The business world is constantly changing and evolving. Therefore, leaders must be agile, adapting to change as it arises and leading their teams through it. Here are 4 surprising statistics that emphasize the importance of leadership agility.
2023 is in full swing! Are you prepared for revenue growth and organizational success in the new year? Here are 3 reasons to invest in leadership development in 2023.
Many day-to-day challenges in the workplace can be attributed to poor communication. For an organization to function as one well-oiled machine, everyone must know how to communicate effectively. Here are a few of the most common communication mistakes in the workplace.
The selling skills required of every industry are unique—including the life sciences industry. With unique skills and requirements come unique challenges. Here are 3 obstacles life sciences sales professionals must face and overcome.
To teach adults new concepts and see better results more quickly, trainers must hone their instructional design and delivery. Romar Learning Solutions breaks down the 5 components of strong instructional delivery.
How do employers determine whether an employee is meeting their performance expectations? By ensuring that the manager and their employee are clearly aligned on the expectations and how they will be measured. Get started with these helpful tips.
You cannot expect your employees to meet—or exceed—performance expectations if they have not had adequate training or aligned on them with their manager. Employee development starts from the ground up with their immediate manager playing a large role in this process. Here are a few signs your employees may need more training.
Patient care is central in the life sciences and healthcare industries. To provide the best patient care, organizations must be strong from the ground up—beginning with leadership. Romar Learning Solutions explains the importance of executive coaching in healthcare.
Virtual or hybrid training can often be just as effective as in-person sessions when the trainers have been trained for virtual delivery and the learning has been designed for a virtual medium.
Good leaders have the skills that allow them to define what the team needs to achieve, nurture their team to reach their full potential, champion diversity and inclusion, implement measurable training solutions, and more.
Medical science liaisons (MSLs) play a critical role within healthcare, providing valuable therapeutic information and data and acting as a technical resource to healthcare providers.
Sales involves convincing your customers they have something to gain from investing in your products or services. However, strong salespeople are not born—they are made. Therefore, selling skills development is crucial.
Making consistently good decisions requires good judgment, and good judgment can trump many other competencies or capabilities when looking for a leader. How do people with good judgment approach decisions?
When was the last time you received coaching that really made a difference? Good coaching isn’t like a wise sage sitting on a mountaintop imparting words of wisdom. The best coaches involve the person they are coaching in the process. Good coaching questions are the key.
We know that emotional intelligence is a key quality in good leadership. But can emotional intelligence be taught within a leadership development curriculum? The answer appears to be both “Yes” and ”No.”
People sometimes confuse feedback with coaching. Effective coaching has an objective that helps the person being coached achieve something developmental. A good coaching objective based provides structure and focus for the coaching, leading to clearer understanding and better outcomes.
COVID-19 effectively halted in-person training. While moving technical training to virtual delivery is not hard, soft skills training is another matter. We were updating our Results-Oriented Coaching Skills offering when the pandemic struck. As a result, ROCS 6.0 incorporates new objectives and new approaches tested in real world conditions.
When you're a manager responsible for coaching your team's performance, it’s helpful to have a simple coaching mantra. What is a mantra? How can a coaching mantra help you guide your team members to a higher level of success?
If you ask managers if coaching is an important part of their job, most will say, "Yes." However, organizations hold managers accountable for business results, not team development. How can managers focus on driving results and developing people at the same time?
Coaching is a deeply human experience, and communication is the foundation of the process. Recently, virtual coaching has become a standard practice, but there are challenges in not coaching in-person—from reading body language to observing people on the job. How can you overcome these?
It has become apparent that working from home is here to stay for the foreseeable future. As a leader, how do you approach this new work dynamic? One novel approach is to become an Outcomes-Based Organization, shifting the focus of day-to-day management away from activities and toward results.
If you're a manager long enough, you'll encounter declining performance in one of your direct reports. It won't get better on its own—so when you see it, take immediate corrective action!
If you're an MSL answering an HCP's question, you don't always get to plan your answers in advance. However, a little planning before a call can help you not only answer the question but also provide value and build your professional relationship.
MSLs often need to communicate complex information to opinion leaders. This is much easier and more effective when you have a positive, productive professional relationship.
Good training is based on performance objectives linking what people learn with how they work. Aligning these with company objectives ensures that learners develop skills and knowledge that the organization needs.
When you talk with friends or family members, you often start with a question, listen, and then respond. And it goes back and forth that way: asking, listening, and responding. Conversations with opinion leaders should have the same cadence, with good questions, careful listening, and sharing information.
Assessing direct reports’ performance seems like it should be straightforward: you just check their results and make your judgment. However, it’s not always that simple. Sometimes circumstances beyond the person's control interfere with progress. In an organization that values collaboration and teamwork, how do you fairly assess the contribution of each person on a team?
You see it all the time: “By the end of this program, you will understand...” But understanding doesn't always translate into action. Performance objectives make training more effective by focusing on what learners will be able to do with their knowledge.
Malcolm Knowles, one of the fathers of adult learning theory, wrote that "Teaching, like medical practice, is mostly a matter of cooperation with nature. The function of the teacher is to guide the student into the experiences that will enable him to develop his own potentialities."
Selling today is complex: multiple stakeholders all have a say in what to order, how, and when. The landscape requires a strategic, integrated selling approach. A solid sales model can give structure to integrated sales and make it easier to develop selling skills.
For medical science liaisons, selling is taboo. MSLs provide support to healthcare providers; sales representatives convince them to adopt a product. But sometimes MSLs do need to have influence—for instance, to alter an opinion based on incorrect data. The ability to influence others can be vital to an MSL's success.
Coaching should be simple and intuitive. Managers won't use a complicated coaching process that takes hours to prepare and execute. A simple coaching approach has managers ask themselves three questions. We call it the coaching mantra.
On January 17, 2017, the Senate confirmation committee asked Betsy DeVos how she would measure student achievement.
The way to combat dull PowerPoint-driven sessions is by knowing, understanding, and mastering your responsibilities as a facilitator of learning.