Business Today’s Post

Diversity, Equity, and Inclusion: (DEI) Beginners Guide #business #diversityandinclusion #management #onlinecourses #udemy #education #freeonlinecourses

Consultant Training for April 2024 explores ‘Conscious Inclusion’. The month of April focuses on diversity, inclusion and belonging – we aim to explore how we can all overcome any unconscious biases to improve decision making and professional relationships, and to create more open, inclusive cultures where people feel safe to be their true self without judgement. The program takes a straightforward look at one of the most important current issues in diversity management. The aim of this program is to help consultants to understand bias and to encourage them to reflect on some of the biases they may not realise they have in their personal life and work environment. We believe, reducing the influence of bias can support more objective decision-making which itself will encourage inclusion and diversity. Detillens aims for April 2024 ✅ To develop an increased awareness of one’s bias and its impact on those around us ✅ To increase our understanding of what biases are ✅ To suggest measurable commitments that can be applied immediately Detillens are delighted to announce that we have introduced our consultants this month, to a new, flexible, interactive and exciting digital style of learning with New Wave Learning. Each consultant will be given access to New Wave Learning’s own learning platform, with micro-learning they can complete in their own time at their pace, through engaging videos and content along with interactive exercises. Each month Detillens provides a new and interesting topic where consultants will learn about the purpose of the program provided and meet the cohort of other Detillens Consultants across the country. All of the training sessions Detillens offer have been specifically chosen by Steve Bedford, MD and founder - who is proud to provide and to continue the promise of consultant training. Our belief is that the skills taught are beneficial to our consultants, both at work and in their personal lives and ultimately will have a positive impact in the workplace for our clients. #traininganddevelopment #trainingmatters #consciousinlusion #softskills #consultantcare

"A common criticism is that these training programs are implemented as one-time events rather than as part of a continuous learning process." Is your workplace committed to diversity training, or is it a requirement to satisfy? Keep the conversation going in terms of checking in with colleagues, reviewing and rewriting policies when necessary, and thinking about mentorship programmes as a way to connect with each other. https://lnkd.in/esv6Uc6K #diversitytraining #mentorship #psychologicalbias

In my latest blog, I delve into the controversial topic of mandatory Diversity, Equity, and Inclusion (DEI) training. It was a recent topic in our DEI network and the reality is, this is not a black and white issue. We were in agreement though that mandatory training is necessary for the basics of safety and wellbeing but for more nuanced discussions surrounding DEI then we should encourage not enforce attendance. Why doesn’t mandatory training work in all environments? From lack of genuine engagement to resistance and resentment, I've explored the pitfalls that can make compulsory sessions less effective. I also share my thoughts on what does work – voluntary, tailored approaches that not only engage but empower employees. Would love your thoughts? Mandatory DEI training or not? #DEItraining #inclusion #organisationaldevelopment

Have you heard of 70/20/10? It's basically a learning and development model that suggests that we develop in 3 key ways. ➡ 70% of our learning will typically come from ON THE JOB EXPERIENCES This is the day job. The goals that stretch us. The situations we've never dealt with before and need to figure out. ➡ 20% of our learning will COME FROM OTHERS. The Social Learning elements that includes our interactions with mentors, coaches, our manager and collaborating with colleagues. ➡ 10% will come from FORMAL LEARNING. Things like courses, webinars, workshops, reading etc. How does your development stack up? ---------------------------------- I'm a huge fan of this model, because in every single workshop when I've asked people to list how they've developed and then group them, we always end up with a split that is pretty close to 70/20/10 The ELEVATE Hub supports this model and is designed in a way to support your development. ON THE JOB >> The members are doing their jobs then bringing real life situations to the community to ask for help. LEARN FROM OTHERS >> I have introduced ELEVATE Experts to really support the concept of learning from others. You can get personalised support from me, input from all of the HR professionals in the community and now the Experts too! FORMAL LEARNING >> Every month I run workshops on different topics. Within the ELEVATE Hub I have created a Personal Development Plan template so all members can really focus on how they want to grow and what support they need. I'm super proud of what has been achieved in such a small amount of time and I can't wait to invite more people into the community on Friday this week. So who are the ELEVATE Experts? They are all super experienced in their areas of expertise and I'm honestly thrilled they're on board. Sarah May - Our ER Expert Ryan Lainchbury - Our L&D Expert Angela Wilkins-Green ACC - Our Menopause Expert Michelle Turner - Our Recruitment Expert Zoe Poulton - Our Change Expert Victoria Dale DEI - Our DE&I Expert For more information on the ELEVATE Hub click here >> https://lnkd.in/e96dVksB

