Building a sense of empathy among professionals has now become one of the key tasks for people management professionals. This is because there is a substantial empathy gap that has emerged as per data received from marketing research firm Business solver, in a study titled State of Workplace Empathy. While most CEOs surveyed confirmed the need for the same, few practiced themselves some key empathy inducing traits. In order to develop some empathy in oneself, the first step is to listen actively to others’ viewpoints. Differences need to be explored and appreciated. Reading of fiction will actively help. Some companies even curate corporate training programmes built around mindfulness, to encourage such attentive behavior. At the end of the day, professionals need to appreciate why they need to possess that doze of empathy.


Uploaded Date:24 October 2019

The English football team did extremely well at the last world cup by reaching the semi- finals. Remarkably, its coach Gareth Southgate got the players trained for a penalty shootout, which they won for the first time ever, having exited a few times previously by the tie- breaker method. The world of sports gives an insight in to performing under pressure, that must be adopted by businesses as well. One is that every team must go through its corporate training with a set purpose in mind. One must never rush too much, but take the normal course of time. Professionals’ reactions matter, so they need to be kept under check. One must however, never obsess too much about anything. Confidence alone does not guarantee success. It needs to be replicated on the field of work.


Uploaded Date:03 October 2019

A lot of jobs that are extremely bound up in routine, end up as the first to get the nod towards automation. This could lead to mass retrenchment of job opportunities, but could also provide scope for further corporate training sessions that will focus on upskilling. The right upskilling measures require a deep understanding of business analytics and the data used for it involving insights on employment prospects, skills and tasks. Six steps have been identified in this entire chain. First of all, the situation needs to be analyzed and understood. Then, one has to design a skills plan. The third step is to assess individually the skill levels of the employees present already. Then one needs to match the right jobs, and engage the workers accordingly. The specific training is the fifth step, followed by administering the entire project and monitoring it to ensure the desired results are achieved.


Uploaded Date:11 September 2019

The typical routine that helps corporate training sessions succeed best is- describe, demonstrate, do. The trainer gets full marks for this execution, yet several employees later feel the pressure when ‘do’ part appears the toughest to execute, as one is forced outside the comfort zone. The act of learning is either behavioral, methodological or even intellectual. The experience of the same though is more emotional. This is one reason that trainers usually do not like to be seen as learners. Those in the business of running leadership training programmes, need to themselves be part of a few off them, to understand how things could improve. One can start off as a beginner at workshops, where the stakes aren’t that high. One needs to feel everything, as part of the overall emotional courage.


Uploaded Date:29 August 2019

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