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Empathy Training May Not Be Genuine

First Friday Book Synopsis

Obviously, the Kouzes and Posner best-seller, Encouraging the Heart (Jossey-Bass, 2003), includes many different references to empathy as a management tool in recognizing and reinforcing employee behavior. I was interested in a recent syndicated article… Read More Empathy Training May Not Be Genuine.

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Being Authentic Takes Work

Lead Change Blog

with only bio breaks and meal breaks), I was sitting in a training group and it was my turn to receive feedback. It was a great awakening for me to see myself in the different light provided by the training-group feedback. After about seven days of intense work (working from 7:30 a.m. until 10:00 p.m.

Price 302
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Power Dynamics and the Formation of False Memories in the Workplace

CO2

Training and Education : Continuous Learning : Emphasize the value of lifelong learning. Leadership Training : Offer training for leaders on empathetic leadership, active listening, and the psychological aspects of memory. Source : Gudjonsson, G. The psychology of interrogations and confessions: A handbook.

Power 78
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3 Insights into Supporting Low-Income Employees

Lead Change Blog

Back in 2003 I read Ruby Payne’s book, A Framework for Understanding Poverty. My learning: leverage their problem-solving strengths and resourcefulness while spending additional time training on attention to detail, implications thinking and planning. Relationships. Reciprocal relationships are worth more than money.

Stress 242
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Training vs. Learning: Do you want to train? Or have someone learn?

Strategy Driven

Training successfully educates only those who are predisposed to the new material. The problem isn’t the value of information or the eagerness of the learner: It’s a problem with both the training model itself and the way learners learn. A training program potentially generates obstacles, such as when. How We Train.

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Training vs. Learning: do you want to train? Or have someone learn?

Strategy Driven

Training successfully educates only those who are predisposed to the new material. The problem isn't the value of information or the eagerness of the learner: It's a problem with both the training model itself and the way learners learn. How We Train. Effective training must change beliefs first. How We Learn.

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Research Highlights The Glass Ceiling In Academia

The Horizons Tracker

The research highlights the high number of women who are exiting academia, despite the significant amount of time and money invested in their doctoral training. This is compounded by the finding that most of the men hired in Canada were trained in Canada, whereas most of the women hired were trained overseas. Brain drain.

Attrition 103