Category: Professional development

The Belonging Paradox: How Fostering Togetherness Ignites Professional Triumph
In the ever-evolving landscape of the modern workplace, there is a growing awareness that achieving professional success is not solely about individual talent or skill sets. Instead, a nuanced interplay of belonging, inclusivity, and collaboration has come to the forefront. This phenomenon can be aptly termed “The Belonging Paradox.” This article delves into the multifaceted aspects of this paradox, exploring how fostering togetherness can ignite professional triumph.

The Foundation of Belonging

Belonging is a fundamental human need, deeply ingrained in our psychology. It’s not limited to personal relationships but extends into the professional sphere. Individuals spend a significant portion of their lives at work, and their sense of belonging within their workplace community profoundly impacts their overall well-being and performance.

Did you know: According to a study by Deloitte, 80% of employees who feel they belong in their organisation report high job satisfaction, whereas only 24% of those who don’t feel a sense of belonging report the same level of satisfaction.

Did you know: A report from McKinsey & Company highlights that diverse teams outperform homogeneous teams by 25-36%. When employees from various backgrounds feel a strong sense of belonging, it drives innovation and creativity within organisations.

The Belonging Paradox

The Belonging Paradox is the idea that to succeed as an individual in a professional setting, one must first embrace the collective identity of the team or organisation. It might seem counterintuitive, but this concept aligns with the reality of modern workplaces.

Did you know: A survey conducted by EY found that 86% of employees believe that a strong sense of belonging at work is crucial for their success. Moreover, 67% believe that belonging positively affects their performance.

To achieve this sense of belonging, organisations must foster an inclusive environment where employees from diverse backgrounds feel valued and connected. When employees feel like they belong, they are more likely to be engaged, motivated, and committed to the organisation’s goals.

The Role of Leadership

Effective leadership plays a pivotal role in nurturing a sense of belonging among employees. Leaders who prioritise inclusivity and create a safe space for diverse perspectives can transform the workplace into a thriving community.

Did you know: Research by Gallup indicates that organisations with inclusive leaders are 17% more likely to report that they are high-performing.

Inclusive leaders not only champion diversity but actively listen to their team members, promote transparency, and encourage collaboration. This type of leadership fosters trust and empowers individuals to contribute their unique talents to the collective success of the organisation.

The Benefits of Inclusivity

Inclusivity goes hand-in-hand with belonging. It means creating an environment where every employee, regardless of their background, feels respected and valued. The advantages of fostering inclusivity are far-reaching.

Did you know: A study published in the Harvard Business Review found that companies with diverse and inclusive teams are 70% more likely to capture new markets and expand their customer base.

Inclusivity doesn’t just benefit organisations externally; it also has internal advantages. It can reduce turnover rates, enhance employee retention, and improve overall job satisfaction.

Fostering Togetherness in the Digital Age

The digital age has reshaped the way we work, introducing remote and hybrid work models. While these changes offer flexibility, they can also pose challenges to fostering a sense of belonging and togetherness.

Did you know: A report by Slack found that 45% of remote workers feel disconnected from their team, and 55% feel disconnected from their organisation.

To overcome this, organisations must invest in virtual team-building activities, clear communication channels, and technologies that facilitate collaboration. These efforts can bridge the gap between remote and in-office employees, fostering a cohesive work culture.

What’s Next?

In the pursuit of professional triumph, individuals and organisations must recognize the critical role that belonging and inclusivity play. The Belonging Paradox teaches us that to succeed as individuals, we must first embrace the collective identity of our teams and organisations. Effective leadership, a commitment to diversity, and fostering togetherness are essential components of this journey.

As we navigate the evolving landscape of work, it becomes increasingly evident that creating an inclusive and belonging-focused culture is not just a desirable goal; it’s a strategic imperative that can lead to professional triumph for all. Organisations that prioritise this paradoxical approach will not only excel in the market but also create a more equitable and fulfilling workplace for their employees.

How MDA Training Can Help:
- Building Cultural Competence: MDA training helps employees develop a deeper understanding of various cultures, backgrounds, and perspectives. This knowledge is essential for creating a workplace where everyone feels valued and understood.
- Mitigating Bias and Stereotypes: MDA training educates participants about unconscious biases and stereotypes that can hinder inclusivity. By recognising and addressing these biases, employees can make fairer decisions and foster a more inclusive environment.
- Enhancing Communication Skills: Effective communication across diverse groups is a key component of inclusivity. MDA training teaches participants how to communicate respectfully and adapt their communication styles to bridge cultural gaps.
- Conflict Resolution: In diverse workplaces, conflicts can arise due to cultural misunderstandings. MDA training provides conflict resolution strategies that consider cultural sensitivities, fostering better teamwork and collaboration.
- Leadership Development: Leaders play a crucial role in setting the tone for inclusivity. MDA training for leaders helps them understand the business case for diversity, equipping them to lead by example and implement inclusive policies and practices.
- Recruitment and Retention: Organisations that prioritise diversity and inclusivity are more likely to attract and retain top talent. MDA training can help organisations create a welcoming environment that appeals to a diverse workforce.
- Innovation and Creativity: Diverse teams often generate more innovative solutions. MDA training encourages the exchange of diverse ideas and perspectives, leading to enhanced creativity and problem-solving.
Get in touch with MDA Training experts today.
September 5, 2023
Building a Strong Leadership Pipeline: Developing Future Leaders Through Corporate Training and Development
Great leaders inspire others with their values and their behaviours. They set an example for others to follow and help to shape the direction of an organisation.

