Lapaas Digital

Author: lapaasindia

  • Guide on Information Overload and How to overcome it?

    Guide on Information Overload and How to overcome it?

    In simple words, Over-burdening your brain with the information about the topic for which you’re searching is known as Information Overload.

    Although acquiring more and more information about anything is not a bad idea, you should know that the excess of anything always leads to harmful consequences. So, you better should know about your limits.

    One should only dive that much deep into the pool of information to get all the necessary information about any particular field or topic to make him do things correctly and adequately. Aiming at getting excessive knowledge about something will ultimately impact you negatively.

    Most people don’t even know about the concept of Information Overload. But now, when you’ve come across this blog, it’ll make you understand the entire idea of it, its causes, and also about the ways for overcoming information overload. So, have a look!

    Why is Information Overload a problem?

    Our mind, more or less, is like a computer. Try understanding the problem of Information Overload with an example by comparing it with a computer. Suppose if you’ve stored a lot of data about something on your computer. Now from that data, if you need to find a particular file, then you should have to search for it in the search box. Depending on the amount of data you’ve stored in your computer, it takes time to search for any particular file you need. The more files are there on your computer, the more time your computer will find any specific file from the stored database.

    Precisely the same is the case with your mind. The more the data or information is there in your mind, the more time your mind will process the necessary information. Information Overloading is, therefore, makes you mentally retarded. It sometimes also causes memory lapses and other memory-related issues.

    Also Read: Memory Improvement Techniques

    Summary

    Information overload is the concept of acquiring more and more information about anything, which can lead to harmful consequences. Over-burdening your brain with the information about a topic for which you’re searching is known as Information Overload. Don’t read too much about a topic, know your limits. When you try to learn too much, it can decrease your performance and lead to information overload. Aiming for excessive knowledge of a topic will negatively impact one’s ability to do things. One should only dive as deep into information about a topic or field to get all necessary information. Information overload makes your mind less efficient and can cause memory problems. Information overload makes your mind less efficient and can cause memory problems. One needs to get the necessary information about a particular field or topic, and not pursue excessive knowledge.

    What causes Information Overload?

    In this time in the era of digitalisation, everything is available on the Internet. As per the sources, there are over 600 million blogs present on the Internet today. According to the authorities, there are over 30 million podcast episodes available on the Internet to date if talking about podcasts. The same is the case with Video content.

    A hell of a lot of content is out there on the Internet. All this information about any topic you want is just a click away from you. With such high feasibility of information to the audience, everyone wants to acquire knowledge about any field. Looking from a positive perspective, it is a good thing, but everything comes at a cost.

    internet is a main cause of information overload

    If talking about the causes of Information Overload, there are majorly two leading causes of it that are as stated below:

    ·        The drastic increment in the production rate in different forms, whether it is in the form of a blog, a podcast, or an explainer video.

    ·        The ease in the feasibility of finding the content and information through the Internet.

    As we are going up with the modernisation in every sector, the points mentioned above cannot be considered wrong. These things are necessary to be there when we’re in the Information age and heading towards digitalisation in different fields.

    But the catch is that it’s onto the one who is looking for the information. He should understand that only focusing on acquiring knowledge about something is not okay. Still, the essential thing is to understand which news is excellent and beneficial to him and which kind of information is unnecessary.

    One should know that how he should feed his mind in the best manner. And this thing can only be understood when one is aware of the consequences and effects of Information Overload and how he can overcome it. So, read further.

    What are the effects of Information Overload?

    In this Information age, information is available to everyone. But as the saying, that extremeness of anything is terrible, this excessiveness of information is also coming at a cost. It sometimes ruined your time by pushing you to unnecessary information to stuff your mind with. It may also not be the core reason behind people’s anxiety, but there are several adverse effects on us.

    Some of the effects caused by the overloading of Information are as given below:

    Excess of Information causes more Confusion:

    You might have often faced the problem when you’re looking for a particular topic, and you’ve searched it on Google. Then that topic leads you to 4-5 different facts. Those five facts show you to 3-4 blogs or articles. Afterwards, upon reading those articles, you came across an interesting interview video related to that topic. Then finally, you’ve ended with 9-10 active tabs in your browser, all stuffed with the information about the issue you’re researching of. At last, you realise that you’ve wasted your much time just researching a silly topic. So, this kind of excess of unmanageable Information often causes more confusion and wastage of time.

    Difficulty in Decision Making:

    When too much information about something is there in your mind, it will ultimately result in difficulty in making decisions. Sometimes acquiring knowledge about the topics related to the issue also diverts your mind from the main problem. All of this will create complexity in decision making. Often, when you have too many points to consider and take care of, it will also cause a reduction in the quality of your decision.

    Causes of several Mental Health issues:

    Over-burdening your mind with a lot of unnecessary information that you don’t even need will cause several kinds of mental health-related issues in the longer term. Some of the problems caused by this information overload are mental retardation, memory lapses, headache, etc., and even these issues can be more severe as short-term memory loss.

    Such consequences, either be minor or severe, are not suitable for anyone. Hence, there is a need for the proper knowledge to flow to people about the worse effects of overloading Information and overcoming it.

    So, now when you’re aware of the harmful effects of this, we’re headed towards the techniques and ways by which we can avoid this burden, which will help us overcome information overload.

    information overload causes mental health issues

    Ways for Overcoming Information Overload?

    Avoid getting interacted with unnecessary information is essential and saves a lot of your time. Some of the effective ways for overcoming information overload are as given below:

    Prioritize your work:

    You should prioritise your work in a manner so that you know which job is more vital for you at any point in time. When you prioritise the work this way, then you’ll give more priority to the critical work, and this will cut down the time you often waste on unnecessary pieces.

    Take proper Breaks:

    While doing your work, don’t forget to take proper breaks to get your mind burdened with a lot of work and information. At least every 45-60 minutes, take a quick break for about 5-10 minutes. Also, in break time, try to look upon the things and work you’re doing. This will make you realise that the work you’re indulging yourself in is worth taking your time or not.

    Set limits for Yourself:

    Limit the time you’re giving to social media and other such stuff. These things are also important, but you must limit your time for them. Mark them like 40 min or 1 hour a day. This will save your time and make you only face the good and important stuff, and avoid the unnecessary stuffing of information into your brain.

    Keep your things clutter-free:

    Try to stay in the way so that you’ll not make your brain a dump-box of information. Try keeping your physical as well as your virtual spaces clutter-free. Unsubscribe to useless emails and newsletters. Expose yourself as little as you can to an unnecessary pool of data. These things will make you face only the relevant and required information.

    Conclusion

    Overloading anything will cause problems, and the same is the case with your mind. When you highly burdened your mind with irrelevant and useless information, it’ll, first of all, take much of your time, and more importantly, it’ll fill the space of your mind which might be used for storing some excellent and healthy info. This loading of useless information on your mind will ultimately lead you to the problem.

    So, conclusively, when you’re now aware of everything about Information overload, now you should make your mind exposed only to relevant information. It is suitable for your mental health and will ultimately benefit you.

    Also, you can read our blog on Identifying the causes of short term stress.

    FAQ’s

  • Powers of Observation: 8 Analyzed Ways to Develop it

    Powers of Observation: 8 Analyzed Ways to Develop it

    Summary

    Observing closely is the action of analysing things in detail. More people have the power to observe things better than before. Observing is closely monitoring things. Powers of Observation is the ability to see things others might not. Powers of observation is the ability to notice minute and significant details. Observation in terms of science can be the collection of certain data or values recorded by any scientific instrument during a science activity. Observation can be of many things, from scientific instruments to the human consciousness. Observation is the act of observing with one’s mind, not just collecting data. Observation is the process of paying attention to something and recording what you see. Developing powers of observation is similar to developing critical observation skills. Critical observation is the ability to notice delicate or difficult-to-analyze details.

    This Blog Post is all about Powers of Observation: 8 Analyzed Ways to Develop it. How to Develop the Powers of Observation?

    What are the Powers of Observation?

    Powers of Observation

    Observation is the action or process of closely monitoring things or activities. And the ability of your mind to notice such minute and significant details is Powers of Observation.

    Observation in terms of science can be the collection of certain data or values recorded by any scientific instrument during a scientific activity or experiment.

    But the term observation that we are discussing here is more associated with the consciousness of the human mind to observe or notice the series of activities happening around him.

    Now, there is a more analytical term that we express as Critical Observation. It is the ability to notice so delicate or precise details which are generally difficult to analyse.

    It is an important skill an observer possesses to gather subtle information from any primary source or activity.

    So, in this article developing powers of observation is meant similar to developing critical observation skills.

    Why should you develop Powers of Observation?

    So, here comes the question, why are the powers of observation an important skill to develop?

    Well, the people who have this skill can gather minute details or information from anything which normal people might not notice or miss completely.

    They can utilize these pieces of information to skillfully deal with and tactfully handle any undesired state of situations.

    So, people with this skill are considered to be more mindful of the situation and have a greater ability to tackle difficult issues.

    This gives them a greater edge over others in their professional life as well as personal life.

    Therefore, critical observation is one of the most essential and desirable soft skills a person can have to rise in a business or professional career. 

    Ways to Develop Powers of Observation

    Be open to receiving information:

    The first and most important step is that your mind should be open enough to gather information from your environment.

    Opening up your mind means you should have that mindset or belief of learning new things from anyone or anything.

    Every activity in your personal or professional life has something to offer you that can enhance your information level.

    However, the thing is that you should have this belief inside you and try to acquire whatever bit of knowledge or information that it provides.

    Ultimately it should be your curiosity or zeal to get exposed to the things and explore them to analyze critically and get amazed by the result. 

    Channel your observation to a specific intention:

    You may observe a lot of things and gather a lot of information. But simply gathering information is not enough unless you know how to utilize or implement it.

    You can only do it more effectively when you know your subject well and have your set of intentions defined.

