Category Archives: Learning and Development

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How to Upskill Employees

Today’s technology moves at a rapid pace, with newer, better, and often simpler tools constantly replacing older iterations. Companies like Uber and Netflix are redefining how we do business, freelancers and flex-workers are replacing traditional job-roles, and even the basic functions of life such as banking is changing exponentially.

While the most obvious results of rapid change don’t include how we work, those changes naturally extend to employees and their skills. Rapid change necessitates that old skills will become irrelevant, new skills will be required, and knowledge which was previously crucial is no longer so.

Individuals must continue to grow and change if they are to keep up and remain relevant and valuable in their organizations. Upskilling employees is also about talent retention and reducing turnover, individual and personal development, and developing individuals for new roles and leadership positions. While there are many ways to approach it, the following tips will help you upskill employees in ways that are meaningful to your and their goals.

4 tips to upskill employees

Develop a Culture of Coaching and Mentoring

Most people learn best through coaching and mentoring, where leaders directly involve themselves in helping those they work with to succeed. Here, your goal should be to empower leaders to recognize and directly work with individuals on their teams to coach and mentor them to choosing career paths, improving productivity, changing work patterns, and adapting to new technology. While the nature and goals of mentoring will obviously change depending on your organization, the employee’s level within your organization, and their ambition or career path, it’s an important aspect in any employee upskilling. Managers should provide coaching and support in every setting.

Identify (Up-and-coming) Skill Gaps

While completely retraining individuals is reskilling rather than upskilling, you can work to identify up-and-coming skill gaps and move existing employees into those gaps. For example, if you know that your communications department will switch to a new content management system in a year, you can begin training employees to that new system now, so that their skills remain relevant when the new system is introduced. Similarly, if you’re switching to developing for iOS instead of just Android, you could move developers into training to learn Swift. Ensuring that your employees retain relevant skills for your tools, software, and work-methods is an important part of upskilling.

Invest in Personalized Training and Development

While upskilling must benefit a large number of employees across your organization, it pays to invest in personalization and individual development. For example, if you offer something broad and generic, like an organizational-wide digital course, you’ll likely have relatively low engagement. On the other hand, if you invest in a larger number of courses, help individuals to choose a series of courses that benefit their career goals and paths, and supplement where needed or beneficial for specific individuals, you can drive a much greater level of engagement and motivation.

Create Development Opportunities

Developing leaders, senior technicians, and individuals for new roles is always best-done from within an organization. Here, your goal should be to identify individuals with potential and work with them to ensure their ambition and career path align with your needs and then develop them to that point.

Development opportunities should include assignments, classroom learning, and on-the-job learning, so that individuals have the opportunity to fully prepare themselves for whatever role they will be stepping into.

Upskilling employees is important if you want to keep individuals relevant and valuable inside your organization. While it will require investment in mentoring, training, and learning opportunities, upskilling will also prevent you from creating skill gaps, will prevent the need to fire employees as their skillset becomes less relevant, and will save you money on recruiting. In addition, driving personal development and skills will help you to create more value for the individual, driving engagement and talent retention in your organization.

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Team Vs. Individual Training: Pros and Cons

Whether introducing new work methods, new skills, or working on development, choosing the right training methods to deliver new ideas is important if you want to ensure proper adoption and absorption. You will often deliver the same information to a group of individuals, which can lead to choosing between delivering training in a group or individual format.

While both options have their pros and cons, you can typically review each on an individual basis to choose the best training option for the material being presented. Understanding the pros and cons of team and individual training will give you a good basis to make that decision so you can choose the best training for each situation.

Team Training

Team or group training is one of the most common ways to push information to a large number of people, because most can conveniently learn together under a single teacher or coach.

Pros of Team Training

  • Groups learn tasks together and complete them together. Some studies show that social factors influence learning, resulting in greater retention learning skills, which are later utilized with the same groups
  • Groups learn together, reducing time-investment and costs
  • Teams can give each other input and feedback, increasing learning opportunities

Cons of Team Training

  • Entire teams will be pulled off work at once
  • Social camaraderie can get in the way of topics everyone is resistant to by reinforcing resistance
  • Individuals who require special attention or different learning methods may not receive it

Individual Training

Individual training or one-on-one training is typically the process of using a mentor or coach to teach a specific skill or behavior to an individual, to coach them, or to work on development on a one-on-one basis.

Pros of Individual Training

  • Individuals can easily receive personalized attention, curricula, and coaching to ensure that they have everything to do their best
  • The individual’s specific barriers and obstacles can be approached and tackled by the coach or mentor
  • Curricula can be tailored to meet the individual’s current knowledge, learning speed, and adaptability

Cons of Individual Training

  • Can be time-consuming and expensive
  • Individual training does not facilitate the same group/social retention of skills
  • Individuals who learn alone may not work as well in teams as individuals who learn in teams

Choosing Team or Individual Training

Both team and individual training methods have their benefits, so you shouldn’t disregard either. Instead, it’s better to choose a training option based on the information being pushed, the purpose of the training, and how that information will be utilized.

