DCI is giving away tools for the new Objective Focused People and Organizational Development System Today
You will get access to some resources that will help you identify improvement opportunities in your organization to transform your current Training Curriculum to an Objective Focused Organizational Development process, and all with in your current budgets.
Additionally the first 8 people will have the opportunity to work with us to create your own Easily Implementable, Objective Focused, Total People and Organizational Development Plan.
And the First 50 people to visit the web resource site when it opens at 12pm (GMT +8) will get the new released "Lessons from the Monkey King Video".
Go to http://directivecommunication.com/revolution.php
If you find it useful or insightful, please do pass this link to others who can benefit.
From Indonesia, Denpasar
24You will get access to some resources that will help you identify improvement opportunities in your organization to transform your current Training Curriculum to an Objective Focused Organizational Development process, and all with in your current budgets.
Additionally the first 8 people will have the opportunity to work with us to create your own Easily Implementable, Objective Focused, Total People and Organizational Development Plan.
And the First 50 people to visit the web resource site when it opens at 12pm (GMT +8) will get the new released "Lessons from the Monkey King Video".
Go to http://directivecommunication.com/revolution.php
If you find it useful or insightful, please do pass this link to others who can benefit.
From Indonesia, Denpasar
While I do agree this is a revolutionary concept, and the benefits appear to be quite substantial, I must honestly comment that I do not believe it will be widely accepted.
Most Training managers or HR practitioners are quite set in their ways. They are doing the ad hock training because its easy. This concept would require the people in charge to get out of their comfort zones and we all know how that works out.
Perhaps 5 to 8 years later, your concepts will be more accepted, but I do wish you luck.
From Indonesia, Denpasar
Most Training managers or HR practitioners are quite set in their ways. They are doing the ad hock training because its easy. This concept would require the people in charge to get out of their comfort zones and we all know how that works out.
Perhaps 5 to 8 years later, your concepts will be more accepted, but I do wish you luck.
From Indonesia, Denpasar
I quite resent that comment Rutherford, not all HR managers take the easy way out. I have actually proposed this system to senior management and will be making a presentation on it in our Monday meeting. I believe many other HR managers are just as keen to make positive changes in their companies too.
:-x
From Indonesia, Jakarta
:-x
From Indonesia, Jakarta
Dear Marcieteo
Please don't get me wrong, I am all for new advances. But Understand I am a highly paid HR consultant, and seldom do I find managers that actually wish to create more work for themselves by delving into new territory. They almost always prefer to keep doing what they are doing and just look for an easier way to do it, perhaps you are the exception but I would like to see what happens at your meeting.
When I do projects, I am asked to solve problems. When my problem solving solutions are outside of traditional methods, even if it is more cost saving, I am usually asks for a different solution.
Sorry but it is a fact that most people in HR are just not open to change, and unfortunately, most trainers perpetuate that mindset by delivering the same old content over and over.
RT
From Indonesia, Denpasar
Please don't get me wrong, I am all for new advances. But Understand I am a highly paid HR consultant, and seldom do I find managers that actually wish to create more work for themselves by delving into new territory. They almost always prefer to keep doing what they are doing and just look for an easier way to do it, perhaps you are the exception but I would like to see what happens at your meeting.
When I do projects, I am asked to solve problems. When my problem solving solutions are outside of traditional methods, even if it is more cost saving, I am usually asks for a different solution.
Sorry but it is a fact that most people in HR are just not open to change, and unfortunately, most trainers perpetuate that mindset by delivering the same old content over and over.
RT
From Indonesia, Denpasar
I believe the point is the new system, not who will or will not apply it. Using this platform for bickering helps no one. Rutherford, since you are a "highly paid HR consultant" perhaps you could give us some insights on what you think about the new system. And Marcieteo, perhaps you can tell us why you think it will work in your company.
Rada
From Indonesia, Jakarta
Rada
From Indonesia, Jakarta
i'm with marcieteo, the ideas are great and if we really can do it within budget, i would be the first to make it happen.
i believe most hr professionals take pride in their job and accomplishments. and this actually seems easier to maintain, not harder. its like a one stop shop that gives you more value as a bundle. as long as they deliver, why should we go anywhere else.
From Indonesia
i believe most hr professionals take pride in their job and accomplishments. and this actually seems easier to maintain, not harder. its like a one stop shop that gives you more value as a bundle. as long as they deliver, why should we go anywhere else.
From Indonesia
Hi, This is an excellent concept in training. We need to understand that any new concept would require some time to be accepted by people. Once the HR understands the concept n the process, is able to see the benefit for the organisation. They would then feel the time spent is worth. Lets give it some time for them to absorb the concept.