    Knowing to integrate all the information from your observation to channel it into achieving a specific goal is a more important aspect of critical observation.

    Be in the present moment and avoid distraction:

    It is important to stay in the present moment and not get distracted by any unintended external means like noise, gadgets, intruding thoughts, etc. to minutely observe things around you or you intend to.

    Try to focus on the situation or activity you are exposed to right now in the present moment rather than swinging your thoughts into the past or future.

    Just try to cut down any means of distraction and increase your concentration and focus to increase your ability to observe critically.

    Use all of your senses:

    Human beings naturally have five senses through which they can sense or observe anything.

    A critical observer utilizes all his five senses to notice and analyze his surroundings or environment. 

    Apply your filters properly:

    There is tons of information that you get daily from every activity you are involved in. However, which information is relevant and can be utilized is sorted out by your brain filters.

    You should be aware of your filters else you can misread or misinterpret what you observe.

    Just like in an air filter whose pore size determines the size of dust particles to be filtered out and fresh air to be allowed.

    Similarly, our brains have filters based on our thoughts, beliefs, past experiences, habits, etc. which determines the kind of information it lets in inside.

    It is necessary to refine your filters to get more through it and sort out the information which you need most for your learning and growth.

    Improve memory or ability to recall:

    The information store today can utilize tomorrow.

    So, it should be recalled when required and to achieve this your brain memory plays a crucial role. With strong memory, you can imply any information in any situation as demanded by it.

    You need to train your brain for a sharp memory and recalling power. To achieve this you can indulge yourself in different brain games like puzzles, cryptograms, Rubik’s cube, chess, etc.

    These games can not only help sharpen your memory but also stimulate and boost your powers of observation, logical thinking and reasoning.

    Also, you can keep a journal or field notes of everything that you observe and review it repeatedly to get a stronghold of information.

    Develop your critical thinking skill:

    Being observant means not only watching or listening to things or simply gathering information but also being able to think critically for the same set of observations.

    Critical thinking is a crucial aspect of observation. The ability to question, reason, and analyze your observation can define the outcome of your work.

    Critical thinking is a skill that you can develop by practising different tools and techniques. Like playing brain games, doing deep research into any topic, searching for logic and reasoning, etc.     

    Do Meditate:

    Powers of Observation: 8 Analyzed Ways to Develop it

    Meditation to many people is perceiving as a religious or spiritual norm and consider a primitive practice. But lesser do they know that.

    It is the most effective technique to control your mind and gain focus and stability.

    All the above traits that we have discussed from concentration to memory to utilization of all senses etc. Can be strengthened through continuous meditation.

    So, you should start practising mindfulness meditation daily to strengthen your focus and observational ability.

    Conclusion

    Powers of Observation is the ability to mindfully observe the things surrounding you. And you can develop it by practising certain traits.

    The key to critical observation is paying attention to every bit of detail. In every activity happening around you by keeping your brain and all senses open.

    The observations you take should filter, analyzed with critical thinking. And channelled in a specific intention role to obtain the desired results.

    Powers of Observation is all about increasing the power of the brain to focus, analyse and implement. A strong memory and intellect provide proper functionality to the above process.

    So, you should always keep sharpening your brain through different techniques of playing brain games and practising meditation daily.

    Also, you can read our blog on Guide to improve critical thinking skills

    FAQ’s

  • Ultimate Guide for Developing a competency framework

    Ultimate Guide for Developing a competency framework

    A competency framework is one of the most talked-about subjects today in the field of human resource management. All of us are aware that this is not a subject that is new to the area of H.R.

    For the last four decades, David McClelland spoke about this concept in 1973.

    David Mcclelland

    But many people have researched, who have studied, and defined what competencies are.

    So let us look at a few fundamentals to be followed before implementing this concept of competency-based management (framework). 

    WHAT’S IN IT?

    UNDERSTAND AND DEFINE THE NEED-

    Firstly, let’s not jump into this because many other organisations follow this practice, and you are not one among them. 

    So, as an H.R. practitioner, you must sit with the business leader to understand. They want from this initiative and why they feel that competency management could help them take the business to the next level.

    I have come across business leaders who declared it very clear that they would want to see this initiative succeed.

    In seeing that many future leaders emerge in the organisation. Employees have opportunities to understand what their strengths and weaknesses are.

    Employees are allowed to work on their competencies for them to see growth in the organization. 

    WHAT IS A COMPETENCY AND COMPETENCY FRAMEWORK?

    A competency is a fusion of skills, knowledge, attributes, and behaviour, which helps a worker play his role effectively in any organization.

    You can observe and evaluate any worker’s competency (potential, performance, skill, and will),

    This will help you in job recruitment, retaining human resources, sorting existing staff, and development.

    A competency framework is a tool that helps the organisation of any sector achieve its goal with its employee/workforce.

    With the competency framework, every worker will know about his role. When he understands the value, importance, and contribution of his job, he will be excited to value such significance in my work. Am I going to do such an outstanding job? He will do his work more efficiently because he can do a much better position where the person gets a reward.

    SOME TIPS TO EVALUATE THE COMPETENCY

    Potential –

    It means how much your worker can grow further. For this, ask him a situation based and complex question, and when he gives you an answer, you can find out his potential.

    The performance –

    It will tell you how he has performed in his previous jobs. You can check his last results, score sheets, mark sheets, awards, rewards, and talent progression.

    Skill – 

    You see how much work efficiency, the knowledge he has, and how fast he can work.

    Will – 

    You can use this for the hiring of new staff as well as for your existing team because in every organization there are workers who have a lot of skills and they also know how to do any work, Why to do, When to do, With whom to do but they do not do it because there is no will. 

    You can eliminate such types of workers from your organization.

    WHY COMPETENCY-BASED MANAGEMENT?

    Competency-based management is a development process aligned with the strategic direction of the organization.

    The process aims to.

    • Build a high performing organization with capabilities to proactively address business needs.
    • Communicate the competency continuum and the criteria for the competent employee openly.
    • Provide a structure that links the needs of individuals with the needs of the organization.
    • Encourage every individual to be proactive in development (innovative approach, Superior delivery, and equipping for higher roles).
    • Provide opportunities for every individual to identify and enhance strengths and reduce gaps.

    CREATE COMPETENCY FRAMEWORK

    How do you reach out to an employee communicating to them that this is the competency framework of our organization, and this is where we want all of you to work on and develop.

    For this, you have to tell them the core competencies, leadership competencies, and functional competencies of your organization.

    Core competencies –

    These are critical for all employees. They are the reflection of the organization’s values.

    These are required for excellent performance across all levels and functions.

    Leadership competencies- 

    These are the success factors that differentiate performance across levels. 

    (e.g. – First level, middle, executive).

    In other words, it is critical for managerial/executive roles.

    Functional competencies- 

    These are success factors that distinguish functional groups. Specialized know-how or abilities. It is Function/job-specific.

    Remember one thing that all the above competencies also have different names.

    For example-

    Core competencies are also known as 

    • Foundational competencies.
    • Generic competencies.
    • Cultural competencies.

    Leadership competencies are known by-.

    • Professional competencies.
    • Personal competencies.
    • Management competencies.
    • Behavioral competencies.

    Functional competencies common names are-

    • Technical competencies.
    • Occupational competencies.
    • Domain competencies.

    MAP COMPETENCIES

    We talked about the three different clusters of competencies. So how do you map what skills are required for whom?

    First is Core competency- 

    You consider this as a house of competency. Everyone in the organization is required to process fundamental competencies.

    The core competencies are pretty familiar to all in the organization, so we need to identify the 2 or 3 critical competencies that you would like every employee in your organization to possess.

    They could be teamwork, innovation, and customer orientation, which fundamentally emanates from its values and philosophy.

    This applies to the organisation concerning the roles and concerning the position that they handle.

    The second is about leadership competencies-

    One methodology that is predominantly used to identify leadership competencies is ‘BEI.’ It stands for behavioral event interviews.

    It is one of the proven methodologies widely used by most professionals involved in this competency management practice.

    Some people handle leadership roles and responsibilities, such as roles required to have leadership competencies.

    Examples of leadership competencies coaching, Innovation, Entrepreneurship, decision-making, and risk-taking.

    The last one is about having functional competencies-

    The conventional methodology, which is applied for mapping functional or technical competencies, is called role analysis.

    It also has the name of the job analysis. We call it role because any competencies that we’re trying to map are all role-based, and therefore we call it role analysis.

    Examples of functional competencies are budgeting, production planning and management, Networking, negotiation.

    So mostly, if you put together all the three clusters of competencies for any individual, it should not go beyond 8 or 12 in number.

    The ideal number to keep is a maximum of 12 as competencies for any individual.

    So it’s essential to keep it manageable in terms of numbers; only then you would see the result, and only then you would know an appreciation from their employees.

    CREATE COMPETENCY DICTIONARIES

    Let’s look at how we go ahead, creating dictionaries or what needs to be considered while creating dictionaries.

    The most crucial aspect is defining the Likert rating scale.

    Many companies use the 3 points Likert scale, 4 points, 5 points, and 6 points Likert ranking.

    rating scale

    But you can use 4 points Likert scale to be more objective, more manageable in terms of helping employees understand the competency requirements. 

    explanation

    It also helps the accessors in terms of arriving at the right proficiency level during the assessment.

    The second most important thing is to understand what a dictionary is. 

    Now, the reason why we say every competency should have a dictionary. Let’s say if I define communication as one of the competencies which are part of the leadership competency cluster.

    When I define it, I am setting it with my understanding of what communication is all About.

    But if communication as a competency applies to someone who was a supervisor at the shop floor level and someone who was a general manager, and somebody handling the business.

    How do you define behavioural indicators that would consider the various behaviours you would expect all three roles to demonstrate?

