillai) 
 
With the world undergoing a massive transformation, especially in the last 2+ years accentuated by the impact of Covid-19, good leaders have started to become an extremely important lever that organizations have found in short supply across the world. 
 
A Good/Ideal leader can only be energetic if he/she is well equipped with the following traits: 
 
➔&nbsp;Clarity of thoughts&nbsp;&ndash; A clear understanding of what is their role, what are the critical priorities and how they should drive their priorities stems from having a strong clarity on their thought process. This helps the team/people in the organization to have clear and well-defined roles and less ambiguity thereby driving better productivity overall 
 
➔&nbsp;Agility&nbsp;&ndash; Leaders should be agile to take on any unprecedented challenges which come their way. A good agile leader builds confidence in his/her capabilities thereby getting the buy-in and trust of the people in the organization to embrace his/ her direction and vision 
 
➔&nbsp;Defining the Strategic vision and Strong Communication Skills&nbsp;&ndash; An ideal leader never rests on his /her laurels. They exhibit a visual and constant childlike excitement in shaping the strategic vision of the organization. They are extremely good communicators and hence can communicate their vision for the organization to the people so that they can see the big picture view. This gives the people a heightened sense of importance and job satisfaction.

This also nurtures a culture of inclusivity amongst the workforce as they will be thinking about their contribution to the organization&rsquo;s long-term vision.

On the other hand, non-energetic leaders will not have the above traits and will be dependent on others for the decision-making process, or will not own up to the decisions that they have taken bringing a culture of a toxic workplace and financial weakness to the organization. Once this starts from the top, it flows down to the lower levels of the organization thereby eroding the foundations and value systems on which an organization has been built.&nbsp;For this, leaders require&nbsp;optimal motivation&nbsp;and a learning environment to succeed.&nbsp;

From an external lens, organizations with these kinds of leaders will always let themselves be open to attack from the competition, loss of market share, and in extreme cases, hostile takeover bids from others. 
 
Conclusion: 
 
Swami Vivekananda had once famously replied to someone who was asking him why he was working hard even he had aged: &ldquo;If I Rest, I Rust&rdquo;. 
 
An ideal leader should be physically active, sharp in his mental acuities, intellectually sound, and have a strong value system that mirrors the organization&rsquo;s value system. There are various training that leaders can take such as&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/">Train The Trainer Certification India</a>&nbsp;to train people further and make them self-leaders and leaders for the future.&nbsp;

Leaders help define the course of an organization, as well as its people. Read the blog to know more about it.

Leadership – Ancient Recipe in Modern Cuisine 

A generation gap is a difference in the thoughts, actions, and opinions regarding beliefs, politics, values, or tastes exhibited by members of younger generations versus older ones. We can also say that it&rsquo;s the chasm that separates the beliefs and behaviors belonging to members of two different generations.

What Causes Generation Gap?

Generational gaps are caused by both age and the current scenario of the world at the time one generation has grown up. However, the major issues arrive when grandparents, parents, and children do not standpoints of each other which directs to the misunderstanding. You can go to&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/">leadership courses in Bangalore</a>&nbsp;for more information.

Generations Are Distinguished

<ul>
	<li>Greatest generation: The World War II generation, was the demographic cohort that follows the Lost Generation and preceded the Silent Generation. The greatest generation is generally defined as people born from the year 1901 to 1927.</li>
	<li>Silent generation: People who were born between 1925 and 1945. They are more traditional and rules-oriented than the baby boomers, they are also called the traditionalist generation.</li>
	<li>Baby boomers: People who were born soon after World War II, i.e., between 1946 and 1964. They have witnessed increasing social, cultural, and economic equality and came of age as the country was divided by differing opinions and views on politics, war, and social justice.</li>
	<li>Generation X: Born between 1965 and 1980, Gen-Xers grew up with emerging technologies and political and institutional incompetence. Gen-Xers are usually known as resourceful and independent.</li>
	<li>Millennials: One of the largest generations born between 1981 and 1996, technology, media, and communication have driven in a different way. They are the generation that fills the gap before and after the Internet.</li>
	<li>Generation Z: A new generation of influencers born in 1995 to 2010 is real digital/technology natives, from earliest youth, they have been exposed to the internet, social networks, and gadgets/technology systems.</li>
</ul>

Generation Gap impact on business:

Generation gaps play big roles in businesses as all the generations currently engaged in the workforce have their own strengths and weaknesses. They have something significant to contribute. There is a cold war happening with all sides becoming defensive and blaming the other generations for things that do not go right. However, in order to sell to different and variety of groups, companies must find different ways to balance their expectations, needs, and views of individuals from those groups. The older generation people have been termed as &ldquo;digital immigrants&rdquo; and they tend to be less comfortable with the personal and professional usage of technologies. Consequently, digital/technology companies market products differently to each age/generation group. Sociologists usually use nomenclature to categorize the different generational segments.

How Can We Bridge the Generation Gap? 
 
There are various ways to bridge and align the generational gap in certain situations/scenarios. Learning to communicate should be the topmost priority for any company dealing with generational conversational conflict. They need to successfully transfer their business to the next generation, they have to prepare, educate, and empower their successors. Encouraging multi-generational teamwork is one tactic. Attending training such as&nbsp;<a href="https://blanchardinternational.co.in/">leadership training in Delhi</a>&nbsp;can be a viable option too. Be open and willing to change the rigid structure and thinking.

Need to be flexible in our thoughts, actions, and ideas and keep up with the pace of time. Generating clear cultural ethics and values, like highlighting the essential or importance of the quality of the task/work rather than the location - where the work is done (office versus remotely), is another. Incorporating many communication mediums that work for all individuals, organizing coaching and mentorship programs, and emphasizing ethics, values, and respect above all else are also useful tools.

The generation gap can cause differences in the thought process of people. Not only this, it can bring a lot of problems in work life as well. Read the blog to know more

Minding the Generation Gap in Corporate World

The greatest and most vital adventure of our lives is discovering who we really are. Knowing yourself is the most important skill that anyone can possess as it starts with realizing who you are and what you want, and not how others want you to be. When you discover your true self you can start putting efforts in the right direction, that is finding the ways that motivate you and give you confidence. It is to serve your purpose in life. It also allows you to avoid a lot of frustration caused by putting effort into the wrong directions.

It may sound like a self-centered goal, but it is actually an unselfish process that is at the root of everything we do in life. It is not only a process of being your true self but also assists you to be a better partner, better parent, friend, etc. That would be only possible once we know who we are and what we value and have to offer to ourselves and to the world. This is further aided by shedding the layers that don&#39;t reflect our true selves or who we are and that don&#39;t serve us in our lives. Discover how <a href="https://blanchardinternational.co.in/products-services/blanchard-management-essentials/">Blanchard Management Essentials</a>, a training program can help you hone your personality for the better.

We all are aware of the importance of discovering ourselves, still, most of us don&#39;t want to work on it. This could be because of the experiences or because of external pressure.

In order to uncover who we are and why we act the way we do, we should be brave enough to reveal our own stories/experiences. Research has shown that it is not just the things that happened to us that define who we become, but how much we&rsquo;ve made sense of what&rsquo;s happened to us.

Our past experiences inform the ways we act today. The experiences/attitudes and atmosphere we grew up in, reflect how we act as adults. The experiences that had happened in childhood have a heavy hand in how we act today.

To overcome this pattern of undesirable behavior, it&rsquo;s important to acknowledge what&rsquo;s driving it. We should always be ready to look to the source of our inclination to put limits on ourselves or to hurt ourselves. There are several <a href="http://blanchardinternational.co.in/">leadership training programs in India</a> that can help you build confidence. Not just this, they help in finding your true passion and give an insight into your personality.

In order to find ourselves, we all have to look for our sense of purpose. This means separating our view of what other people expect from us. It means we are wondering 
what our values ​​are, what matters to us, and then following the principles we believe in.

Not just these but we also tend to fall into the negatives. There is a tendency in life to focus on the bad. Many of us easily fall prey to traumatic thoughts and complaints about our circumstances and the environment rather than directing ourselves to positive goals, strategies, and solutions. Simply put, we focus on what we do not want instead of focusing on what we do.

Knowing what we want is essential to finding ourselves. Recognizing what we want helps us realize who we are and what matters most to us. To become an adult, we must also break the cycle of parenting, by criticizing or comforting ourselves. This destructive thinking process can be shaped by a judgmental attitude that tells us that we are not good enough to succeed or that we do not deserve what we want or that it seems sad to tell us that we should not try or need care or control.

Who we choose to surround ourselves with has a heavy hand in how we relate to the world. Having a support system that believes in us helps us achieve our goals and improve on a personal level. Above all, You are the one who has to make it happen for yourself because no one else will.

In the journey of finding the best job, the best people to be around, and many other things, we forget to find ourselves and what works best for us. Read the blog to know about the interesting journey.

Finding Self to Find Success in Life

An emphasis on both servant leadership and trust is a significant thought in the present workplace. It&#39;s a two-way blend that will carry restored attention to the significance of empathy and the human touch in hybrid work environment connections.

Servant leadership is the most ideal way to accomplish both: better outcomes and great connections. As it is a part of <a href="https://blanchardinternational.co.in/products-services/leading-people-through-change/">change management training</a> that can aid you with the same.

Servant leaders regularly have an either/or disposition toward results and people. For instance, leaders who center just around results might experience difficulty making good connections with their team, and leaders who center primarily around connections might experience difficulty obtaining the outcomes they want.

However, you can achieve both better outcomes and great relationships assuming you get the two things straight:

The leader perspective spotlights on vision, course, and results-where you as a leader desire to take your team to great heights. Managers ought to include others in setting procedures and deciding wanted outcomes. If the team members don&#39;t have any idea where they&#39;re going, the issue lies with the leader.

The worker angle centers around working next to each other in a relationship with your team. When the vision and directions are clear, the leader&rsquo;s job is towards supporting and assisting individuals with achieving the settled-upon objectives.

Mentioning the common practice

This part of servant leadership empowers you to make both great outcomes and extraordinary connections:

Tell your team what they&#39;re being approached to do by setting the vision and direction with their assistance. All in all, vision and direction, while the responsibility of the leader, is anything but a hierarchical cycle.

Servant leaders should lay out the outlook toward results and relations

Be certain about the fact that your team knows where they are going and what outcomes would come out of it.

See whether individuals in your organization are sure about what values will direct their work and help them better themselves. The first thing to note is that well-being should be on priority. Its next value is to be proficient in having a good time, and beneficial association.

Assuming that you can share your convincing vision like that mentioned above, you are on the right path! Be sure with <a href="https://blanchardinternational.co.in/">leadership training</a> available to people to lead concrete change in the organization.

Servant leaders flip around the customary pyramid.

Most associations and leaders cause problems during the execution period of servant leadership in the event that the hierarchical pyramid is utilized. When that occurs, whom should the people think they work for? Individuals above them.

The moment you think you work for the individual above you, you accept that individual your manager is capable and your responsibility is to be receptive to your supervisor&#39;s impulses or wishes. &quot;Supervisor watching&quot; can turn into a well-known sport. Accordingly, all the energy of the organization moves along with the hierarchy, away from customers and the frontline people who are closest to the action.

Servant leaders know how to address what is going on by rationally flipping around the pyramid with regard to execution. This one change has a significant effect on who is dependable and who is responsive. As for this, the Change Management Training also aids the leaders to perform better.

To make servant leadership work, execution is critical:

Communicate to your team members that you work for them, not the other way around. Your responsibility is to serve, not to assess. 
Enable your team by allowing them to carry their cerebrums to work. Along these lines, they become capable and ready to answer to their inner and outside customers. Your responsibility is to be receptive to them, assisting them with achieving their objectives. 
This establishes an altogether different climate for execution and makes it clear to every individual who is dependable, and to whom.

Take a look at some practical, day-to-day leadership principles leaders can apply in their organizations.

Simple Truths that Apply in The New World of Work

We know learning and development experts have been endeavoring to address many of these difficulties. A number of different people proceed with the action of attempting to assist their association with recuperating in various ways from the harm brought about by the pandemic. It very well may be difficult to keep a motivational perspective.

Audit Your Purpose

The most effective way to keep yourself on target while dealing with an issue or challenge is to monitor your motivation. A person&rsquo;s life isn&#39;t equivalent to an objective way of thought which has a start and an end.&nbsp;

An employee&rsquo;s motivation is its vision, which is imparted by the leader. The administration is tied in with heading off to a better place. Associations that have an unmistakable and convincing vision know where they are going and how to get there. What&#39;s more, is that the people who realize their life&#39;s motivation have a justification behind continuing through to the end when circumstances become difficult.&nbsp;<a href="https://blanchardinternational.co.in/" target="_blank">Corporate Training Companies in India</a>&nbsp;can help you and your employees to get a better view of it through training.&nbsp;

Invest wholeheartedly in Your Accomplishments

The meaning of pride isn&#39;t tied in with having a major inner self. It&#39;s tied in with putting effort into yourself and your abilities. It&#39;s the feeling of fulfillment you get when you finish a task well. It&#39;s likewise the confidence you feel when you reach upwards however are as yet mindful that things may not dependably go the manner in which you anticipate. At the point when you have confidence in yourself, you have the solidarity to get up and get back on track again after you fall. What&#39;s more, you can assist your associates with growing better feelings about themselves by finding them doing things right and applauding their advancement.&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/" target="_blank">The Train The Trainer Certification India</a>&nbsp;can help you achieve goals fro yourself and others.&nbsp;

Be Persistent

Tolerance and constancy go connected in the end. Persistence can assist you with overcoming bad times, however, determination to work or keep going on is fundamental to continue to push ahead toward objective achievement. It additionally keeps you grounded in your motivation regardless is occurring around you. It&#39;s tied in with having confidence in yourself, regarding responsibilities, continuing through to the end, watching out for the end goal, and realizing things will improve.

Acquiring Perspective

Your perspective is the most critical of all the standards. It&#39;s the capacity to see what is really significant in some random circumstance. At the point when you need a viewpoint, you can begin feeling and accepting that your concerns are undeniably more genuine than they truly are. Then again, individuals who have a decent point of view on life can keep a good overall arrangement regarding what is significant and what isn&#39;t.

Carrying through tough times can also be a very tough task. Read the blog to know more.

Steering Through Challenging Times: Here is How You Can Adapt Better

Self-motivation is the willingness or we can say, it is the force that drives a person to do things. It is an important factor that is required to stimulate the desire or willingness in an individual for performing and giving their best in their role. Individuals who feel motivated enough will always give their best, perform better, and also, they will be willing to take on various responsibilities on their own. It is a sort of motivation that comes from the inside to achieve and desire the inherent recognition related to it.

Self-motivation can also be driven to achieve external rewards such as money, power, and status; it&rsquo;s an inner drive to take action &mdash; to create and to achieve. It is what drives an individual to stay dedicated to accomplishing his/her tasks, especially to those whom he/she is pursuing because that person would like to, not because someone told him/her to. As motivation comes hard and goes fast, you can attend courses as well for that.&nbsp;<a href="https://blanchardinternational.co.in/" target="_blank">Leadership courses in India</a>&nbsp;are available to aid you with the same.

Self-discipline also plays an important role in maintaining self-motivation. While self-discipline and self-motivation are two distinct concepts, self-discipline is vital for maintaining self-motivation. It&rsquo;s not enough to be self-motivated - to achieve your SMART goals, you would like to couple self-motivation with self-discipline. A study of online learners showed that people could be considered self-motivated (since they&#39;re all taking a voluntary course with the goal of learning), those with self-discipline were the foremost likely to succeed.

For example, Self-motivation is straightforward to know once you consider some examples that contrast it with other forms of motivation: When a woman only goes to the gym only when her friends drag her there or because her doctor says that she needs to exercise to be healthy &amp; fit is not self-motivated, but the lady who loves to do exercise, that makes her feel good and schedules her time for the gym whether or not anyone encourages her is self-motivation.&nbsp;<a href="https://blanchardinternational.co.in/how-has-pandemic-era-affected-leadership-training" target="_blank">Best leadership training programs in India</a>&nbsp;can provide you with many training courses for your self-development.

Also, motivation at the workplace is necessary as due to Covid-19, the employees working in certain organizations are doing work from home because of the situation and sometimes it gets tiring just by sitting and working thus the motivation to work efficiently fades and to regain this self-motivation one can have timely breaks to regain the energy and finding hobbies that interests you (This may be a vital tip&mdash;it&rsquo;s much easier to be self-motivated once you are hooked into what you are doing and fully engaged in it.);

Request valuable feedback from your manager or colleagues to know more about where you can improve and enhance role clarity; Learn a new skill that is relevant to your role. Financial incentives are generally considered extrinsic motivation, but if you&rsquo;re proud of your position, being paid what you think you&#39;re worth is often very self-motivating.

Benefits of self-motivation:

<ul>
	<li>Self-motivation gives you the inspiration to grow, to become a better version of yourself.</li>
	<li>It helps you to overcome petty indecisiveness.</li>
	<li>It also helps you to avoid &amp; overcome your negative influencers in life.</li>
	<li>It makes you more passionate about your goals.</li>
	<li>It gives you the strength to take upon challenges &amp; risks.</li>
</ul>

In this piece, we covered what self-motivation is, how it fits into similar concepts in psychology, how you&#39;ll boost it in yourself, and the way you&#39;ll encourage it in others. It&rsquo;s possible to extend self-motivation, and successively, to extend your productivity and success. Hopefully, this text gave you some techniques and tools for achieving this.

Self-motivation is the way to achieve what you desire. It can be in terms of monetary, or inner desires. Read the blog to know more.

Self Motivation - Blanchard International

Today, I googled the word &ldquo;trust.&rdquo; It was a solemn experience. The result was more than twenty pages. There were all kinds of trusts like financial trusts, industries that &ldquo;relied&rdquo; on their names, companies that were eager to help you establish your own trust, needy charities of all kinds &mdash; but nothing about putting your trust in anyone or anything. When I discovered something related to trust in this common concept, I saw something about distrust, when a psychiatrist was giving help to people who had suffered their trust because of dishonesty or fraud!



Trust is the foundation of life. life becomes unbearable if you do not trust anyone or anything, which leads to an ongoing battle against confusion and impending disaster. You cannot support any relationship without trust, let alone a good one. Intimacy depends on it. A partner who does not trust each other without betraying them will either separate them or force them to do something real or dishonest.



In the workplace, trust is also essential. it is almost impossible to imagine an organisation without trust, it will be their fear, full of backward behaviour and irritating allegations. If you work for someone who does not trust his people to do things the right way, you will have a bad time with that. They will be checking you regularly, correcting &ldquo;mistakes&rdquo; and &ldquo;imperfections&rdquo; and constantly reminding you that you have done this or that. A work environment, where distrustful colleagues will have to spend more time looking at their back than doing any useful work.



1. Show what you mean.



2. Express your feelings about anyone and anything else



3. The value of your relationships with others - do not take them for granted.



4. Think and take time before making any decision or making any decisions.



5. Always remember, it takes time to build or gain trust.



6. Communicate effectively with others.



7. Always walk the talk.



Expressing empathy is another way to build trust in a relationship or workplace. An important factor in emotional closeness is the ability to express your feelings without shouting, verbal attacks, or interruptions.



And finally, to build trust in a relationship or at work, it is important to consider reconciliation. it is a process of both ways, one-on-one things can break or mislead the <a href="https://blanchardinternational.co.in/products-services/building-trust/">relationship of trust</a>. In other words, giving and receiving once. To gain trust, a person must display good manners.



At last concluding statement for the trust that was very rightly said,



&lsquo;Trust takes years to build, seconds to break, and forever to repair&rsquo;



Everybody is aware of the way a distrustful workplace works: managers withhold information, people talk behind each other&rsquo;s backs, employees are afraid to share concerns, no one takes responsibility, and you end up with poor morale, lower productivity, increased turnover, and an unhealthy work environment.



Trust is at the heart of every relationship, and it&rsquo;s especially critical in the workplace. In fact, the primary factor affecting employee turnover is whether or not a trusting relationship was developed between the manager and the employee. There are certain <a href="https://blanchardinternational.co.in/">leadership courses in India</a> that teach your managers how to build trust to increase engagement, creativity, and commitment.



When you have trusting relationships between your team members and their leaders, you have the foundation for building a successful organization with higher levels of collaboration, increased creativity and risk-taking, more effective execution of business strategy, and increased commitment and loyalty to your company.



However people might wanna establish trust, it is very important that they do have it amongst their team members.

Trust in any relationship is the basic foundation. It is the essence of every relationship. Be it in the workplace or at home. Read the essence of trust with this blog.

The Essence of Trust: Building Relationships at Work!

Positive connections and good relations in the work environment are vital components of professional achievement. When building relationships in the work environment, you will see an expansion in efficiency and generally communication fulfillment. By moving toward understanding the ability to appreciate coworkers at their core and getting to know your colleagues, you can foster stability and proficient connections. In this article, we examine the advantages of building work environment connections, just as explicit advances that you can take when fostering your own.

What does the term &ldquo;Relationships&rdquo; mean in the work environment?

Relations in the working environment are the communications you have with your partners. At the point when you have successful associations with different professionals and colleagues, you are bound to partake in your everyday life. Building connections in the working environment is likewise significant for professional achievement. Not exclusively do associations with better relations in the working environment help with systems administration, however, they can likewise offer you the direction and consolation you want to prevail in your job. <a href="https://blanchardinternational.co.in/">Work environment relationships</a> offer the accompanying advantages:

<ul>
	<li>Developed fulfillment with your profession</li>
	<li>Better connections with team gatherings</li>
	<li>Further developed usefulness for all colleagues</li>
	<li>Mental help and help with meeting problematic deadlines</li>
	<li>Higher degrees of consistency</li>
	<li>Components of good work environment connections</li>
</ul>

Understanding the components of a good work environment relationship can help you in assessing your own connections and recognizing the areas where you need to improve. Great working environment connections will generally have the accompanying qualities:

Trust: The capacity to believe your collaborators and the inclination that you can depend on them is a significant trademark when creating a work environment relationship.

Acknowledgment: Acceptance and comprehension of each other and your part in the work environment relationship is a significant component.

An open relationship with colleagues: Individuals who function better in groups, do their reasonable portion of the work, and give credit when it is expected, will quite often have more leveled connections.

Open communication: Open communication is vital to any relationship, including a working environment. Open communication, posing questions, and getting to realize the connection with your colleagues are one of the initial moves toward a functioning relationship.

