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Want to attract top talent and motivate your team to achieve their best work? Use this Team Development presentation to properly structure skills training, coaching and mentorship initiatives, communicate benefits of learning & development, and ultimately get the most out of any talent pool. Let's see how these tools can be used to strengthen a team and keep employees fulfilled.

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The 5S framework is a business methodology that originated from Japanese manufacturing. It's a system designed to reduce waste and optimize productivity through maintaining an orderly workplace. The 5S stands for Sort (Seiri), Set in order (Seiton), Shine (Seiso), Standardize (Seiketsu), and Sustain (Shitsuke).

Sort involves going through all tools and materials, keeping only the essential ones. Set in order means organizing and identifying the items for easy access. Shine refers to cleaning the workspace to ensure it's tidy and safe. Standardize is about maintaining consistency in carrying out tasks. Lastly, Sustain is about making the 5S a long-term program, keeping it fresh and auditing it regularly.

While it's not directly related to talent attraction or team motivation, it can indirectly contribute by creating a more efficient, productive, and pleasant work environment.

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Skills development scorecard

The Skills Development Scorecard can be used to track the current standing and eventual progression of a single team member or a whole team. Skills are categorized and then ranked according to Quality and Competency. Quality refers to the quality of work produced on a regular basis. Think about this as "how much care does your team put into their craft?" Competency refers to the capability to fulfill a given role's main functions. Useful measures might range from technical knowledge to soft skills. Say you run sales for a software company. Skills categories on this scorecard could be product knowledge and CRM. Color in the boxes as employees progress through the levels. (Slide 3)

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The Skills Development Scorecard can be used to predict future trends in team development and performance by tracking the current standing and progression of team members. Skills are categorized and ranked according to Quality and Competency. By monitoring these categories, you can identify areas of strength and weakness, and predict future performance based on current trends. For example, if a team is consistently scoring high in technical knowledge but low in soft skills, it can be predicted that they may struggle with customer interaction in the future. Therefore, training can be implemented to improve these areas and enhance overall performance.

Some alternative methods to the Skills Development Scorecard for tracking the progression of a team member's skills include the use of performance reviews, 360-degree feedback, self-assessment tools, and professional development plans. Performance reviews are a traditional method where managers assess an employee's performance over a certain period. 360-degree feedback involves collecting feedback from all around an employee, including peers, subordinates, and supervisors. Self-assessment tools allow employees to evaluate their own skills and identify areas for improvement. Professional development plans are personalized plans that outline an employee's goals, the skills they need to achieve those goals, and the steps they will take to develop those skills.

Global companies like Google or Apple can utilize the Skills Development Scorecard to enhance their team's performance by using it to track the current standing and eventual progression of a single team member or a whole team. Skills are categorized and then ranked according to Quality and Competency. Quality refers to the quality of work produced on a regular basis, while Competency refers to the capability to fulfill a given role's main functions. Useful measures might range from technical knowledge to soft skills. As employees progress through the levels, the boxes on the scorecard can be colored in, providing a visual representation of skill development and progress.

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9-Box skills grid

The 9-box grid plots team members according to two criteria: Potential and Performance. Each grid shows the exact head count of how many employees fall into the respective category, and what percentage of the entire team these employees make up. You can also translate this data into the bubble chart on the right. (Slides 4-5)

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General Electric is a notable example of a company that has successfully used the 9-box grid for team development. They used this tool to identify and nurture talent within the organization. The grid helped them to categorize their employees based on their potential and performance, allowing them to effectively manage their workforce and develop strategies for employee growth and development.

There are several alternative methods to the 9-box grid for assessing team member potential and performance. One such method is the Performance and Potential Matrix (PPM), which is similar to the 9-box grid but provides a more detailed analysis. Another method is the Skill/Will Matrix, which assesses an individual's skill level and willingness to perform a task. The Competency Matrix is another tool that assesses an individual's skills and competencies in relation to their job role. The SWOT Analysis can also be used to assess team member potential and performance by identifying an individual's strengths, weaknesses, opportunities, and threats.

Global companies like Google or Apple can utilize the 9-box grid for team development by plotting their team members according to two criteria: Potential and Performance. This allows them to see the exact head count of how many employees fall into each category, and what percentage of the entire team these employees make up. This data can then be translated into a bubble chart for a visual representation. This method can help in identifying high performers and those with high potential, allowing for targeted skills training, coaching, and mentorship initiatives.

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  • In the top-right square are your Star employees, who demonstrate both high career potential and perform consistently well.
  • In the bottom-left square are your Risk employees. They don't show much potential and also produce the lowest-quality work.
  • For the most part, the rest of your staff will fall somewhere in between these two extremes.
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The potential future trends in team development and talent management could include a greater focus on remote and virtual team building, increased use of technology and AI in talent management, a shift towards skills-based hiring and development, and a greater emphasis on diversity and inclusion. There may also be a trend towards more personalized and continuous learning and development programs, as well as a greater focus on employee well-being and mental health.