    The critical aspect is that the dictionary means it is a standard reference document for every employee to understand the competency. In the same way as the project champion of the organisation would want them to understand.

    While you are defining the dictionary, there are three things that you need to keep in mind that the dictionary should reflect the knowledge element, skill element, and the attitude or otherwise call as the behavioural element. 

    Now you will not be able to dissect and mention all these three in the dictionaries explicitly, but you would put it up in the form of behavioural indicators.

    When you are putting this in the form of behavioural indicators, make sure that those indicators are relevant to your defining competency. They are measurable, and finally, they are absorbable.

    DECIDE THE ASSESSMENT METHODOLOGY

    So we have identified and mapped all the competencies of fundamental leadership and technical competencies. We also created dictionaries. So how do we go about doing the assessment?

    Typically there are two methodologies, i.e., assessment and development centre methodology, followed across organisations.

    Assessment Centre-

    If the object is only to assess employees and then identify who among them face well, and therefore you do a ranking and then decide whom to give the opportunity in terms of career progression, you call it an assessment Centre.

    Assessment Centre is also a methodology use during recruitment when you want to select people and when you want to access them on competencies before deciding them. All the candidates who appear for the selection process that participate in the simulation exercises and the best among them will get chosen.

    So one of the differentiating factors here is you don’t necessarily give the participants feedback on how they fared on competencies. 

    You should only decide whether they are selected or not selected, and that’s why it’s called the assessment centre.

    Development Centre- 

    If your objective is to help the employee understand where they stand on various competencies and develop an Individual Development Plan.

    For this, the development centre methodology becomes relevant and the prominent one.

    In all these methodologies, whether it is the assessment centre and development centre, the stimulation exercises are the base.

    CONDUCT ASSESSMENT AND SHARE FEEDBACK

    So what are a few things that we need to look at while conducting assessments?

    If you decide to go ahead with the assessment development centre methodology, make sure you have the training in place.

    Either they are professionals or experts who are helping you from outside, or you have to train your people, who are good at assessing people, so they must be ready to determine in place.

    The second is, you should have a lot of simulation exercises and tools created for assessment.

    It could be In-basket exercise, Case analysis and presentation, Roleplays,  competency-based interview with group simulations depending on the list of competencies. Whether you observe them on behavioural competencies or fundamental competencies, you could decide on the simulation tools list.

    However, 5 or 6 tools would require a fair judgment about the person in the organisation.

    If your organisation is a small organisation with about 50 to 100 member teams, it becomes easier for you to involve most of them as part of the assessment development centre process.

    But, If your organisation has an employee strength of 2000, 3000 because, in any assessment development centre, you can’t go beyond participant number 15 or 16, I am talking about the junior level.

    Feedback

    We don’t encourage it to go beyond 8 and 12 in an assessment development centre for senior-level.

    Therefore, you could either go ahead with doing the assessment. Development centre only for the top leadership team or some of the critical positions at the middle and the junior level or go ahead with those positions which are found to be highly crucial where the future leaders are required, where the talent needs to be retained which is essential for the business continuity.

    So you could decide based on such criteria. The most important aspect is to make sure the report writing is done on time, and the feedback is given on time.

    The first assessment centre or the development centre where after the assessment is over. Then the second day of the evaluation, employees give very brief feedback regarding how they have fared on various competencies.

    feedback is necessary in competency framework

    Detailed feedback with the report will be given within 15 days from when the employees have completed their assessment process.

    APPLICATION OF COMPETENCY FRAMEWORK & ASSESSMENT OUTCOME

    So the all process of a competency framework is okay, but has it benefited the employee? Has it helped the organisation? 

    It can create awareness among employees regarding what competencies they would be required to move up in their career beyond that would push them to develop in their competencies. It’s not.

    Therefore the essential aspect is linking competencies to the other H.R. practices.

    Competency management should never be a standalone practice. Competency dictionaries must be used for recruitment.

    Now BEI is one of the most popular methodologies and proven methodologies in assessing people’s selection and recruitment competencies.

    You could also run a mini-assessment centre using the various competencies for a particular role and select the right kind of person.

    So straight away, you could link it to recruitment practices.

    Applications

    The second area where you could link competencies is employee development or training when you create a training calendar at the beginning of the year apart from taking the feedback during the annual appraisal process. 

    You can also take the feedback from the assessment development centre and link it to the training needs.

    Beyond training, if your organisation is keen on institutionalising coaching interventions, it sends employees for continuous education,  encouraging people to attend programs,  conferences and reading various articles and materials. 

    All these are part of employee development practice. It is the best methodology called the adult learning principles used in any employee development where competency can be linked.

    The third and most important aspect is what next for me is the question that an employee will ask.

    So from an employee point of view, career planning and career progression are critical questions that need to be answered. The competency framework and the design work that has been done and the assessment that has been done would be of great help in answering employees’ questions on career progression.

    So you could straight away link into career progression as well.

    Note- Do not link the competency feedback or the ratings to deciding compensations.

    SUSTAINING THE COMPETENCY MANAGEMENT PRACTICE

    To become a role model and a trendsetter for others to follow you in this competency management practice.

    The vital aspect is sustaining the practice like any other initiative; competency management also goes through many tough times. Therefore, putting up specific systems in place to ensure continuous review and continuous thirst is very important.

    We suggest forming a steering committee, which would comprise people from business leaders and people from line leadership. 

    Let them review the model regularly, let them understand how relevant the model concerns the changing business context, and therefore, if any macro-level changes are required, they can suggest.

    Also, the other important thing is to go ahead with forming a review committee. It is a micro-level Management Committee.

    They go into the dictionaries’ details,  what kind of tools are supposed to be used, the assessors’ reliability, and their effectiveness.

    So they do a micro reviewing of the fundamental aspects related to competency management, so that is very important.

    CONCLUSION

    An essential element to be looked at is to make decisions based on competencies.

    Provide opportunities based on competencies.

    Now you have your competency Framework,  set of competencies. Still, if you are making decisions on career progression without looking at the competency rating, then I am sure employees will start losing faith in this whole framework.

    So decisions related to an employee,  career progression, role changes, selection of employees, and the kind of development opportunities you would want to provide with an employee are vital to consider the competency rating. After that, you make a decision.

    If you continue to do that, I’m sure that as the initiator becomes practice at some point in time, then the course becomes a habit at some point in time.

    Also, you can read our blog on How To Run Competency-Based Interview

    FAQ’s

  • Ultimate Guide to Gagne’s nine levels of learning

    Ultimate Guide to Gagne’s nine levels of learning

    Gagne’s nine levels of learning provide a grade by grade technique that can assist managers, trainers, and facilitators to shape or groups to get the maximum from their studying opportunities.

    In this blog, we will learn how to use this device when training your team. The models are helpful for all types of learning.

    WHAT’S IN IT

    Who was Robert Gagne

    Robert Gagne (1916 – 2002) turned into an American instructional psychologist who pioneered instruction and learning technology in the 1940s. His book “The Conditions of Learning,” first posted in 1965, identifies the intellectual situations necessary for powerful learning. 

    Robert Gagne

    Background of the model

    Gagne first laid the essential groundwork for what makes ‘proper instruction’ when he implemented his work and the American Air Corps in World War II. In later years, Gagne carried out his learning concept standards to computer-primarily based gaining knowledge pf and investigating training with several multimedia formats.

    Gagne’s Nine levels of learning

    The nine levels are split into three categories, which are then divided even further. 

    1. Preparation Gaining attention Informing newcomers of the objective.

    2. Instruction and Practice Presenting the stimulus Providing studying guidance Eliciting performance Stimulating keep in mind previous to learning.

    Providing feedback

    3. Assessment and Transfer Assessing Performance Enhancing Preparation and Transfer.

    Level 1:- Gaining Attention

    Start the learning experience by getting to know your audience’s attention. Ensure the learners are organized to investigate and participate in activities by offering a stimulus to capture their attention. You ought to try this via posing stimulating inquiries to your students or starting your lesson with detail of surprise. 

    How to implement

    • Asking stimulating, thought-provoking questions
    • Lead an ice breaker activity
    • Pose thought-provoking questions to students
    • Showing an animation or video
    • Have students pose questions to be answered by other students
    • Just playing a piece of music also does wonders.
    • We are giving them exciting information.
    • Stimulate students with novelty, uncertainty, and surprise

    Level 2:- Informing Learners of the Objective

    The next thing you’ll ensure that your team knows what they need to learn. What target will you cover? What must they understand at the end of the education that they didn’t have before?

    This tells the learner what he/she is going to learn and what is he/ she is going to do with the knowledge.

    This tells the learner what to expect from the teacher and also motivates them to complete the session. These learning objectives also form the basis of content and evaluation.

    How to implement

    • Explain to your crew what they’ll have learned out through the end of the session.
    • You could install a social membership to share your upcoming target along with your learners. This gives them an excellent chance to put ahead of any questions they’ll have approximately the topic.
    • Describe criteria for standard performance
    • Describe the required performance
    • Include course objectives on assessment prompts
    • Have learners establish criteria for standard performance

    For Example, the teacher can, 

    Explain that they are going to learn about types of triangles

    Identify different types of triangles when the teacher shows them various examples.

    Draw the triangles

     Identify the types of triangles from the things they see in their surroundings etc.

    Level 3:- Stimulate Recall of Prior Learning

    It is about making the learner recall their previous knowledge about the trainer’s topic.

    Relating the subject again to a comparable experience your learners have had builds a bridge from the vintage to the new. This hyperlink offers the learners a base upon which to analyse the new content. Associating further information with prior knowledge makes the learning of new concepts easy 

    gange's nine level of learning

    How to Implement

    • Conducting a quiz or giving them puzzles to solve, or play games
    • Asking easy question leading to answers
    • Relate previous course information to the current topic
    • Asking questions about related issues learned earlier. Then make connections among what they may be gaining knowledge of their prior learning.
    • This will help them bear in mind what they already know while supporting personalisation and applying the training at the very start, and accommodating new knowledge becomes much more accessible.

