The Undiscovered Skill Set In
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How do I enhance the productivity and growth of my organization? What can I do to bring out the best in my employees? What can I do to make my employees feel happy? These are a couple of questions that most professionals in the field of Learning and Development often reflect upon.

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Organizational Behavior Changes

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Organizational behavior changes

The Undiscovered Skill Set In

Learning and Development

Manisha Nagpal

Chief Science Officer

Dharma Life Sciences, #3, Second Floor(East Wing),

Prestige Sterling Square, Madras Bank Road,Bangalore-560001, India


Organizational behavior changes

How do I enhance the productivity and growth of my organization? What

can I do to bring out the best in my employees? What can I do to make my

employees feel happy? These are a couple of questions that most

professionals in the field of Learning and Development often reflect upon.

Everyone wants answers to these questions and hence, the field of learning

and development focuses on designing various programs and workshops

that enhance those technical and soft skills of the employee, which align

with the organizational goals. These skills encompass knowledge

development, usage of technology, people and time management, peer

learning, effective communication, etc. They also focus on conflict

management, team building activities, and rewards for their employees in

order to create a positive corporate culture.

The impact of all these initiatives is still very low according to statistics.

A long-term research project carried out by the Middlesex University for

Work Based Learning found that 74% of employees believed that they are

not achieving their full potential at work. And according to a 2015 ATD

research study 62% managers believe that they are not doing a good job of

meeting the learning needs of the employees, and about $13.5m is lost per

year, per 1,000 employees due to ineffective training. So what are these

programs lacking? In this conventional process of learning and

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Organizational behavior changes

development, are we forgetting something more basic which is inhibiting

every organization and employee from reaching their true potential?

Here are the three most important reasons why most of these existing

programs are not equipped to meet the outcomes that they are expecting:

How do I enhance the productivity and growth of my organization? What

❶Failure to account for the varied backgrounds that each of the employees

can I do to bring out the best in my employees? What can I do to make my

come from-Though employees may be similar in terms of their education

employees feel happy? These are a couple of questions that most

level or years of experience or the nature of work they carry out, they may

professionals in the field of Learning and Development often reflect upon.

vary a lot in terms of what motivates them, approach towards problem

solving, communication, etc. This makes it inherently important to design

Everyone wants answers to these questions and hence, the field of learning

a program which addresses what every employee needs specifically.

and development focuses on designing various programs and workshops

that enhance those technical and soft skills of the employee, which align

with the organizational goals. These skills encompass knowledge

❷Not accounting for preparedness in learning- There is always something

development, usage of technology, people and time management, peer

more basic and inherent in employees that needs to be targeted before

learning, effective communication, etc. They also focus on conflict

they are ready to learn other general skills. For example, expecting an

management, team building activities, and rewards for their employees in

employee to communicate effectively without working on their nature of

order to create a positive corporate culture.

submissiveness or expecting a person to be open, flexible, and receptive

to ideas, without working on their trust issues, level of empathy, or

The impact of all these initiatives is still very low according to statistics.

perfectionism is not very advantageous. This makes it more important to

A long-term research project carried out by the Middlesex University for

Work Based Learning found that 74% of employees believed that they are

work on their personality trait factors before learning other technical and

not achieving their full potential at work. And according to a 2015 ATD

soft skills.

research study 62% managers believe that they are not doing a good job of

meeting the learning needs of the employees, and about $13.5m is lost per

❸Lack of insight and motivation for the employees to understand and

year, per 1,000 employees due to ineffective training. So what are these

respond positively to any learning initiative- There are times when

programs lacking? In this conventional process of learning and

employees go through programs without having enough of

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Organizational behavior changes

an understanding of what the actual problem is and why they are being

trained on it. Sometimes they may not be ready to take the initiative and

act on the problem. It then becomes important for each employee to

realize what they lack and the benefits they would get as a result of every

learning initiative. This can help them become more willing to adopt and

maintain a new desirable behavior.

❶Failure to account for the varied backgrounds that each of the employees

come from-Though employees may be similar in terms of their education

We all interact with and influence each other through our thoughts,

level or years of experience or the nature of work they carry out, they may

behaviors, and emotions. We all have our own distinct ways of perceiving

vary a lot in terms of what motivates them, approach towards problem

the world, motivation to carry out tasks, and making mistakes. It becomes

solving, communication, etc. This makes it inherently important to design

increasingly important to get everyone on the same level in terms of line of

a program which addresses what every employee needs specifically.

thinking, motivation, attitude towards work, etc., before specific technical

and soft skills can be imparted.

❷Not accounting for preparedness in learning- There is always something

more basic and inherent in employees that needs to be targeted before

So what is theundiscovered skill?

they are ready to learn other general skills. For example, expecting an

employee to communicate effectively without working on their nature of

Take a minute and reflect on the following situations: considering that

submissiveness or expecting a person to be open, flexible, and receptive

these employees have the same level of technical and soft skills- is there

to ideas, without working on their trust issues, level of empathy, or

something else which makes each of these people different from one

perfectionism is not very advantageous. This makes it more important to

another? What is inhibiting them from achieving their goals?

work on their personality trait factors before learning other technical and

soft skills.

❸Lack of insight and motivation for the employees to understand and

respond positively to any learning initiative- There are times when

employees go through programs without having enough of

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Organizational behavior changes

❶A manager or leader who focuses too much on detailing and correcting

minor errors, that he/she misses out on the larger picture. Another

manager on the other hand, who lacks empathy towards his/her team

members, which makes everyone unhappy being part of that team.

❷ An R&D professional who never stands up for their ideas, never says 'No'

to their colleagues and ends up doing a lot of work that lacks quality.

Another R&D professional who is so impatient that they give up quickly

when desired results are not quickly obtained.

❸ A sales executive who has all the knowledge to succeed but feels very

nervous when addressing his/her clients. Another sales executive who

finds it difficult to trust people, that he/she will always doubt the

intentions of potential customers and will not be able to develop

a healthy rapport with them.

These are situations where employees vary considerably in terms of

personality despite being in a similar position/role. Such personality

characteristics actually inhibit employees from achieving the organization’s

goal. In order to tackle this challenge, the learning and development field

needs to provide the tools so that productive behaviors and thought

processes can be developed. By identifying this, we would create a third

spectrum of skills or the undiscovered skill set-called as Trait Skills which

help balance personality traits. Once these skills are learnt, employees

become better equipped to perform their jobs.

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Organizational behavior changes

The Dharma Life Trait skills Management program addresses specific

organizational goals by working on those behavioral changes that are

essential to achieve that goal. Employees are enabled to develop trait skills

that directly map on to the required behavioral changes. This increases

employee productivity and makes them more flexible in terms of their

behavior. This is done by moving boundaries that are placed on individuals

by his/her genes, environment and the mind through scientific approaches.

Using a combination of personal mentoring and various interesting

activities provided through an app called Dharma Life, this program

debunks the belief that personality traits cannot be modified or changed.

To learn more on Trait Skills Development visit www.dharmalife.info, follow

Dharma Life Sciences on LinkedIn, or contact Alban Jerome of Dharma

Life Sciences at (+91) 7022325333 and [email protected]

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