For example, if you’re working to introduce a new project management platform to a team and want them all to get onboard, group training definitely makes the most sense. This remains true whether you’re teaching skills or behaviors like Agile, which will be used as a team. On the other hand, if you were working to develop an individual into a leadership position, individual training might be a much better option. Similarly, if you were training one person to take on a new role and they were working alone, it might be better to approach training on an individual basis.

In most cases, both team and individual training are effective. However, you may find that using team training as a baseline for most skills is a good idea, which you can then follow up with individual coaching.

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Want to be a good manager? Don’t stop learning

Today’s world of fast-paced innovation and change often necessitate rapid changes, adaptability, and agility. This is evident in changes to technology and software inside many organizations, but often overlooked when it comes to the most important resource in any company, people. As a leader inside an organization, it is crucial that you be able to adapt and move forward at the same pace as the organization and the world around you, adopting a mindset of continuous learning and innovation.

As a manager and leader, your role involves not only guiding your team or teams but also setting a good example, bringing new ideas and concepts to the team, and using every resource to build on the productivity and value of the people you are leading. Continuous learning is an important strategy for your, your team’s, and your organization’s success.

More than Just a Degree

While degrees are valuable and essential in most business management environments, they often aren’t enough to set you apart. Nearly half of all millennials have a minimum of a bachelor degree, which is often centered around information which is subject to change. Good management involves understanding new processes, leadership methods, and tools as they come in, mastering software and tools made available to you by the organization, and hopefully having at least a basic understanding of the technical work being completed by your team. This can require a significant amount of learning, including familiarizing yourself with the technical requirements and capabilities of graphic design, coding, and other technical skills if you don’t have that already.

An Attitude of Continuous Learning

Self-help expert W. Clement Stone recommends studying and/or reading anywhere from 30 minutes to two hours per day to foster a mental attitude of continuous learning and adaption. Continuing to challenge the brain with new information and input, to think, and practice memorization and learning techniques works to keep your thinking skills sharp, which will also aid your performance in the workplace.

Fostering Adaptability

Continuing to learn works to foster neural and synaptic plasticity in the brain. This means that the brain is more adaptable, more open to change, and more easily takes on new ideas and tasks. Continuous learning will put you in a mindset where you can approach new ideas with natural and intuitive creativity and flexibility, where new tools and ways of working are challenging and interesting, and where you can quickly change how or where you work to be productive. This will pay off as you move into the workplace where changing software, multicultural environments, flex work, and even remote workers are all becoming the norm.

Today’s workplaces are diverse, often multilingual, and may even span multiple offices in several countries. Learning will help you to develop adaptability, to move more easily between cultures, and to add value in any environment which you are in.

Staying Relevant

Modern technology and software change extremely rapidly. Keeping up requires constantly learning and doing new things. Trends and automation are continuing to replace certain skillsets, while creating a demand for others. Evaluating your work environment and the skills likely to change and adapt based on technological and business trends will give you a good idea of what you should be learning and why to stay relevant. This also applies when your current role is phased out or you move to another company, which may value new and different things.

For example, automation is a massive change coming to nearly every industry, and one that will become a significant economic force by 2020. Learning how it will affect your time and priorities and determining what will be necessary as your job moves forward into this new environment will help you to set priorities for learning so that your skills continue to remain relevant and valuable inside your organization.

Increased Confidence

Constantly learning will make you feel accomplished, more able to take on new ideas and things, and therefore more confident, even in emergency situations. While this won’t happen immediately, you will see it over time.

People are the most valuable resource in any organization, and as a manager, your leadership and guidance influence that. Learning and continuing to grow yourself will help you to be a better manager, not only by improving your skillset and helping you to develop and move forward while potentially inspiring others in your team to do the same. At the same time, it’s important to recognize that not all learning needs to be job related. Reading, learning crafts and hobbies, studying how processes work inside your organization, and nearly any other type of learning will foster the cognitive benefits of adaptability and agility, helping you to fit more easily into multicultural environments, to understand and change with your organization and the world, and to continue to adapt.

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Emotional Intelligence Summit Asia: The First in the Philippines

Please join us on September 1, 2018 for the first ever Emotional Intelligence Summit Asia in the Philippines with an array of international and formidable local speakers to talk about what will remain to be one of the most important competencies in the future of jobs: Emotional Intelligence.

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Disruption is everywhere. The advent of change is fast, swift, and engulfing every aspect of our lives. However, one thing will remain constant—the need to elevate our soft skills in relation to how we do things. It is no longer an advantage just to know Emotional Intelligence—you need to feel and translate it to a competency that will be the determining and crucial factor in making a successful difference!

Course Outline


Emotional Intelligence (EI) or emotional quotient (EQ) is a set of skills that help us better perceive, understand and manage emotions in ourselves and in others. Learn more about Emotional Intelligence and the science behind it.


Emotional intelligence has a long history, and it’s steadily gaining importance, not just for the workplace, but for various aspects of our lives. Get to know emotional intelligence through experience.


Technology gets more and more advanced and is surpassing human intelligence quickly in various fields and activities. Artificial intelligence is also getting more and more complex. In fact, a lot of jobs that we imagined could be done only by people are now under the threat of being replaced by AI. So, what could we do? The answer: Emotional Intelligence.