    Level 4:- Present the content

    Content should be broken up into small chunks because learning or making sense of a small amount of information is more straightforward than learning a big piece of small details. Organise and group content in meaningful ways, and provide explanations after demonstrations. 

    Make sure to adjust and use suitable techniques if you are developing an instructor-led studying program or a digital online learning program. The content should be organised from simple to complex, easy to difficult, known to unknown this enhances learning

    How to implement

    • The trainer should use instructional strategies to teach the content so that learning is efficient and effective.
    • Assign activities and projects
    • Post homework assignments
    • The trainer can also use different media such as charts, flashcards, 3d objects, or multimedia such as a film, a video, etc.
    • Incorporate active learning strategies to keep students involved
    • Provide access to content on Blackboard so students can access it outside of class

    Level 5:- Provide learning guidance

    To assist your group in learning and holding the information, Now you’ve taught the content, you’ve been given to discover a manner to fill any expertise gaps. Advise students of techniques to resource them in getting to know content material and of sources available. 

    As a tutorial designer, you want to make the learning experience as easy and as simple as possible. 

    Sometimes which means providing precise commands on which to click and what to do next. It can also appear intuitive to you. However, it frequently facilitates being overly clean in your instructions to keep away from any confusion.

    How to implement

    • Model varied learning strategies – e.g. mnemonics, idea mapping, role-playing, visualising
    • Learning steering may be provided use of examples, non-example, analogies, and activities.
    • Provide expectations as needed
    • Write clear and concise instructions
    • Provide case studies and metaphors – Case studies provide real-world application, visual images assist in making visual associations, and analogies and metaphors use familiar content to help students connect with new concepts
    • Provide an accessible ‘next’ button for online learning experiences
    • Include tips on how best to navigate the course

    Level 6:- Elicit Performance

    This event involves practising new content or skills learned. At this stage, you want to make sure that your people can show their expertise in what you’ve taught them. The blend of repetition and recollect is essential to any deep learning.

    Provides an opportunity for the learner to confirm what they have understood. It helps the instructor identity in the learners’ understanding. 

    How to implement

    • If you have taught new information, ask questions that will display their knowledge. 
    • Facilitate pupil activities – e.g. ask deep-learning questions, have students collaborate
    • eLearning branching scenarios
    • Role-playing situations
    • Activities, projects, and writing assignments

    Level 7:- Provide Feedback

    Performance is essential to be followed by feedback. Feedback is the handiest manner your learners recognise what they’re doing effectively and what they want to enhance upon. 

    Provide well-timed comments on students’ overall performance to evaluate and facilitate learning and permit students to discover gaps in understanding earlier than it’s far too late. Specific and corrective feedback is given to the learner. It corrects misconceptions and confirms correct learning with the learner.

    providing feeddback is a level of learning

    How to implement

    • Detailed rubrics outlining both positive and negative feedback
    • You can provide positive and negative feedback depending on the answers.
    • Personalized written feedback on assignments and projects
    • Do evaluative feedback apprises the student of the accuracy in their overall performance or reaction; however, it does not guide the progress.
    • Do the confirmatory feedback inform the student that they did what they were supposed to do. This feedback no longer tells the student what she wants to improve, but it encourages the learner.
    • Help learners pick out knowledge of gaps and overall performance shortcomings in their very own and peers’ work.
    • Give direction to students to find the correct answer but do not provide the right solution.

    Level 8:- Assess Performance

    Till now in Gagne’s learning levels, you have already informed your learners of their test results in the previous step. Now, it’s time to talk about retention as a formal way of ensuring retention. 

    Before the learner proceeds to perform, there may be a need for additional learning guidance and practice. During such an assessment, the learner must be able to function without any assistance or any aid.

    How to implement

    • Implement a lot of assessment strategies to offer students more than one possibilities to illustrate proficiency
    • Scenario-based quizzes are a fantastic way to check if your learners have retained the information.
    • Administer pre-and post-tests to check for progression of competency in content or skills
    • Assess often throughout the course

    Level 9:- Enhance retention and transfer

    Although, Gagne proposed that the learning journey’s final step is to put the learner in an expert’s position. But, at the end of your level, Help learners retain more information. Thus, providing them opportunities to practice their knowledge in real-world situations. 

    How to implement

    • Engaging videos and high definition animations are incorporated to sustain learning for a long.
    • Repeated exercise is a satisfactory manner to make sure that humans retain information and use it effectively.
    • Continually include questions from previous exams in the following examinations to boost course information.
    • Mobile-enabled guides are designed to allow learners to get entry to applicable information anytime and anywhere.

    Conclusion

    This checklist certainly helps you stay on track and gives you a sequential order to train your team effectively.

    So, Gagne’s nine learning levels can help you build a strategic framework to prepare and deliver step by step perfect instruction. Hence, Gagne’s Nine Levels of Learning’s assistance offers a beneficial approach that facilitates managers to shape the learning process.

    Also, you can read our blog on VAK Learning Style – How to Identify your Learning Style

    FAQ’s

  • How Good Is Your Anger Management? How You Can Improve It?

    How Good Is Your Anger Management? How You Can Improve It?

    Anger is an emotion that you feel or express when you think something or someone, deliberately or not, has done wrong with you. This emotion makes a man complete. It balances the emotions, feelings and mind of a person. And Anger Management is managing that emotion.

    A human can get away from expressing all his feelings through anger. So that it becomes an important emotion without which a person may face frustration also. 

    No doubt, excessive of anything, any feeling in this case we say, is very harmful to any person as it may cause so many problems in our relations or damage to our reputation and even can affect our health too.  

    Looking towards the negative side of the excessive temper. Anger Management becomes the most important medicine you apply to avoid damages to your corporate or professional reputation.

    And also to prevent the relations which hold some importance in your life and you do not want to harm those because of your wrath.  

    WHAT’S IN IT

    What is Anger Management all about?

    Anger management is not about vanishing this emotion at all, but it is about controlling emotions and maintaining a balance between all the feelings. It helps to allocate these feelings as motivation.

    What I mean to say is, we can allocate our temper towards the problems, take it as a motivation for working as hard as possible. You will be able to make wise decisions in any situation when you’ll learn to control the irritations or rage with the help of anger management.

    Even though you are not wrong, you don’t have to win every debate or fight. You may lose the trust of someone very important in your life, just because of your anger. It may affect the most precious relations in your life in a very bad manner.         

    Anger Management helps you to fight with your anger in such critical situations and become sensitive towards those who deserve it from you. It is an important lesson of your life which will change your personality and will create more and more attractive images of yours from others point of view. 

    Anger Management- Steps on How to Control your Anger?

    how-to-control-anger

    Accept your problem of getting angry

    If you come to know that something is going wrong in your social, professional or relationship, then try to identify the problem, see if it is with you. You have to learn to accept the problems inside you. Become honest with yourself and then find a solution for appropriation.

    Identify what makes you angry

     You need to find the reason behind such an attitude. Try to find out what makes you angry. Recognize and list the times, people, situations that make you feel irritated or cause of your temper. Analyze the reason behind it, its connection with you. Once you get to know all these things, you will be able to deal with problems.    

    Consult with someone trustworthy  

    Whenever you feel like having no control over your emotions or getting frustrated because of anything, you may consult with someone whom you may trustfully and who will understand you and your emotions the most.

    Such a person varies as per your relations, for example, maybe he or she is your friend, anybody from your parents or your siblings. You should feel relaxed when you talk to them.

    whenever you are taking some steps regarding temper management, you may consult with such people and ask for advice, if any. They may guide you properly as they know everything about you including those things which you have never noticed in yourself.           

    Seek the solution

    anger-management-solution

    There are so many ways to avoid the aggression you have to find in the long term and short term. 

    For long term solutions, you may meditate, read books and develop your listening and communication skills. It will affect not only you but also it will affect the people nearby you also.

    Meditation will help in making you calm, reading will help increase your knowledge and the communication skills will make you express your opinion very effectively among others.

    You may try to find the humour in the situation to release the tension.  Creating humour will also help you face whatever condition you are up to.

    Short term solutions are quick actions that will help you avoid the rage at the time when the situation is getting out of your control. It includes:-

    1. Taking a deep breath 

    Believe it or not but taking a deep breath releases a lot of stress. This may help you feel lighter and more importantly calm. If You are calm an relaxed in any situation, you can easily handle the situation in a much better way. It is one of the best method for taking over any situation not just when you are angry.

    2.Get a walk around

    Sometimes its the change we need. Having a walk may help you a lot. If you are someone who enjoys their own company, then this is the best thing you can do. Trust me , Try it once.

    3. Relax and talk to your friend

    As they say, human is a social animal, we need someone in our tough times. Nobody can be better than a friend who can not only listen to all our problems but also provide us with a sensible solution. The only condition is that you should be honest while stating the facts.

    4. Listen to music       

    Music is the best therapy. It can help you change your emotions. If you are unhappy with something let that frustration go away with the help of music. You will not only feel better but your creative part of the brain will get activated and help you with better solutions to the situation.

    It will help you control your wrath.

    5. Think before you speak

    Sometimes in the flow of emotions, you say something which you can never regret later. Sometimes it may create distance in the relations whatever it may be. 

    So, whenever you think that situation is getting out of control, just make a sensible decision whatever you want to talk about and how it will affect the other person or your relation.

    Do not let it control your mind, you must have control over it, and always use wise words.

    6. Write a Journal

    No doubt, writing a journal is a bit of a good habit in itself. Sometimes you want to speak to someone or you want to express your feelings but you are unable to do so. 

    In this case, you may write it down in your diary. In such cases, the words written lower your frustration caused due to feeling stuck in your mind and you need to express them.  

