Research has shown that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment.
ChangeSparx, LLC has partnered with TTI Success Insights® the world’s leading provider of research-based, validated assessments, to provide development and coaching tools that enable organizations to effectively meet their human resources needs.
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Strengthen employee performance through a diagnostic deep dive of the human side of your organization. Get personalized assessments, and aggregated data to solve some of the biggest people problems within your organization.
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Many organizations are wrestling with the dynamic of talent acquisition and talent retention. Organizations spend countless resources (both time and money) to acquire the right hire only to find that engagement and retention are major issues.
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Disengaged employees have an astounding negative impact on organizations and teams. Watch as CEO, Speaker, Author, and Trainer, Corey Pruitt, uses a deck of cards to demonstrate one strategy to positively influence your company's disengaged employees.
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Each team member brings something unique to the team, and makes the team all the more valuable. As a people-leader, your job is to identify the unique strengths of each team member. Watch as CEO, Speaker, Author, and Trainer, Corey Pruitt, uses a deck of cards to share more about the unique strengths of team members.
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A lot of people ask us what's up with the mission of Change Sparx. Here is Change Sparx CEO, Author and Speaker, Corey Pruitt to share more about it.
I am happy to announce that as of June 1st, I will be the full-time CEO of ChangeSparx, LLC. For the past 6 years I have had the pleasure to work at one of the most innovative and wonderful higher education organizations, Rio Salado College. In total, however, I have spent 12 years with Rio Salado College if you include the years I was an Adjunct Faculty member for the Communication Department.
During my years at Rio Salado College I served in many roles: I served as the Faculty Chair of the Communication Department; served as the Dean of Community Development; then most notably, the past two years, served as the Vice President and Chief Operating Officer of the Maricopa Corporate College.
While working at Rio Salado College I had the honor to work with colleagues who encouraged my strengths and polished my rough edges. As well as worked under leaders who provided the perfect mix of challenge and support. Over the years I learned countless lessons about leadership, organizational change, collaboration, employee engagement, employee innovation, friendship, and employee performance, just to name a few.
As I turn to a new chapter in my life and embark on a new journey as CEO of ChangeSparx, I know those relationships and lessons learned will be exceedingly beneficial. I am excited about the opportunity to write about, speak about, and influence other organizations in the areas of employee inspiration, employee engagement, and employee innovation. The mission, vision, and values of ChangeSparx speaks volumes about how this organization operates and about what drives its actions and its focus. I am energized by the bright future ahead.
Recently, I have had a veracious appetite for information about what industry leaders and experts are doing. More specifically, what they are doing that is different from what everyone else is doing. I have this belief that successful people have a few core actions that distinguish them from the rest of the crowd. Among them are:
Here are some of the vital vows that I have been discovering in my research:
Today I Vow:
Some might ask, “aren't vital vows just hyped up affirmations?” Quick answer: they are not. Actually, they are far from it. Vital vows stem from, and enforce, the belief systems of successful people. Vital vows become the sifter through which successful people filter their activities, decisions, efforts and energies.
As you create your own vital vows to direct your thoughts and actions each day there are many categories you can address, here are just a few:
ALERT: But, here is the chief observation I have made. When we don’t consciously decide on what our Vital Vows are, our minds go into default mode. And, often, our default mental settings are marginal compared to our conscious, thoughtfully-selected, success-generating mental settings. All the successful people I have been interviewing and studying have made it a point to not allow default mode to kick in. Rather they have been scrupulously deliberate about selecting their vital vows!
The BIG Lesson: Don’t let your vital vows be driving you toward marginal living. Be purposeful and strategic in selecting and committing to your daily vital vows.
So, what are your daily “Vital Vows?” Feel free to share in the comments below.
