a recruitment, inspiration, training, or retention idea or question? Ask by
clicking the question mark, and we’ll post your idea or question (and the
answer) in Answers & Ideas
on Recruiting, Inspiring, Training, & Retaining Great Employees at
To laugh is to risk appearing the fool.
To weep is to risk appearing sentimental.
To reach for another is to risk involvement.
To expose your ideas, your dreams, before a crowd is to risk their
To love is to risk not being loved in return.
To live is to risk dying.
To believe is to risk failure.
But risks must be taken,
because the greatest hazard in life is to risk nothing.
The people who risk nothing, do nothing, have nothing, are nothing.
They may avoid suffering and sorrow, but they cannot learn, feel, change,
grow, love, live.
Chained by their attitudes, they are slaves;
They have forfeited their freedom.
Only a person who risks is free.
November 23rd is What Do You Love About America Day
FUN Days to Celebrate/Professional Development Conferences/Ways to Volunteer
||“What I love about America is precisely that, that we are
free. God gave it to us, the Founding Fathers reinforced it
and we need to remember the joy of that freedom as we interact
with people whose ideas are different from ours. We can do this
because we are free!”
Tell Us What You Love About America!
|| PowerPoint screen show that features
40 humorous posters that are pre-set to work on “auto-pilot”.
Makes a great “WELCOME” message or enhancement to your session
break. Runs about 5 minutes, and is set to automatically
recycle. You can add in your own slides. (a great place to slip
in your objectives!)
Get your PowerPoint screen show here!
||Love those COLORFUL QUOTE POSTERS
you see in
group training and conference bookstores?
E-mail or call 800-469-3560 to find out how to get packs of
the topics you need.
Investors’ Business Daily interviewed Carolyn B.
Thompson, for an article titled: Interviewing Is A Managerial Art,
which ran in both the print and online editions of Investor's Business Daily on
10-24-05. For a copy of the text, email
America’s Best Leaders
Do leaders matter? That question has prompted debate for centuries.
The Scottish philosopher, Thomas Carlyle, famously represented one side of
the arguments, “The history of the world is but the biography of great
men.” (Excerpted from U.S. News & World Report, 10/05)
The October 31, 2005 issue of U.S. News & World Report is 92 pages. The
article cataloguing the behaviors of America’s Best Leaders is 74 pages of
that (OK, so there are a few ads). When was the last time you read a news
magazine devoted almost solely to something that would help you and your
organization grow your inspirational environment?
If you don’t subscribe to the magazine, get it from the library, see if your
newsstand still has any, or contact the magazine to get last week’s issue,
Just in case you’re not convinced, the article ends with:
“The 20th Century taught us that progress is not inevitable. Each generation
has to struggle and sacrifice to secure a better future for its children.
When it fails, the world slips backward. Whether America moves forward will
hinge in significant degree upon the quality and number of those who lead.”
Leadership Lessons of the Navy Seals, by Jeff Canon & Jon
Cannon, available by emailing
email@example.com or calling 800-469-3560.
Nightly Business Reports Presents Lasting Leadership: What You Can
Learn From the Top 25 Business People of All Times, by Mukul Pandya,
Why Have Objectives Written/Spoken As Outcomes of Observable Behavior?
A six week online training we did for trainers, professional
development managers, conference coordinators – anyone helping people learn!
– included this question:
How can the objectives/outcomes in your educational offerings be written
as action-oriented descriptions of observable behavior?
A few of the really awesome answers from learners:
question. We make every effort to state course objectives (in detail)
particularly with our entry and intermediate courses. For half- and full day
courses, we make sure that the facilitators ask and cover the learning
objectives of the participants. If this isn't possible, we ensure that the
participants understand the course objectives. Through the years, we have
found that listing the objectives in detail has been of significant benefit
to both the instructor and the participants. For a particular workshop
offered two to three times, we failed to list the objectives and the overall
evaluations weren't as good because some of the participants had a different
level of expectation.”
even posting the intended learning outcomes for every conference session on
the web this year. The idea came because one special set of programs had
detailed learning outcomes listed 2 years ago. We found that the evaluations
were much higher for these programs and determined it to be from the match
in program content to participant expectation. So this year, we're expanding
that to all conference sessions!”
heavily on Bloom's taxonomy in relating learning objectives certainly offers
measurability, and keeps us accountable for the content. Here’s a few
examples. At the conclusion of this seminar you will be able to:
● Identify methods of reducing the extent of a classified area
● Measure the egress capacity of a component of the means of egress system
● Verify the requirements for seismic bracing.”
idea about including learning objectives with sessions at your annual
meeting. We collect that info for CEU admin purposes, but haven't taken full
advantage of it. I'll put that to use this year!”
University Class of 1965 Study: all students had goals but only 3% had
written goals. 20 years later that 3% had a combined income greater than the
So, why have objectives written/spoken as outcomes of observable
An Innovative Approach to Employee Assistance Programs (EAP) Can Boost
Getting top productivity from employees has become more challenging in
today’s workplace. A complicated web of personal, economic, and social
issues can have a direct effect on performance. While most companies would
expect many of those issues to be dealt with through a traditional
employee assistance program (EAP), managers are finding that a more
proactive approach – known as performance management – can do a better job
of getting employees back on track.
