Week 28 of the 99 Skills of the 21st Century Marketplace is Here! This week we focus on three critical Mentoring Skills: Active Learning, Feedback and Assessment & Relationship Management. These are fundamental for enhancing continuous growth, skill development, and a conducive environment for professional development among employees or individuals. Let us delve into strategies, techniques, and exercises to develop and enhance these Mentoring skills. These qualities are essential for building adaptive, skilled, and resilient professionals or individuals capable of thriving in dynamic environments. Mastering these skills empowers individuals to excel by fostering continuous improvement, adaptability, and cultivating strong interpersonal connections essential for success in diverse professional and personal settings. Join us as we explore these vital mentoring skills and share your thoughts on the 99 Skills because the 100th is You!
82. Active Learning
“ Develop a passion for learning. If you do, you will never cease to grow.” - Anthony J. D'Angelo
A Definition: Active learning, in a broader sense, refers to the ongoing process of individuals actively engaging in learning, problem-solving, or skill development throughout their lives, emphasizing proactive participation and seeking opportunities for continuous personal growth and development.
IBM, a global technology and consulting company, has made continuous learning and development a cornerstone of its corporate culture. In a dynamic tech industry where adaptability and knowledge are paramount, IBM has adopted active learning strategies to empower its workforce and ensure they remain at the forefront of the field.
IBM's approach to employee learning is multifaceted and includes several key elements. They provide an extensive online learning platform that offers a wide range of courses and resources, covering technical skills as well as essential soft skills. IBM encourages peer-driven learning, fostering communities where employees actively share knowledge and engage in discussions. The company frequently organizes internal hackathons and innovation challenges, where employees work collaboratively in teams to solve real-world problems, promoting creativity and problem-solving. IBM also promotes mentoring programs, allowing experienced employees to guide and mentor newcomers or those seeking to develop specific skills. The company facilitates regular feedback and self-assessment, enabling employees to actively reflect on their progress and identify areas for improvement, encouraging personalized learning.
IBM's commitment to active learning has yielded significant results. Employee engagement and motivation for continuous learning have increased, contributing to a culture of continuous improvement. IBM boasts a highly skilled and adaptable workforce, capable of swiftly responding to market changes and emerging technological advancements. The company has gained recognition as a leader in employee training and development, which not only enhances its reputation but also attracts top talent in the competitive tech industry.
IBM's proactive approach to learning and development through active learning strategies has played a pivotal role in its ability to remain competitive and thrive in an ever-evolving industry. This case study demonstrates how a real company can leverage active learning to empower its workforce, enhance its capabilities, and ultimately achieve success.
Engage learners in discussions and group activities.
Encourage critical thinking and problem-solving.
Provide hands-on experiences or experiments.
Use real-world examples and case studies.
Promote peer-to-peer collaboration.
Offer opportunities for self-assessment and reflection.
Incorporate technology and interactive tools.
Foster a learner-centered environment.
Allow for choices and autonomy in learning.
Emphasize practical application of knowledge.
Support ongoing feedback and assessment.
Create an inclusive and diverse learning environment.
83. Feedback & Assessment
“True intuitive expertise is learned from prolonged experience with good feedback on mistakes.”- Daniel Kahneman
A Definition: Feedback is the information or comments provided to individuals about their performance or actions, often as part of the assessment process, to help them improve and to evaluate their knowledge, skills, or abilities.
Deloitte, a global leader in the field of accounting and professional services, recognized the need for a significant shift in its performance management system. The company sought to move away from the traditional, often cumbersome, and annual performance reviews, and instead, they aimed to establish a more dynamic and effective feedback and assessment process to enhance employee performance and engagement.
Deloitte's approach to this transformation included several key elements. They transitioned to a more agile and ongoing system of check-ins between employees and managers. These check-ins focused on setting objectives, tracking progress, and providing constructive feedback. Furthermore, Deloitte introduced a real-time feedback tool, known as "Performance Snapshot," which empowered employees to request feedback from various sources in real time, promoting a culture of continuous improvement and self-assessment. The introduction of a 360-degree feedback system allowed employees to receive input from multiple perspectives, including managers, peers, and subordinates, providing a comprehensive assessment of an individual's performance. Employees were encouraged to take the lead in identifying their skill development goals, with Deloitte offering tailored learning resources and opportunities to help them achieve these objectives. The company also harnessed the power of data analytics to gain valuable insights into performance trends and to assess the effectiveness of training programs and feedback processes.
The feedback and assessment redesign at Deloitte yielded remarkable results. The shift to ongoing check-ins between employees and managers fostered more open and honest conversations, improving communication and trust. Employees reported increased engagement and motivation to improve, given the regular feedback and the autonomy to drive their development. Deloitte observed improved employee performance and a notable reduction in voluntary turnover, signifying a positive impact on employee retention and satisfaction. Leveraging data-driven insights, the company made informed decisions regarding employee development and training, contributing to overall organizational success and competitiveness in the industry.
This case study showcases how Deloitte's proactive approach to feedback and assessment revitalized its performance management system, ultimately enhancing employee engagement, performance, and professional growth. It also underscores the significance of data-driven insights in making informed decisions for the betterment of both employees and the organization.
Establish clear assessment criteria.
Provide timely and constructive feedback.
Encourage self-assessment and reflection.
Use a variety of assessment methods.
Promote 360-degree feedback.
Ensure fairness and transparency in assessments.
Set specific, achievable goals.
Use data and analytics for insights.
Support ongoing skill development.
Adapt assessments to individual needs.
Foster open communication and trust.
Align assessments with organizational goals.
Continuously evaluate and refine the assessment process.
84. Relationship Management
“When dealing with people, remember you are not dealing with creatures of logic, but creatures of emotion.”- Dale Carnegie
A Definition: Relationship management, in short, is the practice of maintaining and nurturing interactions with individuals or entities to build and sustain positive, mutually beneficial connections.
Apple, a global tech leader, and Foxconn, a major Taiwanese manufacturer, share a critical partnership. This case study examines their relationship management efforts and the outcomes.
Apple and Foxconn's partnership is characterized by a well-integrated supply chain, which ensures the timely production of high-quality Apple devices. Real-time feedback mechanisms and 360-degree feedback practices foster a culture of continuous improvement. Both companies work closely on labor conditions and have made joint efforts to enhance worker rights. Collaborative innovation endeavors ensure that Apple's products stay at the forefront of technology.
The Apple-Foxconn relationship has delivered significant results. Ongoing check-ins enhance communication, trust, and accountability. This approach motivates employees to improve their performance and provides autonomy in development. Consequently, the partnership has seen better employee performance, a reduction in turnover, and data-driven insights that inform employee development and product innovation.
Apple and Foxconn's proactive relationship management demonstrates how mutual trust, innovation, and accountability in a partnership can lead to improved performance, worker satisfaction, and ongoing success. Data-driven insights drive decision-making in both employee development and product innovation.
Build trust and mutual respect.
Establish clear communication channels.
Set expectations and boundaries.
Active listening and empathy.
Provide feedback constructively.
Foster open and honest dialogue.
Address conflicts and issues proactively.
Adapt to individual needs and preferences.
Demonstrate commitment and consistency.
Promote collaboration and teamwork.
Focus on shared goals and mutual benefits.
Measure and evaluate the relationship's health.
Continuously improve and adapt strategies.
Come & Collaborate
Thank you for joining us on this journey through 99 skills at the 21st-century workplace. We believe that the key to success is continuous learning, so we encourage you to keep seeking out new knowledge and skills.
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