*Blog originally written for Maricopa Corporate College on April 11, 2017
There are many ways a leader can increase learning within his or her organization with a mix of formal and informal actions. Here is a quick list of 7 important things you, as a leader, can do to increase learning within your organization:
1. Intentionally develop and manage a strategic continuous learning plan
Remember what Zig Ziglar said, "The only thing worse than training employees and losing them is not training them and keeping them.” Every organization, and every department within an organization, must have a strategic learning plan. This plan is the way your organization focuses its resources, influences culture to encourage learning, provides learning support tools, and formally and informally invests in the exchange of knowledge and skills.
2. Link learning with strategic organizational initiatives and operations
Effective training translates organizational strategies into actionable behaviors. This is intentionally connecting organizational learning to an organization's operational growth strategies. After all, it has been touted that "no one needs training...they need the outcomes of training." So an effective leader must link the outcomes of learning with the organization's strategic goals and operations. When this is done well, one can quickly see a strong return on investment through factors such as speed of adoption, ultimate utilization of new skills, and proficiency of performance.
3. Develop a coalition of learning advocate
Your coalition of learning advocates will assist with the planning, managing and implementing of your strategic learning plan. Your coalition will have a huge impact on the success of your training plan, as they are active and visible champions of organizational learning. Your coalition can consist of managers, training department, human resource department, external training providers (like Maricopa Corporate College) and executive sponsors.
4. Remember that major changes, and even many minor ones, equal a need for training in the organization
Often, training and development are one of the last things considered when a change in an organization occurs. However, it is one of the most vital aspects that needs to be considered during a change in work, workplace or workers. To learn more about what that means, check out my previous blog about What Triggers an Employee Training Need.
5. Emphasize learning
Whenever possible, emphasize learning through your communications. Success, growth, change, and persistence, all are contingent upon learning. So, at every opportunity emphasize the importance of learning, the need for learning, and the connection learning has with personal and business success. A clear communication plan that highlights your learning initiative promotes a clear "here is the why" and "what's in it for me" for the learner. As a result of your training communication plan, you will see significant increases in participation and completion rates within your learning initiatives.
6. Be a learning example
In short, supervisors, managers and leaders are extremely influential. Employers look to leaders for communication, to be the liaison, to be the advocate, and to be the coach (Prosci, 2016). It is evident this important role is also the individual (or group of individuals) who has the greatest impact on individual learning.
7. Build in enough time, attention, money, administrative and support services, and other resources to ensure successful learning
Well, like most things in life, it comes down to time and money. According to the Association of Talent Development (ATD 2016 State of the Industry), on average, organizations spend around $1,252 per employee on direct learning expenditures. In 2015, in the average organization, 28% of direct learning expenditure went to outsourced or external activities. Another 11 percent was directed toward tuition reimbursement. Slightly more than 60% went to internal expenditures, such as in-house development, delivery, and administration expenses and salaries. Additionally, the statistics reveal that learners receive, on average, 33.5 formal learning hours per employee across organizations. All this to say, it is important to build in enough time, attention, money, and support for successful learning.
Even though this is just a "quick list" of things you can do to increase learning within your organization, the actual implementation of some of these takes time and consideration. But, no stress, that's why we're here. Maricopa Corporate College assists organizations of all sizes in reaching their training and development goals. So, you are not going at it alone. Enjoy the learning journey, and make an incredible impact on your organization.
The other day I overheard my two younger kids saying "press retry," "press retry." I went to look at what they were doing and found they were playing a video game...and apparently struggling to pass a particular level.
But, this made me wonder, wouldn't it be great if we could "press retry" for an hour out of our day...or even "press retry" for an entire day, and do something over...do something different...make different choices and decisions.
Then, it struck me. We can! Our "press retry" is every new morning we wake up! Each morning is a new opportunity to do better...be better...and make better decisions! You see, when my kids were "pressing retry," they were not going back through the level again and making the same decisions and choices. Rather, they were learning from their previous tries and making new choices, in an attempt to do better, and be better, then they were the time before.
We, too, can take this same perspective and apply it to our lives. All it takes is the commitment and courage to wake up each day and "press retry."