Last night, while watching my newborn daughter master a new skill, I was reminded of a psychological concept called the “zones of proximal development.” It’s a powerful framework for learning that I believe applies not just to children but also to employees in the workplace. The theory identifies three learning zones: 1. Zone of Actual Development: Skills a person can already perform independently. 2. Zone of Proximal Development (ZPD): Skills a person can only perform with guidance and support. 3. Beyond the ZPD: Tasks a person cannot accomplish, even with help, because they lack foundational understanding. For children, the ZPD is where growth happens. By providing structured support—teaching, mentoring, and encouraging repetition—parents and educators move skills from the ZPD into the Zone of Actual Development. But what about employees? Far too often, managers expect employees to succeed in tasks that fall squarely in the “beyond the ZPD” zone, skipping the critical middle step. This can lead to frustration, burnout, and even reduced productivity. @LinkedIn Workplace Learning Report shows that companies with robust learning and development programs are 30% more likely to meet future demand for skilled talent. Yet, many organizations still rely on theoretical, one-size-fits-all training programs that do not provide hands-on experience. To truly empower employees, companies could approach learning like educators guiding a child: ✅Introduce the task. ✅Demonstrate how to do it. ✅Work together on the task. ✅Supervise while the employee completes the task. ✅Allow the employee to perform independently. Sounds like babysitting?! 🙈 While this approach may seem time-intensive, it’s actually incredibly efficient in the long run. I just found some compelling stats: 👉 According to the Association for Talent Development (ATD), employees retain up to 75% more information through hands-on, practical training versus theoretical instruction. 👉 Organizations using structured mentorship programs see a 20% improvement in employee retention and 18% higher productivity rates (Forbes, 2023). 👉By investing in guided learning, companies can accelerate skill acquisition and reduce the time it takes employees to become fully proficient by up to 60% (ATD, 2023) 🚀 What is interesting—the “teacher” doesn’t just save the learner’s time—they also save their own as structured development: ➡️ensures fewer mistakes, ➡️faster skill mastery, and ➡️better results for the team and the organization. Whether it’s teaching a child to draw or mentoring an employee on a new task, the principles are seems to be the same: guide, support, and practice until the skill becomes second nature. Please share your thoughts in the comments— I’d love to hear your perspective on it! #EmployeeDevelopment #ContinuousLearning #ProfessionalGrowth #TeamBuilding #ManagementTips #CareerDevelopment

The Power of #Facilitation. The process of Enabling sustained Learning through self awareness, realisation and Insights.

Why does creating a culture of lifelong learning across generations matter?   With more generations working side-by-side than ever before, modern workplaces are now facing a much wider set of development needs and engagement challenges.   We need the experience of older colleagues to contribute to creative problem solving beyond AI. And we need the fresh perspective of younger colleagues to add insight to the way the organisation approaches new challenges.   L&D has been shown to be a major contributor to engagement across all generations in the workforce. I found this article particularly succinct, and the advice here aligns with the research I’ve been doing on early talent engagement – and applies nicely to all levels of talent, young and old.   Key takeaways for me: 🔹 Don’t overlook anyone when it comes to development opportunities. Everyone deserves the chance to grow and learning doesn’t stop just because you hit a certain point in your career. 🔹 Two-way mentorship is a golden opportunity to enrich the lives of both younger and older colleagues. 🔹 Facilitating a growth mindset where learning is a journey is crucial for a resilient workforce.   And a small thought from me, that although this article says younger employees are typically more tech savvy, no generation is a monolith and studies show that even early talent are feeling the pressure of keeping up with technological change.   A multigenerational approach to lifelong learning does more than upskill the workforce; it reinforces mutual respect and a cohesive work environment where every employee feels valued and empowered to grow. 🌱 #LifelongLearning #WorkforceDevelopment #GenerationalLearning https://lnkd.in/gsVmkr_2

#ProfessionalDevelopmentMonth is underway so we’re recognizing how valuable learning and development programs are, not only for organizations, but also for individual students. This article explores the “win-win for both employers and employees” #ProfessionalDevelopment programs offer: https://hubs.ly/Q02X0-Cv0 #LifelongLearning #LandD #ProDev #CareerAdvancement

https://buff.ly/3ZnOOm7 Making your learning content inclusive is vital today. Many studies have shown that inclusiveness is great for business (and your employees)!