V. THE RESILIENT LEADER: The Age of Disruption’s Call for a New Breed of Leaders

Resiliency: the capacity to recover quickly from difficulties. Life is littered with roadblocks, whether you expect it or not. One of the most important qualities of a leader is resilience. With the barrage of obstacles ahead, it’s important that you, as a leader, be resilient. For a resilient leader, failures are temporary setbacks that they can recover from. And with changes happening left and right, a new breed of leaders—resilient leaders—are needed.

VI. MINDFULNESS: Journey to Awareness and Clarity

Bill George of Harvard Business Review says that when you are mindful, “you’re able to both observe and participate in each moment while recognizing the implications of your actions for the longer term. And that prevents you from slipping into a life that pulls you away from your values.” Mindfulness will start your journey to awareness and clarity.


Among the 7.6 billion people in the world, half are women, who are steadily progressing and making noise with their success in various aspects—sports, entertainment, science, business, motherhood, etc. Yet, as a woman, there are still some limitations the society imposes on you. It’s time to empower your stance. Be an emotionally intelligent woman.


When emotional intelligence first surfaced as a concept, it served as an explanation to the curious finding that about 70% of the people with an average IQ have a better performance than those with the highest IQ. This changed the way we perceive success and where its source is. Research has shown that emotional intelligence is an essential factor that makes some entrepreneurs stand out from others.

IX. WHY EMOTIONAL INTELLIGENCE Is the Enabling Competency for Excellent Customer Service

Emotions are an essential part of our mind that helps us to develop, motivate us to take action and, in a case of danger, help us avoid the hazard and survive. That’s why it’s important that we are emotionally intelligent. But how does it look like in customer service?

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The investment for this course is P7995 plus VAT.

About the Facilitators

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GENOS Emotional Intelligence Certification

Join us September 19 to 20 for our GENOS Emotional Intelligence Certification. The Genos EI Certification Program is designed for learning and organizational development professionals, human resource consultants or managers, executive coaches, and organizational psychologists.

Becoming a Genos-Certified Practitioner comes with multiple benefits to help you succeed professionally:

  • Association with the most well-recognized and respected organization for applying emotional intelligence in the workplace
  • Access to an international network of over a thousand certified learning, organizational development, human resources and executive coaching professionals
  • Access to our members-only resource portal, containing all of our latest presentations, workshops, proposals, marketing material, case studies, and research
  • Support from leading experts in the field including academics and highly-experienced practitioners
  • A full Genos Emotional Intelligence Self-Assessment report

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What does the program involve?

Phase 1: Completion of your Self-Assessment EI Workplace Behavior Feedback Report

Before the course, you will be invited to complete your own Genos Self-Assessment Emotionally Intelligent Workplace Behaviour Feedback Assessment. After the course, one of the Genos Master Trainers will debrief you, providing you with your personalized Self-Assessment Workplace Behaviour Feedback Report and Development Tips Workbook.

Phase 2: An engaging Two-Day Course with a Genos Master Trainer

Day 1 – The following topics will be covered:

  • The Science of Emotions
  • Emotional Intelligence and the 6 Skills
  • The Business Case
  • Assessment Overview
  • Best Approaches to Assessment and Debriefing
  • Assessment Options
  • Interpreting Results
  • Debriefing Results

Day 2 – The following topics will be covered:

  • Emotionally Intelligent Leadership and the 6 Skills
  • Features of the Emotionally Intelligent Leadership Feedback Report
  • Leadership Assessment Options
  • Best Approaches to Assessment and Debriefing
  • Group Debriefs
  • Alternative Measures
  • Successful Project Execution
  • Certification Next Steps

Phase 3: Debrief Case Study Session with another Master Trainer

Finally, to complete your Certification, you will be given the opportunity to debrief the results of a sample Self-Assessment Emotionally Intelligent Leadership Feedback Report with another Genos Master Trainer who will act out the character in the scenario. You will be provided with feedback on the debrief session, with the ultimate goal of ensuring you are able to apply the Genos Emotional Intelligence Assessment tools effectively and confidently.

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Upon Completion…

Your journey begins as a business partner with Genos and it was the best decision you could have made for yourself, your business and your clients. A step-by-step guide is provided to you to map your entire journey as a Genos EI practitioner along with access to the free Member Only Resource Portal to further assist you in learning about, selling and utilizing the Emotional Intelligence Assessments, Enhancement Programs and supporting resources.

Upon successful completion of the program you will be able to:

  • Explain the Genos model of emotional intelligence
  • Discuss the Genos emotional intelligence assessments and their unique features, including developing emotional intelligence in comparison to other measures
  • Discuss the business case for emotional intelligence
  • Design effective emotional intelligence development solutions
  • Facilitate an interpretation of assessment results
  • Facilitate a development plan
  • Execute an emotional intelligence assessment project
  • Facilitate an introductory emotional intelligence session

The investment for this certification is P29,500 plus VAT. The two-day course is inclusive of manuals, lunch, and AM/PM snacks.

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About the Facilitator

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