How Do You Continually Improve Efficient Use Of Your Technology? Training!

Blog How Do You Continually Improve Efficient Use Of Your Technology? Training! Debra ShannonJune 28, 2022 Bigstock {"adCodes": [{"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 0, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 1, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 2, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}], "adsOrder": [2]}

Technology is one of the largest budget items for an organization, but does it seem like employees aren’t using the systems as efficiently as they could be? I’ve found that the first step is to make sure you’re offering training to all of the employees—more than just handing them a user manual.

Your organization just purchased a brand-new system and wants to make sure they maximize the use of it. One key is to make sure everyone is trained so they understand how to use the system. Training is typically focused on when the new system is first implemented. Many organizations will have the vendor come onsite to train. Employees sign up to attend scheduled training sessions, or it may be a train-the-trainer scenario wherein designated trainers (department super users) train the rest of the organization. This gets your system implementation off on the right foot.

It would be considerably better if the organization offers continual training. This means providing formal training activities for new employees joining the organization months later, major system upgrades released annually, and when individuals simply want “refresher” training. Did you know that individuals typically only remember a fraction of the information from a training session?

Training Options

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The second step is to have a variety of training options. It’s important to understand that individuals learn differently (different methods and different speeds) as well as there may be various logistics to consider. For example:

• Some individuals will prefer instructor-led classes (either in-person or virtual) while others are audiovisual and like videos.
  • Some individuals like to read materials on their own. There are even third-party vendors who provide specific training materials such as quick reference cards and videos for products such as Microsoft Office 365 as well as Acrobat and Windows.
  • You can create custom self-paced courses using tools like Articulate leveraging PowerPoint slides.
  • Post training materials on the intranet so all employees can access the information.
• If there is a large number of individuals to be trained and/or everyone can’t be gone at the same time, you may need to offer multiple sessions for a specific training course.
• If the organization has multiple locations, it may not be economical if individuals have to travel to attend in-person training sessions, so it may be more cost effective if the trainers travel or offer virtual training sessions.
• Not all individuals work Monday-Friday 9-5 pm, and may instead work four 10-hour days or “off-hours” (e.g. second/third shift, weekends) so it’s important to offer training to accommodate these schedules.

Learning Retention

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Even with the above differences, there are specific concepts that will help individuals retain what they’ve learned during training. This includes:

Make sure the content is relevant (preferably with real-world examples), so individuals know how to apply what they’ve learned.

• If the topic is creating a new customer in the ERP, walk through the actual steps including required and valid values, and have an exercise wherein they actually practice setting up a new customer.
• When teaching individuals about Excel and features such as Pivot Tables, provide examples showing when/why/how to use a Pivot Table to analyze and categorize large amounts of data.
• If doing “train-the-trainer,” consider having the students do some role-playing.

Provide some type of handout (student training guide) for individuals to take notes on.

If it’s a “live” training session (either in-person or virtual), encourage individuals to participate in discussions. Engagement promotes retention.

Provide students with the opportunity to practice what they’ve learned with exercises, quiz questions, etc.

Create “cheat sheets” for common things like application-specific keyboard shortcuts/hotkeys, when there is a long list of valid value codes, etc.

A comprehensive and up-to-date training curriculum is an investment. Organizations that make this investment are demonstrating that employee development is important! Employees will appreciate the efforts to grow and make them more knowledgeable.

For more information on offering training to maximize the use of your technology, follow me on LinkedIn!

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June 29, 2022: How To Answer Interview Questions Correctly

Are you landing job interviews but struggling to make it to the next round? Your interview answers could be to blame! Attend this live event to learn how to answer interview questions correctly.

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July 1, 2022: Networking Masters

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July 12, 2022: J.T. O’Donnell’s CAREER AMA (Ask Me Anything)

Come get your career and job search questions answered by our founder & CEO J.T. O'Donnell.

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July 13, 2022: How To Navigate LinkedIn Effectively

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July 15, 2022: Networking Masters

Join us for Networking Masters (think Toastmasters but for networking)! During this interactive group session, you'll exercise your networking and presenting skills so you can be a more confident connector!

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July 19, 2022: CAREER AMA (Ask Me Anything)

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July 20, 2022: How To Get A Promotion (And A Raise)

It can be tough getting that promotion at work, especially when you're not sure how to show you deserve one. If you want to get a promotion (and a raise!), attend this live event and learn how to make the case for a higher job title and salary.

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July 22, 2022: Networking Masters

Join us for Networking Masters (think Toastmasters but for networking)! During this interactive group session, you'll exercise your networking and presenting skills so you can be a more confident connector!

Hosted by: J.T. O'Donnell or Christina Burgio

Cost of Event: FREE

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July 26, 2022: J.T. O’Donnell’s CAREER AMA (Ask Me Anything)

Come get your career and job search questions answered by our founder & CEO J.T. O'Donnell.

Hosted by: J.T. O'Donnell

Cost of Event: FREE

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July 27, 2022: How To Make A Career Change When You've Been Laid Off

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July 29, 2022: Networking Masters

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Disagreeing with other people, without taking a body count or courting disaster, is something most people try to avoid. Nevertheless, we recognize we can't always agree with everything that comes our way—even if it comes from the boss.

Many of us think disagreeing with the boss is one of those career-limiting moves to be avoided at all costs. Think again. Most managers want to think they've hired brilliant people who can think and act well on the company's behalf. That includes not letting them (or anyone else) drive off a metaphorical cliff. This means you are being paid to use your brain AND mouth.