Building a strong leadership pipeline to support and grow tomorrow’s great leaders is critical for any organisation to ensure a robust succession plan and growth.

While mentoring and coaching programs are a must, many initiatives tend to focus on technical skills (IQ) required in an early career with not enough focus on developing the leadership and professional skills (EQ) of young talent.

Leadership development should not be seen as an exclusive skillset for managers and leaders, but also for young talent right at the start of their careers.

Developing these skills early on has many benefits to a business from a commercial perspective, as well as helping to build a robust leadership pipeline full of young talent. Organisation.

A Deep Understanding of Values – Self and Corporate

Future leaders need a deep understanding of what their values are and how these values align with an organisation’s values and way of doing business.

Living the values isn’t always easy, especially in a challenging business environment, but it’s right.

As such, a strong focus on values and resilience are key for any future leader as part of a Corporate Training and Development plan.

According to a survey conducted by PwC, “Millennials place a greater emphasis on social, environmental, and ethical issues than previous generations, and they’re more likely to choose an employer based on its reputation for CSR (corporate social responsibility).

They’re also more likely to refuse a job based on a company’s record on sustainability.” This means that values-driven leadership is increasingly important for attracting and retaining top talent.

Emotional Intelligence (EQ)

Enabling young talent to better recognize how their emotions and behaviours in the workplace impact on both themselves and others is arguably the most important skill to have.

Core skills such as communication, teamwork, and relationships are enhanced by a deeper understanding of EQ, and as such, EQ should be a fundamental element of any future leader development initiative.

Research conducted by TalentSmart found that “90% of high performers have high EQs, and people with high EQs make $29,000 more annually than those with low EQs.” This demonstrates the significant impact that EQ has on an individual’s career and earning potential.

Effective Communication Skills

Effective communication is not all about what is said. Active listening is just as important, as is interpreting and responding to body language and social cues.

This may seem common sense and possibly obvious to most, but we should not underestimate the impact COVID-19 and lockdowns have had on young talent and their communication skillset. Building such vital skills is a must for any future leader as part of their early careers program.

Research conducted by LinkedIn found that “soft skills such as communication, creativity, and collaboration are in high demand.”

Furthermore, “the top 5 most in-demand soft skills for 2021 are creativity, persuasion, collaboration, adaptability, and emotional intelligence.” This highlights the importance of effective communication skills in today’s workplace.

Google’s Leadership Development Program: Creating a Culture of Innovation and Growth

Google is a company that is well known for its leadership development programs, and for good reason. The company invests heavily in developing its people, and it shows.

The Google Leadership Academy is a program that is designed to help employees develop their leadership skills, regardless of their role or level within the organisation.

The program consists of three main components: learning, practice, and feedback. Participants attend a series of workshops and training sessions where they learn about leadership theory and practice.

They then have the opportunity to put these skills into practice through real-world projects and challenges. Finally, they receive feedback and coaching from experienced leaders within the company.

The Google Leadership Academy has been a resounding success, with participants reporting significant improvements in their leadership skills, including communication, empathy, and strategic thinking.

The program has also helped to create a culture of leadership and innovation at Google, with many of the company’s most successful products and projects being led by program alumni.

Survey Shows Millennials Need More Leadership Development, Strong Programs Key to Business Growth

According to a recent survey by Deloitte, over 50% of millennials report feeling unprepared for the leadership roles they aspire to. This highlights the need for more focus on leadership development for young talent.

Moreover, the same survey found that organisations with strong leadership development programs in place were twice as likely to be considered “innovative” by their employees.

Similarly, a study by the Harvard Business Review found that companies with well-developed leadership pipelines have 70% higher revenue growth than companies without them.

How PwC is Developing Future Leaders

PwC, a leading global professional services firm, has implemented a comprehensive leadership development program to identify and nurture future leaders within the organisation. The program includes the following components:
- Leadership development programs tailored to the needs of different employee levels, from entry-level to senior management.
- A mentoring program that pairs high-potential employees with experienced leaders within the organisation.
- Regular feedback and coaching to help employees develop their skills and identify areas for improvement.
- Opportunities for cross-functional collaboration to develop a broader understanding of the business and build relationships across different departments.
- A focus on diversity and inclusion to ensure that future leaders reflect the diversity of the organisation’s workforce and customer base.
The program has been highly successful, with over 80% of PwC’s senior leaders having progressed through the organisation’s leadership development program.