Cheers.
From India, Bangalore
Cheers.
From India, Bangalore
Thanks for all the comments, I can see you find the CCEE useful. Would appreciate some feedback on how easy the articles were to understand? Did the step by step DIY process help? Any other comments on how we can make the information more useful?
From Indonesia, Denpasar
From Indonesia, Denpasar
Dear Rutherford,
People resist to change - that's common. And the challenge for a Training Manager is to break the resistance :-)
Please see my views to your response below in Blue color:
Please don't get me wrong, I am all for new advances. But Understand I am a highly paid HR consultant, and seldom do I find managers that actually wish to create more work for themselves by delving into new territory.
Yes - the findings of your research are correct. Managers prefer being in the comfort zone and doing things teh same way they want. But the research ends there and what an HR consultant can offer as a niche area is "How to break the old customes and bring in simple, not complex, solutions to advance". If the solution offered is very complex - no one would want to adopt it. If the solution offered is not well explained - no one would be interested in listening to you.
They almost always prefer to keep doing what they are doing and just look for an easier way to do it, perhaps you are the exception but I would like to see what happens at your meeting:
The meeting here I believe is to convince them to break old concepts. How better would an HR consultant be if he is not able to request the team to do something different, and convince that the solution would work. I mean "why would the firm hire a consultant if all they want is to do things teh same way?"
When I do projects, I am asked to solve problems. When my problem solving solutions are outside of traditional methods, even if it is more cost saving, I am usually asks for a different solution.
Requesting for a different solution does not mean going back to old ways. Maybe they are looking at something complex broken into simple pieces for anyone to understand and incorporate.
Sorry but it is a fact that most people in HR are just not open to change, and unfortunately, most trainers perpetuate that mindset by delivering the same old content over and over.
Yes its a fact - But not with HR people. People in more technical roles think that such training is a waste of time. But changing their mindset is where the challenge lies.
RT[/QUOTE]
Thankyou!
From India, Madras
People resist to change - that's common. And the challenge for a Training Manager is to break the resistance :-)
Please see my views to your response below in Blue color:
Please don't get me wrong, I am all for new advances. But Understand I am a highly paid HR consultant, and seldom do I find managers that actually wish to create more work for themselves by delving into new territory.
Yes - the findings of your research are correct. Managers prefer being in the comfort zone and doing things teh same way they want. But the research ends there and what an HR consultant can offer as a niche area is "How to break the old customes and bring in simple, not complex, solutions to advance". If the solution offered is very complex - no one would want to adopt it. If the solution offered is not well explained - no one would be interested in listening to you.
They almost always prefer to keep doing what they are doing and just look for an easier way to do it, perhaps you are the exception but I would like to see what happens at your meeting:
The meeting here I believe is to convince them to break old concepts. How better would an HR consultant be if he is not able to request the team to do something different, and convince that the solution would work. I mean "why would the firm hire a consultant if all they want is to do things teh same way?"
When I do projects, I am asked to solve problems. When my problem solving solutions are outside of traditional methods, even if it is more cost saving, I am usually asks for a different solution.
Requesting for a different solution does not mean going back to old ways. Maybe they are looking at something complex broken into simple pieces for anyone to understand and incorporate.
Sorry but it is a fact that most people in HR are just not open to change, and unfortunately, most trainers perpetuate that mindset by delivering the same old content over and over.
Yes its a fact - But not with HR people. People in more technical roles think that such training is a waste of time. But changing their mindset is where the challenge lies.
RT[/QUOTE]
Thankyou!
From India, Madras
The test was good - and the results were accurate.
However, I feel you could check the following:
Question No. 3 - you have given an option "other" . How would you decide the OTHER would be positive or negative?
Question 7 7a and 7b could be asked randomly because there may be a tendency to chose options according to the previous respons
Question No. 15:
Which emotions best describe what you feel most often at work? Rank 3 that apply: 1 being the most and 3 being the least
There is no option to chose the number wise grading 1 / 2/ 3!!
At the end please do a spell check so that a few words could be re-checked...a little typo.
From India, Madras
However, I feel you could check the following:
Question No. 3 - you have given an option "other" . How would you decide the OTHER would be positive or negative?
Question 7 7a and 7b could be asked randomly because there may be a tendency to chose options according to the previous respons
Question No. 15:
Which emotions best describe what you feel most often at work? Rank 3 that apply: 1 being the most and 3 being the least
There is no option to chose the number wise grading 1 / 2/ 3!!
At the end please do a spell check so that a few words could be re-checked...a little typo.
From India, Madras
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