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

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

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

Diversity, Equity, and Inclusion: (DEI) Beginners Guide https://lnkd.in/dmEdkma3 #business #management #diversityandinclusion #udemy #education #freeonlinecourses

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

#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

New grads are craving mentorship, but are you giving them what they need? This insightful article from HR Dive reveals how new hires are facing unique challenges in today's workforce and desperately need guidance to thrive: https://bit.ly/46xBiOm Assessments can help your mentorship program: 🌟 Identify skills gaps and areas for development: Assessments help you understand the specific needs of each new hire, allowing you to match them with mentors who can provide targeted support and guidance. 🌟 Create a culture of continuous learning: Assessments can be used to measure growth and progress throughout an employee's journey, fostering a culture of continuous learning and development within your organization. Ready to build a mentorship program that drives success? ApplicantPro's tools can make it easier than ever to build a supportive environment where young professionals can reach their full potential. Visit our website to see how our tools can make a world of difference! https://bit.ly/3WFR6KC #MentorshipMatters #NewGrad #HRTech #EmployeeEngagement #ApplicantPro #AssessmentTools

Neurodiversity Training. It's Not a ‘Nice-to-Have,’ It’s Essential Let me be BLUNT. I love being BLUNT; it feels so natural to me 🤭 Creating an inclusive workplace isn’t just about checking boxes but empowering everyone to thrive - neurodivergent and neurotypical. If you didn't know, neurodiversity is the future of work, and if you’re not equipping your managers and teams with the tools to support this shift, you’re falling behind, FAST. Today, I led a transformative workshop at Solihull Community Housing focused on Supporting Neurodiversity in the Workplace. This wasn’t just "another awareness session" but a bold step toward building a workplace where neurodivergent individuals are embraced, empowered, and celebrated for their unique strengths. When people ask me, Why do you do this, Mike? Doesn’t it exhaust you, doing this all the time?" I tell them, "Yes, it's draining. Every coaching session, every talk, every training session I deliver—it leaves me exhausted. But I can’t stop. I won’t stop, ever. I'm fighting for something bigger than me, because I’ve got everything on the line—my kids, family, friends, community, clients and myself. I’m fighting for a better world and a brighter tomorrow ☀️ My work and sacrifices are all to create a future where my children, your children, and generations to come can thrive. That’s my why. That’s what keeps me motivated and going. Today’s "Neurodiversity For Managers" workshop with Solihull Community Housing reinforced and brought that mission to life. Together, we tackled the fears that can hold managers back, like “What if I say the wrong thing?” and turned them into opportunities to foster truly inclusive environments where everyone feels seen, heard, and valued. The team at Solihull Community Housing is awesome and committed to creating spaces of psychological safety and implementing practical tools to support their people, neurodivergent and neurotypical alike. My question, ney challenge, for any Leaders, HR people and Employers reading this is this. What are you doing to support your managers? Because make no mistake, they are fundamental to success. They are enablers! Here's me delivering the workshop this AM, wonderfully assisted by Carole Nock - Chartered MCIPD, MBTI and ILM Coach 🧡

Diversity, Equity, and Inclusion (DEI) are crucial in today’s workplaces. However, making DEI training mandatory often falls short. Here’s why: 💔 Lack of Genuine Engagement: Compulsory training often feels like a chore, leading to disengagement and box-ticking without real learning. 😤 Resistance and Resentment: Forced participation can breed hostility and shut down genuine dialogue, making meaningful change impossible. 📋 Tick-Box Mentality: Focusing on compliance over cultural change undermines the true purpose of DEI initiatives. 🔄 The Way Forward: Embrace voluntary, tailored approaches that encourage genuine engagement. Integrate DEI into every aspect of your organisation—from recruitment to leadership development. Empower employees to take ownership of their learning journey and foster a culture where diversity, equity, and inclusion are the norm. Let’s move beyond mandatory training and create environments where everyone thrives. 🌟 Read the full blog here: https://buff.ly/4bdq42H For more about my workshops and to book a session, visit https://buff.ly/3uRpQeZ. #Diversity #Inclusion #CultureChange