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Service » Professional Skills Training & Development Resources
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Archive for Service

Why Employee Engagement Is Critical

Establishing and strengthening emotional bonds between organizations and their employees is not a new concept by any means. It goes without saying that today’s marketplace is extremely competitive and everyone could stand to increase their bottom line. Strategic advantages that set organizations apart from another are hard to come by. However, a distinctive factor each organization possesses is its employees with their unique backgrounds and experiences.

Organizations must choose to actively engage their people in order to increase morale and productivity, especially in this economy. When correctly implemented, employee engagement is a comprehensive, strategic approach that creates positive, lasting results and consistent commitment.

According to a report from the Gallup Organization, employees fall into one of three levels of Engagement:

Actively Disengaged – employees who are fundamentally disconnected from their job. Disengaged employees are not only unproductive, but their attitudes and perceptions spread through the company, resulting in poor performance, lowered job satisfaction and decreased productivity.

Not Engaged Employees – employees who simply come to work for a paycheck and complete their perceived job or functions for the company. Day in and day out, these employees are not cheerleaders for the company or its objectives; however, they are not obstacles either. In some instances, these employees are referred to as the “blind followers” or “sheep.” Who will they follow?

Actively Engaged – employees who stand out among the others. Actively engaged employees are strongly aligned with the organization’s objectives and goals, and they care about the company’s success. They are always looking for ways to improve the company, as well as themselves.

Managers must communicate and lead their employees toward the goals of the organization in order to facilitate engagement. Surveys show that many managers often fall short in effective communication. This situation must be remedied. When people understand company goals and the influence they have on their organization, they are more likely to embrace these goals as their own.

Employee engagement is a pressing topic for every industry. Engaged employees directly influence an organization’s bottom line. Employee engagement programs are responsible for improved financial results, increased customer satisfaction rates, higher productivity, and better employee retention rates. Companies can no longer choose to engage employees; it is a necessary element for survival. Engaged employees are vital to building a successful organization.

Contact us at info@knasolutions.net to set up an appointment for a complimentary initial assessment (At No Cost to You) to determine what will help improve your Employee Engagement.


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Have You Set Your Goals For 2010?

Setting Goals

Goal setting is planning for personal achievement. It is a formal process of setting personal targets in a number of areas. The process of setting goals on routine basis helps you decide what you want to achieve with your time, and then set the precise personal target that will lead you to achieving this.

Specific, Measurable, Attainable, Rewarding and Timely.

  • The more specific your goals are the more likely you are to be successful in a shorter amount of time.
  • You need a way to measure your progress toward the accomplishment of your goals, some specific criteria that will tell you when you’ve achieved the goal.
  • An attainable goal is one you believe that you can achieve. Goals should be challenging but reachable.
  • A goal is rewarding when you have clear reasons why you want to reach that goal.
  • Your goal should have a specific time limit. Setting a timeline will protect you from procrastination and perfectionism.

By planning well you can ensure that you concentrate only on those tasks that will move you towards your goal in the most effective way possible, without being distracted by unimportant but urgent tasks.


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Learning Styles - video & eLearning courses

It is well known that businesses of today operate in a fast-paced environment that requires quick learning, just-in-time training, and instant access to knowledge and information.

It is important to continuously nourish the brain by learning and we can do this by reading, listening to CDs or recordings, going through online courses or training, attending workshops, seminars or conferences.

At times, we need the classroom training and certain times we need the online as refresher of what we have learned or for quick access.

The 3 Learning Styles

There are three main learning styles and we each use one approach better than the other at different times.

Visual Learners are those who generally think in terms of pictures. They often prefer to see things written down in a handout, text or on the overhead. They find maps, graphs, charts, and other visual learning tools to be extremely effective. They remember things best by seeing something written.

Auditory Learners are those who generally learn best by listening. They typically like to learn through lectures, discussions, and reading aloud. They remember best through hearing or saying items aloud.

Kinesthetic Learners also called tactile, learners are those who learn best through touching, feeling, and experiencing that which they are trying to learn. They remember best by writing or physically manipulating the information.

Business Skills Videos & ELearning Series

Are you looking for quick and effective learning tools for your professional development and self improvement plans?

Try our Quick eLearning solutions for your immediate learning needs.  Our eLearning platform meets the needs for a solution that can be deployed rapidly and cost-effectively. This streamlined learning solution enables participants to instantly access web-based training through a catalog of eLearning courses.
Why use the eLearning?

  • You get necessary training anytime: 24 hours a day, 7 days a week.
  • Accessible from any Internet workstation.
  • More cost effective per person than traditional classroom training.
  • High quality programs.
  • 100% web-based, no additional hardware or software needed.
  • Full technical support.

Visit our website for more details by clicking here!

eShop

Try our introductory deals for the business skills video, end user elearning or technical elearning series or courses.  Sign up for a year’s subscription of a series of classes or for the entire course.  We will send your login information to you by email.

You can go over the classes multiple times with no limit and the system monitors and tracks your progress through pre and post tests.  Take a shot at it, we have a huge selection of classes to choose from.  Thank you.



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Overview of K&A Solutions, LLC

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The Focus of Leadership

Choosing service over self-interest.

American newspaper commentator Walter Lippmann defined leaders as “the custodians of a nation’s ideals, the beliefs it cherishes, of its permanent hopes, of the faith which makes a nation out of a mere aggregation of individuals.”

Custodians. The word means a keeper, a guardian, or a caretaker. It is a proactive word that implies action on the part of the bearer. Custodians hold something in trust on behalf of others. It is not a behavior motivated out of self-interest.

A custodian then, is an individual who upholds what is best for all people even if it may not be in their own interest to do so. A custodial role must be approached as a temporary role, preserving something greater than the self—principles of enduring and lasting value. This is an attitude of mind that focuses on the task at hand and not on what the leader may gain from the position. It implies a caring and concerned relationship between leaders and followers; individuals motivated by their constituents’ best interests.

This idea seems at odds with what we see happening around us today. In all too many arenas, we see many of our leaders holding nothing in trust for those they purport to serve but advancing only their own ideals and hopes.Today, it is often difficult to tell if our leaders are serving themselves or us. And it is all too common to find leaders simply helping themselves to privilege and power. Mismanagement, deceit, greed, and frying-pan-into-the-fire problem solving all beg the question, “Where are our leaders leading?” “To whom can we look to for the direction we need?” Is Lippmann’s statement merely an idealistic, unrealizable dream?
» Continue reading “The Focus of Leadership”

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