There are several strategies to improve the performance of Risk employees. These include providing targeted training and development programs to enhance their skills, offering mentorship or coaching to guide them, setting clear performance expectations, and giving regular feedback on their work. It's also important to motivate them by recognizing their efforts and achievements, and creating a positive work environment where they feel valued and supported.

Global companies like Google and Apple can identify their Star and Risk employees through performance reviews and assessments. Star employees are those who demonstrate high career potential and consistently perform well. They can be managed by providing them with opportunities for growth, such as leadership roles, challenging projects, and continuous learning opportunities. On the other hand, Risk employees are those who show little potential and produce low-quality work. They can be managed through coaching, training, and mentorship programs to improve their skills and performance. If there's no improvement, companies may consider letting them go.

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Organizational DEIB

Employees, both current and prospective, will want to see what actions the company is taking to make them feel more welcome and included. Additionally, more consumers are also considering companies' internal diversity and inclusion practices as they make purchase decisions. To illustrate the progress your organization is making towards DEIB, or Diversity, Equity, Inclusion, and Belonging, use this slide to highlight the positives. (Slide 9)

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The implementation of DEIB (Diversity, Equity, Inclusion, and Belonging) practices can significantly influence consumer purchase decisions. More and more consumers are considering companies' internal diversity and inclusion practices as they make purchase decisions. They are more likely to support businesses that are committed to these values, as it shows that the company is taking steps to make all employees feel welcome and included. This can enhance the company's reputation and attract a wider customer base.

There are several alternative methods to highlight the progress of DEIB in a company's internal practices. One method is to conduct regular surveys and share the results with the team, showing improvements over time. Another method is to create a diversity and inclusion report that outlines the company's initiatives, progress, and future goals. This report can be shared internally and externally. Additionally, companies can host events or workshops that celebrate diversity and promote inclusion, and share these events through internal newsletters or on the company's website. Lastly, companies can also highlight individual success stories or case studies that demonstrate the impact of their DEIB initiatives.

Global companies like Google and Apple can implement Diversity, Equity, Inclusion, and Belonging (DEIB) in their team development strategies by creating a diverse hiring strategy, promoting a culture of inclusion, providing equal opportunities for growth and development, and fostering a sense of belonging among all employees. They can also highlight their DEIB efforts to both current and prospective employees, as well as consumers, to show their commitment to these values.

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In this hypothetical scenario, of the 108 director-level employees at the company, 46 are women, and 31 are BIPOC. While there's no limit to how equitable an organization can be, consistent check-ins and reportings of DEIB metrics can encourage everyone to be more aware and accountable.

Learning and development (L&D) budget

Even for the most outstanding employees, there's always a mixture of hard and soft skills that can be continuously improved. So how do you approach teaching them the right things? With this Learning & Development Budget graph, plot each development area in an easy-to-understand snapshot. Use it to properly allocate resources and finances for the betterment of your team. Focus on the highest-value-adding skills for your workers. And use this tool to reach an exact dollar amount to spend on L&D initiatives. (Slide 17)

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Yes, many companies have successfully used similar tools to the Learning & Development Budget graph to enhance their team's skills. For instance, Google uses a similar approach in their 'Google's 80/20' model, where they allocate resources for employees to work on personal projects. Another example is IBM, which has a robust learning & development program that uses similar tools to allocate resources for employee skill enhancement. These companies have seen significant improvements in their team's skills and overall productivity.

Some alternative strategies to the Learning & Development Budget graph for improving both hard and soft skills of employees could include:

1. Regular Training Sessions: These can be conducted in-house or by external trainers. They can be focused on specific skills that need improvement.

2. Mentoring and Coaching: Pairing less experienced employees with seasoned colleagues can be a great way for them to learn and grow.

3. Online Courses: There are numerous online platforms offering courses on a wide range of topics. Employees can take courses that align with their personal development goals.

4. Workshops and Seminars: These can provide intensive, focused training in specific areas.

5. Job Rotation: This allows employees to work in different roles within the company, helping them to gain a broad range of skills and a better understanding of the business as a whole.

Global companies like Google and Apple can effectively allocate resources and finances for the betterment of their teams by focusing on the highest-value-adding skills for their workers. They can use tools like the Learning & Development Budget graph to plot each development area in an easy-to-understand snapshot. This can help them reach an exact dollar amount to spend on Learning and Development initiatives.

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Of course, this budget breakdown differs between different companies, as each has their own strengths and weaknesses. And even within the same company, L&D needs evolve over time. So it's best to re-evaluate your budget allocation periodically to make sure the money is being spent in the right areas.

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Some common misconceptions about budget allocation for Learning and Development (L&D) in companies include the belief that L&D is an unnecessary expense rather than an investment, that it's only beneficial for large corporations, or that it's only about formal training. In reality, L&D can provide significant return on investment by improving employee skills and productivity, it's beneficial for companies of all sizes, and it can encompass a wide range of learning opportunities, from on-the-job training to mentorship programs.