Step-by-step instructions to build connections through <a href="https://blanchardinternational.co.in/products-services/building-trust/">Relationship Building Skills</a> in the working environment can be easy with simple steps. Building positive connections in the working environment might easily fall into place for some. In any case, regardless of whether you are uncertain how to progress with creating connections into positive working environment connections, you can utilize the accompanying advances:

<ul>
	<li>Comprehend your qualities and flaws.</li>
	<li>Plan time to foster connections.</li>
	<li>Pose questions and tune in.</li>
	<li>Offer help.</li>
	<li>Know when to request help.</li>
	<li>Appreciate every employee&rsquo;s role and position</li>
</ul>

1. Comprehend your qualities and weaknesses

Prior to zeroing in on the improvement of new work environment connections, it very well may be useful to comprehend your qualities and flaws. Creating relationship abilities like communication, undivided attention and compromise can help you while starting work environment connections.

Assess the positive things that you bring to the work environment relationship and consider the things you want in a relationship. Assessing whether you have the capacity to understand anyone at their core can help with this task. Understanding your capability to appreciate people on a profound level includes attention on:

Realization: Self-realization is the capacity to know about your own requirements and needs in your job and in a relationship.

Self-guideline: <a href="https://blanchardinternational.co.in/products-services/optimal-motivation/">Self-guideline</a> is the capacity to direct your own feelings by remembering your drawn-out objectives.

Compassion: Empathy is the capacity to comprehend and understand another&#39;s circumstances.

Social abilities: The improvement of significant social abilities like collaboration, compromise, communication, and critical thinking abilities are essential when growing new connections.

2. Plan time to foster relations

Building positive relations in the work environment takes time. The everyday duties and obligations of your position can make it hard to dig out opportunities to communicate with other colleagues. By taking out time to foster connections, you will think that it is more straightforward to interface with and get to know your collaborators. You may plan time during lunch, during the initial 10 minutes of your normal business day, or as you are leaving the workplace by the end of the day. You could even schedule the initial 10 minutes of a meeting for the same.

3. Pose questions and tune in

Posing inquiries and effectively listening won&#39;t just permit you to know more about your colleagues but at the same time are a significant piece of the method involved in building connections. At the point when you pose queries about your associate&#39;s professional and also personal life, proficient objectives, or everyday needs, you are showing an interest in them. Offer them the chance to share insights concerning their life prior to sharing your own.

4. Offer help

Removing the tension from a collaborator and offering a helping hand when they are attempting to finish a job is an incredible method for building a relationship. Assuming you notice that a collaborator feels overwhelmed or crushed by work and you have a couple of additional minutes, think about offering them help. Trust is a significant piece of building connections and by aiding associates when they need it most, you are showing this quality.

5. Know when to request help

Requesting help can likewise start a working environment relationship. By requesting that associates jump into activities or work undertakings, you have more chances to get to know them. Likewise, remember that you are bound to get the help you want when you have offered similar help to others already. Connections include both compromises and you can exhibit this by requesting and offering help.

6. Appreciate every employee&rsquo;s role and position

Appreciation is a strong relationship builder. In some cases, it may appear to be hard to comprehend the difficulties of another division and dissatisfactions can prompt negative sentiments. By recognizing that every office has various objectives, you can see the value in every worker&#39;s job with the association. Rather than making hasty judgments or finding fault, it tends to be valuable to think of answers for an issue. By cooperating in a useful and expert way, you will observe that you foster a feeling of appreciation for your collaborators, which will permit you to start fostering a good relationship.

Building positive relationships at the workplace can lead to a better working environment and positive connections that eventually lead to higher productivity. Read the blog to know more.

Fostering Positive Relationships at Work. Ways to Build Better Relationships!

Never let success get to your head; never let failure get to your heart.&rdquo;- Anonymous

When we have failed in our life, everybody has comforted us by saying that failure is a part of life or failure is the stepping stone to success, but nobody taught us how to deal with it. How to deal with the anxiety and depression that we feel when we fail. How to regain the self-confidence that we lost in our failure.

Other than these, there are many other factors that contribute to our post-failure phase like a sense of helplessness, low self-esteem, negative self-talk, and lack of supportive relationships.

Nothing in life is permanent. Failure is also a phase that will go away and then you will experience success, just don&rsquo;t give up.

Accepting failure is one the most crucial things you should learn to&nbsp;experience success.

Below are the ways that can help you to embrace your failure and start putting your efforts towards success:

<ul>
	<li>Accept your failure &ndash;&nbsp;Many people after failing stay in denial for a long period of time. They blame themselves and sometimes others for their defeat. They feel embarrassed, ashamed, or sad which can lead to anxiety or severe depression. 
	 
	It is necessary to accept your failure to move on and leave that phase behind. Mourne your defeat for a bit and then embrace it and try improving it. 
	&nbsp;</li>
	<li>Avoid temporary relief &ndash;&nbsp;Using drugs and alcohol can provide you with distractions for a bit. However, this is not the permanent solution. They will never motivate you to improve your competency and put higher efforts to achieve success. 
	&nbsp;</li>
	<li>Use healthy coping methods &ndash;&nbsp;Instead of using drugs, alcohol, and food for relief, try calling your friends and family. 
	 
	Talk to them, and you will feel more relief and less stress. Other healthy coping methods are meditation, playing your favorite sports, exercising, or simply walking are few among others. 
	&nbsp;</li>
	<li>Be realistic about your defeat &ndash;&nbsp;People have a tendency to blame others for their own inefficiency due to which they sometimes become irrational and unrealistic. We need to understand the true cause of our failures and try to improve them to experience success the next time. 
	&nbsp;</li>
	<li>Read biographies &ndash;&nbsp;Read and research about famous people who failed in their life before achieving success. 
	 
	You will learn how they deal with this and what are skills that you should focus on to bounce back in the race. After reading about them you can relate yourself with them and you will learn that failure is something that everybody has to face in their life. 
	&nbsp;</li>
	<li>Focus on improvement &ndash;&nbsp;Failure is a teacher; a harsh one, but the best. &ndash; Thomas J Watson 
	 
	Which I think is true. If we observe, failure teaches us the best lesson. They highlight the points we are lacking in and the points which need more improvement. So that we can put more effort into the weak point and try achieving excellence. 
	 
	Don&rsquo;t take failure as a sign of defeat. One cannot escape failure. So, there is no choice left, accept embracing it, and move on. I hope the above steps will help you cope with the post-failure struggle in a much healthier way. If you think you are still struggling with failure and nothing is giving you relief, then don&rsquo;t be afraid of seeking professional help. No matter how embarrassed or disheartened you are, just remember that there are experts who have dedicated their lives to helping such people.</li>
</ul>

Success and defeat are a part of everyone&#039;s life, but some people take the defeat to their heart. In a situation like that, what are the ideal solutions? Read the blog to know more

Failure – An Attempt to Success

Feedback is the main angle for an individual for accomplishing their personal and professional objective. In this way, an individual has to give the right feedback to somebody who requires it.

We as a whole know that there are two parts of feedback, Positive and Negative. We should comprehend which feedback we are giving at what time and what is the meaning of the feedback to the individual who receives it. Feedback is important as it will assist the individual with getting your opinion on them assuming they do or offer something to you.

In an organization, if a manager is giving feedback to their subordinates, they have to keep in mind that, are they giving the most appropriate feedback for the situation which will result in improving the performance of the subordinates,&nbsp;<a href="https://blanchardinternational.co.in/blog/how-can-your-personal-development-impact-your-organization/">increasing productivity</a>, and also increasing the trust and confidence of the subordinate or is it making them disappointed, lowering their performance, or making them believe that their manager is not able to handle them.

Managers have to keep focusing on what they directly observe and how to be constructive while giving feedback. If they are getting feedback from a 3rd party that is not irrelevant then they should try to use it carefully as a shred of supporting evidence while giving their feedback.

Feedback isn&rsquo;t tied in with educating or admonishing at all, it&rsquo;s tied in with offering somebody the guidance and strategies they need to foster their qualities and move past their hindrances. Regardless of whether you are a director or a recent employee, it&rsquo;s difficult to get an exact depiction of your exhibition depending on your viewpoint, everybody has defects and vulnerable sides, and feedback can assist with explaining assumptions and spaces of progress as you proceed, not toward the year&rsquo;s end. It requires some investment and energy to give suitable feedback to somebody. At the point when a suitable affirmation is conveyed, feedback can end up being a present for the worker.

Feedback is the starting towards&nbsp;<a href="https://blanchardinternational.co.in/products-services/building-trust/">developing trust</a>. At the point when representatives sense that whatever they do they will be pulled up by their shortcomings, it guarantees them no good thing is out there for them. The reality nobody is left in obscurity prompts trusting connections, more groups, and a sensation of mental wellbeing at work. Credit is only significant as a valuable feedback.

Applauding individuals for their work makes them confident towards their work and makes it way simpler to hold skill. Nobody likes to proceed through a profession where their work will not be appreciated.

Feedback drives both the administrator and representatives to improve. In some cases individuals should get more negative feedback than no feedback at all in light of the fact that a review demonstrates that a large portion of the respondents concur with assuming negative feedback is conveyed suitably, it ends up being extremely compelling while at the same time further developing execution.

Now and again, it is extremely difficult to assemble a feedback culture on the off chance that the work environment is somewhat negative and breeds negative feedback. Then again, representatives are probably going to be more responsive to changing awful conduct on the off chance that they see you notice acceptable conduct also.

It is simpler to give and get feedback in the event that it&rsquo;s coming from somebody you have a good connection with. So first, set aside the effort to create associations with your representatives, showing that you care about them as individuals and not simply workers.

With such countless things happening each day in a working environment, representatives and leaders barely give a shot to tune in. To create a positive feedback culture, you generally need to pay attention to what your colleagues and workers are saying with a receptive outlook and consider their interests according to necessities. So, they don&rsquo;t feel like their interests haven&rsquo;t been recognized.

Giving and receiving feedback is one of the most important things in a healthy work culture that promotes solidarity, growth, and accountability. Read the blog to know more

The Importance of Giving and Receiving Feedback in Working Environment

Hybrid work is a big change from the traditional or old work model. Let&rsquo;s explore more about what a hybrid work model is and how we can transition to one smoothly.

What is hybrid work?

Hybrid work has many variations. Some companies might allow their employees the flexibility to work remotely. The same I&rsquo;m experiencing at&nbsp;<a href="https://blanchardinternational.co.in/">Blanchard India</a>. On the other side, many companies gave permission to their employees to work either in a virtual model or full-time on-site, and others have allowed their staff a blend of both.

The value of hybrid work

A recent survey conducted with &ldquo;Wakefield Research&rdquo; shows that almost half of employees, i.e (47%) would likely look for a job if their employer doesn&rsquo;t adopt a flexible working model. So, employees clearly see value in hybrid work. But what attracts the employees to a hybrid work model? Let&rsquo;s explore and understand some of the advantages of hybrid work culture for employees and their companies.

Work when and how you&rsquo;re most productive

In a traditional work model, people are expected to be present and be in their shift between 9 am and 5 pm every workday. In a hybrid work model, employees are experiencing more flexibility to get their work done when they&rsquo;re most productive. For example, many people perform their best early in the morning while others do better in the late evening. They can also opt. to work with their team members on-site or do heads-down work from their remote location.

Better work-life balance

A recent study by &ldquo;Slack&rdquo; found that flexibility is a key factor why employees are attracted to the hybrid work model. Finding balance is convenient in a flexible work culture arrangement. When employees experience more control and balance of their work schedules, they can free up their time to take care of the things in their personal lives, whether it&rsquo;s picking up kids from school, going to market for grocery shopping, or being home for a delivery.

Reduce exposure to illness

In a survey, a majority (66%) of employees say that they&rsquo;re more worried about their health, security, and safety when it comes to returning to work. They feel fewer people in the workplace lowers the chance of a contagious employee infecting others. Companies also require medical health screenings or proof of Covid-19 vaccination for employees coming into the workplace, in a gathering of more than 25. And since people have the option to work virtually under most hybrid work models, an unhealthy employee can stay home altogether.

Hire talent across the globe

In a hybrid work culture model, the company can hire talent from all over the globe. Having access to a wider management talent pool means you can hire people with specialized required skills. This can give the organization a strong competitive edge.

This has given the liberty to employees and managers all over the world to work in a better, more productive, and flexible environment.

Leadership training can be found in many ways since the pandemic has given way to virtual teachings and work. Read the blog to know more

Hybrid work: The Future of Corporate World

It&rsquo;s an understatement of reality to say that the pandemic has interfered with our lives in countless ways. If we ask the chief mentor who plans custom plans of leadership training for all hierarchy of authority, there is a lot of scope of learning and development. As the channel of communication to the masses or group of people remains intact such as&mdash; introductions, courses, roadshows, and media interviews &mdash; we know there is no ideal substitute for one-on-one or little meeting collaborations in a meeting room, studio, or hall.

In the pre-pandemic (and, soon to be post-pandemic) world, a shift in learning is ready, and appearing in a customer&rsquo;s mind that builds up the significance of the forthcoming basic shifts.

In the olden times when we had face to face interactions and training and in an initial couple of months of the commitment, you get an opportunity to take analyze who is there in the room, read the non-verbal communication of other participants and get on the &ldquo;vibe,&rdquo; which empowers the trainer/mentor to acquire the trust of the client. An accomplished expert can roll out inconspicuous improvements in an approach that will further develop communication results.

Be that as it may, as a whole we have learned, assuming you don&rsquo;t conform to the &ldquo;new normal,&rdquo; your practice will probably go away. Since there have been numerous adjustments to how trainers and mentor and guide customers, you&rsquo;d be convinced to know that by and large,&nbsp;<a href="https://blanchardinternational.co.in/">leadership training</a>&nbsp;may turn out better for the members in a distant climate &mdash; on account of the universality of Zoom, Microsoft Teams, Webex and a large group of video stages.

To completely see the value in this change, consider how leadership training works according to the point of view of the individual or group learning. In the pre-pandemic world, the initial phase in the commitment happens when the leader interchanges learning methods conclude that it&rsquo;s imperative to connect with an external master. At the point when the expert gets the call, they settle on the task and put it down on the calendar.

When planned, the participants need to clear their schedules for the preparation &mdash; a day that normally includes:

1. A forthright association/conversation/address where thoughts, systems, and procedures are imparted to those in the instructional class.

2. Following the course guide, the members need to participate in a training meeting, here and it is recorded.

3. Educators give case studies and ideas and all the members are approached to rehearse once more.

The outcomes are impressive. Participants take up the material rapidly and are prepared to do work on their management and relational abilities over the span of a day.

So how might remote training be better? In the conventional model, there&rsquo;s always an inquiry that the participants assimilate the examples, rehearse and get prepared, generally over the span of one drawn-out day. Given our performing multiple tasks occupations, there is a brief period to do other things &mdash; meetings, messages, calls.

In remote&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/">leadership training</a>, the underlying guidance modules can be refined to a more detailed and concise time period. The training some portion of the preparation should be possible around the same time, if necessary. Be that as it may, it may stir better to set up the training later in the day or week.

What are a few benefits of remote learning:

1. The guidance can be conveyed with slides and recordings.

2. Members have the opportunity to ingest the examples and afterward plan material for training.

3. Since the teacher isn&rsquo;t traveling, there is no strain to direct the practice part of the training that day.

4. Genuine improvements comes after the camera is on and practiced and evaluation is done there and then.

Conversations on Zoom seldom have the instantaneousness of the in-person group or the one-on-one special meeting.

Over the course of the following few months, you will without a doubt see ads for all degrees of instruction comparing face-to-face with remote learning&mdash; and you&rsquo;ll be in every way inspired by the information. Meanwhile, I suggest you don&rsquo;t invest in preparing amounts of energy; they can be as yet directed adequately through a distant stage. Results can be equivalent.

How Has Pandemic Era Affected Leadership Training

Relationship-building skills help you increase trust amongst the team members, create a healthy work environment, and help people hold each other accountable when required. In an office or workspace, you are connected to your team members in many ways. Be it the requirement of data, knowing what&rsquo;s going on with the recent sales performance, or just a tea or coffee session in the break hours.

When you are strongly connected to the team, it helps you have a laid-back work environment. Whenever there is great communication amongst team members and hassle-free work in the team, it is evident that good relationship building is already there.

The following are 7 tips to foster relationship building:

<ol>
	<li>Listen and Respond 
	 
	The beginning of any relationship is the point at which you pay attention to the next individual. Don&rsquo;t simply pay attention to answer, listen sympathetically. Undivided attention is a significant ability that you really should develop to turn into an extraordinary leader or supervisor. Get what the other individual is saying, pose questions, and give input. 
	&nbsp;</li>
	<li>Invest Time in Your Team 
	 
	Giving your team members your time is the greatest method of letting them know that you really care about them and listen to their concerns. At the point when you need to foster better relationship-building, be available for your group or clients. Delay what is not important and let individuals in on what you care about by really paying attention to them. 
	&nbsp;</li>
	<li>Acknowledge and Praise 
	 
	Assuming you&rsquo;re a&nbsp;<a href="https://blanchardinternational.co.in/products-services/blanchard-management-essentials/">First-time manager</a>&nbsp;and need to create great connections, then, at that point, it is significant that you acknowledge and praise what deserves it. Regard distinction and give the representatives the opportunity to offer their viewpoints. Set preferences to the side and don&rsquo;t have any pre-set ideas about your team members. 
	&nbsp;</li>
	<li>Deal with your Emotions 
	 
	Regardless of whether you&rsquo;re a leader or a first-time manager, controlling your feelings in the working environment is very significant. You can&rsquo;t allow your feelings to overwhelm you. Despite how incensed or baffled you may be feeling, at times you really want to set those urges to the side and put a light on building connections. 
	&nbsp;</li>
	<li>Pose the Right Questions 
	 
	Posing the right questions will help in&nbsp;<a href="https://blanchardinternational.co.in/products-services/building-trust/">relationship-building skills</a>. At the point when you pose a significant question or uncertainty toward the end of a discussion, it shows that you were really listening and have an interest in the discussion. Questions will likewise support a stream of thoughts and advancements. 
	&nbsp;</li>
	<li>Be Open in Your Communication 
	 
	Be open about having a significant discussion where the other individual goes ahead and shares his/her perspective. Somebody who needs to construct relations is open with regards to communication and sharing a wide range of feelings such as &ndash; satisfaction, distress, dissatisfaction, outrage, or disillusionment. 
	&nbsp;</li>
	<li>Figure out How to Give Feedback 
	 
	Giving inputs and feedback is one of the main strides of communication. You ought to have the option to compromise valuable input. It will assist with working on your abilities and work on your shortcomings. It is ideal to take input from an inspirational outlook as a chance to develop, and not as an individual assault.</li>
</ol>

Fundamental abilities each first-time manager

For a First-time frame manager creating progress in the job can be an intense task. However, when you have the right preparation and are supported with incredible skills, the path is much easier than you think. Here are some fundamental skills a manager must master &ndash;

<ul>
	<li>Being attentive</li>
	<li>Spotting the good in people</li>
	<li>Giving valuable inputs</li>
	<li>Being compassionate</li>
	<li>Designating tasks viably</li>
	<li>Great relational abilities</li>
	<li>Capability to solve conflicts and issues</li>
	<li>Driving with a plan</li>
	<li>Un-biased behavior</li>
	<li>Being receptive</li>
	<li>Capability to tie the group in the string of solidarity</li>
	<li>Ability to learn</li>
	<li>Uplifting outlook</li>
	<li>Capacity to deal with tough spots and discussions 
	Showing restraint</li>
</ul>

These skills can help a manager lead the team in the best way creating a little possibility for conflict and differences.

Relationship Building Skills are important to lead a team and for a proactive manager, it is very important to master them. Here are the necessary skills that you need to learn in order to lead. Read the blog to know more

Creating Strong Teams with Relationship Building Skills

Leading self is an understanding of who we are, what we do, why we do, and how we do it. It is the ability to lead ourselves to achieve our personal and professional goals. Great leaders have the qualities that make them successful and one of the most important qualities is &lsquo;leadership&rsquo; in which the leader has a strong sense of self-awareness and the ability to use it to lead by example.

For achieving our own personal and professional goals for our life and career, leading ourselves will benefit us in the following ways-&nbsp;

<ul>
	<li>To keep us more efficient and productive,</li>
	<li>For motivation and accountability,</li>
	<li>It will build stronger relationships with others,</li>
	<li>It will help us in acquiring more knowledge of things which help us in succeed,</li>
	<li>It will inspire others to follow our lead.</li>
</ul>

In many organizations, employers are looking for candidates having strong skills in leading themselves as they know that these skills will help the organization to accomplish its goals more effectively and productively. It also keeps us motivated and accountable for our own actions. It will also help us in building strong relationships with our co-workers, supervisors, and managers as they will respect our dedication and work ethics. Every great leader needs to have the ability to lead their team by example. This means great&nbsp;&nbsp;<a href="https://blanchardinternational.co.in/?s=leadership+training" target="_blank">leadership skill</a>&nbsp;begins with the skills of leading self.

A self-leader is always in control, asks for what they need to do to achieve their goals, knows their strengths, knows how to enhance them, and also has a strong belief in their capacity to reach their objectives. When a self-leader gets empowered, they know how to overcome the constraints that limit their ability to solve problems, address challenges and develop innovative and creative solutions.

As with any other competency,&nbsp;<a href="https://blanchardinternational.co.in/products-services/self-leadership/" target="_blank">self-leadership</a>&nbsp;does not change or develop without practice. It takes effort and regular training to improve. It requires self-awareness about your thoughts, emotional reactions, behaviors, triggers, etc. It also means self-confidence and awareness about your strengths and added value. Finally, it implies self-efficiency, the belief that whatever comes your way, you can handle it.

The 1st step is a self-discovery journey in which you&rsquo;ll honestly assess who you are and your abilities. What are your values? Your strengths and areas for development? What&rsquo;s working well for you? What are your challenges? What habits and beliefs are not relevant to you? What do you feel/think/do in specific situations? What could you do better?&nbsp;

In addition to self-awareness, the process requires honesty, courage, self-knowledge, and self-discipline. Observe yourself with curiosity, compassion, and a non-judgemental attitude. You can&rsquo;t lead until you&rsquo;re fully honest with yourself. Integrity is required to observe thoughts, emotions, and behaviors without filter or judgment. Embark on a journey with kindness and self-acceptance.&nbsp;

Second, identify your goal and intentions. What is your purpose? What makes you a leader? Which leaders are your role models and why? What are the values that drive you? What will be your legacy? Set a goal that inspires you and will get you moving, a goal for which you are ready to step outside your comfort zone and overcome challenges.&nbsp;

Finally, design your development plan. Highlight the skills and competencies to be acquired, the strengths to be maximized and the changes you need to make. Purposely build the leader you want by using behavioral, emotional, and mental strategies.&nbsp;

When you head out on the journey of leading others, which is becoming a manager or leader, you first need to become self-aware and transform yourself into a better leader to succeed

Leading Self To Lead Others

When we ask people what they want, almost everybody has an answer. Some will say they want a house; some will say they want a car, some will want lots of money and some will say they want to become something like a doctor, engineer, artist and so on but when we ask them &ldquo;Why&rdquo;, they get perplexed. For example, some people say they want to write a book. Now let&rsquo;s look at some of the common possibilities, why they want to write a book:

<ol>
	<li>They want to earn lots of money like J.K Rowling.</li>
	<li>They want to impress people with their talent.</li>
	<li>They want to become famous.</li>
	<li>It&rsquo;s their talent.</li>
	<li>They have something important to share with the world.</li>
	<li>Writing is their therapy.</li>
</ol>

So, if your ultimate goal is making money then there are other ways to make a huge amount of money rather than writing a book, as there are many authors who make little or no money at all.&nbsp;

People need to understand the &ldquo;why&rdquo; of their goal. Why do you want it, how it is related to your other goals, what difference it is going to make in your life when you achieve it, are there other ways to achieve that goal, how important that goal is to you? These are some critical questions that you should ask yourself before setting a goal.