    7. Learn to forgive and forget

    If you want peace in your life, you’ll have to learn to forgive others for mistakes made by them. You will have to forgive those people who make you angry as you may face them again and again in your life.

    It is not enough that you forgive people who angered you, but you’ll also have to forget the past events which may cause a temper and disturbance to you in future. Remember always the rule of ‘Forgive and Forget’ to have peace in your life.

    8. Empathy 

    empathy

    Every con has two sides is a basic fact. Similarly, every argument, every debate, and every thought may have more than one side. 

    Whenever you are getting angry at someone, before saying anything, you shall consider the other condition or his point of view. Maybe that person was helpless and didn’t intend to hurt your feelings at all, which you are thinking have done something wrong with you.

    This is a part of humanity and basic psychologies which everybody should consider before acting anything optimistic and hurting your relationship. 

    9. Live each day as if it is your last day.

    “Every single minute you are angry, you lose sixty seconds of joy,” said someone.

    This is the best way to live your life. It would change your mindset and you’ll get a new perspective towards life and all the relations you have.

    It’ll teach you the best way to live your life and will make you enjoy your life every moment. You’ll get all the control over the anger you want. 

    Anger Management By M.S. Dhoni

    We all know Mahendra Singh Dhoni, the former captain of the Indian cricket team. He is very well known as the most successful captain of India ever.

    He is also known for his brave and wise decisions even in the most critical conditions ever. In an interview, he has revealed that he also gets angry and frustrated sometimes on the field but he has learnt to control his emotions.

    At an event, he stated “I also feel frustrated, disappointed and angry. I also feel irritation if things do not go our way. But it is all about how you channelize that. 

    Basically, it is about whether the frustration was leading to something wrong for the team. I feel equally emotional. I feel angry at times I feel disappointed but what is important is that none of these is constructive.”

    One more thing he said was that he is also like everyone else but he has learnt to control emotions better than others what a captain of a team needs the most.

    Conclusion

    In conclusion, what I want to say is, Anger is an emotion that can be controlled in a manner that won’t damage our relations and not hurt others.When you’ll learn Anger Management, it would be very helpful for you to enjoy your life and for those too who are connected with you, who care about you. 

    Also Read:  Learning Curves – Improving Efficiency Through Faster Learning

    FAQ’s

  • Know Everything about Blake Mouton Managerial Grid

    Know Everything about Blake Mouton Managerial Grid

    Many experts use Blake Mouton to analyze their team’s performance because the Managerial Grid provides a framework for thinking about leader tasks. 

    Can you recall the day when you were recruiting new team members? What was your behaviour priority then? Tell them what their work will analyze the teams because of Invariably one and two years? 

    You should never ignore human resources and workplace tasks. But, unfortunately, a compromise between these two things leads to the average performance of your team. It is because you failed to inspire the people and their excellent work.

    There is no ideal leader. Everyone has their weaknesses and strengths. By identifying your strength and weakness as a leader, you can bring those changes that need to boost productivity. It is helpful to understand your natural or original approach, so you can adapt or develop those changes required to increase productivity. People also called this framework a leadership grid or a managerial grid. 

    Jane Mouton and Robert Blake developed this theory or framework in the late 1960s. 

    WHAT’S IN IT

    What is the Blake Mouton Managerial 

    The Blake Mouton Managerial Grid works in two different dimensions:

    • The focus on people

    This behaviour tells leaders to focus on people’s interests, needs and wants. Also, the leader should focus on their performance, weakness, strength regarding their performance.

    For this task, it is essential to enable good communication between the team leader and team members. Without communication, you can’t conclude what they want and what their expectations are. Therefore, it would be better to establish good contact for the best productivity out of your team members.

    • The focus on results

    This behavior tells leaders to focus on results instead of people. Therefore, leaders concentrate on organizational efficiency, objectives, and high performance.

    It helps the leader to focus exclusively on their objective and team improvement. To achieve great results, leaders should balance each action. The best thing about the Blake Mouton Managerial Grid is that they offer five leadership styles that can be copied to boost productivity.

    Poor people / Low result improvement management:

    The indifferent managers are ineffective. The only problem with this style is that they only show interest in the task done. Instead of motivating and inspiring the people, they only focus on the job and the study. 

    As the definition is self-explanatory, this leadership style negatively impacts the team. This enormous impact on the team causes dissatisfaction or no satisfaction in work. Disharmony and disorganization are an extensive set-back of this type of management style. 

    Medium people/ Middle result improvement management:

    This leadership style doesn’t work because they fail to focus on people & the task. A similar leadership style is adopted when team members want to deliver the average work. If you are looking for an exceptionally great job or output from your team, we will never recommend applying this leadership style.   

    Strikes a balance between the people and work environment. But this won’t work as they sound.

    High people/ High result in improvement management:

    People also called this authority compliance or an authorization manager. Also, people who believe in this management category always believe that the tea team comes second place after productivity or a task. 

    People from this category have stringent rules, procedures, and policies. Also, they believe that punishment is the best way of motivation for their team. 

    At first, this management boosts productivity. But after some period, this approach causes less motivation. As a result, and due to less morale and team motivation, the performance and productivity decline. 

    Researchers have seen that leaders from this category waste their time to maintain high productivity and performance. After seeing this low productivity, they think that team members naturally dislike their work. Also, they assume that their employees or team members, or employees are inherently unmotivated. 

    Leaders always assume that their employees or team members are not inspired or motivated to get highly recommended. Instead, it is just because leaders don’t have the proper skill set.

    high result managerial grid image

    High people/ Low result in improvement management:

    This type of management is best suited for leaders looking to boost their employee’s or team members’ productivity. People from this category assume that the longer their employees or team members will face, the longer they will give their hard work.

    Leaders from this category also believe that communication is the best tool for relationships and business. They also believe that a positive work environment leaves a significant impact on the work environment and team members’ mental situations. But productivity can also suffer because of a lack of control and direction.

    High people/ High Production task management:

    According to the Managerial Grid theory, it’s the best leader or production style. This task management reflects the passionate leaders’ work and know-how to take care of their team members. 

    In this management theory, people or team members are committed to their organization’s task or work. They motivate the other team members and people who work hard for them and deliver excellent results. But, they inspired the people who work for them. 

    In this task management, team members respected their employees or team Thousand cited to achieve their work. 

    It is effective leadership because team managers always prioritize their team’s needs and their organization’s needs. Leaders do this by involving their employees or team members in every important task. Also, they help their team members to understand the production needs. 

    And when employees and team members are honestly committed to their work and organizational productivity, their production and needs will always coincide. Thus small steps help maintain trust, a good work environment, and respect towards team members and leaders. 

    Steps for The Blake Mouton Managerial Grid:

    Now it’s high time after learning about The Blake Mouton Managerial Grid. Now we have to learn the basic steps for applying The Blake Mouton Managerial Grid.

    1. Identifying your style:
    • Note six or seven conditions where you got recruited as a team leader of the team.
    • For every condition, it’s time to place yourself in a situation where you want to position yourself.

    Various leadership skills tests can help you to choose the best leadership style and managerial image.

    leadership managerial image

    2. Identify your weakness and area where you want to grow:

    • Observe your current situation and assume where you want to go.
    • Improve communication with others and tell them to correct you when you are wrong.
    • Regularly monitor your performance and activities. And carefully noted down when you were wrong in your decisions.

    3. Being a good decision maker:

    • You need to focus on the situation and decide between people- and task-oriented management approaches.
    • You should understand if a task-oriented managerial style is required or a team approach would be better. 
    • Sometimes, you have to decide to be a good motivation for others to boost the members’ morale. 

    How do you hire someone?

    Hiring someone from a group of people is not an easy task. Hence, you make it easy, here are some tips for you:

    • Understand your need
    • Provide a clear job description
    • Look for candidates having some experience
    • Discuss with your partner
    • Using a checklist might also be of great help
    • Ask some job-related questions
    • Try to assess the candidate’s potential to perform the tasks confidently and with ease. 

    Here is a small test that you can use while assigning a task

    The answer to the question, “ How do you assign tasks to the members?” can be given by asking yourself and the member a few questions. Let us understand what those questions are.

    • What he is hired for: This will help you understand the qualities you were looking for while hiring the person.
    • What he is not hired for: This will make you understand if the member compromises his existing skill.
    • What he thinks he is good at: Sometimes you might be unable to correctly figure out the best skill of the person, it is always a good idea to know the same from the person himself.
    • What you think he is good at: Though the person understands his capabilities better, you can still find a better side of the person he was always unaware of. 

    What should a leader work on?

    Being a leader, you should understand that your team members are what you inspire them to be. The statement might be a bit confusing. In simple words, you have to keep up the pace of the tasks that are to be done, maintain the team’s enthusiasm, and keep them encouraged. When your team members see you working hard, you will be an inspiration to them, encouraging them to work with confidence. Hence, you should frequently question yourself:

    • Do you doubt your ability to succeed?
    • How do you want your team to work?
    • When someone from my team is upset, what do you do?
    • In tough times when you struggle to find what’s next, do you involve your team?
    • Do you make your team members feel special?
    • If your team member failed to do a talk because of personal reasons, what do you do?
    • What do you think about your team’s motivation?
    • Do you get upset at the workplace because of your team? Invariably, they don’t do the work on time?

    When you ask these questions to yourself, you will figure out the points where you need to perform better or where your team is lacking. You are the leader of your team, and you have to find ways to improve it.

    Do you want to find out how efficient you are in leadership? If yes, we have got an amazing quiz for you. Answer these questions mentioned below with complete honesty and you’ll get to know about it.