MDA Training: Helping Organisations Develop Future Leaders

MDA Training provides corporate training and development solutions, with a focus on leadership development programs that identify and develop future leaders.

Our approach is centred around three key areas: values and resilience, emotional intelligence, and effective communication.

MDA’s tailored programs offer practical, hands-on learning that can be applied in the workplace through a mix of classroom-based training, mentoring and coaching, and experiential learning.

The experienced trainers and coaches at MDA are dedicated to helping organizations build a strong leadership pipeline.

Conclusion:

Building a strong leadership pipeline is critical for any organisation that wants to ensure long-term success and growth.

By investing in the development of young talent, organisations can build a robust succession plan and ensure that the next generation of leaders is aligned with the organisation’s values and strategy.

Leadership development should not be seen as an exclusive skillset for managers and leaders, but also for young talent right at the start of their careers.

Developing these skills early on has many benefits to a business from a commercial perspective, as well as helping to build a robust leadership pipeline full of young talent.

MDA Training can help organisations develop the next generation of leaders by providing tailored leadership development programs that focus on values and resilience, emotional intelligence, and effective communication.

Get in touch with MDA trainers today to learn more about how they can help your organisation build a strong leadership pipeline.
May 5, 2023
How Professional Skills Development Can Benefit Your Organisation?

It is said that there is nothing soft about soft skills when they are going wrong: professional skills development is a vital component of any corporate training strategy.

As a result, any developmental curriculum should include a strong focus on practical dynamic empathy as well as technical upskilling.

It may sound obvious that organisations that invest in their people with professional skills aligned to their roles arm their people with skills vital to the effective execution of the organisation’s strategy: they achieve higher levels of productivity, stronger engagement with clients (internal and external) and a more motivated workforce overall.

Professional skills development is a crucial factor for corporate success, and it goes beyond just technical expertise. Soft skills such as practical dynamic empathy are equally important in fostering an engaged and motivated workforce.

In fact, a study by Harvard University found that 85% of job success comes from having well-developed soft skills, while only 15% comes from technical skills and knowledge.

Investing in professional skills development can lead to tangible benefits for organisations. According to a survey by LinkedIn, 94% of employees would stay at a company longer if it invested in their career development.

Additionally, organisations that provide their employees with professional skills training have been found to experience a 24% increase in productivity and a 34% improvement in employee engagement.

With such clear outcomes, the questions must be where should professional skills focus on, and why?

1. A Focus on Self-Awareness

The foundation of self-awareness is the ability to recognise and monitor your emotions and reactions, giving you a deeper understanding of your areas of excellence as well as opportunities for growth, a deeper understanding of your triggers, motivations and aspirations.

Without a clear understanding of self, an individual can’t truly understand others. This is why self-awareness is a crucial aspect of professional skills development.

Self-awareness is not just a buzzword in professional development; it is a key factor in driving success in the workplace. According to a study by the Korn Ferry Institute, executives with high levels of self-awareness had a 90% success rate compared to those with low levels of self-awareness, who had a 79% success rate.

Investing in self-awareness training can lead to significant benefits for both individuals and organisations. In fact, a survey by the Harvard Business Review found that 83% of organisations that provided self-awareness training to their employees reported increased teamwork and collaboration, while 72% saw improved leadership skills.

As noted by executive coach and author, David L. Bradford, “self-awareness is the first step in self-improvement and leadership development.”

By understanding their own strengths and weaknesses, employees can take ownership of their development and improve their performance. This, in turn, leads to improved outcomes for the organisation as a whole.

Organisations should invest in training programs that help their employees build self-awareness. By learning how to identify their strengths and weaknesses, employees can better understand their roles and responsibilities within the organisation.

They can also gain insight into how their actions and behaviours impact others, leading to more effective communication and collaboration.

2. A Focus on Self-Management

Self-management is how you choose to respond to challenges, triggers, and mind talk: having the skills to take yourself from unhelpful to helpful thinking, removing unproductive mind chatter, and only investing emotionally in the truth of the situation.

Greater resilience and control over emotions helps support a stronger work-life balance, enhancing effectiveness in the workplace as well as an individual’s personal development.

According to a report by the American Psychological Association, workplace stress costs U.S. employers an estimated $500 billion annually due to absenteeism, turnover, and decreased productivity.

However, investing in training programs that promote self-management can help mitigate these costs. In fact, a study by the National Institute for Occupational Safety and Health found that employees who received stress-management training had a 31% decrease in absenteeism and a 46% decrease in healthcare costs.

As noted by executive coach and leadership consultant, Kirstin Lynde, “self-management is a key skill for success in today’s fast-paced business environment.”

By learning to manage their emotions and reactions effectively, employees can stay focused and productive, even in the face of difficult challenges.

Furthermore, self-management skills are not just beneficial in the workplace, but also in an individual’s personal life. As noted by leadership expert, John C. Maxwell, “leadership begins with self-leadership.”

