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    4 Essentials of Meaningful Leadership: Leading from Within

    Leadership creates isolation. You are perceived and judged through the multiple lenses of those who report to you and those you who lead you. What others share with you is filtered through their conscious and unconscious needs. No matter how mistakes occur, responsibility for those missteps rests on your shoulders.

    Being a leader means that fulfillment rarely comes from others. Praise is short-lived and can feel hollow and insincere. Your life is driven by the need always to be on, be ready, react and respond. Each morning is another rush to begin and catch up with what you missed while you slept – if you slept. When you allow your life to be ruled by people and events, your leadership can easily deplete and cripple you mentally and physically.

    However, when you own your leadership role, you create meaning by empowering and impassioning yourself. To move forward and expand your leadership potential, you must connect to and use four essentials: belonging, passion, purpose and failure. Consciously focusing from within gives meaning to yourself and your leadership – meaning that inspires you to evolve and others to follow you.

    Essential One: Belonging

    Belonging is a fundamental human need. Without it, your leadership lacks meaning and limits your drive to succeed. Creating belonging begins with you and requires that you acknowledge that you are your role and your organization. Owning your leadership allows you to create meaning within your job and add value to your larger work community. When you take pride in using “we” to describe your work and your role, you know you belong.

    Essential Two: Passion

    Your work consumes the majority of the waking hours of your adult life. The investment is massive. Your leadership may at times drain you physically and mentally, but it must also energize and excite you and feed your passions. Passion is contagious. Passionate leadership inspires others and draws people forward. Without passion, your leadership lacks meaning, becomes routine, and blocks creativity and commitment. If you are not feeling energized and excited about your work and your role, it is time to pause, reflect, and reconsider what feeds your spirit and gives meaning to what you do.

    Essential Three: Purpose

    Passionate leadership walks hand-in-hand with purpose. While your passions energize you and your team, leading with purpose provides assurance and commitment. Purposeful leadership requires that the values and mission of your organization mirror your own, not just in the words of a written statement but within day-to-day policies and practices. Leading with purpose compels you to act, to influence and to lead with integrity.

    Essential Four: Failure

    Even at your best, your leadership will encounter failure in many forms. In many ways, it is how you deal with the failure that adds meaning to who you are as a leader and makes your leadership meaningful. Leading through failure is an act of creativity, opening up opportunities for new ideas that can revolutionize your work and expand possibilities. Embracing failure as a natural part of productivity creates leadership that fosters risk and energizes passions. It builds stronger bonds of belonging, allowing for ongoing learning and promoting the dynamic




    Developing An Effective Mobile Learning Strategy Via Robust Learning Management Systems

    Changing employee demographics and shrinking markets, are driving the need to train the modern workforce whenever and wherever needed. Today, it is crucial for employees to equip with the right kind of tools and competency to drive lucrative business outcomes. With an increasing use of personalized mobile devices, organizations are capable of imparting online training at the point of need.

    Mobile learning is helpful when it comes to everything from product related training to sales training and compliance training. Today, most of the organizations want to train their personnel in the least possible time while driving optimal knowledge retention. Therefore, they deploy efficient Learning Management Systems (LMSs) which support mobile learning in the modern learning environment. Putting learning in the hands of people, whenever and wherever they need it, leaves a huge impact on the bottom line.

    Mobile learning enables the workforce spread across different demographics to access training courses even on the go. Using a mobile LMS, employees can simply download the learning app on their smartphone or tablet and gain instant access to relevant training material. Let us discuss the essential features that an LMS should support to deliver a completely engaging mobile learning experience:

    • The new-age workforce, owns smartphones or tablets and so they are always connected with each other at the workplace. The mobile learning approach is expected to rise as the smart watches and wearables become more pervasive in the today’s learning environment. For instance, a mobile LMS enables the learners to download the learning app and access e-courses at the point of need, even when offline.
    • Learners use their personalized smart devices to access all types of information in minimal time. So, instead of manually accessing online content, an LMS can help the learners to get accurate information at their fingertips. For instance, a factory worker can quickly review the safety procedure before working on a heavy equipment in real life. This not only ensures workplace safety, but also increases employee productivity and knowledge retention, providing a competitive edge.
    • Large organizations have different office locations with employees spread across different demographics. Irrespective of their locations, it is crucial for the organizations to train their workforce on different topics such as compliance, certifications and more. With the help of an LMS, timely notifications can be pushed on individuals’ personalized mobile devices through a common app, keeping learners updated- whether they are at home, in the office or on the go.
    • There are several applications of using a QR code in mobile learning. Signs containing QR codes can help to orient new hires, impart knowledge on the company’s values, its vision and other relevant information. For instance, a worker can scan the QR code on his mobile phone to pull up information about a specific equipment. Also, sales employees can use the QR code feature to explore detailed information about a specific product before selling it to their customers.

    In today’s ever-evolving digitized world, mobile learning is here to stay. As per the CGS 2017 Enterprise Learning Annual Report, 54% of the respondents are planning to increase their investments in mobile learning in the year 2017 and beyond. L&D departments are unleashing the potential of mobile LMSs by encouraging the modern workforce to leverage ample opportunities that mobile learning offers.




    7 Surprising Ways To Motivate Millennial Workers

    By next year, Millennials are expected to comprise 36% of the U.S. workforce, and by 2020, Millennials will be nearly half of all workers. According to Forbes Magazine, Millennials are both “the most educated and culturally diverse of any generation” and “notorious job-hoppers who dislike bureaucracy and distrust traditional hierarchies.” Given this, it is crucial for manager to understand how best to motivate and engage Millennials.

    In a recent article, Forbes Magazine described seven ways to motivate Millennials:

    1. Explain The Company Vision: Millennial workers are more likely to look for meaning and impact in their work and aren’t satisfied simply punching a clock. Helping them understand their role in a larger plan gives them a clearer sense of purpose.
    2. Prioritize Community Service: Millennials place a higher priority on helping people in need (21%) than having a high-paying career (15%). Allowing employees to form committees and use company resources or time to organize their causes meets their desire for social consciousness.
    3. Develop In-Between Steps And Titles: Millennials are especially eager to progress in their careers and less willing to wait three to five years for a promotion. By developing in-between steps and titles, managers can meet their desire for career progression.
    4. Give Encouragement And Regular Feedback: This generation responds well to encouragement and immediate feedback. Make it clear from the beginning that you reward good work, and then keep an open line of communication to let them know how they’re doing and how they can improve.
    5. Offer More Flexibility: Work-life balance is one of the most significant drivers of employee retention among Millennials. This tech-savvy generation is essentially able to work anytime from anywhere with an Internet connection. Thus, seemingly arbitrary work hours or having to sit at a desk all day is less appealing to them.
    6. Provide Education And Professional Development: Most Millennials are hungry and want to advance. Assigning stretch projects, bringing in speakers or sending employees to leadership conferences will be especially helpful for those millennial workers interested in learning and growing their skills.
    7. Give Them Time For Personal Projects: Offer employees time to work on a project of their choosing. This will help Millennials feel more engaged and in control and also can boost innovation within the company