Knowing the &lsquo;Why&rsquo; of the goal gives you power and robustness. If your goals are important to you and challenging which they should be, then you work hard and take risks for achieving them. And if your goal isn&rsquo;t that important to you or you don&rsquo;t know the actual why of your goal then you won&rsquo;t put as much effort as it&rsquo;s needed into achieving it.

As Michael S. Dobson&nbsp;says &ldquo;Why do you want to achieve your goals? The answer to that question has power. It&rsquo;s what motivates you. It&rsquo;s what shows you the right path to take. And It&rsquo;s what opens the doors that lead to your success.

People who are successful had a clear goal in their life. They always knew where they are headed and manifest immense strength and confidence. Effective goal setting was one of their keys to success.

You may be working very hard at what you do, but without setting an effective goal you will notice that it isn&rsquo;t yielding meaningful results.

Studies show that only three percent of people have well-defined goals and only one percent of them write them down. People who write their goals and action plans to reach it have higher chances to achieve their goals.

Here are some of the components of an effective goal:

<ol>
	<li>Effectives Goals are Specific and Measurable: 
	When you write your&nbsp;<a href="https://blanchardinternational.co.in/">goals</a>, make sure that they are specific and measurable so that you can track your progress. Give a specific time limit to that goal. For example, you want to lose weight. So, you will define your goal as &lsquo;I want to lose 5KG weight in 3 months. 
	&nbsp;</li>
	<li>Effective Goals are Relevant to your life: 
	When to set a goal, ask yourself a question of what importance that goal holds in your life? How is it going to help you when you achieve it? Is it really relevant in your life? For example, some people say they want to climb a mountain. So, they should know the importance it holds in their life. Is it really relevant or are you just doing it because it sounds cool and other people are doing it. 
	&nbsp;</li>
	<li>Effective Goals are Realistic and Attainable: 
	Do not set unrealistic goals in life.<a href="https://blanchardinternational.co.in/">&nbsp;Effective goals</a>&nbsp;are always realistic and achievable. Goals should challenge your skills but they should not reduce your performance and efforts. For example, you have never climbed a mountain but suddenly you set a goal to climb Mount Everest, which is unrealistic and unachievable in nature. 
	&nbsp;</li>
	<li>Effective Goals are always Motivating: 
	Picture yourself achieving your goal. Picture the moment, the result, your feelings at that point in time. If you find that motivating and desirable then you will work hard to achieve that goal. Your Goals should be appealing to you. If it is not exciting to you then after some time you will lose interest in it and stop putting effort to achieve it.</li>
</ol>

Goals are something that gives meaning to your life. It helps you to channelize your efforts and move forward in life. Setting effective goals helps you to know what you truly want in life and writing it down gives you a roadmap to follow, to work hard towards achieving it.

Goals also help us to hold ourselves accountable, even when we fail. It helps us to prioritize things and gives purpose to our life.

Published&nbsp;November 11, 2021By&nbsp;Our Subject Matter Experts

Categorized as&nbsp;Effective goal s

Setting the why, how, and when for your goal can actually make it a reality. Read the blog to know more about effective goal setting

Where Are YOU Headed?

Effective coaching skills are created to help other people accomplish individual or professional objectives. In an administrative or position of authority, training skills might uphold practical change to practices or perspectives while likewise working with learning and improvement.

In general, there are numerous variations of managerial training, which involve various skills that need to be learned or acquired over time through practice and effort. Those variations applicable to the thought of managers and leaders incorporate various leveled training and coaching.&nbsp;

<h3>Viable training abilities for various leveled instructing</h3>

A survey of researches related to what makes for a multi-leveled leadership training viewed the accompanying abilities as basic for the viable help of learning:&nbsp;

<ul>
	<li>Establishing a learning climate;&nbsp;</li>
	<li>Focusing on the supporting staff;&nbsp;</li>
	<li>Giving feedback;&nbsp;</li>
	<li>Presentation of various method</li>
	<li>Giving assets.&nbsp;</li>
</ul>

Research showed that these skills expanded the mindset of the leader to a certainty, which included communication, and cooperation. They additionally worked with a faster acceptance to the association and decreased feelings of stress.

Among the examinations audited, another subject was that managers (going about as coaches) ended up learning as a team with their team. This research recommends that a dyadic relationship with the team is key for a successful start of your&nbsp;<a href="https://byldgroup.com/our-solutions/coaching/">training and coaching</a>&nbsp;journey.&nbsp;

<h3>Training Skills for Group Training</h3>

A really difficult type of instruction led by leaders is group training. Here, individuals from the group should cooperate and be in understanding with regards to objectives and targets.&nbsp;In like manner, there is frequently a need to make sure that the colleagues are given freedoms to use their qualities, similar as in the realm of the game, where players preferably play their &lsquo;best positions&rsquo;.&nbsp;

Given the difficulties related to instructing a whole team, the best group coach will generally be the individuals who have gone through conventional learning and improvement in training.&nbsp;Nonetheless, in spite of these many parts, key abilities that have arisen across studies of group trainers are abilities related to designation and strengthening.&nbsp;&nbsp;

All in all, great mentors should feel happy with assigning work to individuals from the group. Doing as such imparts trust in their abilities, while additionally working with their learning.&nbsp;

<h3>Coaching Skills for Managers and Leaders</h3>

Training abilities for managers If you&rsquo;re a supervisor or leader hoping to carry a learning attitude to your initiative, here are a few tips upheld by exploration to assist with starting a<a href="https://byldgroup.com/our-solutions/coaching/">&nbsp;training and coaching</a>&nbsp;journey.&nbsp;Research dependent on the self-assurance hypothesis (Deci and Ryan, 2000) has exhibited that positive input rouses expectations to keep seeking after objectives and cultivates essentialness.&nbsp;

Besides, an administrator with powerful training abilities doesn&rsquo;t yell orders. All things being equal, they will cooperate with representatives to foster thoughts and carry out plans cooperatively.&nbsp;When people consider that the interaction through which leaders give choices is reasonable and conveyed, individuals will be more dedicated to the last strategy.&nbsp;

Goal and objective setting, and system advancement will prompt a feeling of responsibility and that will drive further inspiration.&nbsp;Don&rsquo;t rebuff disappointment as it is essential for the cycle toward progress. Training a worker through the hit and trial method is a vastly improved methodology. A compelling leader will assist their group with gaining from their mistakes to keep away from them later on.&nbsp;

Fourth, utilize a quality based way to deal with encouraging your staff. At the point when representatives know their qualities and can reliably expand on their work from those qualities, administrators and their groups can fashion better working work environments.&nbsp;Such a methodology is frequently alluded to as a thankful request. Its advantage is that it develops an obligation to work on the association without forcing a direction or feeling of despondency.&nbsp;Leaders know about the impact that their feelings have on their teams. In this way, when things get &lsquo;hot,&rsquo; they get &lsquo;cool.&rsquo; And when things are &lsquo;cool,&rsquo; they slope things up.&nbsp;

<a href="https://blanchardinternational.co.in/blog/accelerate-the-growth-of-your-organization-by-practising-important-coaching-skills/">Coaches and leaders</a>&nbsp;verifiably comprehend the adaptability of feelings. In this way, great leaders are mindful so as to deal with their responses to problematic circumstances and will search for options to create energy and fervor when a lift is required inside a group.&nbsp;

Taking humane initiative. The demonstration of showing empathy includes being with somebody in their aggravation. It&rsquo;s an arrangement another&rsquo;s sentiments and shows a readiness to act in light of those sentiments.&nbsp;Accordingly, in the domain of coaching, leaders feel real agony for their representatives when they&rsquo;re battling and show an obligation to assist them with arriving at their objectives and find more noteworthy significance in their work.&nbsp;

At last, administrators with compelling instructing abilities utilize a significant number of similar correspondence and undivided attention methods as expert mentors.&nbsp;Undivided attention is an important expertise that develops trust and guarantees colleagues that their necessities are being paid attention to.

Managers who are willing and wish to become viable trainers, need to consider the following skills. Read the blog to know more

Starting Your Training and Coaching Journey? Here are some Effective Coaching Skills

In the present business scenario, difficulties can emerge from anywhere and in a very unexpected manner. For instance, the global pandemic that we all suffered from has been a prominent example of it. To be a viable leader you should have the option to react to those difficulties with insight, technique, and aptitude. Business achievement requires spry leaders who can capably lead through change, drive execution, and develop a people-first culture of commitment and responsibility.

In any association, managers give an attitude towards the accomplishment of objectives and targets. Leaders impact the perspectives and conduct of the people they manage. Extraordinary leadership skills are necessary for their job and in their capacity to take care of their responsibilities. They discuss well with their groups and guide their people. They ensure they know what their teams need to take care of their responsibilities and meet their own objectives. They challenge their people and consider them responsible, however, they likewise provide responsibility if the group comes up short at something.

Millennials specifically consider jobs that provide other perks. Millennials at work found twenty that were thirty-year-olds were keener on learning and advancement than in the different provision of advantages, including cash rewards. They are additionally keen on moving into administrative roles, and strive for better; respondents said they&rsquo;d pick a task that would allow them to progress through the positions rapidly.

It&rsquo;s a fact that most leaders aren&rsquo;t getting the direction they need before they&rsquo;re put in such positions. To be predictable with the dreams, qualities, and methodologies of most associations, administrators need to get data on the best way to reinforce their ability to meet their association&rsquo;s objectives. As needs are, if those abilities and skills are left unattended, leaders won&rsquo;t accomplish the ideal effect and adequacy. In this manner, furnishing the necessary skills with training will bring them one square closer to arriving at objectives.

Additionally, viable and productive pioneers need to keep upgrading their abilities and capacities through initiative preparing projects to meet the association&rsquo;s objectives and foster their kin.

In case you&rsquo;re experiencing issues reacting to unforeseen business challenges, or then again in case you&rsquo;re essentially keen on further developing your administration abilities, you ought to consider taking a course at<a href="https://blanchardinternational.co.in/">&nbsp;Leadership Training</a>&nbsp;class.

The Most Common Reasons Your Business Needs Leadership Training

When leaders do not have the fundamental abilities and training, elevating them to positions of authority can be dangerous and possibly bring mental and physical exhaustion. Your employees may prove to be efficient in their present jobs, however they may be less fruitful in influential positions.

Leadership Training programs are critical to the drawn-out achievement of each association. Regardless of whether you accept that leaders are born or made, to create a high-performing group, it is necessary to advance your employee&rsquo;s mastery and set up the up and coming age of balanced leaders, you need to put resources into the initiative turn of events

&nbsp;Here are our main reasons behind why your business will profit from interest in initiative preparing for your supervisors:

Create future Leaders &ndash;&nbsp;You should be aware with regard to creating and supporting future leaders. Quality administration is a mix of the right characteristics and the right training. Distinguish the people who have the abilities and give them designated administration training. Sustaining future pioneers upholds progression arranging and offers professional pathways to workers, further expanding maintenance.&nbsp;

Fabricate Better Workgroups &ndash; <a href="https://blanchardinternational.co.in/">Leadership training programs</a> advantage the employees as much as the leader. A manager with more clearness, presence and adequacy empowers those attributes to stream down to the ones they are driving to do better. Employees will have an incredible ability to know east from west and reason, which prompts more prominent inspiration to achieve their tasks and produces more noteworthy results. Administration programs centre around showing leaders how to create fulfilled adherents.&nbsp;

Develop Risk Management Capabilities &ndash;&nbsp;Organizations have realized that when leading a business, a component of risk will consistently be there. You in this way need to prepare your future and current forerunners in risk managing capabilities. On the off chance that you do as such, they will acquire vital vision and risk the executive&rsquo;s abilities. Further developing leaders&rsquo; danger the board abilities will increase the value of any business.

Accomplish better Project Leadership&nbsp; &ndash;&nbsp;Without adequate leadership abilities, leaders will struggle to deal with each part of a project. This may make the business perform well and end in bountiful fortunes to the business. Leading groups are likewise liable to deteriorate because of wrong direction and amplified pressure.&nbsp;

By showing compelling&nbsp;<a href="https://blanchardinternational.co.in/blog/what-to-look-for-when-choosing-a-leadership-training-program/">leadership skills</a>, your leaders will actually want to deal with their groups and complete tasks effectively and on time. This expanded effectiveness will help your general efficiency and result in more noteworthy benefits.

Fabricate Better Workgroups &ndash;<a href="https://blanchardinternational.co.in/">&nbsp;</a>Leadership training&nbsp;programs advantage the employees as much as the leader. A manager with more clearness, presence and adequacy empowers those attributes to stream down to the ones they are driving to do better. Employees will have an incredible ability to know east from west and reason, which prompts more prominent inspiration to achieve their tasks and produces more noteworthy results. Administration programs centre around showing leaders how to create fulfilled adherents.&nbsp;

In today’s dynamic scenario, it is required for your managers and employees to be fully equipped with the ways to manage change. Read more to find out how leadership training can help

How Leadership Training is Gaining Popularity in Today’s Time

We all are often busy with our lifestyle in making careers in achieving life goals. In the entire process, we forget about ourselves. We often give priority to others (Family, Friends, and work) but not to ourselves. Self-care is equally important. Putting yourself on the priority list is not being selfish or self-indulgent; let&rsquo;s understand what Self- care is and why it is important?

According to wellness expert Blossom Kochchar, &rdquo; Self-care is taking care of your physical and mental health&rdquo;. It&rsquo;s not only about meditation, a trip to our favourite places, or watching Netflix on weekends at home. It&rsquo;s about consciously taking care of your well-being with meaningful activities. It is about finding time for activities that makes you happy, relaxed, and brings mental peace.

Self-care is very important for all of us because it increases resilience, motivation, and our ability to cope up with stress. It helps the brain in producing the neurotransmitter that is responsible for making us feel good. Self-care enhances your energy level, boosts your mood, increases your resilience, and most importantly reduces stress.

Without self-care, we may experience burnout and compassion fatigue; burnout is a state of psychological, emotional, mental, physical, and even spiritual exhaustion from chronic involvement in work. And compassion fatigue is psychological and physical fatigue from showing too much empathy to others but not enough for yourself. We can prevent burnout from exposure to chronic stress by practising self-care.

Because we now know that self-care is important that is why we should practice it in our daily life. We can learn to practice&nbsp;self-care&nbsp;the same way that we learn anything else, through repeated practice. It&rsquo;s a continuous process so it&rsquo;s suggested to have a self-care plan.

This self-care plan can be different for everyone, it&rsquo;s not a one-size-fits-all; for example, for me, it&rsquo;s exercise, listening to songs, watching inspirational videos, etc. Activities that make me happy, I enjoy these moments the best and the most helpful thing which I have realized is that after doing any of the activities which I love to do makes me happy and gives a level of satisfaction which ultimately boosts my motivation.

For my elder sister, listening to songs of the 20th century makes her feel good and relaxed. Similarly, it could be anything for anyone else. I have seen many people enjoy writing, reading, exercise, following a diet plan, life coaching, etc in their &ldquo;me time&rdquo; as self-care routine and they say these activities help them in balancing their moods as well so there are many ways of it.

The ongoing Covid-19 pandemic has threatened us mentally, physically, and emotionally which makes self-care more important than ever before. This pandemic has made us realize that practicing self-care is linked with caring for our loved ones, By caring for yourself, you are indirectly caring for others as well. You must have seen these lines written at public places &rdquo; I wear my mask because I care for you or maybe &ldquo;Show your care with what you wear&rdquo; in the context of Covid-19 and that&rsquo;s why today, self-care is the new norm and it&rsquo;s like a commitment to stay healthy.

Research has shown that there is a shift in people&rsquo;s behavior since this Covid-19 started hitting us, now people, especially the Millennials generation have started realizing the importance of self-care and they have started investing heavily in themselves because it is important and they feel like keeping it in their daily routine.

Self-care is not just an activity that one can do once a week. It is something that we practice and manifest in order to keep a fine balance between our work and personal life. Read the blog to know more

How Self-Love Can Help Us Become The Best Version of Ourselves

In E-commerce (electronic commerce) companies sell or purchase goods/items online. It helped businesses to establish a wider market presence by providing cheaper and more efficient distribution channels for their products or services 24 hours a day, seven days a week. This involves the transaction of goods and services, the transfer of funds and the exchange of data. Many stores offer a wider array of products online. Even more, than they have in their brick-and-mortar. Plus many stores that solely exist online may offer consumers exclusive inventory that is unavailable elsewhere.

<h2>There are 5 types of e-commerce models:</h2>

<ol>
	<li>
	Business to Business (B2B): Where companies directly deal with the company. The final consumer is not involved. This includes manufacturers, wholesalers and retailers.&nbsp;
	</li>
	<li>
	Business to Consumer (B2C): Here companies directly sell their products to the consumer no mediator is involved. Like Myntra, Amazon etc.
	</li>
	<li>
	Consumer to Consumer (C2C): The consumers are in direct contact with each other. No company is involved. It helps people sell their personal goods and assets directly. Eg: Olx.
	</li>
	<li>
	Consumer to Business (C2B): It is the reverse of B2C. Here consumers provide the services to the company. Like an IT freelancer shares his ideas or software to the company.
	</li>
	<li>
	Consumer-to-administration (C2A): An online transaction between individual consumers and public administration or government bodies. Frequently bought services from the government are Education, Health, Taxes and Social Security.
	</li>
</ol>

<h3>Steps to start an e-commerce business:</h3>

<ol>
	<li>Decide on the perfect business plan and model: 
	 
	It has 2 vendors under this plan: Single Vendor and Multi-Vendor.
	<ul>
		<li>Single Vendor:&nbsp;A single seller who is selling his or her product to multiple customers. To this end, it is not only easier to keep track of the transactions between the two parties, administrative costs are lower when you have to pay just one supplier, and you also have more control over the inventory at hand.</li>
		<li>Multi-Vendor:&nbsp;This kind of model calls for multiple vendors to sell their products to multiple customers, with the vendors all being required to be registered with your site.</li>
	</ul>

	Advantages of both: In the first situation, you could earn high margins. In the second, you will earn a commission, every time one of the sellers registered with your brand and makes a successful sale.
	</li>
	<li>Brand your brand:&nbsp;To come up with the perfect brand name that matches the product and the company logo. Once branding and logo are completed, the next step will be forming the company. Online businesses of this model require an Employer Identification Number (EIN) to open a business bank account so that business taxes can be filed in the next financial year. EIN is a unique number that identifies your business. If you have, however, opted for the sole proprietor model, then you need not have a tax ID number. You can use your allotted Social Security number instead.
	&nbsp;
	</li>
	<li>Registration of business:&nbsp;&nbsp;Most crucial part. Sharing the steps of business: 
	&nbsp;
	<ul>
		<li>Apply for the Director&rsquo;s Identification Number (DIN), which can be downloaded using the DIN application (DIN 3 form) from the official website of the Ministry of Corporate Affairs. You can also apply for DIN online, by just attaching and uploading the necessary documents.</li>
		<li>Make sure you have your Permanent Account Number (PAN) and Digital Signature Certificate.</li>
		<li>Once you have received the DIN, you can apply to the Registrar of Companies (ROC), to check for the availability of the name you have chosen for your company. This can also be done by checking for it on the official website of the Ministry of Corporate Affairs.</li>
		<li>After receiving a confirmation on the name, you can incorporate the proposed company within six months. You also have the option of renewing the name of the company, by paying a certain fee.</li>
		<li>Apply for the&nbsp;Goods and Service Tax (GST)<a href="https://www.gst.gov.in/" target="_blank">&nbsp;</a>certification, Shops and Establishment License &ndash; necessary in cases of Payment Gateway Integration &ndash; and Professional Tax (PT).</li>
		<li>Apply to open a Provident Fund (PF) with the respective Provident Fund Organization; register with the Employees&rsquo; State Insurance Corporation for medical insurance of the employees and finally apply for the Certification of Company&rsquo;s Incorporation, where your company will be officially registered under the Company&rsquo;s Act, 2013. 
		&nbsp;</li>
	</ul>
	</li>
	<li>&nbsp;Opening a bank account:&nbsp;Need to obtain GST registration, which will then allow you to open up a bank account in the name of your online business. In this case, once the bank account is ready, you can list the products you will sell on your e-commerce website, to obtain and then operate a payment gateway. 
	&nbsp;</li>
	<li>Build e-commerce website:&nbsp;There are two types of website pre-built platforms and building from scratch. In the pre-built platform, the ready-made template will be available for various niches and you just need to make slight changes as per the requirement. In a scenario where you&rsquo;ll have to make the website from scratch, you will be getting a meticulously constructed website that can be customized according to the clients&rsquo; needs, and their specific business requirements.</li>
</ol>

Conclusion:

Not only does it require low investment, it actually is a type of business that does not require a full-time commitment, especially if you are selling a limited number of products.

You just make an online presence and promote the business on other platforms using both free and paid methods. However, as each business, it has its positive and negative sides. If you want to achieve success, you will have to create an organized strategy that is based on realistic goals and a comprehensive analysis of the market.

Written by Muskan Negi

The internet has opened so many opportunities for doing business online and e-commerce is one of the most popular ones. Read the blog to find out more

How to Start an E-Commerce Business

When the learning format is a mix of virtual and in-person, it creates better output along with increased efficiency. Not just this, the learning module has been a foundation of instruction programs for the majority of 5 years now, and in light of current circumstances. Joining in-person learning systems with online training, mixed learning can be executed for an assortment of learning and improvement needs.

With the consistent progression of better eLearning devices in the course that became available, thanks to the developments in the virtual work, there couldn&rsquo;t be more excellent chance to think about putting resources into mixed learning programs. Besides, given the new rise of virtual learning and improvement, a system that uses mixed learning can be the most ideal way of expanding ROI in virtual conditions.