    Leadership Test

    1. How do you assign talk to team? 
    • What he is hired for +1
    • What he is not hired for -2 
    • What he thinks he is good at +1
    • What I think he is good at +2
    • Mix of 3rd and 4th –3
    1. Do you doubt your ability to succeed 
    • Never it’s my duty +3 
    • really +2
    • sometimes +1
    • I don’t think being successful is everything -3
    • most of the time -1
    1. Do you always look for perfect results? 
    • Never -2
    • Really -1
    • Sometimes +1
    • often +3
    • Always +2
    1. How you want your team to work 
    • As hard as be more than me +3
    • More than me +2
    • why would I hire if I wanted to work -3?
    • It’s my work; they can do what they want to do -2
    1. When someone from my team is upset, what do I do?
    • it’s party time +1
    • nothing, it’s not my duty -2
    • I ask him/her what’s wrong and try to give solution +2
    • Give him/her extra work +0
    • I give him/her a paid leave -1 
    1. In tough times when I struggle to find what’s next
    • Ask my team for the suggestion +3
    • Want intellectual indies videos +0
    • Ask on social media +2
    • Wait for the idea -1
    • Meditate to relax -1
    1. If your team member failed to do a talk because of personal reasons, what would I do?
    • Nothing +0
    • Try to understand the problem +2
    • Give them a warning +2
    • Fire them -1
    • Salary cut -2
    1. What do you think about your team’s motivation?
    • Always +2
    • Often +1
    • Sometimes +0
    • Never, it’s not my duty -2
    • Rarely -1
    1. Do you get upset at the workplace because of your team? 
    • Invariable, they don’t do the work on time -3
    • Sometimes +0
    • Rarely, but it’s a part of life +2
    • Never, my team is best +3
    • I am not getting paid to get upset -2
    1. I enjoy analysing problems
    • Always +2
    • Often +1
    • Sometimes +0
    • Never, it’s not my duty -2
    • Rarely –1
    1. How often you want others to accept your ideas?
    • Always -2
    • Never -1
    • Ask others and then come up to conclusion +3
    •  Sometimes +1
    • You are leader, everyone should accept –2
    1. When do you feel it necessary to meet your team?
    • Sometimes -1
    • Never -2
    • On occasions +0
    • For discussion of team development +1
    • To make them feel comfortable +2
    1. What is a best asset for a leader?
    • ability to motivate +2
    • inspire a team  +1
    • Discuss about his/her life -2
    • Party with him/her -1
    1. How to delegate responsibilities?
    • give them the opportunity to take on the task +3
    • would monitor his/ her progress +1
    • Help him/her in work -2
    1. How to deliver something inconvenient to team?
    • Bring them together and state the news. +2
    • Share viewpoints to know how to avoid a situation.+3
    • Scold team for the situation.-3
    • Hold on and wait for whatever happens. -2
    1. How do you respond to criticism?
    • Argue  -3
    • Stay quiet -2
    • Realize and then react +2
    • Understand and work accordingly +3
    1. How to praise a team member?
    • a meeting to bring up the praise +2
    • Appreciate them with a text -1
    • Give them bonus -2
    • recognize success in front of the group +3
    1. How to work according to schedules?
    • Pressurize the team -3
    • Communicate about goals +2
    • Work according to time management +3
    • Mark up progress +0
    • Leave everything on team -2
    1. How often do you see changes?
    • Never -1
    • Sometimes +0
    • All the times +3
    • Whenever something is required in extent -2
    1. How to create work-life balance?
    • Maintain integrity +2
    • Be communicative +1
    • Work less and focus on other issues -3

    Well, here you can examine your performance based on the score you have got while answering these questions.

    Score less than 16 or in middle of 16 – 34

    If you are in this category, you have to work hard on overall development and improving your leadership skills. 

    Score 35-52

    In this category you’re doing okay in your leadership skill as there’s a lot of scope of improvement. You can examine the questions on which you have lost score and work on improving those portions specifically.

    Score between 53-90 or greater than 90

    Great job! If you are in this category are you already on your way to becoming a great leader. As there is always the scope of improvement you can work a bit on the pointers you didn’t score that well then there’s no going back.

    Irrespective of whatever score you have got you can always improve as a leader. There are various skills and human traits that combine which make a great leader and you should always have self-confidence and a positive attitude towards it.

    Conclusion

    The Blake Mouton Managerial Grid works in two different dimensions. 

    The focus on people: This behaviour tells leaders to focus on people’s interests, needs, and wants. Also, the leader should focus on their performance, weakness, strength regarding their performance.

    For this task, it is essential to enable good communication between the team leader and team members. Without communication, you are unable to know what they want and what their expectations are. Therefore, it would be better to establish good contact for the best productivity out of your team members.

    The focus on results: This behavior tells leaders to focus on results instead of people. In this behavior, leaders concentrate on organizational efficiency, objectives, and high productivity.

    Also, you can read our blog on How To Help Your Team Feel Good

    FAQ’s

  • How Training The Trainer Can Increase Your Profit !!

    How Training The Trainer Can Increase Your Profit !!

    Many of you are young professionals who get a lot of experience of knowledge of a particular topic, and you also impart that knowledge to others, but many of us. There is a lack of competence of the trainers—the experience of the qualities of a trainer. Also, there is a need of training the trainer.

    Let us first look at the characteristics of a good trainer that a good trainer should have essential honesty so that others have the empathy to understand the needs of the audience, and so on. 

    Because at that particular moment, you are the trainer, or in that specific session, you are the boss, you are the leader, and everyone is watching you, then let us imbibe these qualities to be an excellent trainer.

    So, what comes next is the need assessment a trainer must assess the needs of his participants the delegates the students or the people to whom he is addressing or training so.

    How do you do the need assessment? Can be by one-to-one interview need assessment can be by interviewing the groups need estimate can do by sending a questionnaire asking them to fill in specific questions and then you arrive at individual decisions that what kind of a group.

    It is to whom you are addressing are the young people in the age group of fifteen to twenty-five, or they are the mid-level managers. From twenty-five to forty, or it’s a high management team. Forty to fifty-five may be at the more top positions. 

    What kind of language they generally speak in what type of environment? That will be comfortable receptive to what you talk this all comes from your need assessment which is very important just do not go and start imparting training.

    WHAT’S IN IT

    Learn from your training and teach

    How Training The Trainer Can Increase Your Profit

    I think your purpose will not be served now, having decided they need having agreed on the topic having decided what you are going to impart the training it comes to what kind of techniques of preparation.

    So, you are going to deploy you just blindly going to speak to them, or you will show them so on some audio-visual, or you are going to discuss with them. Then you apply some training methods which are the training methods the role plays involve the group of people or divide them into various groups give them specific tasks to do it which is a part of the training.

    It can be a demonstration, are you either trainer going to demonstrate yourself without involving the participants a beautiful house friends and what is the difference between this and their display yourself you are giving. Telling people by way of demonstration of what you want to speak these.

    The intent and nature of training the trainer

    The link between teaching and learning is’ training. Training means the functional form of a profession or artistic skill. Basically, iis the education that is imparted from any system or regularly. For example, Ram teaches a computer to the children in his school.

    Moreover, is concerned with acquiring special skills for a particular purpose. Education is generally a broad term, which includes the social development of the individual socially and physically. Thus this is only a part of the overall process of learning.

    Training the Trainer is a systematic method by which individuals learn knowledge as well as skills for a particular purpose. The meaning of training is regularly described in the Oxford Dictionary as practical education.

    Training Type:

    1- Technical Training

    2- Human Relations Training

    3- Principle perception training

    4- functional training

    Speech training

    Speech Training The Trainer

    Just like hearing, the speech speaker gets speech practice only before formal education. But there may be errors in this informal teaching. Example: Many times, a child speaks a parrot, so to show love, parents also start talking with him in the same way. 

    Due to this, there is a fear of this permanent laxity. Similarly, due to affective insecurity, sometimes the student starts to stutter, informal teaching, the teacher has to give this type of speech-training so that the student can avoid these defects.

    Reading Training

    Reading Training plays an essential role in language teaching. However, it is considered a secondary linguistic skill. However, it is a necessary skill for mother-tongue speakers. The practice of reading starts the student only informal teaching; ultimately, the teacher is responsible for its success – failure. 

    From this perspective, the teacher’s responsibility increases. The student must read with definite, pure, proper stop, allowance, stress so that he must get the maximum opportunity, and the teacher should make him aware of his mistakes immediately. 

    Writing-training

    Reading Training The Trainer

    It is also an essential part of language teaching. In the teaching sequence, its practice starts with reading, but new language-learning methods are now emphasized that instead of teaching the child to write for the first year, they should practice drawing the different lines to play. 

    Prepare yourself for the practice of writing and also training in sports. After this, the students flattened the sand, soil, etc. and wrote the game method. Then slowly, he practices writing through simulation.

    Training features

    1. Training is an essential subsystem of human resource development and one of the primary operational functions for human resource management.

    2. Exercise is a systematic as well as a pre-planned process in the event of employees.

    3. Training is an ongoing process.

    4. The practice is the process of gaining a learning experience.

    5. Training in the form of practical education of a task.

    6. Through training, the knowledge and skills of employees are increased. And their thoughts, interests, and attitudes change.

    7. Training increases the efficiency of employees.

    8. The practice is the purposeful appropriation of human resources, as it helps in accomplishing organizational goals.

    9. Training management has a significant responsibility.

    Therefore, it can be said as a conclusion that training is the process of providing information to the employees to perform tasks accurately and effectively to increase their understanding, efficiency, and productivity towards their work.

    Training objectives

    Training the trainer objectives

    The success of a training program depends on how efficiently its objectives have been determining. The goals that organizations have for training their employees are as follows: –

    1. To prepare both new and old employees to meet the current and changing needs of the work and organization.

    2. To provide the necessary basic knowledge and skills to newly appointed employees for efficient execution of a specific task.

    3. To maintain the system of qualified and skilled employees at all levels of the organization.

    4. To make the employees compatible with the working conditions and organizational culture.

    5. Achieving the best performance from employees at minimum cost, wastage and waste, and minimum supervision.

    6. To introduce employees to methods of accident prevention.

    7. To develop employees to familiarise employees with new technology and technological changes and to keep pace with the changing environment.