By learning to manage their own emotions and reactions, individuals can become better leaders in all aspects of their lives.

Training programs that focus on self-management help employees develop the skills they need to manage their emotions and reactions effectively.

This includes learning techniques for managing stress, building resilience, and maintaining a positive outlook in challenging situations.

3. A Focus on Relationship Management

Managing your relationships effectively requires a professional skill set that includes empathy, listening, influencing, and collaboration.

1. Empathy is the ability to put yourself in another’s shoes, to read the room, see and hear the needs of others deeper, and connect at an emotional level. By developing empathy, employees can build stronger relationships with their colleagues and clients, leading to better communication and collaboration.

2. Listening is the ability to take on board other perspectives and shift your views based on other perspectives. Active listening skills are critical for effective communication and collaboration in the workplace.

3. Influencing is the ability to stand firm with integrity in conversations and developing an approach to communication that supports successful outcomes within long-term relationships. Effective influencing skills are necessary for negotiating, persuading, and resolving conflicts.

4. Collaboration is the ability to leave people in a better state than how you found them and creating opportunities that benefit both parties. Collaboration skills are essential for effective teamwork and building strong relationships with clients.

According to a survey conducted by LinkedIn, 92% of talent development professionals believe that soft skills are just as important or more important than hard skills.

Moreover, the World Economic Forum predicts that by 2022, companies will seek out employees with skills such as emotional intelligence, creativity, and critical thinking, rather than just technical knowledge.

Investing in professional skills development, including relationship management skills, can lead to significant benefits for organisations.

A study conducted by McKinsey & Company found that teams with high levels of trust and effective communication were twice as likely to exceed their performance goals. In addition, a study by Gallup found that teams with higher engagement levels had 21% higher profitability.

Training programs that focus on empathy, listening, influencing, and collaboration can help employees build the necessary skill set to manage their relationships effectively.

As David Novak, the former CEO of Yum! Brands, said, “The best leaders are those who are able to connect with others, engage their hearts, and inspire them to action. That’s why empathy is such a critical skill for leaders.”

Similarly, Stephen Covey, the author of “The 7 Habits of Highly Effective People,” said, “Most people do not listen with the intent to understand; they listen with the intent to reply.”

Effective listening skills can lead to better communication and collaboration, as well as improved problem-solving and decision-making.

Successful relationship management is the end goal of awareness and management of yourself and others. It’s the output of a focused professional skills development programme at every level of an organisation, where individuals can thrive, and the organisation can grow.

At MDA Training, we offer a range of professional skills development programs designed to help individuals and organisations improve their self-awareness, self-management, and relationship management skills.

Our trainers are experts in their fields, with years of experience delivering training to a wide range of clients.

Whether you’re looking to develop your leadership skills, improve your communication and collaboration, or build resilience and manage stress, we can help. Get in touch with our trainers today to find out how we can support your professional development journey.

March 13, 2023
Gamification of Corporate Training: How to Make Learning Fun and Effective

In today’s fast-paced business environment, corporate training has become a necessity for organisations to keep their workforce up-to-date with the latest skills and knowledge.

However, traditional training methods like classroom lectures and PowerPoint presentations are no longer effective in engaging employees and promoting a culture of learning.

To make corporate training more engaging, effective, and fun, organisations are turning to gamification.

Gamification is the use of game mechanics and techniques to make learning more engaging and effective. It involves incorporating elements of games, such as points, badges, leader boards, and rewards, into training programs.

According to a report by MarketsandMarkets, the gamification market is expected to reach $11.1 billion by 2020, up from $1.65 billion in 2015. This indicates the growing popularity and effectiveness of gamification in corporate training.

Game-Based Learning for Early Careers Audiences

Gamification is a great approach for early careers audiences such as school and college leavers, interns, and graduates. Today’s early careers audiences, the Gen Zs and Gen Alphas, are digital natives who have grown up with technology and video games.

They show higher levels of engagement in learning when gamification is applied to the training. In particular, business simulations or business games are proving hugely popular for early careers development in corporate training initiatives such as inductions and onboarding.

Business simulations are immersive, experiential learning experiences that simulate real-life business scenarios. They allow participants to experience a variety of business challenges and make decisions based on their learning.

For example, a business simulation could be used to teach sales skills by simulating a sales scenario, where participants have to interact with potential customers and close deals.

By experiencing a realistic sales situation, participants can learn the necessary skills and techniques required to be successful.

According to a study by TalentLMS, 83% of employees who participated in a gamified training program said they felt motivated, while 61% said they learned more effectively.

Another study by Deloitte found that gamification can improve retention rates by up to 80%. These statistics clearly show the effectiveness of gamification in engaging employees and promoting a culture of learning.

Gamification for Large-Scale Training Events or Corporate Conferences

Gamification is also a powerful approach for large-scale training events or corporate conferences. Blending a business simulation or business game into a large-scale training event or conference helps to break up an event from the more traditional elements such as speeches or lectures.