Mixed learning shifts from other educational techniques in how online materials are utilized for better results. As opposed to crossover eLearning, mixed learning isn&rsquo;t simply centred around making learning appointments that can be gotten to both essentially and face to face; its principal objective is to use advanced innovations in interesting ways to further develop learning results. The following are some instances of how mixed learning can help students:

1- Learning is adaptable and helpful. 
2- Students get a better understanding of the content. 
3- Further developed student standards for retention of the course. 
Social learning is enabled.

Organizations&rsquo;&nbsp;<a href="https://blanchardinternational.co.in/">learning and advancement programs</a>&nbsp;are widely preferred in 2021, and this can affect the manner by which your association utilizes mixed learning. The following are a couple of ways by which associations are utilizing mixed learning in 2021:

Online classes

Numerous associations are utilizing online classes as a perfect arrangement that connects with students and is both adaptable and practical. In 2021, online courses are an incredible utilization of mixed virtual learning since they permit students to draw in both face to face and on the web learning and can be utilized for a wide range of training needs.

Besides, online classes permit learning and advancement to scale inside your association. There is no restriction to how many times a student can watch the pre-recorded online lesson, and most coordinated online classes can be taken with the engagement of up to 500 members.

Supplemental Learning Programs

Mixed virtual learning can likewise be utilized for&nbsp;<a href="https://blanchardinternational.co.in/">supplemental learning programs</a>. In case there is general spaces of your representatives&rdquo; information you might want to create, think about utilizing mixed virtual learning.

Performance Support

Digital support is one of the most preferred areas for mixed learning. Utilizing a mixed way to deal with the queries that students might have after in-person training is successful. To begin with, it makes learning material accessible to students in the time when they need it, which means they can get to study at their own space and pace.

Moreover, digital support permits students to have a focal archive of information across divisions and groups, which means there is an emotionally supportive network set up for every one of your employees. At last, altering digital execution support materials is proficient and compelling, particularly in the event that you have sequences and information that is ever-evolving.

Social Learning

A mixed learning approach with social learning is another &ldquo;smartest possible solution&rdquo;. Social learning is an incredible way for students to foster themselves and the people around them and is additionally perhaps the most ideal way of remaining occupied.

Utilizing a mix of social learning in virtual conditions and enhanced mixed eLearning approaches will augment learning for your employees. An amazing example of a mixed social&nbsp;<a href="https://blanchardinternational.co.in/events-workshops/">learning system</a>&nbsp;would be a studio that places members in groups or sets fully intent on tackling issues or addressing questions cooperatively.

When a company uses mixed learning programs, they are able to give the liberty to the students to learn at their own pace

The Essential L&D Format in the Advanced Age: Blended Virtual Learning

A lot of&nbsp;<a href="https://blanchardinternational.co.in/blog/serving-customers-at-a-higher-level-using-the-care-model/">customer service training programs</a>&nbsp;pose these questions: 
 
1- Why is making a positive client experience significant? 
2- How would you need your clients to feel when working with your association? 
 
In case clients are cooperating with your terms and look happy, they will return and furthermore will inform others about their positive experience. 
 
We need our clients to feel that we care about them and will assist them by being efficient. 
 
Despite the fact that that was years ago, and the present world is diverse in numerous ways, these two principles of administration haven&rsquo;t changed. Clients notice extraordinary help and like being dealt with well by somebody they are working with. Furthermore, companies need clients to realize the value and appreciate them and have their wellbeing as a primary concern. 
 
You yourself might have loved a company where you like to work together, regardless of whether you are on the web or vis-&agrave;-vis with an organization. Just think why you return, again and again, to a most loved organization, store, or site. Clue: it&rsquo;s not just with regards to item quality. Survey shows that consumers return as a result of the manner in which individuals or associations giving the product or services make them feel&mdash;in the past, currently, and even after the purchase has been made. Therefore,&nbsp; Customer Service Training is extremely important. 
 
The &ldquo;CARE Approach&rdquo; for Customer Care. 
 
These components of the&nbsp;<a href="https://blanchardinternational.co.in/products-services/customer-service-training/">Legendary Service&nbsp;</a>model are not difficult to remember and can be put to use right away. 
 
C &ndash; Committed:&nbsp;Accepting and working for your client vision. You play out your undertakings considering the client and you follow up on your conviction that helps significantly. 
 
A &ndash; Attentive:&nbsp;Listening to distinguish needs and wants. You focus on verbal and nonverbal signals to more readily comprehend the client&rsquo;s outlook. You pose open inquiries and rehash back so the client realizes they are being heard. 
 
R &ndash; Responsive:&nbsp;Taking activity that shows you give it a second thought. You are free to the client. You recognize and approve their sentiments, address concerns, offer designs, and gain explicit settlements. Also, you express appreciation for their partnership. 
 
E &ndash; Empowered:&nbsp;Practicing the full degree of your force. You know about all organization systems and practices. You constantly increment your insight about your work. You know about the push you need to make a devoted client with each connection. You are enabled to deal with all client circumstances. 
 
Every association between a specialist co-op and a client is extraordinary. It doesn&rsquo;t make any difference whether you are working together as an individual, a little startup, or an enormous, humongous MNC. At the point when you make a relationship with a customer&mdash;when you show them you care about them and are caring for their preferences&mdash;you make an essential bond. That client will allude their companions to you and will need to work with you once more. Why? Since they will remember the manner in which you left them feeling. You have set up a culture of administration with them. 
 
In the current scenario, sales is an extremely tough thing to do&mdash;yet client care doesn&rsquo;t need to be. If you are now acquainted with a better approach for considering the manner in which you serve your clients, it is better that you create your own model. Explore and have a beneficial outcome in someone&rsquo;s life.

Customers return because of the way the people or organization providing the product or service make them feel during a translation

Customer Service Training: As Important as Ever

Self-love is different for different people. For some, self-love is to put themselves on the top of the priority list without any apologies. You should be selfish enough to think about yourself first before thinking about anyone else and you should be proud of that. 
 
We are from a generation where finding love is still a challenge for many and it is a matter of status to have a boyfriend or girlfriend. But we forget the most important essence of any relationship which is Love. To maintain a social status we forget to love the person unconditionally with whom we want to spend our life. 
&nbsp; 
Most of us are unable to love any other person because we are not aware of the concept of self-love. We forget to love ourselves first. Whenever any person talks about self-love people tend to make of that concept. This is generally because we never really look after ourselves. 
 
We are a generation where if anybody compliments us we disregard that and if anybody criticizes us we then activate our night owl mode and spend our entire night thinking about it. This is the most common tendency of most of us because we don&rsquo;t want to see criticism as feedback. 
 
Let&rsquo;s Move away from Perfectionism 
 
Have you ever thought about how imperfect you are? No, we haven&rsquo;t, because we don&rsquo;t want to be imperfect. But let me help you wake up a bit, we are all imperfect but we don&rsquo;t want to accept ourselves that way. 
&nbsp; 
It&rsquo;s all about accepting who you really are. We live in a world which is full of filters and hence we are now okay hiding behind filters in real life too. 
How can we move away from ideal Perfectionism? First, we need to understand that it&rsquo;s not about being perfect to self-love but it&rsquo;s about accepting you the way you are to self-love. 
&nbsp; 
The most important thing to adapt to self-love and be happy always is to stop depending on your happiness on any other person. You should be empowered enough to take charge of your own happiness. In a world full of temporary people and temporary feelings you should be self-reliant enough to not hamper your happiness according to the arrival or departure of any other person. 
&nbsp; 
The moment you take charge of your own happiness from that exact moment you will love yourself unconditionally without any benefit of the doubt. 
 
Listen to Yourself 
 
It&rsquo;s okay to say &lsquo;NO&rsquo;. If you feel that doing something or seeing someone will hamper your mental health, then please learn to say no. Saying no will not make you a bad person but rather it will make you a better version of yourself. 
 
A version that keeps you as a priority. Everyone wants to be someone&rsquo;s priority so why not make ourselves our priority. Say &ldquo;NO&rdquo; whenever you want to. Listen to yourself, listen to your mind and do as it says because your mind will never want to upset you. 
 
Listening is always a good practice. The more you listen the more you are able to strengthen your relationship and communication in it. So why not listen to ourselves and strengthen our bond with ourselves. Let&rsquo;s remove all the barriers, doubts and thoughts and try listening to ourselves. 
&nbsp; 
For many people, the concept of self-love is very limited and wrong. Whenever anyone hears the word &ldquo;Self Love&rdquo; the image which they have in mind is &ldquo;Tree-hugging Hippies&rdquo; or &ldquo;cheesy self-help books&rdquo;. But no this is not self-love. No book, No social media post, No blog can help you love yourself until and unless you chose to love yourself and chose to stick to yourself no matter what. 
&nbsp; 
Spending time with yourself, doing what makes you feel good, listening to what calms you, having a hobby etc., will help you nourish yourself and will make the bond with yourself stronger. For once, for your own sake try to live like a free bird and do what makes you happy, half of the problems will go away.

In order to achieve what you truly want and become a better version of yourself, it is important that you first love yourself and then any other thing in this world

Fostering Self Love: Benefits and Importance

In today&rsquo;s world, employees must work with full dedication and passion. 
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How can we expect a fresher to develop a nature of loyalty and connection towards the organization all of a sudden? The individual does not know much about the company and it does take time for everyone to adjust to the system. Respect towards the organization comes with due course of time only when the employee is treated well by his seniors and when the employee is satisfied working in that environment. 
 
Employee satisfaction is a place where individuals are not only happy with their current role and responsibilities but also, look forward to a long-term association with the organization. 
 
No individual wants to quit his/her job after every few months or weeks. But the moment repetition of work creeps in, people start looking for some other opportunity. Most of the time, employees treat their jobs just as a mere source of earning their daily bread and butter. They visit the office not because they enjoy or love their work but because they need their salaries to ensure a comfortable living. Slowly, for them, their jobs become only &ndash; the path of earning and living. 
 
Employees would never be satisfied with their jobs unless and until they have something creative, new and challenging to work on. &ldquo;Monday morning blues&rdquo; is a very common term used by many professionals as an excuse for not coming to work and feeling lazy on the first day of the week. They blame &ldquo;Monday&rdquo; for feeling lazy. I do not agree with this. Trust me, if you seriously enjoy doing your work, you would feel like coming to the office like every day. Even, you will not think about the coming holidays or weekends while working. 
 
Understand, there is a difference between your private and professional life. Think sensibly. The moment you have expectations at the workplace, problems are bound to arise and you can never be happy and satisfied at the workplace. 
 
Satisfied employees willingly work towards the achievement of organizations &amp; personal goals and objectives. Dissatisfied employees can affect a brand because they will be less motivated, perform poorly and possess negative attitudes and behaviour towards the company. These signs have a way of spreading to other employees, affecting entire departments and the company&rsquo;s bottom line. The unsatisfied employees are the ones who start spreading rumours, do back bitching about their superiors, they usually see flaws in every work or project. 
 
Employees who are satisfied with their roles &amp; responsibilities, are likely to stick around for a long time, benefitting the organization with their skills and experience. 
 
Importance of Employee Satisfaction 
 
Employee satisfaction is important for any organization, it is the responsibility of an organization that their employees feel happy and also deliver their level best. Whom we can call a satisfied employee? They are the ones who are loyal to their company even in the worst scenario. They work without any compulsion or restriction, they work for their goals, dreams with a vision of taking their organization to a next level. Employees need to be motivated &amp; committed to their work and these qualities come only when they are satisfied with their role and organization on the whole. 
 
The first benefit of having a satisfied employee is that they hardly think of quitting their jobs or switch to a new one.

Employee satisfaction is essential for employee retention. Organizations invest their time in the training of an employee, thus it needs to retain deserving and talented employees for the long term. If an individual leaves the company just after being trained, believe me, the organization would be in a really big mess. The new hiring takes time and cost for the organization and no one can deny the importance of having experienced professionals. 
 
Employee satisfaction also ensures higher revenues for the organization. 
 
No number of training or support would help, unless and until individuals gain a feeling of connection and loyalty towards their organization. Believe me, employees, who are satisfied with their jobs don&rsquo;t have the time to engage themselves in nasty office politics. They even don&rsquo;t have any time to fight with others, they usually ignore small things. Satisfied employees don&rsquo;t visit the office just for their salary but because they feel connected with the organization. 
 
Satisfied employees tend to show more of an adjusting nature and handle pressure comfortably as compared to frustrated &amp; irritated ones. 
 
Employees who are not satisfied with their role &amp; responsibilities usually tend to find problems in every single thing they offer to do and they will not be flexible in their working. They find it extremely difficult to adjust and cope up with the changing times. On the other hand, employees who are happy with their roles &amp; organization are willing to participate more in training sessions and are eager to learn &amp; explore new things. 
 
They accept challenges gracefully with a big smile on their face and deliver even in the worst of circumstances.

It is important for the employees to be satisfied &amp; happy with their jobs, it is very important for them to feel comfortable at the workplace

A Satisfied Employee Leads to Happiness at Workplace

Training that includes leadership development gives members an extremely vast understanding of why the administration is fundamental in a business. They might leave feeling drifted and confident for the future, however, when they return to their work areas, they will discover they do not have the means to really lead. Over and over again leadership training programs motivate and spellbinds, however it doesn&rsquo;t show administration abilities that are crucial to managing. 
 
Lamentably,&nbsp;<a href="https://blanchardinternational.co.in/">Leadership Training Programs</a>&nbsp;centers around attempting to get individuals to be better leaders by venturing profound into their character to find an individual&rsquo;s true potential and abilities. Corporate leaders frequently learn with this methodology. 
 
The very language proposes that specific individuals, regardless of how well they know their business or regardless of how able they are, won&rsquo;t ever become Leaders. 
 
That is the reason Leadership Training Programs should focus on explicit abilities that individuals should work across businesses and with groups. It needs to give apparatuses to potential leaders can use to push plans ahead. Just when initiative is separated into a progression of abilities can&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/">Leadership Training Programs&nbsp;</a>be lined up with the business. 
 
Here are five suggestions for picking the right Leadership Training Programs for yourself: 
 
1. Pick a program that Teaches for real.&nbsp;Leadership Training Programs shouldn&rsquo;t be an uplifting inspiration that inspects a framework of exceptional, appealing leaders. The programs should show the stray pieces of execution: how to plan the landscape and strategies, how to execute a plan of work, eliminate obstacles, and how to support the energy. As such, members need to dominate administrative capability. 
 
 
2. Utilize the right jargon.&nbsp;Initiative preparing programs should be adjusted to reflect industry jargon and spin around applicable contextual studies and models. Without the genuine combination, training will not reverberate with members. 
 
3. The bosses should be included.&nbsp;Programs fall flat since top authority is not included in the outcome. If bosses don&rsquo;t connect with nor do they take an interest in the learning system, this creates a big lag. Accordingly, members look at it before the preparation even starts. Leaders need to help and back the program and the requirement is expanded member collaboration. 
 
4. Conclusions.&nbsp;Today, everybody is occupied, and preparation is frequently trimmed down to more limited meetings. Initiative projects ought to guarantee that the preparation doesn&rsquo;t end in the study hall. Projects ought to circle back to takes an interest, so key abilities mastered can be estimated and followed. Additionally, a&nbsp;<a href="https://blanchardinternational.co.in/">training partner&nbsp;</a>organization ought to be set up, through which members can share their own exercises and thoughts. 
 
5. Train different groups.&nbsp;Initiative for the projects should advocate for a wide member pool to address various capabilities and gatherings inside a business. Cooperations between these individuals will help associates and their association. 
 
It is fundamental that you require some investment to take a gander at administration not as a part of a character, but rather as a bundle of abilities. These abilities can be educated and be grounded inside any hierarchical reality. 
 
It is important to choose a program that understands your needs and is customized to the wants of your leaders and trainers. It should give you access to all the resources and involve the people from all hierarchies. 
 
The purpose of this training should be to incorporate and connect teams in order to work together and work better. This should be to involve and bring together rather than create distance. Therefore, choose a training the provides a customizable learning experience for your company to benefit the most.

When choosing a Leadership Training Program, you must look for a program that offers the pointers that best suits your company’s needs

What to Look for When Choosing a Leadership Training Program?

As Leaders put the last little details on methodologies for bringing their employees back to the office, regardless of whether completely or in some new structure, Experts suggest they inspect and rework their relationship with worker and administrator societies as well as the need for&nbsp;<a href="https://blanchardinternational.co.in/products-services/slii-experience/">leadership training&nbsp;</a>has also increased to a lot more than we expect. 
 
The accomplishment of your re-visitation of the work plan will be chosen by your representative and director societies that will happen or not happen. Therefore, there is a need to re-work the plan and make it fool-proof in order to avoid any discrepancies. 
 
The greatest responsibility of the representative and supervisor is to get your organization to get back to full execution. You need flexibility, trust, openness, and critical analysis from your representative and other employees. Your company needs sureness, having a place, energy, and reason from you. 
 
As offices are getting back to where they started from, the need for a shift in mindset and skills is very important right now. Leadership training helps inculcate such skills and mentally prepares managers to deal with the stress of getting everyone back to the same mindset of work-from-office. 
 
How Management Essentials Training Develops the Right Mindset and Skill Sets 
 
What is distinctive is the sheer volume of individuals who need to keep telecommuting, either all day or low maintenance, because of the pandemic. To be successful, leaders suggest a couple of key points that make things work. 
 
Leaders should communicate their expectations in an extremely open and clear manner, ruling out disarray or uncertainty; for instance, a leader should be available during work hours and should be accessible to everybody and the normal response times for visits and emails should be shortened. The need to be transparent in virtual, physical, or hybrid settings is very important. As a lot of companies are now planning to adopt a hybrid environment, there are connectivity problems that can get you off the track and create communication barriers. 
 
Cultivate people group. Pre-pandemic, colleagues were seldom seen on camera and virtual meetings or happy hours were inconceivable. Employees have figured out how to be inventive in the manner they have a great time for all intents and purposes. We need to gain from these encounters and keep focusing on our association as a local area. 
 
Advance prosperity. Accomplishment will keep on being a significant issue in groups that are mixed with people of all age groups.&nbsp;<a href="https://blanchardinternational.co.in/five-ways-leadership-training-programs-can-improve-your-business/">Leaders&nbsp;</a>should focus on their own prosperity and advance exercises that will urge others to do likewise. 
 
You must ensure that the meetings are viable and have all the millennials and the new generation employees mixed together. This is the time where leaders need to bring in their real abilities and help everyone get together. As a lot of people might have joined in the pandemic through virtual meetings and work, it is for managers to incorporate their abilities to include such newcomers in the team. 
 
 
Develop Communication 
 
For an organization to succeed, the leaders must have the ability to provide a productive, learning-centered exchange about difficult subjects, under every condition, and among individuals with different perspectives. Individuals figuring out how to be more genuine and inquisitive in their discussion style. Realism is best when it&rsquo;s suitable with interest, which means being liberal, curious, and anxious to learn. 
 
One of the main things that might have left people disconnected and created a lag between the conversation is the lack of communication skills and the lag it can create real problems. For a smooth flow of work and to remove obstacles, leaders have to be proactive in order to create such an environment. Leadership training helps leaders create the desired mindset and skills in leaders that help remove discrepancies. 
 
High Involvement 
 
The new workplaces expect everybody to master new abilities, practice expanded mindfulness, and keep an open attitude. Resetting and resecuring your relationship with your employees is the main thing to take care of. You must fill gaps once more. 
 
There is a need for employees and managers to be equally involved, dedicated, and remain on the same page to defeat the post-pandemic work problems. Especially for new or<a href="https://blanchardinternational.co.in/products-services/blanchard-management-essentials/">&nbsp;first-time managers</a>, the people are in a totally different place than they were before the pandemic. The need for managers is to create a bridge between the organization&rsquo;s vision and mission and the people. This can be a tough and daunting task that needs pre-preparation that can be in the form of leadership training. 
 
As they return to work gets nearer, managers need to buck up and communicate the new required skills and mindset for the people they are leading. This is definitely a tough time that can be dealt with through the right training, preparation, and mindset.

As offices are returning from work from home to work from the office, managers need the right training to revamp their skills and bring people together to work

Post-Pandemic Leadership Plan: How Management Essentials Training Helps Managers Succeed

The secret of success is that there is no secret. All you need is to have a mentor to be Successful!&rdquo;

Mentoring is a brain to pick, an ear to listen, and a push in the right direction. According to Merriam webster &lsquo;Mentor&rsquo; is a trusted counselor or guide and &lsquo;Mentee&rsquo; is the one who is being mentored and the trust, respect, and connection between the two give rise to the mentor-mentee relationship.

Today&rsquo;s youth is too confused to make the right decision in their life. They are lost.&nbsp; They don&rsquo;t know what to do, where to go or who to listen to. They have the talent but don&rsquo;t know how to use it or are unaware of it. That&rsquo;s why they need a mentor who will shape their thoughts, guide them in the right direction and help them to succeed. 
 
Mahabharat is a book that teaches great lessons of life. Today we are focusing our light on the mentor and mentee relationship that we can learn from Arjun and Guru Dronacharya. Dronacharya and Arjun shared a special bond as teacher and pupil or you can say guru and shisha.

From the very first test, he saw immense determination and focus in Arjun and knew that one day he will become a great warrior. Arjun, in turn, liked all the challenges his guru used to put him through during the training but he was never satisfied by the teachings of his guru. He was always eager to know more. That&rsquo;s what impressed guru Dronacharya the most. 
 
He outshined everybody in all the tests and built immense focus and concentration in especially in archery that he became one of the best archers at that time. Seeing such immense talent in Arjun, Guru Dronacharya harbored him with the special wisdom of the Devastras and the mystical bow of Brahma. Because of Arjun&rsquo;s exceptional talent, he held a special place in the heart of his guru. Guru Dronacharya loved Arjun like his own son. 
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Just like Arjun, acquire all the expertise and knowledge from your guru or mentor. Seize every opportunity to ask and know more. Never hesitate from seeking knowledge from your mentor because of the difference in age and talent. Have faith in your mentor and his teachings and stay loyal to them. Many obstacles might come in your way to challenge you or to make you vulnerable just remember one thing that your mentor will always have your back. 
 
So the learnings that we get from them are:

1.Committed to each other:&nbsp;Mentor and mentee should be loyal to each other. A mentor should give honest advice to his mentee and a mentee should follow that advice sincerely without having doubts about his teachings and present his point of view honestly. 
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2.Build a relationship of trust:&nbsp;The mentor should have trust in his mentee&rsquo;s strengths and weaknesses and a mentee should have a total devotion towards his mentor. 
 
3.Establish a clear goal and define responsibilities:&nbsp;The mentee must converse a clear goal to his mentor that he wishes to achieve with his help. In turn, the mentor should state the pros and cons of his goals and then define roles and responsibilities to him achieve that goal. 
 