    8. Preparing employees to adjust to new working conditions regarding transfers and promotions

    9. To enable employees to work more effectively in their current positions by providing them with the latest concepts, information, and techniques and developing the skills they need in their particular fields. Providing support for

    10. To simplify the functioning of all departments under the organization.

    11. To improve the work habits of employees.

    12. To develop the ability of employees to do self-analysis and decision-making related to work.

    13. To promote individual and collective morale, feeling of responsibility, the mentality of cooperatives, and sweet relationships.

    14. To ensure the achievement of the economic goals required by the organization.

    15. To fulfil the goals of human resource development.

    Conclusion 

    In this article, we have given you all the information related to Training the Trainer. In our opinion, you should read it and practice it so that your skill is bright if you want to ask any questions related to this, then you can ask us in the comment box.

    Also read our blog All You Need To Know About Risk Analysis And Risk Management

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  • Leadership Responsibility – Everything you need to know

    Leadership Responsibility – Everything you need to know

    In this blog, we are going to explain everything about leadership responsibility.

    The word responsibility suggests The state of being accountable for something. And quite unsurprisingly, a leader is responsible for and everything in the organisation he/she leads.

    A leader does not have the liberty to say that they were unaware of the happenings. And that’s what makes the job of a leader so dangerous or so exciting. Whichever way you would like to see it.

    Let’s dive deep into the article, and before this article ends, I assure you that you will have a basic idea of what is expected of you in a new leadership role.

    WHAT’S IN IT

    leader responsibility

    Qualities in Leaders

    When it comes to activities, there are many things that a leader may have to perform based on the nature, movement and goal of an organisation.

    But one thing that is common in any organisation’s leadership role is that the leader is accountable for anything good and evil in the organisation.

    And instead of being afraid of this fact, take this as an opportunity that you have the privilege of taking the organization and the people associated with the organization in a direction where it can yield maximum results.

    To do this, it is essential to develop certain traits that come in very handy in a  leadership role.

    Communication Skills

    It is a crucial skill of any leader. A leader constantly has to communicate with people. Be it his/her team members or supervisors. It is essential to communicate clearly with your team to bring everyone on the same page towards the same goal. Thus a leader must have the necessary communication skills.

    Confident

    Have you ever been in a situation where one person gave a brilliant solution but communicated it in a little unsure manner? And on the other hand, another person gave a so-so answer but shared it confidently, and most people present there thought that the second person was correct.

    That is how important confidence is. You should have complete faith and trust in the ideas you present, the decisions you take, and, more importantly, the team members. This way, your team will believe in your vision and walk on the path with you.

    Organization skill

    It is an essential skill to have if you are working with multiple team members. Also, It helps in keeping things sorted and makes management less time-consuming. It also helps in easily tracking some loopholes in the process, if any.

    But has been seen very often that too much organisation kills the excitement and joy of doing something. It makes the process dull and boring. Thus it is essential to keep things balanced.

    Happy team under good leadership

    Delegation and empowerment

    As the team grows, it will be nearly impossible to do everything on your own or even be an active part of everything in the organisation. Thus, it is essential to delegate tasks to other capable team members and focus on your organisation’s most critical aspects where your interference is of utmost importance.

    Trust the team members for what they can do, give them any kind of resource they need, and let them do the task. Micromanaging is not a good idea, and neither is it practical in a big organisation.

    Believing in team members and assigning them important tasks helps develop a trustworthy relationship. This way, you can create many leaders under you who are intelligent and capable and have great trust in you.

    Integrity and honesty

    This is one of the utmost vital qualities of a leader; his/her integrity should be unquestionable in any situation. Building trust takes a long, long time but breaking it is elementary.

    Just one lie to your team members, and when people find out the truth, they will never believe you again after that. That fragile trust is. So never break it. Always be honest with your team members about everything that you do.

    Taking responsibility

    Responsibility in a page

    By now, we know how important it is for a leader to take responsibility for everything happening in the organization. But how can a newly appointed leader effectively do that? Let’s explore this question in this part of the blog.

    Understand Organisation mission

    Every organisation has a specific goal for itself, and accordingly, they have a mission statement. It is crucial for everyone in the organisation to be well versed with it. It is not just with the words but with the natural feeling behind those words, and only then can they work in the same direction.

    And as a leader, your job is to go a step further and examine if the mission statement is still valid. Do the organisational goals need any tweaks? And if the plans or the mission statements need changes according to you.

    Discuss them with the other experienced people in the company and conclude changing the goal or mission statement if needed.

    Figure Out the main stakeholders

    Understand who are the key people for your organisation. Whom does the organisation serve? Who has some real power over the organisation, who controls the resources required in the organisation?

    Also, find out what drives each of them. It may be as simple as respect; for somebody else, it may be their profit, which differs. And it will be great if you can figure out these key points beforehand.

    Also, have good communication with these people. Try to befriend them or bring them to a point where they can talk openly to you. And speak to them about the organisation.

    What do they like or dislike about the organisation? What changes do they want to see? These conversations will give a better view of what you are going to deal with.

    Understand Organization structure and culture

    This is a task where you need to give a substantial amount of time. You should go through your entire organization: every part, every team of it. Find out the different systems and processes used in the organization.

    See how effective those systems are, and if needed, don’t shy away from tweaking them. This is very important for the long term efficiency of your organisation.

    The culture of your organization is another very important aspect that most people don’t give importance to. It is essentially essential to consciously shape the cultures to align with the organization’s goal. Thus if you feel that the culture is going the wrong way, it’s time to change!

    Happy team culture is a leader responsibility

    Be Accessible

    One of the major issues that organisations face is that people who work at the ground level, who experience the actual day to day problems in the organisation, don’t or can’t report it to the leaders, who have the power to fix it.

    This may lead to significant issues in the organisation. And the reason behind this may be that probably the leaders are not accessible to them, or maybe they are not sure if it’s safe to speak about a problem to a leader.

    But as you are a new leader, there is no already set image of yours in their mind. So as much as possible, go among the people of your organisation. Talk to them. Mix with them. Have lunch with them. Show them that you are one among them and no alien.

    These simple actions will change the way they approach you, and the chances of them reporting to you directly any issues in the organisation is much higher.

    The constant work

    After executing the above points and fixing the needed parts, it is most likely that new challenges will keep arriving with time. Still, if you constantly stay alert and keep looking for new problems, before the situation turns into something big, you will be able to deal with it swiftly.

    Thus it is necessary to make time in your daily or weekly schedule for problem scanning.

    Try to make a balance between micromanaging things in your organisation and leaving everything on someone else. At least you should be well informed about everything happening in the organisation.

    Also, don’t keep your daily schedule so tight that if you are needed in some part of the organisation on certain days, you can not be present there.

    Conclusion

    Finally, I would like to say that there is no single right way of doing things, but with some presence of mind and smartness (which you have if someone appointed you at the leadership role), most items can be well tackled. This is a leadership responsibility.

    And even if at some point something unexpected breaks, do not stay with it for too long. Learn from it and move on. It is a long journey full of learning, and you are just starting. Start it with joy and not worry and try to keep the joyfulness up and spread it in the organization.

    Also, you can read our blog on Corporate Social Responsibility-The Most Effective Strategy

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  • Doblin’s 10 Types of Innovation: Spread Your Creative Efforts

    Doblin’s 10 Types of Innovation: Spread Your Creative Efforts

    In this blog, you will learn about Doblin’s 10 Types of innovation. In-Depth information for all 10 Types of Innovation.

    At the point when we hear individuals talk about development, we used to think as the same word for new items. But in reality, it is not just that only. It is one of the root causes leading to many of the mistakes inexperienced innovators make.

    In 90’s Doblin realized it and developed the Ten Types of Innovation to solve this problem.

    WHAT’S IN IT

    Doblin’s 10 Types of Innovation

    Doblin's 10 Types of Innovation

    Doblin introduced his ten types of innovation framework during the late 90s.

    Doblin identified innovation as a holistic approach within an organization consisting of all functions, processes, and operations.

    It looks at the whole issue and situation of the business then tries to work out how innovation can be identified and applied to the business.

    Innovation

    Innovation is a long term permanent change in a product or some production process.

    But it is also a change in the production system itself or a difference in the business. 

    Innovation is forced on business because of technological change and the need to remain competitive.

    Generally, Innovation tends to come from the outside. It tends to come from the environment in which the business work.

    It might be due to changes in technology, some changes in working methods, and some other things.

    Some changes are considered based on the perceptions of the owner. The changes might not be related to technology but related to the production system. 

    If the owner thinks that if he or she shifts the production system from one area to another and reorganizes the firm or the marketing department, it will lead them to a competitive advantage, and that was also innovation.

    But most of the innovation comes from outside and some due to changes in an internal factor.

    Innovation runs across all the functional areas of the business, whether it be marketing or production. 

    Dolbin Innovation framework has three categories consisting of 10 innovation types.

    These ten types are divide into three groups.

    First is the Configuration

    Under configuration, we have the company’s internal system, functions, and core foundations. 

    The configuration is the fundamental question about the business-like:

    How it manages to produce its product or its service, and the structure of the business.

    Second is OFFERING, and under offerings, we have the company’s products and services that we are offering.

    The third is EXPERIENCE. They focus on the end-user and customer experience of the product or service.

    Configuration 

    1. Profit Model
    2. Networking
    3. Structure
    4. Process

    Profit Model

    It’s an essential and crucial element for Doblin’s innovation.

    The organization must survive through financial means because it’s pointless for a business attempting to be innovative if it’s not producing sufficient resources to survive. 

    So it is essential for a business to be profitable to engage in innovation.

    It’s a prerequisite if it doesn’t have the resources to be innovative. It cant be innovative. So a business must have enough resources flowing in for it to engage in innovation.