The diversity that takes place in the workplace isn't just about race or religion; it's about ideas, perspectives, and insight. If you are truly engaging in what is taking place at work, it's not possible to agree with your boss 100% of the time.

You can disagree with your boss and make that disagreement a win-win for both of you. You can win because you can use it for career enhancement. The boss can win because they will come off as an engaging manager and get a much better end result.

Here are eight tips to turn disagreement into a great thing for your career.

1. Disagree, But Don't Be Disagreeable

When something strikes you as wrong or out of line, keep your emotions in check. No one, especially the boss, will appreciate an emotionally charged rebuttal. People tend to mirror each other's energy level, and if you turn red and flap your arms, it will be met with equal intensity.

2. Don't Make It Personal

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The conversation will go much better if you are addressing the issue or topic and not making your disagreement about the person, your boss.

3. Be Clear About What You Don't Agree With

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If you can't articulate what is troubling you about something, wait until you can be clear. If you can't be clear, you will not have a conversation that will make any sense to the other person. A confusing conversation will not leave a great impression.

4. Offer Alternatives

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Nothing falls flatter than squashing an idea only to have nothing to replace it with. If you can't think up a better idea, then what good is the disagreement? Sure, you might not like the idea, but if you can't come up with something else, then go with what you have. You have to solve problems to be an asset.

5. Make Things Private

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Depending on the setting and issue, you may need to take your disagreement to a private setting with your boss. This allows you to cover whatever you need to, have a discussion, and keep both of you looking good to the rest of the office.

You never want to embarrass your boss; if you do, they will remember it for much too long. They will appreciate your sensitivity and professionalism when you have the insight to know when it's time to have a private discussion.

6. Seek To Understand

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Many conflicts and disagreements are rooted in a failure to communicate and understand the other person. When something does arise that doesn't hit you right, ask questions and gain clarity. You may discover that you do agree after all. Doing this will also help you avoid discomfort.

7. Don't Be A "Yes" Person

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This is more than simply sucking up to the boss. This is agreeing with the boss at the cost of your character, values, and career. You might think it will enhance your career, but it will backfire against you as the higher-ups see that your contributions are limited.

8. Disagree And Commit

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The biggest issue that managers have when employees disagree is their becoming insubordinate and undermining efforts. If you have followed all of these steps and you still have a disagreement, then it's time for you to disagree and commit yourself to whatever is being proposed. After all, the idea or direction might really work out well. Your manager will think you are truly a professional if you can work through your disagreement, offer solutions, and be able to "get on board."

Certainly, out there in the universe are managers with fragile egos who can't tolerate anyone disagreeing with their mandates or directions. They too will only get just so far in their career. Anytime you limit the free flow of thought and contribution, you limit the possibilities.

You need to screen for these people in your job search. If you wound up with a boss like that, you should consider a different team or job. But most managers enjoy discussion and debate as a means of developing great ideas and direction. They understand that disagreement is part of the process.

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This article was originally published at an earlier date.

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Brand storytelling is an integral part of a brand’s identity and the way to communicate its personality. It is the ability to tell stories about your brand that build trust, loyalty, and advocacy with your customers.

Sound Like YouPhoto by Hussein Abdullah on Unsplash

Authenticity always comes through. Make sure you're telling stories that make sense for your brand and its culture. It does you a disservice to sound like someone else or worse—multiple people. It can be confusing to customers when they get mixed personalities for one brand. Brands that don't use their brand voice sound the same as everyone else and get lost in a sea of sameness. Use every opportunity you can to infuse your content with more you. Need help figuring that out, let me know—I can help.

Share Sneak Peeks And Behind-The-ScenesPhoto by Brands&People on Unsplash

Share a sneak peek about how something is made, or behind-the-scenes content with the people on your team just being people. Let your audience see your company culture doing its thing. Shining a spotlight on the humans who keep your brand running not only lets customers see more of your story, it makes employees feel valued and respected, and that they are part of a true team. You already have product experts on your team—tap them to help you create content that they know customers are looking for. They are solving your customers' pain points daily and can probably provide more content ideas than you imagine.

Use All Of Your Real EstatePhoto by Erik Mclean on Unsplash

Every touchpoint is an opportunity to tell a little more of your brand story. Your website, your packaging, and even something mundane as a confirmation message or a 404 error is an opportunity to say something in your brand voice. USE IT! Every touchpoint with your customer should be consistent. If you are funny on the website, be funny on the 404 too, why not?

It's A Two-Way StreetPhoto by Pablo García Saldaña on Unsplash

Sharing your brand story and message is important, but having an actual conversation with your customers can be a game-changer. Sometimes, it can be as simple as asking a question. Why spend hours trying to figure out what your audience wants to see when you can ask them, and incorporate them into the process? It is a win-win for everyone. Your audience gets relevant, personalized content, and your brand gets an engaged audience and original content for practically nothing. Using customer-generated content shows you value their opinions and experience and helps connect them to your brand.

Turn Spreadsheets Into StoriesPhoto by Stephen Dawson on Unsplash

Check the data—a powerful tool you may have not even thought to use but can tell a compelling story is data. What? How do I turn spreadsheets into stories? Start by looking for patterns. Look for what is missing. Look for relationships. Data can come from internal sources like customer surveys, sales data, or even website analytics. For example, seeing what people respond to online or knowing the most searched FAQ data can help you see what your customers are looking for from you. If you cant use internal sources try to find reliable external sources like Pew Research or do a search for topic-specific sources.

There are lots of other ways to tell your brand story. Whatever you do, make sure your messaging is consistent with your brand and its culture, and use your voice to stand out and be authentically you.

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