Posts in Training
High Performers vs. High Potentials: Who Should You Promote?
High Performers vs. High Potentials: Who Should You Promote?

7 Minute Read

Ever faced this dilemma? You have a rock star team member who always nails their targets, delivers top-notch results, and is your go-to person for tough problems. Naturally, you think, “They’d be an amazing manager!” But then, there’s another team member who might not always be in the spotlight but shows incredible promise, vision, and leadership potential. So, who do you promote? It’s a tricky decision, right?

Promoting team members to management roles is one of the most critical decisions you can make as a leader. The success of your organization depends not only on having strong individual contributors but also on nurturing effective leaders who can inspire and guide their teams. But it’s not always clear-cut. High performers are reliable and consistent, while high potentials bring fresh perspectives and a growth mindset. Both have their unique strengths and considerations. So, how do you ensure you’re making the right choice? How can you proactively prepare your team members for the challenges of management?

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Company Culture, Training, LeadershipRevela GroupManagement Skills, Employee Retention, Emotional Intelligence, Leadership Development, Professional Growth, Communication in Management, Career Planning and Mapping, Continuous Learning, managers, Manager training, high potential, high potential leaders, high performing team
Unlocking the Potential of Your Managers: A Comprehensive Guide to Retaining Your Best Employees
Unlocking the Potential of Your Managers: A Comprehensive Guide to Retaining Your Best Employees

7 Minute Read

We've all heard the saying: "People don't leave companies, they leave managers." This powerful truth speaks to the heart of employee retention. Managers have the ability to make or break the employee experience, influencing whether they stay and thrive or seek opportunities elsewhere.

How do we keep our best employees from looking elsewhere? Retention isn't just about compensation and benefits; it's about relationships and opportunities for growth. Your managers are in the best position to foster those relationships and nurture those opportunities. So, the solution lies in giving managers the skills to lead effectively. If we want to keep the stars of our organization, we must ensure that our managers shine first.

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Company Culture, Retaining Employees, TrainingRevela GroupManagement Skills, Employee Retention, Emotional Intelligence, EQ, Leadership Development, Professional Growth, Communication in Management, Recognition Programs, Organizational Culture, Career Planning and Mapping, Continuous Learning, Team Collaboration, Peer Recognition, Feedback Systems, Company Values Alignment, Employee Engagement
Custom Leadership Programs: What They Are and Why They Matter
Custom Leadership Programs: What They Are and Why They Matter

5 Minute Read

Leadership is an essential component of any successful organization. And in today's competitive business landscape, you need to continuously develop and nurture your leadership talent to stay ahead of the curve.

Effective leaders inspire, guide, and motivate their teams to achieve their goals and drive the company forward. However, leadership skills are not innate. But they can be developed and refined over time through training and experience. That's where custom leadership programs come in.

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Company Culture, Training, Succession PlanningRevela Group
Ask, Don't Tell - Coaching through Facilitation
Ask, Don't Tell - Coaching through Facilitation

2 Minute Read

How many times has somebody come to you with a problem at work, and you just tell them the answer? Win-Win! Right? ... Until they come back tomorrow. And the next day. Again and again until all you do is solve their problems.

History has taught us that one of the main responsibilities of a manager is to answer employees' questions. Of course, this seems like a noble gesture. And it could be necessary when employees don’t have the needed information. But in reality, true empowerment comes from helping employees learn where to find or figure out what they need. And that comes from facilitation. When you provide a quick answer, you solve one problem. When you facilitate a discovery process, you create problem solvers!

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Communication, Leadership, Trainingcoaching, coaching employees, employee training, Facilitation, Questions, Socratic; problem-solving, solving problems, teaching employees Comment
Leading With Fairness, Respect & Support
Leading With Fairness, Respect & Support

4 Minute Read

We’ve all been there. And some are still there. Maybe this will remind you of the people on your team. In a spot where what was once a career is now just a job – a means to an end. All purpose is gone and people don’t feel valued. Negative behaviors have become the norm. It feels like some have given up. People start to feel stuck or are keeping their eyes peeled for a new job…far, far away from here. What happened?

The short answer: YOU could be the problem.In fact, an HBR survey revealed that 58% of people say they would trust a complete stranger over their own boss. That’s over half of your workforce. Do we have your attention yet?

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Communication, Company Culture, Leadership, TrainingChecked Out, Fairness, Feedback, leadership, Leading, leading with emotional intelligence in the workplace, Leading with empathy, Nurture, Performance, Respect, SupportComment
How to Save your Workforce
How to Save your Workforce

3 Minute Read

You’re about to lose 40% of your workforce. Yep, we said it. That’s awfully close to HALF! Over recent years, we’ve seen many Baby Boomers retire. Waved goodbye as they took their knowledge and expertise out the door with them. As of December 2018, 39.2% of people in the US workforce were aged 55 or older. Traditionally, most people retire in their early to mid-60s. So what does this say for your company in the next 5-10 years?

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Company Culture, Generations, Leadership, Retaining Employees, Trainingbaby boomers, company culture, developing employees, how to save your workforce, retaining employees, retention, save your workforce, workforce development, workforce management, Workforce Planning, workforce solutionsComment
Who is responsible for your career development?
Who is responsible for your career development?

3 Minute Read

There are all kinds of studies that show the main reasons people leave their jobs. One of the top reasons in almost every study is for lack of career development. So as an employee, you might ask yourself, “Who is responsible for my career development?”

Research by EdAssist and the University of Phoenix looked into that very question. Most workers (74% of them, actually) believe their company or manager is responsible. On the other hand, most managers (98% of them) said that employees have to take responsibility for their own career development. Those statistics alone show why so many companies fail at career development. Each party believes it’s the other person’s responsibility. So which is it?

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Leadership, Motivation, Trainingcareer development, developing your people, top blog, trainingComment
You coach. But they don't listen.
You coach. But they don't listen.

3 Minute Read

Being a manager has its ups and downs. Sometimes, your team is on a roll; they’re rock stars. Things are going great. They’re following your direction and they’re hitting goals. Then you get to celebrate! Other times, nothing seems to be going right. You know you’ve got good people, but you can’t get them to follow your lead. You coach and train them several times, and while most of them catch on, there’s that one person who will continually do things his own way, despite all the time you spent training and coaching.

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Leadership, Trainingcoach, coaching, listen, listening, listening skills, trainingComment
The Reality of "The Supervisor Sandwich"
The Reality of "The Supervisor Sandwich"

3 Minute Read

Confrontation is certainly not the easiest part of being a manager. In fact, it’s probably your least favorite. It’s human nature to avoid interpersonal discord. Many people hope a problem just corrects itself without our intervention. But, is that manner of thinking really reality? How can you provide coaching for an employee, co-worker, or even your own supervisor and have it be a positive experience? We’ve all heard of “The Supervisor Sandwich.”

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Communication, Leadership, Trainingcoach, coaching, confrontation, critical conversations, Crucial Conversations, disrespectful, expectations, mentorComment
Today an Employee. Tomorrow a Manager.
Today an Employee. Tomorrow a Manager.

2 Minute Read

Jack is really good at what he does. He shows up on time. Gets his work done. He helps his co-workers. He’s efficient – a good “do-er.” So you decide to promote Jack to a management position. Now, he’s struggling and not meeting your expectations. How many times have we seen this scenario?At first glance, we might think it was simply a poor choice to promote this person into management. After all, we know that doing technical work is far different than managing people doing technical work…right? Maybe…Or it may be the person in the management position has not made the behavioral and attitude shifts necessary to be successful.

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Leadership, Trainingconceptreserve, confidence, leader to manager, productivity, transitionComment