    The Organisations were considered innovative profit models that work for the business and ensure profit potential.

    It’s not just a question of being innovative for innovation’s sake. 

    The innovation that’s selected by the business should improve the performance of the business in the market place.

    It should help the Business which produce a better product or a new product, give the customer more satisfaction, and lead to more efficiency.

    In other words, innovation is target-oriented. It’s not just for the sake of innovation. Its innovation that’s been implied because it is logical to do so.

    NETWORK

    Doblin’s 10 Types of innovation

    Networking is an important function for success. All Businesses should make the network to build and grow their client base.

    Networking means to grow one’s contact and work with other organizations. This helps in building cordial relations with other organizations.

    Networking is pervasive. Different functions within the business need to be properly networked.

    They must communicate and have a high standard of communication internally.

    There must also be good communication between the business and the customers, also between the business and the suppliers.

    The quality of the network or the number of networks is also a feature of the business.

    And there must always be a try to improve the networks because the network is essential.

    Sometimes by merely having contacts on the broader market, the business can innovate and bring in new products because of feedback from the customers.

    Networking also helps us to keep the record of our competitors and to anticipate competition. Networking is also essential for a business to make timely and sound decisions.

    A new concept called “open innovation” allows organizations to connect, learn from each other, and utilize their resources and technology.

    STRUCTURE

    The structure includes all the company’s assets and resources.

    Simply structure is the picture of the business’s physical resources like the buildings, the raw materials, and the machinery of the vehicles.

    But it also includes the intangible ones like the goodwill of the business, the contacts, the networks—all of these pins the picture of the company.

    An organization must structure their business in the best and innovative way that suits them.

    Organizations must be creative in the way they organize human resources and the management of business units.

    Important that the organizations also make sure that employees are properly looked after, and their welfare is also taken into consideration.

    It’s also important that the organization also presents itself as a caring organization and not just pretend to be one.

    An organization’s Structure must be unique to prevent competitors from copying.

    Organizations try to be different, but when an organization is successful, that means it’s generating high profitability.

    The word does get around in the Marketplace, and then the other companies tend to copy them.

    PROCESS

    The process involved an organization’s ability to innovate its process capabilities compared to its competitors.

    This function looks into the production or in the way in which products or services are developed.

    Henry Ford was a prime example of process innovation when he developed the assembly line.

    There was no assembly line developed before, but he brought an innovation in the production process.

    Process Innovation includes implementing supply chain and Logistics processes.

    The function is looking at the whole supply chain from the delivery of the raw materials to the dispatch on the other end.

    And it is also finding ways that can be done at a reasonable rate. 

    This function also aims at providing reliable service to the customers.

    Just in time known as JIT and inventory management also plays a role in process innovation.

    Amazon’s innovative supply chain and delivery systems are Amazon Prime, which allows them to achieve success.

    This is because of a great inventory management team, policy of JIT adopted by amazon.

    Offering

    Offering is classified in 2 types:

    • Product Performance 
    • Second Product system

    Product Performance

    Product performance concerns the value of the product or service. 

    Here, the product’s value is the reflection of the product performance or how well the product meets customers’ expectations.

    This includes special features and the quality of the product offered to the customers.

    If the product becomes successful then the company will tend to produce the products.

    Therefore this is an ongoing process of innovation to constantly change the product and bring it up to date.

    The focus areas to build an innovative product or service, which means the customer needs and achieves success in the competitive market.

    The type of Doblin’s innovation can be new products or newer modules of the existing product.

    For example, Apple is constantly looking out for its products to find out what they can add to the product to meet customers’ expectations.

    Product System

    The product system involves developing innovative approaches to sustain the existing product by offering services.

     Companies can create other product and services which can be integrated into one product.

     The purposes of doing this are to develop robust products that will further satisfy customer needs.

    Experience

    SERVICE:

    Service innovation refers to the quality of service provided to the customer.

    The service must enhance the value of the product offering. So whenever the companies make a change it must enhance the offering of the product. 

    This is an important aspect as a customer’s experience will result from them making a purchase.

    If the customers are happy with the way the business is going and with the innovative changes in the product then the customer will purchase. But if the customer is not happy they will not purchase.

    CHANNEL

    Channel innovation focuses on key methods used to connect with customers.

    A different channel is open for the customers for buying what they want and from where they want.

    BRAND:

    Brand innovation refers to a company’s brand image and its ability to deliver the company’s visions and goals.

     A strong brand communicates a positive customer reputation and perception of the product/ service. 

    A strong brand will encourage more Innovation and help the company sustain its position within the market.

    CUSTOMER ENGAGEMENT:

    This type of innovation focuses on the extent to which a business and its product/ services engage with its customers.

    This is focused on building experience through creative ideas, interactions between customers and the product.

    Conclusion

    In this blog, we learned about Doblin’s ten types of innovation. We have also learned about prioritizing of the features.

    Generally, innovation tends to come from the outside. Doblin identified it as a holistic approach within an organization consisting of all functions, processes, and operations.

    Also you can read our blog on 9 life lessons that you can learn from sports

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  • All About Rolestorming – Improving Group Brainstorming

    All About Rolestorming – Improving Group Brainstorming

    Rolestorming is a brainstorming technique that is invented by Rick Griggs in 1980. Rick Griggs is a Business guru and he has developed this technique. 

    It involves the role-playing of a character. Generally, sometimes we feel ashamed or fear of sharing our new and unique ideas with others. 

    We just think about what they think or our idea is good or bad. So role storming techniques helps you to share your knowledge, feeling, or unique ideas with others.

    This technique is a type of brainstorming technique and it helps in decreasing fear by replacing it with laughter, fun, and foolishness.

    So you can use this technique to share your ideas with others with a new perspective. It is a simple way to tap others into our creativity and share our thought without feeling fear.

    I think role storming is a creative process because by applying this technique you can easily share your thoughts with fun and some creativity.

    WHAT’S IN IT

    What is Role storming? 

    Rolestorming - Improving Group Brainstorming

    Griggs (1985) claims that idea generation from brainstorming can be substantially increased if participants brainstorm as if they were someone else. 

    There are two possible reasons for the suggestion :

    • Switching perspectives is creatively provocative in itself.

    • It may reduce inhibitions. The underlying logic of this is: 

    ‘For me to generate silly ideas like this would be undignified, but for me to tell you what silly ideas someone else would produce is fully acceptable (because it is no longer ‘me’ that is doing it). 

    This is equivalent to some of the distancing and desensitizing techniques used in NLP (neuro-linguistic programming) to reduce the impact of anxiety-creating situations. Superheroes (q.v.) uses similar principles but uses fantasy, rather than real, roles.

    Rolestorming process 

    Rolestorming is not a complete idea-generating process on its own, but it is an excellent and simple supplement to others. 

    You might build it into a brainstorming process as follows:

    1. Use conventional brainstorming or any convenient idea-generating technique to ‘purge’ the first wave of easily accessible ideas.

    2. Identify someone who you know well (but who is not present) – perhaps a colleague or friend, or someone in public life.

    3. Take on that role, adopting their beliefs, world view, attitudes, etc. If you wish, you can get completely into the role, ‘becoming’ the person and using ‘I’ to refer to them. Otherwise by all means refer to them in the third person: ‘My person would suggest…’

    4. Brainstorm (or use other techniques) while ‘in role’.

    5. If you wish, repeat Steps 2–4 for other identities.

    How to use 

    Creativity takes bravery. We sometimes feel guarded about sharing new ideas with others. 

    Role-storming is a type of brainstorming which helps decrease these inhibitions through fun, foolishness, and laughter. 

    Use this technique to encourage idea sharing and to view things from a new perspective.

    Identify and assign roles – They might be related to sectors of the community, roles within the coalition, or just plain silly.

    Get into character by asking – How does this person see the world? How would this person solve problems? What are their strengths and weaknesses?

    Let the show begin – Start brainstorming as your respective characters. Be sure to record your ideas.

    When everyone is out of fresh ideas, consider assigning new roles and doing this process a second time. 

    Review all ideas at the end and note what you wish to move forward on.

    Rolestorming Techniques

    1. Workers can think creatively when they start general brainstorming regularly and attend general brainstorming sessions. 

    As a consequence, obvious ideas will receive more attention.

    2. Identifying roles By deciding in advance who takes on which role, it is easier for employees to identify with one another. 

    A choice can be made from individual roles or collective roles. This happens in consultation with a group of employees. 

    The role that has been chosen must not refer to a member of the group. To arrive at a good identification, it is considered advisable to have some information on the character. 

    The role does not necessarily have to be associated with the problem that needs to be solved…

    3. Putting oneself in someone else’s shoes to relate to the role, helps to focus on the chosen figure/character for a few minutes. 

    These questions could be helpful in This technique –

    What could this character’s personality be like?

    Second, What is this character’s perspective of society?

    How would this character solve problems?

    What are this character’s strengths and weaknesses?

    4. Role Storming – At this stage, everybody starts brainstorming together from their respective roles. 

    From their new roles, they will feel free to suggest ideas and look at problematic situations from new and different perspectives. 

    By speaking in the ‘I’ form they are encouraged to do so, my character does not see a problem but an opportunity. 

    Each participant must get an opportunity to speak during the role storming session.

    5. Repetition – When the sessions have produced insufficient creative ideas, it is advisable to repeat the entire procedure with various ‘new’ roles. 

    Also, continuity is important. For employees to get used to role storming, it is recommended to initiate such sessions at regular intervals.

    Conclusion

    At the end, I just want to say that Rolestorming is a unique form of group brainstorming that involves role-playing.

    It really helps you in decreasing any kind of fear by replacing it with laughter and fun. Rolestormers may play real-world characters, such as clients or managers.

    Also, you can read our blog on The Charette Procedure-Brainstorm Ideas

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