The key is ensuring the business simulation or business game is tailored and aligned to a corporate theme and/or the learning outcomes to make it meaningful and relevant.

For example, in a sales conference, a business simulation could be used to teach sales skills by simulating a sales scenario, where participants have to interact with potential customers and close deals.

This not only makes the learning experience more engaging and effective but also helps participants apply their learning to real-life situations.

According to a study by the eLearning Industry, 89% of employees felt more engaged when using gamification in corporate training, and 83% felt that gamification made them more productive.

This shows the positive impact that gamification can have on employee engagement and productivity.

Practical Element to the Training with Business Simulations

Embracing gamification into a corporate training curriculum brings a practical element to the training. Business simulations, in this instance, offer a safe and simulated environment where participants can apply their learning and skills and learn by doing.

Business simulations can be used to teach a wide range of skills, from sales and negotiation to leadership and decision-making.

For example, a leadership simulation could be used to teach leadership skills by simulating a leadership scenario, where participants have to make decisions and lead a team through challenges and obstacles.

By experiencing a realistic leadership situation, participants can learn the necessary skills and techniques required to be an effective leader.

A study by the Training Industry found that 97% of participants who completed a simulation-based training program said they felt more confident in their ability to perform their job, while 94% said they were more engaged in the learning process.

These statistics show the effectiveness of business simulations in promoting employee confidence and engagement in the learning process.

Moreover, gamification can also be used to reinforce learning and provide ongoing support to employees.

For example, a quiz or trivia game could be developed to test employees’ knowledge of a particular topic and reinforce the key learning points.

This helps to ensure that employees retain the information they have learned and can apply it in their day-to-day work.

Ready, Set, Learn: The Exciting World of Gamification in Corporate Training

There are many successful case studies of organisations using gamification in corporate training. For example, Microsoft uses a game-based learning platform called Ribbon Hero, which teaches employees how to use Microsoft Office applications.

The game challenges employees to complete various tasks and learn new features of the applications. According to Microsoft, the game has led to increased employee engagement and productivity.

Another example is Marriott International, which developed a business simulation game called My Marriott Hotel.

The game allows players to manage a virtual hotel and learn about the different aspects of hotel management, such as managing staff, budgeting, and customer service.

The game has been used to train new employees and has been successful in increasing employee engagement and learning outcomes.

Conclusion

In conclusion, gamification of corporate training is a powerful approach that offers an effective way to engage employees and promote a learning culture in an organisation.

Gamification, or game-based learning, offers a flexible and exciting way to increase engagement in a learning initiative and maximise the ROI on your training spend.

Gamification for corporate training offers a great way to engage, embed, and sustain learning and enhance any training curriculum.

Business simulations and games offer an immersive and experiential learning experience that simulates real-life business scenarios.

This allows participants to apply their learning and skills in a safe and simulated environment and learn by doing. Gamification can also be used to reinforce learning and provide ongoing support to employees.

Successful case studies from organisations such as Microsoft and Marriott International show the effectiveness of gamification in promoting employee engagement and learning outcomes.

With the growing popularity and effectiveness of gamification in corporate training, it is important for organisations to consider incorporating gamification into their training programs to engage employees and promote a culture of learning.

MDA Training can help organisations incorporate gamification into their training programs and deliver engaging and effective training experiences for employees.

As a leading provider of bespoke training solutions, MDA Training offers a wide range of gamification and simulation-based training programs that are tailored to meet the specific needs of individual organisations and their employees. Get in touch with MDA Experts today!

February 21, 2023
Why leadership development is still so important for businesses

We have regularly discussed the importance of leadership within any business during the ongoing COVID-19 crisis, and how it can prove to be the difference between success and failure on an organisational scale.

Now that the pandemic has been ongoing for several months, and the majority of businesses; from SMEs to established multinational corporations (that can remain open) have put crisis management plans in place, we are beginning to see both productivity and outputs rise.

While many businesses will have weathered the storm for now, it is crucial to remember the importance of leadership development while employees are continuing to work from home, communicate with clients and colleagues virtually and ultimately still adjusting to their new normal.

Why is leadership development important?

Leaders are responsible for ensuring continuity and maintaining integrity within a business, as well as being expected to manage others and meet specific KPIs and goals. Even without a global emergency, their role within the company is paramount.

Interestingly, despite the level of importance placed on leadership by modern standards, it has been reported that 71% of companies do not feel their leaders are able to lead their organisation into the future.

With this in mind, failing to invest in leadership development on a continual basis can lead to disengaged and unmotivated employees, as well as a lack of progression long term.

How businesses can prioritise leadership development now

Leadership development in the workplace does not have to disrupt operations that are currently ongoing. In fact, it is possible to practice it in real-time.

From maintaining strong communication networks by providing guidance and regular updates for employees to managing expectations in line with updated targets, the best leaders will inherently be able to develop their skills on the job.