4.Collaborate to achieve the result:&nbsp;To achieve the goal mentor and mentee should be on the same page and should work collaboratively towards the goal. They should have a vivid discussion you&rsquo;re their roles and responsibilities and make an action plan according to that. 
 
Just like Dronacharya Arjun had another guru, who was Krishna. Krishna was Arjun&rsquo;s cousin, best friend, mentor, and charioteer in war. 
 
Krishna was a great mentor. Before the beginning of the Mahabharat Yudh Arjun was plagued by doubts and confusion. That was the time when Krishna recited the Divine Bhagwat Geeta to teach him the correct perspective towards duties and values. 
 
In everybody&rsquo;s life, there is always a Dronacharya or Krishna who shape their thoughts and direct them in the right direction. In my life, my Dronacharya is my father who always had faith in me, had given me great values and life lessons, had corrected me when I was wrong and guided me on the right path. 
 
In the corporate world too, a mentor-mentee relationship is necessary. A good mentor can identify their employees &rsquo; talent and can nurture their growth and help them to be successful. In the same way, an employee should trust their mentor and follow their advice while clearing their doubt up to full satisfaction and sharing their perspective too.

All of us have someone in our lives who act as our mentor. This relationship is very important as it can break or make us

Who is Your Dronacharya? The Importance of Mentorship in Life.

As a child when my parents shared that we would be relocating to a new city altogether, I was almost in tears overwhelmed with the feeling of anxiousness of having to leave my friends and my school. 
 
However, when I was explained the reason behind this change and what would be the possible outcomes and implications of this step to our life, it became easier for me to accept and get aligned to this new development and I quickly started acting upon the checklist of activities which were part of the process.

After being introduced to the values of Blanchard modules and experiencing the implementation of the same to my day-to-day work life, my belief in the fact that these are derived from years of research and studies and its impact is rooted to the core of human behavior, drawing significance from the parenting model, became firmer. 
 
As quoted in a People Matter&rsquo;s Feb 07, 2020 article- 
 
&lsquo;Most change programs fail because there is less support from the leadership team, or there is a misalignment between employees and the organization&rsquo;s leaders.&rsquo; 
 
To address the above-stated concern, keeping employees informed of the reason behind the change and being engaged at each step has been identified as the key skills to reduce the resistance and increase the success rate of change implementation by experts with the&nbsp;<a href="https://blanchardinternational.co.in/">Blanchard team</a>. 
 
As per a study conducted by The Ken Blanchard Companies, it was found that the main challenge of change implementation in any institute speaks of the issues of alignment and involvement. Collaboration, teamwork, and engagement inculcate and build the energy and momentum for the change. 
 
Bottom line&mdash;people rarely implement the change that they think and plan to change. It is important for the leaders to develop partnerships with the people impacted by the change to make the change process effective. It is important that leaders develop strategies to converse with people in the organization empathetically so they can surface and resolve their concerns associated with change and advise them on how to implement the proposed change. 
 
An environment of concern and trust is important to be created to address how the proposed change will affect people personally while making them heard and understood. Lack of time devotion to specifically address the needs and fears of individuals at the beginning of the change process might lead to a step back by the affected people as they see their concerns linger. 
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Unresolved personal concerns might lead to&nbsp;<a href="https://blanchardinternational.co.in/products-services/leading-people-through-change/">adherence to the change&nbsp;</a>process for a short period of time. People tend to not commit their discretionary efforts required to successfully implement and sustain the change if their concerns remain unresolved. 
 
The immediate human response to the change of any kind is a reluctance to accept and discomfort, and sometimes even the traditional empathetic approach of connection and persuasion is not adequate to relieve fears, because ingrained habits take long to change.

Just like a lot of things, change is also a slow and gradual process that requires conscious efforts and collective commitment

How is Leading Change a Step by Step Process?

Now that people are all set to get their 2nd Jab of Covid 19 vaccine, return-to-office has become a new hot topic in the business era. This surely calls for a wave of questions in terms of how&nbsp;<a href="https://blanchardinternational.co.in/">leadership learning</a>&nbsp;and talent management are dealing with it and how the professionals are taking it. 
 
Questions like, which business environment best describes the new normal? And how exactly the return to the office should look like? A poll that was conducted recently revealed the answers to somewhat similar questions like these. 195 HR / L&amp;D professionals responded to a few questions and deciphering it we can see the new trends emerging for the new normal in the current scenario. 
 
The results came out as: 
 
Same as before:&nbsp;With little or no discrepancies: 15.6% 
Little change:&nbsp;Minor changes and moderately disrupted by the pandemic: 40.2% 
Majorly changed:&nbsp;Was disturbed by Covid changed drastically: 37.2% 
Completely changed:&nbsp;Disrupted by Covid to a great extent: 7% 
 
What Changes are expected to come? 
 
Moving forward, businesses were asked which response best describes their answer to the changing work environment? 
 
Pandemic disrupted the working models of many companies and businesses are still feeling the tremors of the new Covid waves that are coming. 68.9% of leaders suggest making &ldquo;fair&rdquo; to &ldquo;extreme&rdquo; changes in their strategy. 
 
No Change&ndash;try to return to normal&nbsp;&nbsp;&nbsp; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 5.1% 
Small tweaks to our strategy&nbsp;&nbsp;&nbsp; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &nbsp; 26.0% 
Moderate changes to our strategy&nbsp;&nbsp;&nbsp; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 45.4% 
Major changes to our strategy&nbsp;&nbsp;&nbsp; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 23.5% 
 
After the survey, there were many emerging concerns and questions related to the new working conditions and the permanent impact Covis 19 left on workplaces. Although, the results declared that: 
 
Hybrid Model is Here to Stay! 
 
What does &ldquo;return to the workplace&rdquo; look like in your organization? 
 
Elective- up to individual employees- 8.4% 
Hybrid&ndash;two or three days of work in the office per week&nbsp;&nbsp;&nbsp; &ndash; 59.9% 
Mandatory&ndash;Fully vaccinated and back to the property- 10.9% 
Not sure- yet to decide- 20.8% 
 
The pandemic has completely changed how people are going to see the workplace and offices from now on. As post-pandemic policies are evolving, one thing is definite that moving forward a change is required at every end of the organization, be it people, places, or work. 
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In a recent survey, businesses responded to their take on the new working models post-pandemic. Read along to find the numbers

New HR / L&D Survey on the Hybrid Work Environment

As the world shifts from normal office to virtual work set-ups, leaders require a set of skills to succeed in the new hybrid model. Learning about new skills is not enough. Retaining and mastering them is the key to successfully operate in the new era. 
 
Out of all the crucial skills you require, mastering the art of constructive communication is the most important of them all. But, you cannot become a pro communicator in just one go. You need training and practical application of the same to become better. 
 
Dealing with Issues Through Conversational Capacity 
 
<a href="https://blanchardinternational.co.in/products-services/conversational-capacity/">Conversational capacity</a>&nbsp;is defined as the ability to hold a dialogue that is a clear and balanced defensive conversation about difficult matters and in challenging situations. Craig defines it as&nbsp; &ldquo;The ability to engage in open, balanced, non-defensive dialogue about difficult subjects and in challenging circumstances.&rdquo; 
 
Everything we know has suffered from COVID-19 and one biggest impacts have been on businesses. The industry has been through a lot which has resulted in divisive issues in the organization and has led to an increase in stress. 
 
A team that has high conversational capacity can handle these challenges issues better compared to teams that have low conversational capacity. 
 
Find Soft Spots 
 
Discussions that involve decision-making should happen in the &ldquo;soft spot&rdquo;. According to Craig, it should involve two main conversational skills: &ldquo;candor and curiosity.&rdquo; 
 
Candor is, to be honest, polite, open, and frank about the things you want to convey. However, Craig also suggests that being too candor can go down the line as, &ldquo;The mind shuts, and the mouth opens,&rdquo; he mentions. &ldquo;Too much candor can make you arrogant and argumentative. That&rsquo;s when you get conversations that spark more heat than light.&rdquo; 
 
Apart from that, the term curiosity, when leveraged in moderation can be a good thing. But, the team might skip some really good ideas if people dig into too much from the discussion. That is why it is important for you and your team to practice candor and curiosity in a balanced way. For this Craig adds &ldquo;You may have a lot of smart people on the team but without conversational capacity, you can&rsquo;t harness and use those smarts,&rdquo; 
 
Balance Conversations to Stay in The Soft Spot 
 
Leveraging curiosity and condor in the right mix to stay in the sweet spot is to become aware of any emotions that are involved in the conversation. There are some trigger points that affect us in a negative way. The trick here is to understand those trigger points and consciously balance responses and intercept your emotional attitude when someone is saying something triggering. These triggering dialogs often leave us feeling one of two things: 
 
Minimize:&nbsp;leaving the dialog in the middle to avoid conflict which leads to further confusion.

Win:&nbsp;It happens when you&rsquo;ve become too attached to the position you hold in a conversation or in general. Stating your personal opinions as factual information, just hearing and not listening carefully, neglecting others&rsquo; viewpoints, and more. 
 
So, how do you tackle these in important conversations and minimize them? Work on these skills in order to work on your capacity for candor: 
 
1- State where you stand:&nbsp;If you don&rsquo;t have a clear picture of what your answers are, just say &ldquo;I don&rsquo;t know the answer, but I&rsquo;m open to hearing more.&rdquo;

2- Express your opinions:&nbsp;Explain how you derived that conclusion. State the evidence and data which helped you reach your conclusion. 
 
Start considering your team member as your companion rather than your opponent. As the opponent is nobody but your own ego. Craig puts it as: &ldquo;If we want to stay in the conversational sweet spot, focused on learning, we have to take our ego to the mat.&rdquo;

In order to communicate effectively amongst your teammates, it is important to learn the art of constructive communication

Constructive Communication in Challenging Times

Have you been promoted to a new managerial position recently? Every position requires certain skills and failing to have it might lead to overall failure in the role that you&rsquo;ve been assigned. There are many causes that affect the success or failure of managers when they transition into the role of a leader. 
 
According to a recent study, it is noted that nearly 2 million people transition to managerial roles every year. The position demands exceptional leadership skills and a unique range of capabilities. The transformation from an&nbsp;<a href="https://blanchardinternational.co.in/products-services/blanchard-management-essentials/">employee to a manager</a>&nbsp;is a challenging one and leads to 60% of new managers failing or underperforming. 
 
Now, these skills can be acquired with continuous practice and efficient training. As you cultivate new managerial skills, it encourages you to transform into a more proficient supervisor leading to derive ultimate job satisfaction. 
 
Here are four essential skills for new managers to create productive and positive results at work. 
 
1-Learn by Being a Pro-Active Listener:&nbsp;It is important as a manager to set things aside and listen to what your employees are trying to say. The key is to not just hear them but listen to the things they are trying to express. The art of listening makes you omnipotent to the tasks, issues, and other important aspects of your organization. 
 
As some might find it difficult, this skill can be acquired with practice and consistency. Now more than listening, the key is to listen and comprehend what the team wants. Along with that, providing a safe space, setting the right tone and mood for meaningful conversations, and allowing the easy flow of thoughts and ideas is very important. This might look a little difficult to master but anything can be learned over time and with the right guidance. 
 
2- Asking Questions to Gain Insight:&nbsp;Being a manager demands accountability and&nbsp;decision-making&nbsp;whenever need be. But, it is also about gaining insight into how your team reacts to those decisions and what can be improved. As running a successful business is not a one-man-army job, it requires the opinions and viewpoints of everyone involved. 
 
As a leader, it is your duty to ask questions and gain as much as you can before making a decision. This will help you have a better judgment of things and an expert acumen on how to proceed. 
 
3- Telling Your Truth to Help Others Gain:&nbsp;Everybody needs an improvement in outlook sometime or the other. Being a manager, you must ensure that your employees not only have their work-related needs met but also have their mental health intact. 
 
We are sure you might have stories or experiences that can help others get motivated and work better leading to improvements in performances. Tell your truth to inspire people to do better in their work and life. This exercise will also help in understanding each other and creating a healthy workspace. 
 
4- Expressing Confidence for Better Management:&nbsp;Leading a team requires you to be confident in the approach that you take. As a manager, you need to build assurance and enthusiasm in order to survive the everyday challenges in a business environment. 
 
Transitioning from an employee to a manager is a tough nut to crack. Without the right guidance and support, people tend to fail in this demanding position. Our Blanchard Management Essentials program helps the new managers up for growth by equipping them with the necessary managerial skills. 
&nbsp;

Around 2 million people get promoted to perform management roles every year. It has been noted that around 60% of managers underperform due to a lack of the necessary skills

Preparing People To Be Managers For Progress

Companies offering vaccination drives, increasing hygiene protocols, and the use of protective personal equipment are the dernier cri of 2021. &lsquo;Return-to-work&rsquo; is all set to happen as managers would say it. We all would see it as an imperative step. But, isn&rsquo;t it portraying the employees returning from a long vacation, or getting back from a sabbatical or a long leave? 
 
In reality, &lsquo;Return-to-office&rsquo; Depicts resuming work from the physical office location like it used to be before the covid crisis rather than resuming of work. 
 
A more coherent explanation for it is that the term doesn&rsquo;t suggest returning to work after a leave of absence. The employees have been working very hard and delivering results as they would while working from an office. 
 
Now, the current situation remains where the employers are in a conflict with the whole return-to-office idea and as to how much they should accommodate an employee&rsquo;s choice to working from where they want. Whereas the employees who are not working in a parallel universe might find it difficult to align with their employer&rsquo;s ideas and actions about working from the office again. 
 
In a situation where such a clash of opinions is bound to happen, how should the leaders shape policies and protocols according to the situation? What is the perfect approach that would lead to a healthy dialogue when the employee&rsquo;s preference is not aligned with the employer&rsquo;s methods? 
 
1- Incorporating Safety and Flexibility&nbsp;: The pandemic has given a new definition to work. Before the crisis, work-from-home or remote working was limited to the gig economy and was not as openly accepted as it is these days. In the wake of the scenario, organizations are trying to recognize ways to integrate an employee&rsquo;s preferred work environment. 
 
As the pandemic waves begin to subside, employers have a pool of choices in regards to the up-gradation of the work policy. Should there be a compulsion of getting vaccinated and returning to the physical office or not? Whether the employees should work remotely or is it too much of that already? Should the employer update policies according to an employee&rsquo;s choices? 
 
In this situation, Microsoft sets the perfect example of post-pandemic work policies and employee management. They have prioritized physical, mental, and emotional health by being flexible with their work-from-office arrangements. Teams can choose to collaborate and work in a similar brick-and-mortar office or can work virtually together. 
 
2- Exploring the Potential To Bring the Best in People :&nbsp;Understanding the preferences, mental health, and emotional needs of the workforce can create a humble ground for both employees and employers. Being flexible with the approach and formulating policies for the team by keeping the team in mind is the need of the hour. This will help in smooth working and making your employees part of a bigger picture. 
 
For better employee management, employers must not forget to: 
 
a-&nbsp;Encourage Flexible Work Environment :&nbsp;Leaders should be aware of their employee&rsquo;s preferences and formulate policies according to them. While some might agree, there are still going to be a few who are not ready to work from the office space. Keeping every employee&rsquo;s concern in mind is a must. 
 
b- Identify the Outdated Work Plan and Chip In Accordingly 
 
It is very important to identify the blind spots of leader-team communication. Leaders and companies are assuming things and formulating policies accordingly. Preferences of every employee vary in accordance to remote working vs working from an office. The leaders should approach this problem by keeping their employees and the company&rsquo;s policies in mind to get the best results. 
 
c- Sensitize Towards Your Employee&rsquo;s Needs 
 
Increase two-way conversations with your team members and ask genuine questions to them. Having close discussions with your employees can increase transparency and help them be more comfortable. Asking questions and genuinely listening to your employees is the only way to getting to know them better. This will give an insight into their needs and encourage them to have an open platform where they can share easily without any second thoughts. 
 
Being more transparent and direct about your decisions in your discussions is much needed right now. Whether your company needs remote working, or returning-to-office is the current demand, you can only decide after clear consultation with your employees who are the true assets of your company.

Employers and businesses are trying to find the middle ground between work-from-home and work-from office. But instead of acting with celerity, this situation calls for two-way discussions and mindful conversations

Return-To-Work or an Open Conversation? Identifying the Need of the Hour

Personal development is a lifelong process that helps you assess your life goals and upskill yourself to fulfill your potential. It allows you to be proactive and take charge of your actions. Personal development helps in defining your vision and life goals more clearly. When you set your targets, it becomes easier to create a plan and work towards those objectives. Personal development contributes to both satisfaction and success in life. 
 
Also, Personal growth and development empower your employees to produce better results and meet their goals throughout the year. Through development opportunities within your workplace, you can expect to attract prospects and keep your current employee population motivated, productive, and confident. 
 
Some popular personal development skills are: 
 
1- Good communication allows you to convey your thoughts with clarity and confidence. 
 
2- Interpersonal skills help you build relationships and make an impression on others in work situations. 
 
3- Problem-solving skills enable you to find the best solutions when you encounter obstacles. 
 
4- Adaptability skills help you in adjusting to new things quickly with ease. They also help you in staying calm during unanticipated situations. 
 
5- Leadership skills that help you guide others boost morale and builds confidence. 
 
What can be done to encourage personal growth and development in the workplace: 
 
1- Create growth plans :&nbsp;Set SMART goals, SMART goals are specific, measurable, attainable, relevant, and trackable. During the initial days of setting a goal, enthusiasm drives motivation to achieve results, but the goal is to actively act on the goals set. Determine what needs to happen to reach your goals. Decide what actions are required to reach your goals. Put your targets into a schedule and follow through. Research suggests that less than 10 percent of people feel they achieve their goals. That means 90 percent do not, which is a staggering number. 
&nbsp; 
2- Communicate Frequently:&nbsp;Communication is essential to break the ice and build a rapport with colleagues. Show your co-workers that you&rsquo;re open to conversation and healthy arguments. Listen attentively and politely disagree when someone challenges your existing beliefs and opinions. 
 
3- Work In Teams :&nbsp;Be proactive when it comes to teamwork and collaboration with other departments. Different perspectives give way to new learning experiences. Moreover, you&rsquo;re encouraged to be more productive when you share and discuss common objectives and timelines. 
 
4- Be Open To Feedback :&nbsp;Receiving honest and constructive feedback is one of the best ways to grow in your career. Whether you&rsquo;re a team leader or a team member, make sure you provide and receive feedback from your peers. You&rsquo;ll get clarity on your performance and progress. 
 
5- Overcome Weaknesses:&nbsp;While identifying strengths is a crucial aspect of self-improvement, so is coming to terms with your weaknesses. Don&rsquo;t be ashamed of them. Look at them as areas of improvement. We all have strengths and weaknesses that shape our personalities. It is these imperfections that make us human. The goal of improving yourself should be to look beyond those weaknesses that are stopping you from achieving greatness. Accept your weaknesses. Identify from where they stem and be determined to overcome them. 
 
6- Step out of Comfort Zone:The comfort zone is a dangerous place to be in. It certainly feels good, but it also denotes stagnancy, and where there is stagnancy, you can never find growth. Choosing to work on improving yourself requires you to step out of your comfort zone. It lets you face your fears, try new things, take risks and challenge yourself. There will be times when you will discover a new side of your personality, but there will also be times when you will fail. 
 
7- Think beyond formal training:Employee personal growth and development don&rsquo;t need to fit into a regular box. Consider starting a book club where employees can discuss the latest trends within your industry or provide quick learning sessions where employees teach each other specific skills or areas of passion. 
 
To conclude, personal development improves the existing skills, enhances performance, drives motivation and satisfaction, enhances strengths, helps overcome weaknesses, and produces better results. Learning and personal growth are the hallmarks of personal development. You learn from your past mistakes and overcome challenges through education, training,g, and guidance. Personal development is empowering as it lets you take control of things. Since there is constant improvement, you feel more confident and motivated. Your productivity increases and your performance gives you satisfaction. 
&nbsp;

Your personal development isn’t limited to your growth and development alone. It will have an overall effect on the increase in the productivity of your organization and those around you

How Can Your Personal Development Impact Your Organization?

Self-development is a priority. We live in a world where change is only constant. Everything changes with time, and change can be both positive and negative. We, as individuals, can control nothing but ourselves. We can work for ourselves, we can improve ourselves, and more importantly, we should develop ourselves. It is one of the most satisfying feelings to see yourself grow and shine in between the crowd. People often misjudge self-development, and they tend to measure it by wealth. Like, the number of cars you own or any other material thing, but self-development is beyond it. Self-development means increasing your horizon of thoughts, learning at least one new thing daily, and many more. 
 
<a href="https://blanchardinternational.co.in/products-services/self-leadership/">Self-development</a>&nbsp;plays an essential role in professional life too. There are a few steps that can be followed to achieve targets: 
 
1. Set your goals:&nbsp;Before setting goals, analyze the target well and then opt for setting goals. It is okay to divide a target into smaller goals, as it makes the task easier to achieve and less overwhelming. 
 
Goals setting is the most essential process as it may take us closer to our goals or away from them. Set STRAM goals, as they will work as an add-on in your management. STRAM stands for 
 
S- Specific 
T- Trackable 
R- Relevant 
A- Attainable 
M- Motivating 
 
It is not the only method to set goals, there is &lsquo;n&rsquo; number of ways, but this can be a good practice. 
 
2.Focus:&nbsp;Once the goals are set, the strategies are pretty much obvious. Focus and dedication are the only keys that may help you achieve your goals and targets. Procrastination should never be an option as it feels good but ultimately spoils everything. Staying focused not only means to work all the time, but it also means to keep calm because panicking shall not help. 
 
3.Mindset and Skill Set:&nbsp;Mindset and skill set both go hand in hand and help you to work towards your goals smartly. Having the right attitude will always be an add on as it will never allow you to forget your way. It will always help you be proactive, challenge your constraints, process the information, and help you in many more ways. Alternately, the skillset will help you to achieve your goals without any error and rectification. It will help you diagnose your problem and match it with the correct solution. 
 
4.Ask for assistance:&nbsp;There will be times when you feel like quitting when you are on the verge of running away. Those are the moments when you need assistance. Never be hesitant about asking for help, as it doesn&rsquo;t mean that you are weak. It will help you in achieving your goal more beautifully. 
 
Whether in person or in professional life, we all have to keep going and keep on working on ourselves. Everything is temporary. Only the development is permanent and will go a long way with us. Never get tired of improving yourself, as it is the only asset that never fades away. 
&nbsp;

Change becomes inevitable when self-development becomes a priority. And having the right attitude is as essential as having the right skillset

When You Look Deep Within, Self-Development Becomes a Priority.

