Merge's Blog

Monthly Archives: September 2019

Relevant and cost-effective public leadership training in October

A couple of weeks ago, I shared our exciting news – for the 5th year in the row, I am partnering with the Chartered Professional Accountants of Alberta (CPA Alberta) to offer public leadership training in Calgary and Edmonton.  “Public” means that these programs are available to anyone from any organization … you DO NOT have to be a member of CPA Alberta to register.  If you work in a smaller organization that doesn’t have the budget to conduct an onsite leadership training program, this is your stellar cost-effective opportunity to invest in yourself and your leaders’ competency and skill development!

Coming up next month … five to choose from!

Five of these are coming up in October so if you want in, now is the time to sign up (before it’s too late!)

Calgary:

  • How to Communicate with Confidence, Clarity, and Credibility – Thursday October 3
  • Productivity Skills for Leaders – Wednesday October 23
  • NEW! Building Bridges and Fighting Fires: Tools and Skills for Problem-solving and Decision-Making – Thursday October 24

Edmonton:

  • Coping with Stressors and Pressure at Work – Tuesday October 15
  • Productivity Skills for Leaders – Wednesday October 16

For further information on any of these courses, go to the Search page at the CPA Alberta site and enter “Gupta” in the Instructor field. You will need to create a secure account on their system in order to register; it’s a quick and easy process.

And please, let me know if you’ll be attending – it’s always exciting to know who’s going to be there!

To motivate employees, thank their spouses and families

This blog post was originally written in January 2014, and has been updated since then. 

GiftBasketOver the years, I have posted many times about zero-cost or inexpensive ways to motivate employees.  Each time my focus has been on ways to create a positive workplace atmosphere.  If you can secure your employees’ cooperation and loyalty, you can improve productivity and performance.

In fact, last year, in 2018, I posted an entire series of video blogs (33 in total) that focused specifically on ideas to motivate employees.  Each video was a 2-3 minute specific actionable idea that leaders could use to build positivity, productivity and performance.  But it’s always very exciting to actually see these tips in action … even better when I experience them first-hand.

It happened to me!

Which is exactly what happened to me in January 2014 when a gourmet food hamper arrived at my front door! It was accompanied by a card – “Please accept this small gesture of my appreciation for your family’s patience and sacrifice during the company’s year-end close”.  It was signed by a senior manager of the company my husband works for. What a pleasant surprise! Continue reading

Encourage informal employee training by holding “Learn at Lunch” sessions

It’s been a few weeks since I’ve posted a video in our ongoing series on ideas and tips to develop and grow your employees.  Today’s strategy focuses on employee training – specifically to hold “Learn at Lunch” sessions for your staff.

Hold “Learn at Lunch” sessions

In my leadership practice, one of the most common concerns I hear raised when it comes to employee training is the lack of time available to take employees away from day-to-day responsibilities.  In these situations, I often suggest a “Learn at Lunch” program.  These can be a great way to develop and motivate staff, while creating a collaborative, communicative and learning workplace.

So what is a Learn at Lunch session?  It’s usually a 30-45 minute informal presentation organized by your company for your staff over the lunch hour, led either by internal employees or external resources, as needed.  While they can pretty much be held anywhere, they’re often, held in the cafeteria, auditorium, or a conference room.  As an incentive to attend, most organizations provide lunch, but if that’s not feasible for you, you can invite your employees to bring their own lunch during the session.

What kind of informal employee training is appropriate?

Continue reading

Open-enrollment leadership training announced for Calgary and Edmonton!

open-enrollment leadership trainingI am often asked about “public” or open-enrollment leadership training programs that are available to anyone, not just the leaders in the client organizations I work with.  Which is why, for the 5th year in a row, I am thrilled to announce our partnership with the Chartered Professional Accountants of Alberta (CPA Alberta).  Over the next six months, I will be delivering twelve full-day leadership and workplace communication programs in Edmonton and Calgary.

And here is the best part! Open-enrollment leadership training means that  these programs are available to anyone from any organization … you DO NOT have to be a member of CPA Alberta to register.  If you work in a smaller organization that doesn’t have the budget to conduct an onsite leadership training program, this is your stellar cost-effective opportunity to invest in yourself and your leaders’ competency and skill development! These one-day sessions are very reasonably priced at $450 per day (and include a light breakfast and lunch!), a fraction of what it can cost through some commercial vendors. Plus, I’m facilitating them … how could they get any better? 🙂

Five open-enrollment leadership training programs to choose from next month

I have five programs coming up next month in October in both Calgary and Edmonton. Continue reading

Use Cunningham’s Law to get people involved and talking

When seeking to solve an issue or a problem, or charged with evaluating or implementing a new initiative, you’ve probably approached your employees and co-workers to elicit ideas and engage in discussion.  But often, it is difficult to get people involved in the dialogue.  Usually, it’s not because people don’t have anything useful to offer; more likely it’s because they have other priorities and the assumption is that “someone else will respond”.  But the ultimate outcome still is that you don’t get the participation levels that you’d like.

Cunningham's LawConsider a contrary approach

So consider a contrary approach.  It comes from an unusual source – Cunningham’s Law.  Rather than asking an open-ended question, seed your question with misinformation or an opposing viewpoint.

So instead of: How many staff members should we bring on shift for the Grand Opening? 

Ask: What do you think about having two people on shift at the Grand Opening? 

Because two people on shift for a Grand Opening is clearly not enough, your team members will be quick to speak up and contribute their input to the discussion. Continue reading

The art of dealing with criticism at work

Criticism stings.  Sure, it is sometimes couched as gentler “feedback”, or offered as “advice”, or even presented as a “pointer”.  Yet criticism it is.  And most of us don’t respond positively to criticism, especially at first.  Dealing with criticism is difficult and sometimes hard to swallow.  But if you want to grow as a valued professional and a respected leader, it is to your benefit to open-mindedly evaluate the criticism you hear, even if it hurts or it isn’t what you believe to be true.  But how exactly does one do that?

So glad you asked!  Because that is exactly what I cover in my latest column in The Globe and Mail which published this morning.  In it, I outline a simple two-dimensional tool that I utilize in my one-on-one mentoring work with leaders in my client organizations.  I call it the “Valid and important” model, and it’s very useful when dealing with criticism.

Evaluating what matters: A better way to deal with criticism at work

dealing with criticism

If you get the print version of The Globe, you’ll find this column on page B10. Continue reading

How to communicate sensitive messages

TimBreithauptSometimes you will have to make decisions that will not be liked by your staff; it’s one of the responsibilities of leadership.  While you can’t avoid making unpopular decisions, there are things that you can do to help your team understand and accept the new reality.  Which is why I am so pleased to welcome today’s guest blogger.

Tim Breithaupt is first and foremost my professional colleague and friend, but he is also the founder and president of Spectrum Training Solutions. As a leading expert in the area of sales development, Tim delivers real-world wisdom to foster a level of sales confidence that boosts sales results to exciting new levels.  Today he joins us on the blog with some specific advice on how to communicate sensitive messages.

Communication is fraught with challenges at the best of times. Ample research suggests that managers and leaders struggle with the task of communicating sensitive messages.  One such example: unexpected changes to job descriptions and responsibilities. By tweaking your delivery (or as I like to say, your bedside manner), you will experience a smoother flow to your message and elevate your communication confidence. To that end I share a proven four-step model that helps to mitigate stress and communicate with impact. Continue reading