In addition, it is crucial to consider the positive impact on the entire hierarchy of employees that effective leadership can have.

Many businesses operate a model where leaders of the future are being continually taught how to express the skills and attitudes they will need to succeed.

In times of crisis, the performance of leaders will undoubtedly be reviewed, and, if they manage to overcome significant challenges, they will act as role models for the next generation.

MDA Training’s approach to leadership training during COVID-19

At MDA Training, we have adapted our experiential learning solutions to be able to deliver fully virtual leadership development programmes that are aligned with specific cultures, values and standards.

We believe that leaders perform best when they are confronted with the attitudes and behaviours they need to drive financial and operational success.

We also believe that divulging leadership ‘edges’ (areas outside of one’s comfort zone) and sharing ways in which to manage them will help to drive positive change.

Delivered using WebEx or Zoom, our programmes can be tailored to suit varying needs, and are typically relevant for businesses in banking, asset management, insurance, professional services and manufacturing.

FOR MORE INFORMATION ON OUR LEADERSHIP DEVELOPMENT PROGRAMMES, CONTACT MDA TRAINING TODAY.

June 11, 2020
Graduate and intern training programmes during COVID-19

At this time of the year, our specialist consultants would usually be flying across the world, delivering in-house, experiential learning solutions for graduates, interns and new hires alike.

Although this is of course not possible due to the coronavirus (COVID-19) pandemic, we firmly believe that learning and development should not be paused in the age of remote working.

While we are unable to deliver classroom-based solutions, we have adapted to meet the needs of the remote workforce, including the upcoming generation of graduates.

By combining our extensive knowledge of graduate training programmes over the years with our digital learning solutions in place for the banking, asset management, insurance, service and manufacturing industries, we have been able to create online solutions that ensure graduate development does not become an afterthought.

The importance of continuity in graduate development

There are several companies that have already opted to either pause or cancel graduate schemes and internships amidst the uncertainty of coronavirus. Earlier this month, it was announced that Deloitte would be scrapping their summer internship scheme, and Santander followed suit by cancelling or postponing their summer internships.

In addition, it was announced last month that two-thirds of students have had their job applications paused or withdrawn in light of the pandemic.

While these drastic measures will have been taken by business leaders to ease further financial burdens, as well as considering the limitations of no-contact training, it will provide significant shortcomings in the long run, ultimately harming continuity.

Without careful consideration of how best to develop and upskill the next generation of employees, and in some cases, leaders of the business, operations will inherently suffer, especially when competitors are putting plans in place to secure and train the most talented individuals.

MDA Training’s approach to graduate training during COVID-19

Despite the ongoing challenges that COVID-19 is posing for our business and other businesses around the globe, we have hosted several digital workshops and programmes for graduates and interns, and thus far have received excellent feedback.

Based on the same principles as our classroom-based learning solutions, we are able to embed key messages and prepare graduates for the demands of their chosen industry.

Our programmes are delivered through a range of e-learning and virtual learning methods, all of which are designed to ensure that employees can excel within their roles.

Now more than ever, it is critical that young employees possess an expert understanding of both the business they are to join, as well as the wider industry in order to do their bit to carry the company through this difficult period.

DON’T LET CORONAVIRUS LIMIT YOUR TRAINING PLANS. FOR GRADUATE TRAINING PROGRAMMES THAT ENSURE A SIGNIFICANT RETURN ON INVESTMENT, CONTACT MDA TRAINING TODAY.

May 29, 2020
Assessing the credit skills within your bank
Credit skills are integral to the operational performance of any bank from a financial, operational and relationship management perspective.

While the majority of employees in the banking sector will focus on developing their technical credit skills from day one, the uncertain and changing nature of the marketplace means that regular learning and development is necessary in this area.

Particularly in the current economic climate, where the ongoing effects of the coronavirus (COVID-19) outbreak continue to damage business operations, financial growth and stability across the entire world, consumers will be relying on those in the banking sector arguably more than ever before.

It is for this reason, among many others, why credit skills need to be regularly assessed and improved on in order to see real positive change and ensure that the workforce is prepared when a particular crisis hits.

Regularly analysing the credit skills of the workforce

A goal for any bank will be for their workforce to possess the credit skills necessary to make sound financial decisions and develop their relationship management capabilities at the same time.

The implementation of AI and other innovative technologies will, of course, pose significant changes to several areas of banking, including, but not limited to:
- Lending decisions
- Customer service
- Documentation intelligence.
Despite this, there will always be a need for employees to possess the relevant skills in order to complement technology.

In light of this, it is critical, especially when it comes to times of crisis, to regularly test the skills and capabilities of the workforce across an entire hierarchy. One way in which to achieve this is through a dedicated training programme.

MDA Training’s approach to credit skills in the banking sector

We have recently published a guide outlining the importance of credit skills for banks during a recession. In addition, when it comes to skills development in general, our experiential learning solutions are closely aligned with specific credit cultures and learning needs.