Every day appears to be a larger difficulty in today&rsquo;s VUCA business environment. The only option is to fight against the unexpected and train to grasp the&nbsp;<a href="https://blanchardinternational.co.in/products-services/blanchard-management-essentials/">essential management skills</a>. There is no way to avoid change. The only way to get it in difficult times is to accept it. However, simply acknowledging and changing one&rsquo;s perspective isn&rsquo;t enough; businesses must also know how to deal with it efficiently.

What is Management Essentials Training?

Management Essentials training is a systematic way that helps managers in facing the transition of goals and processes in a better way. This training has specialized programs that transform the management techniques and help the organizations run effectively and efficiently.

Three Essentials of Management Training

The basic skills are the most essential at times. And at the workplace, they lead to desirable outcomes. They are:

1- Technical 
2- Interpersonal 
3- Conceptual

Stages of Essentials Management Training

Before stepping ahead, here are some questions to ponder upon:

1- What are the characteristics of a progressive company?

2- What are the stages that assist a company and its workers in navigating change?

If you&rsquo;re curious about the answers to any of the above questions, keep reading. Because management essentials training is the effective and efficient route to success.

Four Stages of Training Plan

1- Listen to Learn&nbsp;: A well-designed newsletter or a high frequency of messages is not synonymous with effective communication. Effective communication focuses on the people who will be affected by the change. A well-thought-out communication strategy conveys the appropriate message at the appropriate moment, via the appropriate channel, and to the appropriate person.

2- Inquire for Insight:-&nbsp;It outlines the steps for managers to participate in&nbsp;<a href="https://blanchardinternational.co.in/products-services/leading-people-through-change/">change management&nbsp;</a>initiatives. To begin, it entails how the project team and change management resources will train managers and supervisors in their roles as change agents. Then, to assist and engage frontline personnel, managers and supervisors conduct both group and individual coaching sessions. The coaching plan is integral in helping employees and organizations moving forward with acceptance to change.

3- Tell the Truth:-&nbsp;The role of the change manager&rsquo;s in training is to identify the skills and competencies that employees require to identify gaps that present in the training requirements. Being honest will build the trust of coworkers When change management is applied, a partnership emerges between the change management team and the training team.

4- Express Confidence:-&nbsp;It provides the structure to eradicate the mysteries around sponsoring a change and making it concrete. When you show confidence in an idea, it moves to the implementation stage. A complete roadmap lays out what the manager needs to be doing with:

a) The project team 
b) Colleagues and other senior managers 
c) Frontline employees

It breaks down activities by the phase of the project like initiation, implementation, design, and closeout.

What should managers actually do?

1- Find probable solutions :-&nbsp;&nbsp;The first step for managers should be to identify the problem&rsquo;s core cause and confront it openly. This will assist the team in realizing that there is flexibility and willingness to alter. And in the whole duration of management essentials training, they must be willing to accept personal bias and work to improve.

2- Achieve the goals:-&nbsp;If organizational development and change initiatives are done using research-based models, it will help in attaining organizational goals faster.

3- Develop change and implement it :-&nbsp;Training in change management builds resilience and integrates change initiatives. If you can do it well, you&rsquo;ll be able to tell the difference between a culturally successful and rich organization. Teams and employees require time to adapt to organizational changes, but with the right effort and coaching, they will be able to do so.

What do we have to offer you?

This is the ideal opportunity to take advantage of Blanchard Management Essentials training and educate your leaders to succeed in the post-COVID19 climate. 
Prepare your workforce to sustain the innovation!

Every manager needs to upgrade their essential skills in order to bring about an influential and positive change in their organization. Management Essential Training is a program essentially designed to teach the required skills

Blanchard Management Essentials: Upskilling People and Performance

A Leadership Training program is an excellent way for managers to improve their teams and achieve outstanding business results. Leaders who can transform organisations, increase efficiencies, and engage their employees are successful. Managers and leaders are typically encouraged to find new, innovative ways of developing and managing people as part of their leadership skills training. Create new business possibilities. Take on the bigger issues.

Here we have discussed five different ways in which Leadership Training programs can boost your business:-

<ol>
	<li>Improves communication and interpersonal skills &ndash;&nbsp;Participating in&nbsp;<a href="https://blanchardinternational.co.in/five-ways-leadership-training-programs-can-improve-your-business/">leadership training</a>&nbsp;improves your ability to interact with others, particularly those who have different personality types than you. You learn how to truly understand what motivates your team and how to communicate in a way that inspires them to take action. By committing to an ongoing leadership program, you can improve your ability to manage conflict, connect with team members, and develop employees into leaders.

	Improve your communication with clients to close deals, increase revenue, and keep your best customers. The better you get at communicating your message in a way that your clients understand, the more customer success you&rsquo;ll have. 
	Finally, leadership training can assist you in implementing the most effective leadership style for your specific team and organisation. There are various leadership styles, but the key is to use the one that your company responds to the most to create a winning environment.

	&nbsp;
	</li>
	<li>Increase the number of movers and shakers in your organisation &ndash;&nbsp;A continuous leadership development programme allows you to assess your company&rsquo;s leadership potential and take the required steps to build your leadership pipeline. Developing team members at all levels of your organisation is a strategic strategy to develop future leaders while also assisting current employees in reaching their full potential.
	Customer service, sales, marketing, retention, operations&hellip;every aspect of your company is affected when you nurture your team through leadership training. Simply investing in your team will generate excellent results.

	The beauty of these leadership training is that the skills learned can be applied to improving personal relationships and assisting individuals in achieving their own objectives. You have an impact not only on their professional lives but also on their personal lives. So, have your employees participate in leadership training to help boost their confidence, produce more movers and shakers in your company, and increase retention.

	Besides, you might have some &ldquo;hidden gems&rdquo; on your hands who, with the right training and nurturing, could become your next director or vice president!

	&nbsp;
	</li>
	<li>Attracts energised, top-tier talent to your company &ndash;&nbsp;Did you know that mentioning that your company provides leadership training to its employees will attract qualified candidates who are enthusiastic about their personal and professional development? Before accepting a position, ambitious people frequently check to see if there are any opportunities for advancement.
	You position your company for true growth by bringing in top talent who shares your brand&rsquo;s vision and mission. You&rsquo;ll spend less on recruiting because you&rsquo;ll keep your current employees, build brand loyalty, foster positive company culture, and create an environment conducive to getting things done. 
	These benefits alone will be a game-changer for your company.

	&nbsp;
	</li>
	<li>It improves the effectiveness of your content marketing strategy &ndash;&nbsp;Leadership training, as previously stated, will have an impact on every aspect of your business, including your content marketing strategy. In 2016, content reigns supreme, and implementing an effective leadership programme will foster innovation and excitement in the execution of your content strategy.
	The following are some of the unique ways that leadership training can affect your content marketing:

	<ul>
		<li>You know what you want to achieve in terms of marketing&nbsp;&ndash;&nbsp;You&rsquo;ll get crystal clear on your business&rsquo;s objectives and how to align your marketing to bring these goals to fruition with continuous leadership training and good coaching. As you tailor content that resonates with your target audience, your strategy will significantly improve.

		&nbsp;
		</li>
	</ul>

	<ul>
		<li>Inform your audience about what you&rsquo;re learning&nbsp;&ndash;&nbsp;Share how your company strives to improve performance through leadership training to engage your followers. Take out your phone and do a quick Periscope broadcast, write a blog post, or take photos of the event to share on social media. It&rsquo;s a fantastic way to incorporate training into your content while also engaging your audience.

		&nbsp;
		</li>
	</ul>

	<ul>
		<li>More team members are willing to participate&nbsp;&ndash;&nbsp;Because employees are confident in their abilities and motivated about the company as a result of leadership training efforts, you have more voices and ideas to include in your marketing&hellip;giving you a more holistic approach to content marketing. You can provide your audience with different perspectives on topics relevant to your niche, thus deepening your content, increasing engagement, and ultimately increasing your bottom line! 
		&nbsp;</li>
	</ul>
	</li>
	<li>encourages you to &ldquo;step up&rdquo; and be the best version of yourself! &ndash;&nbsp;Your mindset toward success, abundance, and limitless possibilities will continue to develop and change as a result of your leadership training. It enhances your strengths, sharpens your leadership skills, and boosts your confidence in your ability to succeed in business. You&rsquo;re being pushed (in a good way) to be the best you can be for your company to succeed in its field.
	Here are some other advantages of leadership training for your personal and professional development:

	<ul>
		<li>You&rsquo;re in the company of other leaders&nbsp;&ndash;&nbsp;As a result, you&rsquo;ll be able to network and connect with other leaders, learn from their experiences, and improve your skills. 
		&nbsp;</li>
	</ul>

	<ul>
		<li>Encourages self-examination&nbsp;&ndash;&nbsp;You&rsquo;ll be able to identify areas where you need to improve, and you&rsquo;ll be able to start working on them right away. You&rsquo;ll gain a better understanding of yourself, which is essential for self-confidence, motivation, and growth. 
		&nbsp;</li>
	</ul>

	<ul>
		<li>Learn how to avoid making blunders&nbsp;&ndash;&nbsp;Leadership training will show you the worst mistakes you can make as a leader, allowing you to devise a strategy to avoid falling into traps that could end or taint your leadership career. 
		&nbsp;</li>
	</ul>

	<ul>
		<li>Productivity is increased&nbsp;&ndash;&nbsp;You&rsquo;ll notice a significant boost in motivation, causing you to become more productive and eager in your work if you have a clear vision, purposeful business goals, and a team that is ready to go. 
		&nbsp;</li>
		<li>Become more effective in all areas&nbsp;&ndash;&nbsp;The skills you learn to take your business to the next level as a leader can also be applied to achieving your objectives.</li>
	</ul>
	</li>
</ol>

Conclusion:

The benefits of incorporating&nbsp;<a href="https://blanchardinternational.co.in/five-ways-leadership-training-programs-can-improve-your-business/">leadership training</a>&nbsp;into your company are far too numerous to be overlooked. Increasing your communication skills so you can persuade people to take action, attracting the best talent, grooming team members to become future leaders, and becoming the best version of yourself are all real benefits that will help you elevate your brand and boost your bottom line. You also boost morale and foster a positive work environment that motivates employees to come to work every day.

So, if you want to see a true turnaround in your business, make a plan to include ongoing leadership training. It will benefit your clients, team, and potential employees. Many thanks for your efforts.

Too few companies devote time and resources to leadership development and succession planning. This can result in high employee turnover, poor team performance, and a lack of collaboration. Investing in leadership training will significantly improve your abilities

Five Ways Leadership Training Programs Can Improve Your Business

Difficult people exist in every organization. Dealing with them can be tricky when they attack you, criticize your opinion or undermine your professional contribution. They may demonstrate a variety of workplace behaviors and patterns that redirects all your positive energy in unproductive exchanges.

While the situations become complex and unpredictable, it becomes pivotal to address these situations in time to avoid unconstructive discussion to erupt at the surface of your work.

We recommend you take the following few steps to mitigate these situations

1- Identifying the cause&ndash; It is important to turn the situation inwards and analyze your own triggers and reactions.

To make it simpler for you answer few questions for yourself

a- How do you react to a difficult person at your workplace? 
b- How does a difficult person react to your reaction? 
c- If a difficult person criticizes you, are you giving unhealthy reactions or responses in return?

How do other people react to your response?

Answer to these questions would prepare you to become self-aware and handle difficult situations, people, and uncomfortable dialogues.

To practice this, it is important to understand that emotionally difficult dialogues feed into your frustration and people miss out on facts and evidence. This results in a vicious circle of creating stories and assumptions around people and situations at work.

2- Focused conversation&ndash;To handle difficult people it is inevitable to focus on making your conversations objective and fact-based. This curbs the situation from becoming difficult and unhealthy with anyone at your workplace.

Having focused and effective conversation also helps you in understanding people and situations better and reflects positivity around.

3- Leveraging your emotional control&nbsp;&ndash; In order to handle difficult people, learn to choose your battles carefully. Few people and situations do not require your attention, energy, or time. Start working on your emotions each day and keep the bigger picture or outcome in your mind. It is easier said than done but focusing yourself to think different ways to create good outcomes helps your brain go into a more positive mode of thinking.

In case everything fails seek help from others, you are not alone who is facing these situations. Sometimes it is important to take advice from others or find someone who can coach you to shift your mindset.&nbsp;<a href="https://blanchardinternational.co.in/products-services/coaching-essentials/">Coaching</a>&nbsp;can really help you to reframe the problem and look for possible solutions.

Blanchard recommends you adopt Coaching as a skill to handle and overcome difficult people and situations at work. The keys benefit of having Coaching are

a-&nbsp;Having coaching conversation make you self-reliant and make you a proactive problem solver.

b-The focused conversations bring objectivity in discussions. It helps you in focusing on facts and evidences and clears blockages of assumptions and the room for difficult and unproductive dialogues.

c-&nbsp;The easy steps of the&nbsp;<a href="https://blanchardinternational.co.in/products-services/coaching-essentials/">coaching framework&nbsp;</a>leave the conversation with clear agreements between both parties. This assists you in forward-thinking and mutual respect with your colleagues.

d-&nbsp;Shifting your mindset from natural tendencies to a coaching mindset helps you in inclining towards a positive outlook to your work and people around you.

Your job is to call out the bad behavior immediately when you experience it. Take the appropriate steps in time and do what needs to be done firmly, clearly, and gracefully.

Difficult people exist in every organization. Dealing with them can be tricky when they attack you, criticize your opinion or undermine your professional contribution. They may demonstrate a variety of workplace behaviors and patterns that redirects all your positive energy in unproductive exchanges

Deal with them Gracefully. Learn how to handle difficult people at work

The year 2020 has been one of the most challenging years of our lives. It affected our physical, mental, and overall well-being. But most importantly, it reinvented the idea of working remotely.

Though remote working has not been a new concept in the corporate world. According to a December 2005 article in BusinessWeek, distributed workers are people who have no permanent office at their companies, working instead in home offices, caf&eacute;s, airplanes, and airport lounges, client conference rooms, or some combination of what Richard Florida, author of The Rise of the Creative Class, calls the &ldquo;no-collar workplace.&rdquo; They are working as teams to drive projects via wireless technology and broadband Internet, and report to bosses who may be thousands of miles away.

But ever since the outbreak of COVID-19 happened and the government regulated the norms of maintaining social distancing, it allowed organizations to rethink the way they were working till now. The situation demanded the companies start working from home culture and this caused a lot of challenges both for the employers and employees especially during the initial few months of the lockdown.

One of the major challenges that most of the companies faced was the lack of proper setup and ways to manage their workforce virtually. This led to a lot of ambiguity and uncertainty. This ambiguity further affected the mental health of the people which eventually impacted their productivity, efficiency, and motivation.

The new test facing businesses is how to get virtual team members to work well together across geographic, cultural, and organizational boundaries to deliver results quickly, effectively, and consistently. Gradually companies realized that handling the team virtually is not limited to technology.&nbsp; For one thing, technology in itself is no guarantee that virtual teams will thrive. The most advanced technology will not cause people to share their knowledge or become productive while working in diverse environments.

They understood the importance of connecting with people on an individual level to address their concerns and collaborate with them to bring out the best.&nbsp; It involves creating a culture in which people can participate within a virtual community and communicate effectively, operate with a sense of trust, respect, fairness, and affiliation with other team members; help to establish and work toward a set of shared goals, expectations, purpose, and vision that are clear and inspiring; focus on obtaining visible, measurable results; self-lead and lead others by example; and coordinate and/or collaborate across organizational boundaries.

However, all of these aspects can&rsquo;t be developed overnight. Organizations need to organize proper training and practice sessions to develop the mindset and skill set of the leaders who are responsible to drive these changes.

Working in a virtual environment might not be the knee-jerk reaction for some organizations but for most of them, it came as a surprise and with unforeseen challenges. But despite all these challenges, it&rsquo;s undeniable that working virtually has its perks. Some of the benefits of operating virtually includes:

1- Advances in technology mean increased use of computers in the workplace and greater availability of affordable technology for home-based and mobile workers.

2- Travel to meet face-to-face may not be practical or affordable.

3- Teams can be assembled based on people&rsquo;s skills rather than their location, and people can work anywhere and at any time.

4- Increased productivity because the global workday is 24 hours, not 8 hours, and virtual workers spend less time commuting and in inner-office discussions.

5- Reduced overhead costs.

6- More flexibility for workers.

And because of this, many companies are leveraging the benefits and still working virtually even when the impact of the pandemic has slowed down. Whether new ways of working are effective, the focus should be to give necessary support that leads to responsible behavior and stimulates the growth of the people.

Leaders need to be coached to improve the well-being of their people and encourage them to learn about new leadership styles that promote team dynamics and social cohesion. To retain talent in the post-Covid world while controlling costs, consumer-oriented companies must carefully engage their workforce in reopening businesses or stabilizing operations. Proper communication about safety and transparency about policy has become important to meet employees&rsquo; expectations and maintain trust.

Conclusion:-&nbsp;&nbsp;Now that most of the organizations and people, in general, have accepted and adapted to the new working environment, it is equally important for the organizations to understand the different expectations of their employees and create a culture of trust &amp; collaboration. They need to adopt a people-centric approach and address their concerns properly to thrive as a cohesive organization and become an employer of choice.

This blog talks about how dramatically the recent years have changed in terms of business and working processes, and their impact

Working In A New Normal

When decisions are taken based on an incomplete picture of the team, those gaps in knowledge are often filled in by assumptions. Assumptions are risky and can often be detrimental.

Problems arise when someone responds to a situation in the absence of sufficient knowledge, particularly when emotions are heightened. When you assume, you impart your perspective, motivations, and values on a situation. If you are not careful, you can distort your perception of reality, which can lead to irrational decisions. A strong leader can be distinguished from an inept one by their relative ignorance, and we can become more informed before making a decision.&nbsp;Effective leaders&nbsp;use facts, outside opinions, and empathy to overcome their biases and achieve outcomes better designed to succeed. As a leader, you are expected to be an effective communicator. That means you must better listen and seek to understand to make more objective and less subjective decisions. Assumptions can also bring down the productivity of your team as there would be conflicts which you would not be able to resolve.

Some of the dangers of Assumptions are as below:

1- They stop you from taking responsibility for your life, as you hide behind your version of the story. You don&rsquo;t even own up your part, as you prefer to blame others for your team&rsquo;s misfortune.

2 &ndash; It is lazy behavior, as instead of asking questions to get correct information, you jump to conclusions. Thus it fosters a negative mindset that reinforces your innate negativity bias and creates a hostile team atmosphere.

3- Assumptions also negatively affect our relationships in several important ways. We subconsciously make assumptions and judgments about other people&rsquo;s behavior, other people&rsquo;s intentions behind their behavior, and our behavior and intentions.

Some of the ways you can challenge assumptions are as follows:

1-&nbsp;Ask rather than assume.&nbsp;Instead of basing your decisions on what you think you know, ask questions to get more information and clarification.

2-&nbsp;Instead of reacting, you can respond.&nbsp;You should not act immediately, triggered by someone&rsquo;s comments. You should pause and notice your reaction, take a deep breath and wait for your initial emotion to dissipate. Once you&rsquo;ve done that, you may find that the statement that triggered you wasn&rsquo;t intended to be harsh.

3-&nbsp;Decide to see positive intentions.&nbsp;People may have different goals from yours, but they usually come from good intentions. They are not always out to get you. If you aren&rsquo;t sure about their intentions, ask them. If you are determined to make an assumption, it is better to assume the positive.

4-&nbsp;Empower and equip everyone.&nbsp;If you want to avoid conflict, everyone involved must have a shared understanding of the situation. Shift from expectation to shared understanding.

This can also be overcome through proper training. Communication is a big factor in avoiding assumptions. With the&nbsp;<a href="https://blanchardinternational.co.in/products-services/conversational-capacity/">Conversational Capacity&reg; training program</a>, engage in learning-focused dialogue when challenging topics or conflicts arise. This way, assumptions are replaced by certainties and you ensure proper goal execution.

Conclusion:&nbsp;We have discussed the ill-effects of assumption and how it can be avoided, which will make you a great leader, spreading positivity in your team and increasing its productivity.

Assumptions create confusion resulting in mediocre work. By replacing assumptions with clarity you can ensure proper goal execution. This blog explains how you can bring clarity to your work culture

Do Not Make Assumptions About Team Behavior

Globalization has led to not just an increase in opportunities, but also an increase in competition and pace, and challenges. Business houses that wish to survive the industry odds and want to successfully battle the cut-throat competition and challenges have realized that they should not underestimate the importance of corporate training programs for their organizations, thereby unleashing a new era of learning interventions through innovative learning techniques, advanced experiential learning methods and compelling new concepts that evolve through changing business scenarios.

<a href="https://blanchardinternational.co.in/">Corporate training</a>&nbsp;has expanded into many areas, including, but not limited to management and leadership, accounting and finance, personal development, human resource management, sales and marketing, customer service, and English language. Organizations investing in these learning areas experience managerial effectiveness, better customer satisfaction, and high retention of employees and clients. Hence there is a substantial increase in demand for well-certified trainers.

How do you fast-track your career as a trainer?

Trainers who are currently working in learning and development teams and would like to expand their horizons by moving from technical or process training to behavioral training are looking for a trainer course that can help them understand the similarities and differences and thereby step into new frontiers.

Not only is it important to learn new skills and techniques, but also necessary to validate skills so it is easy to gain the trust of the employer and thereby fast track your career, hence the need for a good&nbsp;Train the trainer certification.

How to become a successful trainer?

It is assumed that one has to have been an expert at a specific area to then become a subject matter expert and thereafter a trainer. While this is true to a great extent, it is also true that a trainer is a facilitator who helps learners realize, derive, and arrive at their learning. Along with being an absolute expert, the trainer also needs to be adept at human behavior, adult learning principles, creative learning techniques, instructional design, and several other such subjects to become a good facilitator. Any good train the trainer program caters to these subjects.

Train the trainer certification in India is more and more in demand and the programs currently available do not exactly cater to the need comprehensively. Most trainer programs teach principles of facilitation, content creation, etc. but none of them prepare the learner for the specific subjects that they will be facilitating. To train the trainer, one needs to be a stalwart in the world of facilitation themselves.

Conclusion:&nbsp;With the cutthroat competition in the current business environment, any organization must have excellent trainers who can train and mentor the workforce to increase productivity and thereby the bottom line of the business. Train the trainer program carves out the best of trainers to suit the business needs.