Bob Handwerk, a member of the Rotary Club of Delavan-Darien, WI, USA, is
president of RHL Associates, a human resource consulting firm, and has
coached employers on performance issues for more than 10 years, Handwerk
recalls the case of a manufacturing firm where productivity had dropped,
despite management’s efforts to place skilled workers in challenging roles
and pay them higher salaries. Handwerk found that because of a breakdown in
communication, management was unaware that these highly skilled workers were
actually doing more redundant work. The result was an increase in
absenteeism and heightened stress levels, which had a negative effect on
On the surface (absenteeism and stress), the responsibility for helping
those employees appeared to fall into the hands of an EAP. But the
conditions stemmed from the organization, not from the individuals within
“EAPs were originally designed to focus on alcoholism and individual
emotional concerns,” Handwerk says. “But today’s employers are faced with
additional issues caused by the shift from a product-based to a knowledge
based economy and the communication challenges caused by the
diversity of gender, age, and ethnicity that exists in the modern
Handwerk approached the problem from a performance management perspective,
focusing on the group of workers and examining organizational issues that
were negatively affecting performance. He helped the organization uncover
the root causes of the workers’ dissatisfaction – mainly a lack of variety
in their tasks. After the company implemented Handwerk’s suggestions for
restructuring, quality improved, and productivity increased.
EAPs have traditionally played a role in supporting productivity by
providing a phone number for employees to call if they have personal issues
affecting their work. Performance management is designed to identify underlying organizational issues and work
on those. Each situation requires a long-term approach unique to that
particular environment — be it performance management or EAP.
Choose the right intervention and you’ll retain the employees you need to
meet customer’s needs!
Adapted from The Rotarian, 10/05.
NOVEMBER SPECIAL DAYS
November 3 – Sandwich Day
November 4 – Candy Day & World Community Day
November 5 – Guy Fawkes Day & Doughnut Day, 1st
crossword puzzle book issued in 1924
November 6 – Basketball Day, Love Nachos Day,
& Peanut Butter Lover’s Day
November 7 – Bittersweet Chocolate with
Almonds Day (now that’s being specific!)
November 9 – Cake Appreciation Day, Election
Day, & Parents as Teachers Day
November 10 – Toothpaste Day
November 11 – Veterans Day & Sundae Day
November 12 – Pizza But No Anchovies Day
November 13 – World Kindness Day & Actors Day
November 14 – horse-drawn street cars with
room for 30 passengers begin operating in NYC in
1832. The fare was 12 cents.
November 15 – Clean Out Your Refrigerator Day
& America Recycles Day
November 16 - International Day for Tolerance
November 17 – World Peace Day, Homemade Bread
Day, Take a Hike Day, & Coping with
Day (wow, I’m not sure I can deal with all
that in 1 day)
November 18 – Teddy Bear Day
November 19 – Pencil Day
November 20 – Peanut Butter Fudge Day
November 23 -
"What Do You Love About
November 24 - Thanksgiving
November 25 - You’re Welcome Day
November 27 - Pie in the Face Day
November 30 - Computer Security Day & Clear
Up the Clutter Day
PROFESSIONAL DEVELOPMENT CONFERENCES
November 6-12, 2005
Staff Training Week
November 7-11, 2005
International Career Development Conference (ICDC), Hyatt Regency
Orange County, CA,
November 14-16, 2005
2005 SMT Annual Conference, Amelia Island Plantation, Amelia Island,
November 16-18, 2005
DevLearn: The eLearning Developers’ Conference & Expo 2005, San Francisco, CA,
SHRM HR Generalist Certificate Programs, Washington, CD,
December 4-6, 2005
ASAE’s The Great Ideas Conference, Coronado Springs Resort, Orlando,
December 5-7, 2005
SHRM HR Generalist Certificate Programs, Phoenix, AZ,
December 5-7, 2005
Dave Meier’s 3-Day Accelerated Learning Training Methods Workshops,
Embassy Suites, Phoenix, AZ,
January 10-13, 2006
The Special Event Conference Trade Show 2006, Dallas Convention
Center, Dallas, TX,
January 12-15, 2006
International Alliance for Learning’s 31st Annual Conference:
Leading Through Learning, Alexandria, VA,
February 26-28, 2006
ASAE’s The Great Ideas Conference, Coronado Bay Resort, San Diego,
July 26-30, 2006
WorldFuture 2006: Creating Global Strategies for Humanity’s Future,
Sheraton Centre Toronto, Toronto, Ontario, Canada,
Enter the 2006 ASAE Associations Advance America Awards!
February 17, 2006 is the deadline for programs conducted between
October 2005 and January 2006.
May 2, 2006 is the deadline for programs conducted between January
2006 and April 2006
For details on eligibility and award categories, go to
VOLUNTEERING & GIVING
SING TO LIVE — LIVE TO SING
Include your contact information & what part your sing (Soprano, Alto,
Join this not-for-profit group brings together singers whose lives have
been directly or indirectly touched by breast cancer. Call 773-250-SING or
send an email to
Buy products that raise money for breast cancer research & awareness:
||To benefit the Breast Cancer Research Foundation: Pure Color
Crystal Gloss in Evelyn Pink, esteelauder.com. B.Sweets
Chocolate Rx, bsweets.com
||To benefit the Women’s Cancer Research Fund: Shower for the
Cure Pink Ribbon Shower Gell, philosophy.com
Responsibly Dispose of Your Old Electronics
Donate PCs to National Cristina Foundation,
Recycle PCs and other computer products at Hewlett Packard and Dell. See
their websites for details.
Find local Electronics recyclers at
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