experiential learning

HRDQ has been developing self-assessments for over 30 years – we know that everyone is different, every team is different, and every team has different training needs.  The Reproducible Training Library is the best way to deliver custom training to your team. Why Customizable? Seamless Presentation Use exactly what you want in one package. Customization allows you to build the exact program you need, while keeping everything in one format – a complete and tangible takeaway for your participants (no Frankenstein training). Branding When you use your own branding (visuals and language) and examples, it makes your training more relatable, Read More

Communication is about more than transferring information from one person to another.  It’s how we learn, how we build relationships, where we place value, how we are productive, what we hold on to – it’s a part of everything in our work lives. It includes how we build messages (what we choose to say and how we choose to say it), how we receive messages (how we listen and what we perceive in others), and how we are perceived by others (knowing how to shape that perception and effectively work with others). There is immeasurable value in developing communication styles. , Read More

Wednesday, September 18, 2013 2 – 3 pm ET Presented by Laurie Ribble Libove Building a high-trust culture could be considered the Holy Grail of OD professionals. It’s a daunting task – perhaps a “mission impossible” – but once achieved, it can be the ultimate efficiency and productivity tool, providing a strategic advantage that competitors find difficult to duplicate. But high trust comes with costs, too, and many argue you simply can’t train for it. In this webinar, author and organizational development specialist Laurie Ribble Libove will challenge those naysayers by presenting a comprehensive model for identifying, achieving, and maintaining, Read More

In order to stay competitive in its marketplace, an organization must change over time.  Growth is change.  Adaptation is change.  Improvement is change.  Change is good. Change is also disruptive – it requires action and effort and commitment – which, in turn, require perceived value.  People need a reason to take action.  “Because I said so,” is an option – undeniably – but it won’t provide the best result. Leading change is communicating, demonstrating, and helping others to find the value of change.  And everyone can do it. When new organizational goals are established, individuals need to realign themselves to, Read More

I can picture it as though it was yesterday. The early ‘80s – the age when cell phones were the size of a small briefcase and Cheers was the hit show. The training and consulting business my parents Rollin and Christine Glaser had launched in 1977 was operating in full swing from their home in the suburbs of Philadelphia. Organization Design & Development (OD&D at the time) was the name of their venture, and they specialized in facilitating on-site soft-skills management development programs. Our home was buzzing with business. The bathtub in the spare bedroom served as our warehouse. My sister, Read More

A Guest Post from Laurie Ribble Libove Laurie Ribble Libove, MS is a specialist in strategic human resource management and organizational development.  She is the author and co-author of several HRDQ training tools, including Leading Change at Every Level, Trust: The Ultimate Test, and The Comprehensive Leader. With the improving job market, this fall finds many people in new positions, eager to establish themselves as trustworthy employees. Whether you’re a new college grad settling into your first “real” job or a seasoned professional who has recently landed a fresh opportunity, one of your first concerns as a new hire is to secure the trust, Read More

Maya Angelou We’ll be celebrating Labor Day this weekend – a time that reminds us how important we all are to one another.  Unless you’re out in the wild, growing your own food, building your own shelter, and keeping your mind occupied and spirit fulfilled with the endless wonders of the universe (but, come on – who’s really doing that?), you depend on other people to live the life you’re living. No matter how far from the front line you are, the people that work for and with you have an effect on you.  And you have an effect on, Read More

Finding the true cause of organizational problems requires a great deal of effort, courage, acceptance, and willingness to change. Often, problems aren’t traced back far enough, and the fundamental communication issues at their core are never diagnosed, much less addressed or resolved.  Attempts to get organizational performance back on track, then, may not be successful if problem behavior goes uncorrected. One challenge is that communication is such a fundamental part of everything we do – especially when we work on teams and in organizations.  For communication skills to be examined, evaluated, and improved, they need to have their boundaries tested, Read More

Or anyway, the internet says so.  Failure gets a bad rap, but there’s more there than what we’re expecting, I think.  Let’s unpack failure. “Embrace Failare” –Mr. Let’s Paint Failure’s about not meeting expectations.  When expectations are always met, nothing moves forward.  We become non-critical, we miss opportunities, and we offer less to others. “It’s all about the creative possibility within each of us that we don’t partake in. We don’t jump into the murky water, the creativity water.”  Risks go untaken, things that ain’t broke don’t get fixed, “good enough” becomes good enough. Each time expectations are not met, we, Read More

A great deal of time and care is put into developing the most valuable and effective content for soft-skills training. There are, however, environmental factors that need to be addressed when facilitating adult learning. The physical setting for children’s learning is pretty specific.  Seats in a discreet array, facing a blackboard with a teacher in front of it, quiet and still, constantly watched.  Transmission of information is controlled solely by the teacher, and the children assume a passive role – facing negative consequences should they not. When an adult enters an environment that is modeled after childhood learning, they tend, Read More

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