Train the Trainer program sharpens your skills as a trainer, in determining the needs of the audience, handling hecklers, and bringing about dramatic improvement in your professional appeal

Train the Trainer Certification in India

In today&rsquo;s scenario where people need more than orders from their managers, leaders need to learn to deal with empathy rather than just logic. Many managers aim to do that. However, when asked to define the word &lsquo;Empathy&rsquo;, many are not able to speak even a word. So, let&rsquo;s start by defining what empathy actually is. &ldquo;The action of understanding, being aware of, being sensitive to, and vicariously experiencing the feelings, thoughts, and experience of another.&rdquo;

Another important aspect is why empathy is important for leaders in the first place? It has nothing to do with achieving goals or completing targets. The importance of being an empathetic leader is the simple truth that leadership is about people. If you have to lead effectively, you will have to tune your mindset with that of your people&rsquo;s beliefs, ideas, and feelings. This directly translates to being real partners rather than managers and subordinates.

Operating with empathy is difficult. Leaders are often promoted to their positions in light of their achievements as individual contributors. However, being a first-time manager requires a totally different set of abilities, for instance, the ability to appreciate people at their core. Numerous managers either haven&rsquo;t had the potential chance to foster these abilities, are impervious to doing as such, or don&rsquo;t have an interest in them.

Operating with empathy is difficult. Leaders are often promoted to their positions in light of their achievements as individual contributors. However, being a first-time manager requires a totally different set of abilities, for instance, the ability to appreciate people at their core. Numerous managers either haven&rsquo;t had the potential chance to foster these abilities, are impervious to doing as such, or don&rsquo;t have an interest in them.

Know Yourself

Turning into a leader who thinks empathetically begins with having great mindfulness. This requires having knowledge of internal work on getting your inspirations, your demeanor, and your character style. It additionally incorporates realizing your communication style, your response to criticism, and how your qualities shape your way of behaving.

The initial phase is to put resources into your own actions and behaviors. When you are more mindful, you can start to change your initiative style to the requirements.

Understand Others

The second part where you have to focus is making progress toward knowing more about your colleagues. This incorporates further developing your relational abilities, for example, being interested in discussions as opposed to being cautious or forceful.

Building trust with your team members is fundamental if you&rsquo;re to be an empathetic leader. They should realize you are their ally and you intend no damage. You should show them your job as a leader is to assist them with succeeding. The more you comprehend what your team wants, the more you&rsquo;ll have the option to serve them in a significant manner.

Be Compassionate

Empathetic leaders are forgiving and stretch out value to other people. They know how to walk a mile from another person&rsquo;s point of view. In any case, remember: that organizations have objectives that should be achieved. Leaders should offset empathy with clear expectations that are perceived by each colleague.

Pioneers who are compassionate put extraordinary significance on establishing mental security a climate where an individual goes ahead and express their genuine thoughts, faces challenges, and asks about any confusion unafraid of being rebuffed or condemned.

Set Boundaries

At the point when everybody has clearness on work limits including rules and assumptions, there is huge well-being and opportunity. Limits make a guardrail so individuals don&rsquo;t unduly forfeit themselves from behaving in an unjust manner. Limits likewise promote autonomy. They let individuals in on what they should or shouldn&rsquo;t do.

An Empathetic Leader in real life:

<ul>
	<li>Ask instead of telling</li>
	<li>Listen instead of talking</li>
	<li>Serves instead of ordering</li>
	<li>Thinks often about individuals&rsquo; interests</li>
	<li>Is open to input</li>
	<li>Doesn&rsquo;t decipher worries as obstruction</li>
</ul>

At the point when you show these ways of behaving, your team will be faithful to you. They&rsquo;ll be invested in. They&rsquo;ll do their absolute best. They&rsquo;ll be more imaginative. Furthermore, they&rsquo;ll compliment your company with their friends and partners.

about leaders being on top of the requirements of their team and answering in better ways that exhibit their ideas and concerns. Be the leader who leads with empathy. Read the blog to know more

When we talk about management, it includes setting the strategy of an organization and coordinating the efforts of its employees to accomplish its objectives through the application of available resources such as financial, natural, technological, and human resources.

Essentials of management are what we are going to focus on. While going through the essentials, we learn to identify, analyze, design and influence critical organizational processes as a means of getting work done and achieving results.

The benefits of&nbsp;<a href="https://blanchardinternational.co.in/products-services/blanchard-management-essentials/">Management Essentials</a>&nbsp;are that it helps in achieving group goals &ndash; it arranges the factors of production, assembles and organizes the resources, effectively integrates the resources to achieve goals. Besides, by defining the objective of the organization, there would be no wastage of time, money, and effort. To be successful in planning, organizing, leading, and controlling, Managers must use a wide variety of skills. A skill is the ability to do something proficiently.&nbsp;<a href="https://blanchardinternational.co.in/products-services/building-trust/">Managerial skills</a>&nbsp;fall into the following basic categories &ndash;

<ul>
	<li>Technical skills</li>
	<li>Conceptual skills</li>
	<li>Interpersonal skills</li>
	<li>Decision-making skills</li>
</ul>

The roles that a manager plays in the organization require having these skills.

Another important aspect of management is planning. Many managers often neglect the planning function. Some of the reasons that they fail to plan are as follows &ndash; some of them dislike constraints of any kind, they assume crisis management as inevitable, they lack time to schedule their plan, some have been successful without any real planning, many do not have a system for planning, some lack self-discipline and some are solely focused on results. All these are the result of a lack of proper training.

Managers need to undergo training in Management Essentials because it turns struggling managers into inspiring leaders by teaching them how to communicate effectively, set goals, be empathetic and give feedback. When managers learn how to do this, the organization zooms ahead to soaring heights. The&nbsp;Blanchard Management Essentials&reg;&nbsp;training program, aimed at new managers who are training or as a refresher for veterans. It gives your people the necessary tools and training to become leaders who achieve exceptional success. The program covers the essence of management skills training &ndash;

<ul>
	<li>The right mindset</li>
	<li>Core conversations</li>
	<li>Communication skills needed to build positive relationships and make everyone more productive</li>
</ul>

Conclusion:&nbsp;There are various reasons why managers underperform. The result is that the organization remains languishing in mediocrity or eventually dies a slow death. This can easily be overcome by proper training in Management Essentials, which will help struggling organizations soar towards success.

Most Managers lack the basic essentials of management which leave the organization in mediocrity. This blog explains why management essentials matter

Management Essentials for Soaring Success

Being proactive means taking responsibility for your life and actions rather than just watching how things happen. It takes time since you have to consider your options, weigh alternatives and make your own decisions to achieve your goals. It means anticipating problems, seeking new solutions, and doing your best. 
 
Reactive behavior is influenced by the environment and outside forces. It, on the contrary, means solving problems when they turn up, not wanting changes, and doing the minimum effort. 
 
In my understanding, there are certain rules one should adapt to, to become more proactive, 
 
1. One needs to have a to-do list :&nbsp;It is extremely important to have action items ready. Few tasks take longer than usual and for such scenarios, it is good to have a list of action items ready for executions. Of course, this needs planning and allocation to time and bandwidth to be in please as well. 
 
2. Set small goals:&nbsp;Every time there is a new assignment/Project while it looks like a lot of objectives to accomplish, it is always good to have smaller goals and take baby steps towards the larger goal. This becomes even easier when we understand the scope of work required for each project. 
 
3. One goal at a time:&nbsp;After the goals are set, this is where we need to focus more on one goal at a time and go in the series. It will be quite tempting to jump on to all the goals at once or preferring one over the other. it is always a good practice to go in the sequence as it gives a structure to the entire project and 
 
4. Multitasking is a big No-No:&nbsp;This is debatable, but I will go with science, and it has been proven that to do things more effectively and efficiently one needs to make sure to focus on one thing at a time. If at all it is required to do multiple jobs, always go for the 90:90 rule, focus on more important things. Moreover, shifting between tasks is not recommended as it only drains your energy because one has to re-focus each time shifting between each task, while you do feel the sense of achievement as there always be some task pending. 
 
5. Delegation and follow-up:&nbsp;If we are managing a team, delegating the right set of activities to the right individuals is also very important. We should know the strength of our team and the potential of each team member that can contribute to a particular task. At times just assigning tasks will not help, and continue to make follow-ups are key attributes for any individual who is looking to be more productive 
 
6. Matrix to measure work:&nbsp;We often feel challenged to see our efforts take shape, this is where we need to keep an active dashboard or a goal sheet that helps us evaluate our work and keep track of the progress. 
 
7. Have smaller meeting groups:&nbsp;If we are working in a corporate set up we do understand the importance to have a good meeting, while this is not useful to have a lot of members in the meeting because it may not conclude towards the end. If one needs to do a meeting with a larger audience it&rsquo;s always a good practice to have a smaller series of meetings with the group. Always need to pick up the minds who can contribute in the meeting and whose suggestions can be fruitful. 
 
8. Work on your abilities and potential:&nbsp;Everyone works differently and is gifted with a natural way of executing the work. I have seen people very effective in the morning hours and some towards the evening. It is important to understand what works best for you and make the best out of it. Identify the best 2 hrs of the day where you are most productive and keep the important tasks for this period. 
 
9. Declutter work:&nbsp;Start with your dashboard, it is observed to a lot of us that our laptop dashboard is very cluttered. It just messes with your mind and always gives an impression of having too much work all the time, while it is not. On a day-to-day basis also, we need to keep decluttering our work and keep them away from our site. This way one can focus more on the important stuff and ignore things that are not important. 
 
10. Exercise:&nbsp;Whether it is work or day-to-day affairs, unless we are fit we will never be able to achieve what we want to do. Pick sometime during the day at least for 1 hr and exercise. It will not just help you to stay supercharged but also to be more productive at whatever you do.

Being proactive means taking responsibility for your life and actions rather than just watching how things happen. It takes time since you have to consider your options, weigh alternatives and make your own decisions to achieve your goals

Being Proactive

The most satisfying path to success and personal fulfillment comes through tracking our own self-development. Self or personal development is not measured by how financially stable you are or external success. Instead, it is determined by our productiveness and efforts to develop ourselves mentally as well as physically.

In the process of developing ourselves, we also aim to showcase our talent, skills, and abilities. Self-Improvement is more than just what people think, It&rsquo;s an overall development of a person both internally and externally.

Self-Development is a process of improving oneself in various aspects of our life. Self-improvement begins with a little awareness of who you are, your values, beliefs, and the goal you wish to pursue. 
Life, people, and career can be hard, so always remind yourself that you are more than what others think about you and their opinion,&nbsp; and continue pursuing what is meaningful to you and reach to your full potential. Analyze how each experience life brings can be used for greater self-knowledge and better decisions in the future. As you gain a strong sense of who you are, you prepare yourself to start planning, mapping, and pursuing your own set goals and aims of life.

In my opinion, self-development is a journey of self-discovery, self-improvement, and self-realization. It&rsquo;s a path or a way of our destination. 
If there&rsquo;s one thing that we all have in common, it&rsquo;s that each of us is aware of our own flaws. There are many things people wish they could change in themselves, many have aspirations and dreams but don&rsquo;t have the required self-motivation to accomplish them. Everyone needs support and direction to meet their life goals.

If a person wants to improve herself/himself then they should follow some practices in their lives, such as: 
 
SET YOUR GOALS :&nbsp;Set the right goals that are In line with your life purpose. All your life goals (such as family, career, health, finance, personal development, and so on) need to be matched and support each other because if your goals from different categories of your life are clashing, then it&rsquo;s possible that you&rsquo;re likely to be demotivated to achieve it. 
Goal-setting is an important process. Setting goals helps activate new behaviors, helps guides your focus towards your goals. Set STRAM goals, i.e. Specific, Trackable, Relevant, Attainable, Motivating. If you prefer or follow another method for this then go for it. Always review your own goals from time to time and make any changes accordingly. 
 
STAY ORGANIZED :&nbsp;Wake up early in the morning as having a morning routine is a common habit among successful people. Working hard and smart are the other aspects you do to reach your set goals.

Have a well-organized mini calendar for yourself of what to do and what-not-to-do in the process of self-improvement or achieving your goals. The point to be highlighted here is just to have the right attitude towards your aim as it will help you remain focused on important matters. 
 
POSITIVE MINDSET :&nbsp;The power of positivity is immense and staying positive always is good for the functioning of the whole body. There are some ways by which we can keep ourselves positive, such as- Focusing on good things and ignore the negativity around ourselves, Always practice gratitude as it reduces stress, improves self-confidence. Think of good moments, or things that bring you some kind of happiness and a smile on your face, and try to express your gratitude at least once a day. 
 
TALK TO EXPERT (POSITIVE SELF-TALK) :&nbsp;We tend to be the hardest on ourselves and be our own worst reviewers. Over time, this can cause us to form a negative opinion of ourselves. To overcome this, we need to respond with positive messages to others as well as to our brain, to stop this, you&rsquo;ll need to be mindful of the voice in your head and respond with positive messages. 
For example: Instead of thinking &ldquo;This is too hard,&rdquo; try &ldquo;This is going to take some hard work.&rdquo; 
Last but not the least, In the process or routine of self-improvement don&rsquo;t forget to take care of yourself, take out some time for yourself, perform some self-care activities, eat healthily, do some exercises, and keep smiling. Your health is precious and important for achieving success. 
 
It&rsquo;s probably not a big surprise that I&rsquo;m a fan of people who try to self-develop and improve themselves. Listening to people&rsquo;s real-life experiences is a source of constant inspiration for me.

My life has never been so smooth, From battling comments on my weight, body shape, and judgmental stares, Although I have never been too fat, while people consider slim and fair women as beautiful and attractive. So when I was 64 kg I used to see thin girls wearing trendy clothes and then I look myself in a mirror with a chubby face, big stomach, and thick thighs. During the lockdown, I decided to improve myself. I became a new person after losing 17 kg. Besides this, I worked on upgrading my skills, such as self-confidence and some career-related learning skills. My internship went remote due to the coronavirus pandemic, when my friends gave up on their career I still tried my best to do some productive work thou I was also a bit clueless about how to do it.

I was unaware of the development levels a person has while performing any task, I got to know about it while working for BRAT (Blanchard Research &amp; Training), from then I try to find out my competence and commitment level relevant to the task or any given activity, then accordingly I apply the appropriate leadership style myself to it by asking for required direction and support.

I&rsquo;m still improving myself, the process is not over yet 
&ldquo;To double your success, Triple your investment in self-development&rdquo;. 
 
CONCLUSION

Self-Development is a lifelong journey that every individual should take because whoever you are today, you can be better tomorrow. Life gives us a lot of chances to improve ourselves and we must not let these opportunities pass.

Be self-aware, know your flaws and work on them, why? Because you deserve to be your best self. Set goals for yourself and work hard to achieve them. Organize your life, not just your routine, and be the person that you had always hoped to become. Surround yourself with positive influences and be that positive influence for someone else, life is too short to not love yourself.

Be self-aware, know your flaws and work on them, why? Because you deserve to be your best self. Set goals for yourself and work hard to achieve them

Self Development:Invest in yourself & Stop disregarding your own potential!

Customer Service has always been one of the most important pillars on which any business thrives and flourishes. It was so, decades back and it continues to be so. Now with the cutthroat competition in the market, any amount of emphasis on customer service would fall short.

Every organization wants to make their customer feel happy and let them know that the organization cares for them and helps them become successful. It is only then that they will keep coming back and also spread the word around about their positive experience with the organization. That is also the reason that organizations want them to know that they value the customers and have their best interests in mind.

If we think about the times when we did business with someone or even bought a product or service, whether face to face or online, we would have our favorite company or store or website.&nbsp; If we think deeply, we would realize that it is not just about the quality of the product, but we return because of the way the organization treated us, made us feel before, during, and after the transaction. If they made us feel care for, comfortable, and special, we would certainly want to keep coming back.

It does sound simple and logical to follow this simple philosophy to scale one&rsquo;s business to great heights. Make the customers feel cared for and wanted. It would save lots of money to retain existing customers than to acquire new customers to replace the old ones. But then, we all have had experiences of very bad customer service and vowing never to do business again with a particular organization. It does sound odd, but true.

It requires &ldquo;time&rdquo;, &ldquo;energy&rdquo; and most importantly &ldquo;will&rdquo; to nurture relationships with one&rsquo;s clients. It is not just about a sale. Working with a client is a personal experience where one taps into someone&rsquo;s true feelings. One has to spend time with their client and really listen to them. So if one focuses on relationships, sales will take care of themselves. This is what one calls the &ldquo;CARE approach&rdquo; to customer service. This is one important element of a&nbsp;<a href="https://blanchardinternational.co.in/products-services/customer-service-training/">Legendary Customer Service model</a>&nbsp;&ndash; easy to remember and can be implemented immediately. Let us elaborate more on our &lsquo;CARE approach&rdquo;.

C &ndash; Committed:&nbsp;One should keep the customer in mind and all our actions would be under the firm belief that service is of utmost importance.

A &ndash; Attentive:&nbsp;It is very important to listen attentively to the customer, both his verbal and non-verbal communication, to understand his needs and also his frame of mind. It would do wonders if one can recap everything that he said, so that he can be sure that he has been heard, and also help in reinforcing his wants without any error in listening.

R &ndash; Responsive:&nbsp;It is important to respond fast and take action, to show that you care and that you are available for the customer. His concerns should be addressed and solutions offered.

E &ndash; Empowered:&nbsp;One needs to be fully conversant with the rules of the game. The company policies and the practices followed by the company should be at one&rsquo;s fingertips. One should know about the immense power that he possesses to create a loyal customer. One feels empowered to handle all situations relating to a customer.

Whether one is doing business as part of a large organization or a start-up or as an individual, each interaction between a customer and a service provider is unique. It is important to make them feel that you care and that you are looking after their interests. That is when you give them a delightful and memorable experience. They may refer to their friends because they will cherish the way that you made them feel. That is when we can say that you have established a culture of service with them.

Thus one can differentiate oneself from others by providing outstanding&nbsp;<a href="https://blanchardinternational.co.in/reasons-for-empowering-your-customer-service-team/">customer service</a>&nbsp;&ndash; Legendary customer service. The CARE model can make that difference. Though sales is a tough job, customer service need not be. The CARE model is a fresh way of thinking about the way we serve our customers &ndash; making a positive difference in somebody&rsquo;s life. The key is to CARE.

A brand’s customer service is as crucial as the product or service they are selling. Oftentimes the only difference between a successful and unsuccessful company in the same industry is their quality of customer service. This blog explains how you can serve your customers at a higher level and create a loyal customer base

Legendary Customer Service: Important Than Ever

Need for motivation training?

It is important for organizations to commit fully to employee development and that is when the employees feel valued. The constant learning, growth, and training upgrades one&rsquo;s talent and shows employees that they matter.&nbsp;<a href="https://blanchardinternational.co.in/products-services/optimal-motivation/">Motivation training</a>&nbsp;helps in uncovering hidden talent and underutilized employees can be developed to give a key advantage in today&rsquo;s competitive environment. The right kind of business leadership and motivation training can improve one&rsquo;s business performance, profit and most important of all, the staff morale. While organizations provide motivation training to senior and middle managers, it is very important to provide this training to emerging leaders, for which the training can be customized. When the employees experience these training programs, they feel valued because the organization is investing its resources to help the employee grow. It makes them more loyal and motivated to take on new challenges at work.

Motivation training can help employees recognize their own potential, and to know to get from where they are to where they want to be. Tools and techniques can be incorporated to produce continuing performance improvement. It makes the employees move out of their comfort zone and take up new challenges and break new grounds for themselves and the company. Hence it is no secret that maintaining employees&rsquo; motivation is vital to business success. 
By leveraging just a few simple techniques, one can help the employees to progress with their motivation training and enhance their own personal performance, and ultimately supporting the business in delivering its objectives.

Let us list out some of the ways to boost employees&rsquo; motivation in training programs.

&nbsp;

Keep things simple:&nbsp;Employees should take only one step at a time and they should know their current stage and then make them aware of the key milestones they achieve. Thus they will feel confident of making good progress without making them feel overburdened.

Get social:&nbsp;An online community can be run to create an open environment where everyone can ask questions. This community can be used to motivate each other by sharing best practices and discussing their progress. Example One can run events like &ldquo;English Lunch&rdquo; for learners, which can be a fun way to motivate employees. English delicacies can be provided to spark conversations, which can only be in English.

Create a support network:<a href="https://blanchardinternational.co.in/products-services/team-leadership/">&nbsp;High-performing learners</a>&nbsp;can be identified and made official mentors. When they share their positive experiences with their peers, it becomes an additional motivation and support for others. Hence when a support network is created with team mentors or peers, they can provide learners with additional guidance and others will feel free to ask questions as their training progresses.

A reward can be linked to a difficult task:&nbsp;When the learners reach a key milestone in their learning journey, their motivation can be boosted by rewarding them. This will instill a sense of achievement to motivate them to reach the next milestone.

Link training with daily tasks and activities:&nbsp;It would be a great way of incentivizing learning by linking training to the daily tasks of the learners. They can be shown how their studies can help them in their meetings or conference calls etc.

Optimal Motivation.

Motivation can reach its optimal level by encouraging managers to reach higher levels of motivation which can increase engagement and consequently, overall business performance. It is said that an optimally motivated employee would be 3 times more satisfied with their jobs, 3 times more creative, and 10 times more engaged. Thus we can create a workplace where people flourish through high-quality motivation.

Employees who are disengaged can cost an organization a lot. The Management responsible for the employees and their engagement does not know the reason for their employees becoming disengaged and how to turn over the situation. The key is the quality of their daily motivation. Advocates of Optimal Motivation claim that this skill can be taught, learned, nurtured, and sustained. Leaders should learn that their role is to give that&nbsp;<a href="https://blanchardinternational.co.in/products-services/optimal-motivation/">optimal motivation</a>&nbsp;to their team members. Optimal Motivation says that people are always motivated. It is their quality of motivation that matters. Daily motivation makes it optimal and keeps an employee highly engaged and they work with passion. They learn how to apply proven best practices based on their learning of Optimal Motivation.

Optimal Motivation training will equip the learners with skills and tools to help them use whatever they have learned, and once they are back on the job, they apply their learning. They learn to identify and distinguish the motivational outlooks in the spectrum of motivation. They understand the qualities of autonomy, relatedness, and competence impact the person&rsquo;s sense of wellbeing, energy, and vitality. They also learn the skills of activating optimal motivation, maintaining an optimal motivational outlook and reflect on that shift.

Conclusion &ndash;&nbsp;Motivation Training is the backbone of any training to be given to the managers and employees of an organization to improve their performance and make the company flourish. Optimal Motivation brings out the best in the employee and helps them motivate themselves and look at the larger picture where they grow along with organizational growth.

It’s no secret that employees who feel they are valued and recognized for the work they do are more motivated, responsible, and productive

Motivational training for a successful organization

First of all, we need to understand what Employee Retention is. It is the efforts put in by the organization to hold on to their employees, by creating a work environment conducive to the current staff to encourage them to stay with the organization. Some of the Best Employee Hiring and Retention strategies are listed below : 
 
Hiring the Right People:&nbsp;It is estimated that 80% of employee turnover is due to bad hiring. It is the skill of the hiring department to identify the right talent and hire that person under the best possible terms and conditions. A wrong hire will be a huge burden on the organization in terms of cost, reputation, time, and effort. 
 