While our programmes are typically delivered through interactive workshops by our expert consultants, we are currently providing credit skills training using digital and virtual methods.

A typical programme will emulate genuine scenarios related to credit management that the business is likely to face, giving employees a first-hand experience of how to make informed financial decisions.

Our ‘Credit Skills Pathway’ was created to give employees a platform in which to develop their skills, embed and sustain the learning and make real improvements.

From identifying learning needs to reinforcing key skills and behaviours in the workplace, our programmes are designed with your people in mind.

FOR MORE INFORMATION ON OUR CREDIT SKILLS TRAINING PROGRAMMES FOR THE BANKING SECTOR, CONTACT MDA TRAINING TODAY.
May 21, 2020
Are rigid mindsets holding your business back?
So many businesses will continue to operate in a way that has served them over several years, neglecting to introduce new processes and ways of thinking.

This is typically common in businesses that follow a traditional, hierarchical structure where managers pass on their insights to employees further down the chain. Ultimately, a lack of strategic and adaptive thinking is holding so many businesses back.

In order to embrace innovation as well as a focus on developing new processes based on market trends and disruptions, business leaders must create a working environment that challenges the conventional norm. This will allow creative thinking and agile mindsets to come to the forefront.

So, how can businesses ensure that they are not damaging operations with rigid mindsets?

Adopting a growth mindset over a fixed mindset

Developing a growth mindset throughout the workplace is something that has previously been discussed in our guide on how embracing mistakes and failure can improve the commercial skills of your workforce.

Put simply; a fixed mindset is one that rejects change and alternative ways of thinking. In regards to maintaining business continuity, adopting this mindset can prove to be incredibly damaging as both leaders and other employees are not given the opportunity to improve their internal methods.

In contrast, a growth mindset will foster and develop new ways of strategic thinking in line with commercial considerations such as market trends and competitor analysis. Ways that leaders can introduce and maintain an agile mindset of growth include:
- Introducing enhanced communication networks throughout the entire business
- Giving employees more responsibility to make business decisions
- Regular reflection of specific processes and ways of thinking
Tailoring the workplace environment to the needs of employees

The traditional, formulaic process of the working world has been flipped on its head entirely. Now more so than ever, employees want more flexibility to make business decisions that will inherently benefit the company.

According to a report by Salesforce, employees who feel their voice is heard at work are nearly five-times (4.6X) more likely to feel empowered to perform their best work, thus boosting productivity and profitability.

Particularly for Millennials, who are typically more motivated by opportunities for growth and development when compared to previous generations, creating an environment that is inclusive, as well as progressive, can be vital in improving learning retention on an organisational scale.

MDA Training’s approach to developing an agile mindset

Here at MDA Training, we understand the need to make robust and strategic decisions in an increasingly competitive marketplace. Leaders now have a responsibility to create an environment for their employees to be able to think and make better quality business choices.

Our ‘Strategic Decision Making Skills Programme’ can be applied to businesses in a range of professional sectors, including banking, insurance, service and manufacturing. The programme encourages employees to embrace an agile mindset, turning threats into opportunities.

In terms of delivery, we focus on seven key areas of development:
- Mindset and culture
- Strategic thinking
- Decision making
- Innovation
- Creativity
- Tools and techniques
- Digitalisation and technology
For a full breakdown, please download our agile thinking development cycle here.

The key to embracing growth and creativity in the workplace begins with the right mentality. Without encouragement and a platform to bring new ideas and ways of thinking to the forefront, it is unlikely that processes will improve in the long run.

By adopting and maintaining a culture of continual improvement, rigid mindsets will begin to be replaced by agile mindsets, thus ensuring a positive working environment for all.

FOR MORE INFORMATION ON OUR EXPERIENTIAL LEARNING PROGRAMMES TO AID STRATEGIC DECISION MAKING, CONTACT MDA TRAINING TODAY.
January 24, 2020
Are you doing enough to ease tensions in the workplace?
No workplace is without its problems, especially when it comes to the common issue of tensions and disagreements between employees. Workplace conflicts will always occur, no matter the level of seniority or individual character of a person. Ultimately, anyone is suspect to falling into discord with a fellow worker.

According to CIPD, 38% of UK employees experience interpersonal conflict per year, with “differences in personality or styles of working” being cited as the most common contributor.

However, while this is a common issue, the best businesses will recognise that workplace tensions will not necessarily disappear on their own and that they need to be combatted quickly and efficiently.

To do this, businesses need to be able to identify and ease tensions between individuals to heal working relationships and maintain a professional working environment.

So, how exactly can your business achieve this?

Identify any issues and tensions quickly with a root cause analysis

When an instance of conflict or tension in the workplace occurs, it is important that your business is equipped with the tools and knowledge to recognise the cause of the conflict and diffuse the situation quickly.

This is important for several reasons. Primarily, tensions between employees can damage morale, make the work environment uncomfortable for the wider team and slow progress. This can be damaging not only for company culture but also for profitability and productivity.