Companies can use several strategies to ensure their L&D budget is being spent correctly. They can conduct regular audits to identify areas of overspending or underspending. They can also use data analytics to track the effectiveness of their L&D programs and adjust their budget accordingly. Additionally, they can seek feedback from employees to understand their learning needs and preferences. Lastly, they can consider outsourcing certain training programs if it's more cost-effective.

Global companies like Apple and Google can adapt their budget allocation to evolving Learning and Development (L&D) needs by continuously evaluating their L&D strategies. They should identify the areas that need improvement or more focus, and allocate funds accordingly. They can also invest in technologies and tools that provide efficient learning solutions. It's important to keep up with the latest trends in the industry and adapt to changes quickly. Regular feedback from employees can also help in identifying the areas that need more attention in terms of learning and development.

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Understand what your priority content and message should be. Think about how to get important brand info across, while also addressing customer concerns? If you're a shipping company, perhaps you're required to move toward carbon-neutrality by new legislation. A large portion of your customers may also care about the environment. So that's a win-win.

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The potential societal effects of a shipping company moving towards carbon neutrality could be significant. Firstly, it could lead to a reduction in greenhouse gas emissions, contributing to the fight against climate change. This could also set a precedent for other companies in the industry, leading to a wider shift towards sustainable practices. Additionally, it could lead to job creation in the renewable energy sector, as the company would need to invest in new, green technologies. Finally, it could lead to increased customer loyalty, as consumers are increasingly looking to support businesses that are taking steps to reduce their environmental impact.

Some alternative strategies that a shipping company can adopt to move towards carbon-neutrality include investing in cleaner fuels, improving energy efficiency, implementing carbon offsetting, and exploring renewable energy sources such as wind or solar power. They can also consider participating in carbon markets to offset their emissions.

Global companies like Apple and Google can effectively communicate their brand information while addressing customer concerns by understanding their priority content and message. They should think about how to get important brand info across, while also addressing customer concerns. For instance, if they are required to move toward carbon-neutrality by new legislation and a large portion of their customers care about the environment, they can communicate this as a win-win situation.

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Corporate mentoring program agenda

The Corporate Mentoring Agenda isn't just to schedule mentoring sessions. It's also used to clarify the group dynamics and expectations of each session, so you can uniquely target each staff member.

Those being primed for a C-suite position might be best served in a 1-to-1 setting with top executives. Conversely, those learning teamwork could benefit from a full group or core pods session. Using this tool, craft a mentorship agenda in its entirety: Types of training, group size, schedule, skills to develop, and more. (Slide 15)

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Demographic changes within a team can significantly influence the types of training and skills development needed. For instance, a younger demographic might be more adept at using technology and therefore require less training in this area, but may need more guidance in areas like professional etiquette or leadership skills. Conversely, an older demographic might need more training in technology use but less in areas like leadership or industry experience. Additionally, cultural diversity can also influence training needs as it may require training in cultural sensitivity and understanding. Therefore, it's important to assess the demographic makeup of a team when planning training and skills development initiatives.

A mentorship agenda can be adapted to accommodate different group sizes by tailoring the type of training and mentorship to the needs of the group. For instance, individuals being prepared for high-level positions might benefit more from one-on-one sessions with top executives. On the other hand, those learning about teamwork could gain more from group sessions or core pods. The key is to understand the specific needs and learning styles of the individuals or groups involved and adjust the mentorship agenda accordingly.

There are several alternative strategies to develop teamwork skills in employees. One approach is to organize team-building activities that promote collaboration and communication. These can include workshops, retreats, or games designed to foster teamwork. Another strategy is to implement a mentorship program where employees can learn from each other and build strong working relationships. Regular feedback and recognition can also encourage teamwork by making employees feel valued and appreciated. Additionally, providing training on effective communication and conflict resolution can help improve team dynamics.

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Skill development initiatives

Earlier, we talked about the L&D Budget chart and how its financial implication. Here, the Skills Development Initiative tool lets you visualize the qualitative focus of learning programs. In this example, the chart implies a program that is training someone to be a manager. In this case, the two initiatives that carry the most weight are Management and Leadership Training, and Professional Certification. As always, you can edit this tool to adjust for any kind of program. Whether it's to upskill entry-level workers, or to educate the workforce about diversity and inclusion. (Slide 14)

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Mentorship outcomes

We've discussed mentorship and coaching programs and how they can be structured. But how can you show your team why such initiatives are a good thing? To advocate for any corporate endeavors, numbers, especially financial numbers, are your best ally. To get major stakeholders on board, present the positive financial outcomes of team development programs to prove your point. (Slide 16)

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With every employee who leaves, not only is the overall team productivity compromised, but the resources needed to hire a suitable replacement is costly. So businesses that prioritize learning and development have lower turnover, and this directly translates into cost savings.

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