Help in their Growth and Development:&nbsp;The employees&rsquo; short and long-term goals should be fulfilled by the organization. One way would be by arranging in-house training programs. 
 
Encouraging Open Communication:&nbsp;An atmosphere should be created for employees to freely express their opinions or question their leaders and voice their concerns, without fear of reprisal. An Open Door Policy will go a long way in achieving this. 
 
Provide out of the box benefits:&nbsp;Most people work for better benefits. So if something is offered beyond the regular vacation or sick leaves, they would be happy with financial incentives or sabbaticals, employee stock options, etc. 
 
Appreciating Employees:&nbsp;Employees feel good when they are appreciated for any good work done or any other achievements. Apart from the regular Rewards &amp; Recognition programs, if there is a handwritten thank-you note from their big boss, it would delight them and spur them to achieve greater goals. 
 
Creating a stress-free atmosphere:&nbsp;Employees under stress perform below their average. Stress can be personal or work-related. If it has to do with work-related, efforts should be made to resolve it and the excess workload if any should be shared by the team members. In case of personal stress, again the Manager can pitch in by understanding the issues and guide them if possible or refer them to the HR team who can professionally handle such situations. 
 
Bonding with employees:The Manager should ensure that all the employees share a good rapport among themselves and with the Manager so that there is teamwork and it becomes easier to achieve the end goal. There can be lunch outings, celebrating the team members&rsquo; personal milestones, etc., so that every employee feels that the organization is with them through thick and thin. 
 
Providing Monetary Benefits:&nbsp;Monetary benefit is the most attractive of all benefits for an employee. Most employees quit due to a lack of compensation. It is important that there is a firm appraisal mechanism and decent salary hikes are given in a timely manner to keep the employees motivated.

Thus to put it in a nutshell, the importance of retaining good talent cannot be stressed more. Organizations should do what it takes to retain their talent as a high Employee Turnover will cost a lot.

Employees come and go, but it is crucial that an organization has good employee retention strategies in place if it wants to keep quality talents. This blog explains various strategies an organization can use to retain employees

Best Employee Retention strategies

There are various kinds of Leaders and Leadership styles. While some are strong-willed and autocratic, others are open-minded, democratic, and employee-centric. However, most leadership styles fall somewhere in the middle. Despite various kinds of leadership styles, across the board, all leaders give a deep insight to the &ldquo;why&rdquo; and a detailed idea about &ldquo;what&rdquo;, mostly they leave the &ldquo;how&rdquo; to the freedom of the employees. 
 
The premise of great leaders is to motivate with the &ldquo;why&rdquo; and a deep-rooted purpose while defining &ldquo;what&rdquo; and the process of &ldquo;how&rdquo; is best left to the team members. Most influential bosses leave the &ldquo;how&rdquo; for the employee to figure out. If ever one has come across a situation where the Manager explains in great detail the process of &ldquo;how&rdquo;, it becomes very frustrating for the employees to be micromanaged in this manner. They would really be very poor leaders who would explicitly dwell on &ldquo;how&rdquo; and fail to give the big picture. One reason for them meddling in the process would be to give themselves a false sense of power. But it gives only short-term success and would endanger the long-term strategy and hit employee satisfaction very badly. 
 
It is easy to say that the &ldquo;how&rdquo; should be left to the employee to decide. But unless they are equipped with the necessary skill and tools, it hardly makes any sense. Heavy investment in training would go a long way in equipping the employees to think through the processes and give them the freedom to choose the manner in which the work has to be completed. 
 
A&nbsp;<a href="https://blanchardinternational.co.in/learn-6-powerful-traits-of-a-successful-leader-2/">great leader</a>&nbsp;should also ensure that while the team is not micromanaged, they should be productive and stick to timelines even on auto-pilot mode.&nbsp; In case the Manager has to attend to other projects or has to leave on vacation, he should ensure that the team performs to their best, once a project is handed over to them after the initial briefing. For this, the Manager has to fix accountability on each team member and undertake periodical follow-ups to maintain the tempo and enthusiasm of the team alive. 
 
So the sum up the qualities of a great leader, the &ldquo;why&rdquo; or the core purpose should be explained in detail, followed by &ldquo;what&rdquo; which gives the necessary background of the word to be done. The &ldquo;how&rdquo; should be left to the employee to figure out. Accountability has to be fixed on each employee and follow-ups done properly to ensure the timelines are met along with quality work.

Our world has seen many great leaders, but, there is a common trait among most of them - their focus on why and what, not how. This blog further explains this trait in detail

Great Leaders Focus on ‘the Why’ and ‘the What’—Not the How!

Many people have this question, &ldquo;How can I be a confident leader in uncertain situations? Can it be learned or does it come from your personality?&rdquo;. My answer to this is simple&hellip;.Yes, having a certain personality trait can surely help your self-confidence, but, it can also be acquired through learning. As a leader, maintaining your self-confidence during challenging or unsure situations does not have to be difficult. You just need to know how to navigate the situation in the right way. To be a good leader, you need to be confident and practice the right habits. 
 
High self-esteem is essential:&nbsp;To maintain an unshakeable self-confidence in any situation the first habit you need to practice is having great self-esteem. When you start respecting yourself, you perform better than if you did not. Your confidence increases the more you like yourself. The more you like yourself, the more effective and efficient you are in each area of your life. Good self-esteem is the best way to handle yourself both as an individual and as a leader. 
 
Be consistent in your values:&nbsp;Living your life according to the values you believe in, is essential for high self-esteem. People need to have a clear idea of what they believe in and avoid compromising it, in order to respect themselves. According to the &ldquo;Law of Reversibility&rdquo;, feelings and actions interact with each other. You act in a certain manner consistent with your feeling, however, the reverse is also true. For example, if you value the importance of time, then you will work more efficiently. 
 
Practice courageous leadership:&nbsp;A good way to develop self-confidence is by practicing courageous&nbsp;<a href="https://blanchardinternational.co.in/">leadership</a>. Life is filled with risks of every scale. Even with the best planning, you cannot accurately determine the outcome. The only way to succeed is by having the courage to face the unknown. Self-confidence will automatically come if you courageously take risks for the right reasons and pursue your goals. 
 
Admit to your shortcomings:&nbsp;Lastly, being a self-confident leader does not mean you will always be right. You need to be courageous, but also open to the idea that you may be wrong. Many leaders have failed because they refused to question their assumptions and conclusions. Do not be trapped by your ego. Even if you make a bad decision, be honest with yourself and your subordinates and admit to the shortcomings. There is a thin line between being confident and blind. You may not be wrong, but you should be open to other possibilities, this can make you stronger and more confident as a leader.

Most leaders may panic when uncertainties strike, but a good leader is one who remains confident and navigates it with courage. This blog explains how you can become a confident leader even in difficult situations

How to Be a Confident Leader in Uncertain Situations

Due to the COVID19 pandemic, L&amp;D leaders have started dealing with a liquid workforce, which is a non-traditional workforce that consists of consultants, freelancers, part-time employees, and contingent workers. 2020 saw many organizations changing their workforce structure completely and the number of liquid professionals is projected to increase rapidly. Learning and development (L&amp;D) professionals are used to training a regular full-time workforce but learning to train a liquid workforce will require an altogether different strategy. 
 
In the future, maintaining a digitally ready workforce that is adaptable to a changing landscape will be the<a href="https://blanchardinternational.co.in/">&nbsp;priority for L&amp;D and HR</a>. Organizations should have a rigorous contracting and onboarding process for their liquid workers. Processes like these protect the company and a consistent onboarding process makes sure that the liquid workers instantly feel like part of the team. 
 
Last year&rsquo;s pandemic has led to the rapid growth of worldwide remote working, which also helped the digital economy to grow like never before. But this has also led to an increase in the stress of managing a work-life balance. This has put the spotlight on worker health and wellness. There will be new challenges and opportunities for L&amp;D professionals in the future, but the workforce will depend on them to thrive and adapt. 
 
Remote work models&nbsp;&ndash; Since a majority of the employees are working from home, companies have started to realize how much they are saving on real estate and travel costs. Here are a few work models companies are starting to explore. 
 
Centralized office + home office:&nbsp;In this model, employees mainly work from their office, with an optional work from home. This is a good option for employees who live far away from their office, as well as for busy parents and caregivers.

Centralized office + any location:&nbsp;In this model the employee chooses their work location, it can be the central office, their home, friend&rsquo;s home, or even a different continent. This helps organizations to save on office space and other extra expenses.

Fully remote:&nbsp;This is the most advanced remote working model. Companies who fully adopt it will no longer have a centralized office and their employees are scattered across the globe. With advanced technology and proper infrastructure to support it, most companies may opt for this model. 
 
In the future workplaces may be a blend of physical and virtual environments. It can be diverse, multigenerational, and located around the globe. Organizations would need an integrated platform with advanced technologies that support team collaboration and work location.<a href="https://blanchardinternational.co.in/ld-learnings-from-2020/">&nbsp;L&amp;D</a>&nbsp;professionals would have to use these platforms to support a workforce with diverse needs.

With organizations going through rapid changes, due to the COVID19 pandemic, the L&amp;D industry is in hot demand. This blog tries to explain how L&amp;D is reinventing itself to develop individuals who can lead tomorrow

COVID19 Has Set the Stage for L&D Reinvention

As a child when my parents shared that we would be relocating to a new city altogether, I was almost in tears overwhelmed with the feeling of anxiousness of having to leave my friends and my school. 
 
However, when I was explained the reason behind this change and what would be the possible outcomes and implications of this step to our life, it became easier for me to accept and get aligned to this new development and I quickly started acting upon the checklist of activities which were part of the process.

After being introduced to the values of Blanchard modules and experiencing the implementation of the same to my day-to-day work life, my belief in the fact that these are derived from years of research and studies and its impact is rooted to the core of human behavior, drawing significance from the parenting model, became firmer. 
 
As quoted in a People Matter&rsquo;s Feb 07, 2020 article- 
 
&lsquo;Most change programs fail because there is less support from the leadership team, or there is a misalignment between employees and the organization&rsquo;s leaders.&rsquo; 
 
To address the above-stated concern, keeping employees informed of the reason behind the change and being engaged at each step has been identified as the key skills to reduce the resistance and increase the success rate of change implementation by experts with the&nbsp;<a href="https://blanchardinternational.co.in/">Blanchard team</a>. 
 
As per a study conducted by The Ken Blanchard Companies, it was found that the main challenge of change implementation in any institute speaks of the issues of alignment and involvement. Collaboration, teamwork, and engagement inculcate and build the energy and momentum for the change. 
 
Bottom line&mdash;people rarely implement the change that they think and plan to change. It is important for the leaders to develop partnerships with the people impacted by the change to make the change process effective. It is important that leaders develop strategies to converse with people in the organization empathetically so they can surface and resolve their concerns associated with change and advise them on how to implement the proposed change.An environment of concern and trust is important to be created to address how the proposed change will affect people personally while making them heard and understood. Lack of time devotion to specifically address the needs and fears of individuals at the beginning of the change process might lead to a step back by the affected people as they see their concerns linger. 
&nbsp; 
Unresolved personal concerns might lead to&nbsp;<a href="https://blanchardinternational.co.in/products-services/leading-people-through-change/">adherence to the change&nbsp;</a>process for a short period of time. People tend to not commit their discretionary efforts required to successfully implement and sustain the change if their concerns remain unresolved. 
 
The immediate human response to the change of any kind is a reluctance to accept and discomfort, and sometimes even the traditional empathetic approach of connection and persuasion is not adequate to relieve fears, because ingrained habits take long to change.

A company&rsquo;s customer service quality affects its reputation as well as its bottom line. If a company handles its customer service well, then it enhances its image in the public eye and brings revenue. Poor customer service does the opposite. 
When an organization is able to deliver excellent and consistent service, then this provides a competitive edge. It all starts with leaders serving employees at the highest level so that the employees on the front line are able to serve their customers at the highest level.

These kinds of leaders are called service champions because they create the momentum and passion in others to better their&nbsp;<a href="https://blanchardinternational.co.in/products-services/customer-service-training/">customer service</a>. These champions put their words into action and create systems and processes that support their belief that service is of crucial importance. To create a culture of importance there needs to be a focus on four basic elements. This is called the CARE model in the book, Service: The Key is to CARE, by Ken Blanchard, Kathy Cuff, and Vicki Halsey. It is appropriate considering great customer service creates an emotional connection between the brand and the people.

CARE stands for:

C is Committed to the customer:&nbsp;Creating an environment where the focus is on serving the customers both internally and externally at the highest possible level.

A is Attentiveness:&nbsp;Switch from hearing to listening, so that you know what your customers want and how they want it.

R is Responsiveness:&nbsp;Showing a quick and genuine willingness to serve customers by acting on their needs.

E is Empowerment:&nbsp;Sharing information or tools that can help people meet or exceed customer expectations.

By having a caring mindset in place, you can apply the CARE model into action. In the book, Raving Fans: A Revolutionary Approach to Customer Service, by Ken Blanchard and Sheldon Bowles. It shared three steps to turn customers into fans, people who are highly impressed by the service and positively include you in their conversations with others. You have to decide what you want your customer experience has to be like. If you are aiming for&nbsp;<a href="https://blanchardinternational.co.in/products-services/customer-service-training/">Legendary Service</a>, then you do not just announce it. You must have a plan of action. Decide what you want to do. When your customers interact with different aspects of your organization, what kind of experience do you want them to have? By understanding what your customers really want you can determine what you have to offer them.

Discover your customers&rsquo; needs and after deciding on what you want your customers to experience, it is important that you hear customer suggestions that will further improve the relations between them and your brand. So when you think, &ldquo;What can enhance the customer&rsquo;s experience with me? Just ask them!

A brand’s customer service is as crucial as the product or service they are selling. This blog explains how you can serve your customers at a higher level and create a loyal customer base

Serving Customers at a Higher Level Using the CARE Model

Employee motivation is very crucial for employees&rsquo; productivity and there are several reasons for it. One of the main ones would be because it allows management to meet the company goals. Without enough motivation, the company would be in a very risky situation.&nbsp;<a href="https://blanchardinternational.co.in/products-services/optimal-motivation/">Motivated employees</a>&nbsp;have higher productivity and help an organization to achieve higher levels of output. Imagine having unmotivated employees at work. They may probably use work time to surf the internet for personal interest or might be on the lookout for a new job. This would be a waste of your time and resources. This is not a position any company would want to be in.

Here are some benefits of having a motivated workforce.

Increased employee commitment:&nbsp;When employees are motivated enough, they will put their best effort into the tasks assigned to them. This is beneficial for the organization, as it increases their chances of getting a better result.

Improved employee satisfaction:&nbsp;If your employees are satisfied then it will result in a positive growth of the organization. And motivation is a crucial factor for employee satisfaction.

Ongoing employee development:&nbsp;<a href="https://blanchardinternational.co.in/what-are-the-four-things-leaders-do-to-stay-motivated/">Motivation</a>&nbsp;can initiate a worker&rsquo;s journey towards his personal goals, and can also lead to the self-development of an individual. Once the worker reaches some of the initial goals, he will realize the clear link between effort and result, which can motivate them to continue at a higher level.

Improved employee efficiency:&nbsp;The efficiency level of an employee is not just based on their qualification or abilities. For an organization to get the best possible results, an employee must have a good balance between the ability to execute the given task and the willingness to do the task. This balance can lead to an improvement in efficiency and an increase in productivity.

How to improve employee motivation? Here are some tips.

&nbsp;Improve communication:&nbsp;This is the first step. For employees to feel motivated there needs to be positive communication at the workplace. Do not just rely on emails for communication, face-to-face interaction is necessary to connect at a personal level. Employees also want their organization to succeed, for this, they may have excellent ideas that range from money saving to operational improvements. So managers must make an effort to listen to their suggestions. Feeling valued is very important for motivation.

Value individual contributors:&nbsp;Employees will feel motivated if they know how their work is impacting the organization, regardless of how big or small their contribution is. Management has to make sure that they make their employees feel wanted. But it does not mean that the management has to reward their employees with gifts every single time, simple gestures like saying &ldquo;Thank you&rdquo; or &ldquo;Good job&rdquo; is enough. Words have a lot of power, this will help build loyalty and encourage employees to work even harder.

Positive workplace environment:&nbsp;One of the biggest reasons for employees to lose motivation is a lack of a positive environment at work. To rectify this the management can send surveys and get feedback from the employees on what they feel is lacking at the workplace. The company can also design its workplace with colors and furniture which gives out a positive feeling. In addition to this management can find creative ways to keep their employees motivated.

We understand that it is difficult and time-consuming to consistently make your employees motivated at the workplace, but considering the payoff of having a motivated workforce, this effort is necessary.

This blog explains the importance of motivation and provides tips on how to improve your employees’ motivation

Why Employee Motivation Matters?

Good customer service is of utmost importance for any business. It is also one of the hardest aspects of a business to get right, even for the most seasoned brands. Imagine spending a large chunk of your day trying to fix a problem that you did not cause in the first place. Now imagine your hands are tied up and you are unable to solve the rising customer complaints.&nbsp; A scenario like this is very real and is most likely the reason for the high attrition rate in the customer service industry.

&nbsp;

Due to this fact empowering a customer service team is essential for the overall success of any organization. For this reason, investing in&nbsp;<a href="https://blanchardinternational.co.in/products-services/customer-service-training/">customer service training&nbsp;</a>can be hugely beneficial, since this training by its very nature looks to improve the way a business and customer interact, which can result in much higher profits. Let us now look at some of the benefits of empowering a customer service team.

Increased customer satisfaction:

Ritz-Carlton Hotels is one of the best examples of empowering the customer service team. They believe in the slogan &ldquo;the key to making customer service visionary is team engagement&rdquo;. Ritz-Carlton&rsquo;s commitment towards customer service excellence is so focused that all their employees are allowed to spend up to $2,000 per day to make their clients happy with impressive service. With policies like these, there is a much higher chance for a brand to retain its customers.

Better customer insights:

In any organization, call center agents are some of the most important employees. This is due to the fact that they have a direct line to the customer on a regular basis, they also have deep insight on the key areas where the customers are experiencing frustration and their feedback on products or services provided. Because of this these employees must be made a part of monthly report meetings, product development, and overall company strategy. Not tapping into this high potential resource will not only make the customer service team feel undervalued but the organization will also lose out on crucial information collected from conversations with the customer.

Improved company culture:

Working in the service industry can be a draining role. Having to deal with angry or irritated customers requires a lot of patience and a few deep breaths. First time in this field, many employees have damaged their company&rsquo;s brand image by getting provoked by sometimes unreasonable customers. To prevent such a situation from arising it is crucial for companies to provide&nbsp;<a href="https://blanchardinternational.co.in/how-to-take-customer-service-to-a-delightful-customer-experience/">customer service&nbsp;</a>training to their employees. It not only makes the employees equipped to deal with all manner of customer interaction but also allows them to strengthen the customer&rsquo;s loyalty towards the organization. Companies are obliged to ensure that their customer service team is recognized for the high-pressure work they do. If they are satisfied, it improves company culture, there is less employee turnover, and the company&rsquo;s customer lifespan also improves. Basically, everyone wins.

That is why it is crucial that companies provide the necessary training and develop policies to empower their customer service team. If all of these are in place, companies can see an increase in customer satisfaction and improvement in the company-customer relationship.

Having a good customer service team improves your chances of customer retention and organizational success. This blog explains the benefits of empowering your customer service team

Reasons for Empowering Your Customer Service Team

The Ken Blanchard companies just completed its 2021 HR/L&amp;D trends survey. Over a thousand talent development, leadership, and learning professionals took part in this survey, the purpose of all this was to identify the biggest challenges facing L&amp;D professionals in the coming year. A proper understanding of the impact of COVID19 on learning and development efforts in 2020 was crucial for this matter. Like many of us may know, businesses around the world have shifted their focus to digital and virtual considering the risk of physical interaction amid a pandemic. However, this transition was not very smooth for many businesses.&nbsp;<a href="https://blanchardinternational.co.in/">L&amp;D companies&nbsp;</a>are now heavily investing in virtual training, to make sure that the learners are not left behind. But, L&amp;D companies that lack a proper framework for virtual training, struggled to support their learners.

When we asked the respondents of our survey about what they wish they could improve about the learning and development program in their organization, 31% wanted to address a lack of resources for holding people accountable after training, 19% would like to improve the quality of adapted training programs, and 11% wanted to improve the digital skills of trainers.

The future of face-to-face training:

This pandemic has been especially bad for face-to-face training, and it is certainly something that L&amp;D professionals would keep in mind looking into next year. Most respondents expect the return of classroom training sometime in 2021, but there will be a big shift in how they utilize it.

Face-to-face training has always been the dominant training style in the L&amp;D space. Our survey shows that pre-COVID19, respondents estimate that 63% of all their deliveries were in-person instructor-led training (VILT). But in the past few months, that percentage has dipped to 9%. The most obvious solution was virtual instructor-led training (VILT), which grew from 10% to 53%, and self-paced digital, which rose from 14% to 24%.

COVID19 has been a huge disruptor in the normal evolution of corporate training. It has accelerated the shift of traditional training to virtual and digital training, by as much as a decade! 
Face-to-face training is still relevant, but it may just be a modality that the L&amp;D professionals can use selectively, mostly as a blended learning experience. It would no longer be the default method of training.

Skill gaps identified:

In 2020 the L&amp;D professionals were forced to adapt so quickly that they outpaced their own capabilities. But that does not mean their work executions were perfect, they still need some fine-tuning to successfully face 2021. Many of our survey respondents feel that their offering is in need of an upgrade, and their team needs to have new skills as well. Almost one-third of our respondents feel that their team lacks the skills to deliver on the 2021 expectations. Our survey shows that the proficiency gaps which people identified the most centered on virtual facilitation, instructional design, and utilizing e-learning development tools.

At Blanchard, we experiment with different types of learning experiences. The idea is to provide people with ways to internalize new mindsets and practice new skill sets and increase the degree to which they can apply the learning in a practical work environment. We have been successfully delivering&nbsp;<a href="https://blanchardinternational.co.in/events-workshop/virtual-public-workshop/">online and virtual training&nbsp;</a>for well over a decade, our goal is to find the best combination of content and learning experiences, so that our learners can develop a highly effective leadership style. After all, organizations succeed

Blanchard has conducted a survey to understand what are the biggest challenges for L&amp;D professionals in the near future. This blog delves into this topic

Navigating the New Normal

Navigating the New Normal

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