One great way of identifying the issues that are causing problems within your business, as well as highlighting areas that could be improved in the long term, is through a root cause analysis.

As mentioned in our blog on how to conduct an effective root cause analysis, they should be conducted by focusing on these four areas:
- Identifying the problem
- Collecting evidence and data based on the problem
- Identifying the root cause
- Taking steps to find a solution to the problem
By following the above steps, the process of discovering the actual causes of tensions within your business becomes far more straightforward, helping to speed up the process of diffusing conflicts and getting back to business.

Creating an inclusive working environment for all

By fostering an inclusive work environment, your business can reduce the likelihood of tensions occurring and encourage individuals to feel comfortable enough to come forward with any issues that they are having.

One way that your business can achieve this is by promoting open communication networks throughout the workplace. Through encouraging an “open door policy” at a leadership level, employees will feel comfortable approaching team leaders with issues that may have arisen with their colleagues, as well as any other problems.

This is inherently healthier than allowing individuals to internalise their issues with other team members, which could lead to far greater tension in the long run, alongside the detrimental effect that this will have upon their satisfaction within their role.

Ensuring that your business has open communication networks is made even more crucial when tensions between employees evolve to be much more damaging in their nature, for example, when conflicts lead to bullying or harassment. Around 23% of Britons have suffered from bullying at work, which shows that this is not an uncommon problem.

By taking measures to give employees the opportunity to voice concerns with a senior team member, it is possible to tackle negative behaviours such as bullying in the workplace before it becomes a serious issue.

In summary

It is undeniable that tensions and conflicts are an inescapable reality of the working world. However, it is the responsibility of your business to make every reasonable effort to identify and resolve issues between employees quickly.

By adopting a root cause analysis to get to the heart of issues as well as encouraging open communication so that individuals feel comfortable coming forward, the business can start to reduce long term tensions.

Here at MDA Training, we are able to tailor training programmes based on the specific needs of your business. Whether you require training to improve communication and interpersonal skills or to learn how to conduct a root cause analysis, we can structure a programme that provides delegates with the skills they need to handle workplace conflicts in a professional manner.

FOR MORE INFORMATION ON HOW A ROOT CAUSE ANALYSIS AND COMMUNICATION AND INTERPERSONAL SKILLS CAN BENEFIT YOUR BUSINESS, CONTACT MDA TRAINING TODAY.
January 22, 2020
The importance of leadership assessment in workplace training

Leadership assessment can be crucial to the development of a business, as it allows those in positions of authority to actively reflect on their own performance in order to maintain a strong professional environment.

The leadership team of any business should constantly strive for progression, and to up-skill their offering, as this will in turn benefit the wider team and therefore the business.

One way of ensuring that this happens in a structured and measurable manner is by providing a clear focus on this area in workplace training programmes.

What is leadership assessment?

Leadership assessment is the process of assessing the skills, qualities and values of individual leaders, through either self-assessment or a led assessment session.

As conducting a leadership assessment determines which skill sets a businesses management team possesses, this can accurately pinpoint both areas where a person is excelling, and those that they may need to improve on.

This importance of this can be crucial, as an assessment will ultimately feedback into what training is needed for members of a leadership team. This is beneficial to the business as it streamlines and economises the training process, as leaders are not being placed into courses that are unnecessary.

Leadership assessment also allows managers that may place a significant focus on developing those below them, to reflect upon their own skills. This creates a healthier work environment where both those at the top, and those below them, are consistently developing themselves as professionals to create a more agile environment.

How to implement leadership assessment techniques into workplace training

To use leadership assessment techniques effectively, it is crucial that they are being implemented correctly.

Assessments should take place periodically, so as to develop and maintain an understanding of precisely where leaders are at with their progression, and how their targets can be changed and improved to match their current level.

There should also be a focus on “tailoring” assessments depending on the seniority of the leadership role. For example, a newly promoted manager will be examined based on different objectives to long term leaders further up the chain, as these individuals will have different skill sets and training needs.

What are the next steps following leadership assessment?

Implementing a leadership assessment as a part of workplace training should determine the programmes that management are sent on, and also contribute towards the construction of a strategic development plan.

Here at MDA Training, we offer a variety of leadership programmes for the banking sector, asset management industry, insurance industry, service industry and manufacturing, to continue to develop business leaders following their assessment. This is key in upskilling leaders to contribute directly to organisational success.

In conclusion

Leadership assessment is an incredibly important part of workplace training as it allows a business to understand the strengths and weaknesses of those that are at its helm, and continue to develop and position them in a strategic way.

Once an assessment of leaders has been carried out, the best way to maximise on the benefits of conducting a leadership assessment is to use the information to point leaders in the direction of the best courses for them.

FOR MORE INFORMATION ON OUR BESPOKE WORKPLACE LEADERSHIP TRAINING PROGRAMMES, CONTACT MDA TODAY.

October 10, 2019