Zeiberg Consulting

Psychological safety is not a one-size fits all. It is different for each of us. Building a psychologically safe workplace requires acknowledging that an employees’ unique ilife experiences and insecurities influence how they experience psychological safety at work. Leaders need to align their efforts to individual needs... Perhaps an individual is afraid of sharing ideas at meetings because she gets shot down. Perhaps an individual is afraid to take on a new tasks as he is afraid he will make a mistake. Perhaps an individual is afraid to take a risk in fear that she will be let go. Perhaps an individual is afraid to provide honest feedback because she fears it will have negative repercussions. These concerns are real and employees should be able to take on all of the above. Your role is to help the employee feel safe and supported so they can be their best self at work. #psychologicalsafety #managerdevelopment

Confidence is a belief in one's abilities, while competence is the actual skills and knowledge needed to succeed. Which is more important? They are both important. Individuals who speak up and appear more confident, are perceived by others as competent to do the work and lead, even if they lack competence in the task. At the same time, individuals perceived less outspoken or not as confident can have their competence questioned. How can you help your employees increase their confidence? ?? Provide them private and public recognition related to their confidence. ?? Give them projects that will require them to develop both their confidence and competence. ?? Suggest to employees to use positive affirmations during their work. ?? Ask them to share their ideas and perspectives at meetings if they tend not to speak up. ?? Encourage them to be patient, confidence comes with experience and time. #confidence #competence #managerdevelopment

The 2024 State of the Global Workforce report by Gallup finds that one in five employees worldwide currently feels lonely at work. There are aspects of organizational life that can be changed to reduce work loneliness and increase human connection. Learning is one of them. With the need to reduce cost and scale learning, many organizations have turned to web-based learning experiences and digital assets to address learning needs. Employees are learning in isolation with no one to interact with to share ideas and discuss challenges. While cost containment is important, organizations can look to synchronous virtual and in-person learning experiences to enable pivotal interactions, socialization and networking. So, the next time you a designing a new learning experience for one of your target populations, consider how you can contribute to an organizational culture that values human connection. #learninganddevelopment #lonelinessatwork #remoteemployees #connectionmatters

Are you looking to add an Instructional Designer (ID) to your team? An ID needs more than traditional instructional design skills... Look for: ? Knowledge in the content areas where they will be creating learning content for your organization. For example, do they have knowledge in management/leadership development, DEI, or professional skills? Even if the candidate has no expertise in designing in these content areas (designers need opportunities to get experience in new content areas), explore their overall thirst for knowledge, how well read they are, and their curiosity in the subject matter. ? Knowledge/experience in emerging technologies/tools. What applications have they integrated into their learning designs? ? Practicality and relevance in their designs. Look at samples of their past work to determine if the content and learning activities they have designed are aligned to business needs and the level of the learner audience. ? Ability to align learning content to measurable learning objectives. