Personal, Professional, Leadership, and Organizational Education, Development, and Training Resources For Online, Virtual, and Remote Workforce Solutions

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4 Tips To Increase Enjoyment And Enhance Performance In Remote Work

These 4 tips are: 1) invest in your environment physically and mentally by setting boundaries, 2) increase your knowledge and skill set, 3) use and tap into your creativity and innovation in how you work, and 4) connect and join a professional community for support can increase enjoyment and enhance performance with remote work.

Building Organizational and Employee Success In The Remote, Virtual, and Online Space

Coaching and Mentorship: Two Keys for Developing Employee Resourcefulness, Increasing Workplace Wellness, and Maximizing Productivity

There are many challenges in today’s workplace. Workplace wellness and maximizing productivity are at the top of the list. Additional nuances impacting the workplace are the shift to a virtual, online, or remote workforce, development, and training. What tools and resources are being used to address these needs? The gap is found in both resources and resourcefulness. Often EAP (Employee Assistance Programs), are under-utilized or are viewed through a stigmatized lens although providing access to valuable resources. Whose responsibility is it to cultivate a workplace that values the employee, and their wellness, and assists with maximization of the productivity of getting the job done? Everyone! The Employer and the employee. How can that be addressed? Through coaching and mentorship! Coaching and mentorship provide valuable opportunities to access resources such as tools and techniques for building employee competence and confidence that increase their resilience and resourcefulness. Many organizations experience high turnover, conflict resolution, and productivity challenges to name just a few of the workplace challenges. Often organizations use a siloed and one-size-fits-all approach to these challenges. Robert, what do you mean? What I mean is that they provide resources but not guidance in using these resources intentionally and strategically to help develop employee resourcefulness. It’s not resources vs resourcefulness. It’s resources and resourcefulness. It is a missing component that organizations must provide intentionally and strategically offering resources that incorporate the development of employee resourcefulness. What does that mean for organizations and employees? It means that organizations that provide resources such as coaching and mentorship allow employees and workers to have a resource that can provide keys to unlocking their potential, raising awareness, and tapping into the possibilities of what they can be, do, and have which transforms their ability and capacity personally and professionally. How? By helping employees to recognize their power to not only use resources but to become resourceful in how they see challenges and opportunities within themselves, the work environment, job duties, and showing up as the best version of themselves. Coaching A workplace coaching program or a program that provides employees access to coaching services can be very beneficial in cultivating workplace wellness. How? By providing wellness and life coaching organizations can reduce some of the outside or life issues that impact employees, their wellness, and productivity. Coaching can help employees develop techniques and use tools that empower them to change perspectives and respond to circumstances and situations more effectively in work interactions, relationships, and problem-solving. This in turn can reduce conflict resolution issues, communication issues, and employee morale. Coaching can provide a wonderful opportunity for employees to positively identify internal limitations and challenges that impact the influence of work relationships and productivity. It allows organizations to foster a happier, healthier, more wellness-driven environment and atmosphere conducive to optimal health and well-being for all. Coaching can also help organizations reach their goals thus positively impacting their outcomes and results. Mentorship A workplace mentorship program or a program that provides employees access to mentoring services can be very beneficial in maximizing productivity. Mentorship can help build competence and confidence in employees which will allow them to unlock and unleash their true potential. Mentorship is great for reinforcing the organizational mission and values. Mentorship is a great opportunity for skill development, work ethic, and support for employee progression and succession. Mentorship helps develop leadership skills and competencies which is a a beneficial framework for the overall leadership and organizational structure. Mentorship can be a critical component in enhancing employee and organizational relationships. Mentorship can help reduce high employee turnover by creating a sense of belonging and community with internal support to address needs, questions, and concerns. Mentorship can help add value and worth to employee perception and connection enhancing participation, engagement, and overall commitment to the organization. Practices How can coaching and mentorship be implemented effectively to develop employee resourcefulness, increase workplace wellness, and maximize productivity? Two options may be beneficial in accomplishing this goal. The two options apply to implementing both coaching and mentorship which are the two keys to making this endeavor successful. First providing a workplace-based coaching program or a contracted coaching program that provides employees access to coaching services can be very beneficial in cultivating workplace wellness, building employee resourcefulness, and increasing productivity. Second, providing a workplace-based mentorship program or a contracted mentorship program that provides employees access to mentoring services can be very beneficial in maximizing productivity, cultivating workplace wellness, and competence and confidence which leads to increased resourcefulness for employees. Conclusion Coaching and mentorship are two keys to effectively develop employee resourcefulness, increasing workplace wellness, and maximizing productivity. Workplace coaching and mentorship-based programs or contracted coaching and mentorship programs that provide employees access to coaching and mentoring services can be very beneficial to organizations that want to create the best work environment conducive to workplace wellness, resourceful employees, and maximize outcomes and productivity. For additional information on creating, developing, or implementing workplace coaching and mentorship please reach out to me, Dr. Robert L. Wilson Jr at Robert@WilsonGOS.com.

Making Online Or Virtual Training And Groups Relational: Intentionally and Strategically Building Rapport

Intro Today's topic is about making online or virtual training and groups relational. I do a lot of online training and groups virtually. The conversation often arises about the comparison and contrast between virtual or online training and groups versus in person. The reason I'm writing this blog is to help provide tips and focus on ways to make online or virtual training and groups/communities more relational. Building rapport intentionally and strategically. The challenge is that many people compare the effectiveness of online or virtual training in groups versus in person. Instead of seeing it as a challenge let's focus on the opportunity at hand that the online or virtual space provides us to connect to people erasing or minimizing geographical or other barriers that might hinder or negate the experience. Conversation now is not what I have to do because it's virtual or online training but what do I get to do to connect and relate to people in a way that's meaningful, influential, impactful, and authentic in this space? The effectiveness is not based on whether the training or the group is being held online or virtually versus in person but more so on how the instructor or facilitator can relate to the audience and participants. The key ingredient for success it's not the platform but the rapport building. The platform is an opportunity to connect, share, and above all relate. You are relating the information to the participants and audience, you're relating yourself to the information you're sharing, and you're building a relational transaction. Rapport building is all about connecting and connection. It goes from sharing information to enabling transformation, and you are helping to facilitate and navigate this experience. Being Present How do you show up? This is an important question when talking about training will connection with groups and community. To show up you must be present. What does being present look like? Sound like? Feel like? A big part of this experience and what you take away from this experience is how you show up to this experience. As an instructor or facilitator, a participant or audience member, virtual/online or in-person being present adds meeting and worth to the experience. When you show up to this virtual or online space how present are you? If you're not on camera, you're multitasking, or distracted how can you be present? Robert, how does that impact or influence me being present? It hinders your ability to be aware, focus, connect, or receive the experience on a higher level. Your input will affect your output. Your investment will affect your results. You have a choice. You choose to be present or not to be present. What you decide will determine your outcome. One tip I often share with instructors and facilitators is to stop sharing your PowerPoint and screen so that you can monitor, interact, engage, and connect with your audience. Another tip is to pause after you ask a question to allow your audience the opportunity to absorb, digest, process, and comprehend the information you're sharing. You can also invite and involve your participants using different methods such as chat, unmuting, reaction buttons, or just kinesthetically moving around. All help create a space and environment conducive to people participating, being, and feeling present. Engagement Engagement and interaction are not lost in a virtual or online space or community. It's just different. Your awareness of this fact is critical to your results. As an instructor and facilitator, engagement is your responsibility to allow opportunities for your participants and audience to be engaged. Participants and audience members are responsible for taking the call to action to engage and be engaged on various levels. We just talked about being present, being present positions, and postures you for engagement. Engagement is more than just paying attention or just asking questions. Any questions? Your thoughts? Crickets. Engagement is about being relational with the content, the instructor or facilitator, the environment and space, and above all with you. How does information, people, the space, and the environment, impact or influence you? How will you use this experience for your betterment overall? So, the question is not am I engaged in this virtual online training and community but how can I engage in this virtual online training and community? Here are a few tips for engagement. For instructors and facilitators, providing dialogue, discussion, digestion, and demonstration of the content and information throughout the training and within the community invites participation, interaction, and yes engagement. Allow dialogue not a monologue to build competence, confidence, skills, and development. Ask participants and audience members questions in the context of how the information can and can't be used in various ways to gain insight and comprehension of the tools and resources being provided. Using virtual and online tools and resources to be engaged. Create opportunities that are memorable and stand out whether it be an aha moment, fun, or self-reflection. Engagement provides space for building, connecting, and being a bridge to form relationships and become relational intentionally and strategically. Tools and Resources Using different tools and resources in a virtual or online training and community can be helpful to participants and audience members. As an instructor or facilitator explore how different tools and resources work so that you can share and cultivate a greater experience, impact, and an opportunity to be relational. Whatever virtual format you use look at how the features can be used as tools and resources that positively and effectively impact your participants and audience, as well as, their experience. For tools and resources to be effective and efficient they must be used effectively and efficiently. Learning new skills in a virtual environment in a community builds confidence and competence in the process. By using tools and resources in a virtual or online environment it builds trust and credibility. It demonstrates and displays an instructor and facilitator's willingness to connect, help, and support participants and audience members. Audience members and participants become empowered, encouraged, and enriched by using tools and resources. This interaction and sharing builds relationships. It builds trust. It shifts the training into an experience. People remember their experiences. Experiences are meaningful and engaging. Practice It's important to practice skills and information before leaving the online or virtual space. Practice allows for the opportunity to interact and share ways to use and implement information. Instructors and facilitators should implement practice in the virtual and online space to gain confidence and competence and include and invite participants and audience members into a safe, supportive, and impactful environment. Practice using virtual tools and resources to become effective, proficient, efficient, and skilled within the online virtual space. By helping participants and audience members to practice within the virtual online space it helps reduce stress, fears, and negative perceptions of the virtual online space. I can't tell you how many times I've heard people at the end of class be amazed at how good of a time they had in the training in the virtual or online space. It may be helpful for facilitators and instructors to not say I would rather be in person when you are currently in a virtual or online space. Many people have reservations about connecting virtually or online because it may be new to them, or they haven't had a good experience. As an instructor or facilitator, you have no control over how or why people come to your virtual or online training or group, however, you do have an impact influence in how they leave, and the experience that you introduced them to. Conclusion In conclusion, virtual or online training and groups can be very relational. Building rapport must be intentional and strategic. You as an instructor and facilitator have a great opportunity to be present and assist your participants and audience members to be more connected and present by how you set up the experience through your level of engagement. By using virtual and online tools and resources, engagement and interaction can create an environment conducive to being fun and relational. Practicing using the tools, resources, and skills will provide connection and demonstration of the content and people in the space. Try these tips and let me know how you incorporated them into your virtual or online training and groups. Your virtual online training and groups will never be the same! For additional information, training, or facilitating online or virtually you reach me at Robert@WilsonGos.com.

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1930 Club Pond Rd #1089
Raeford, NC 28376-8691
GlobalSolutionsETA@gmail.com
910-273-8020
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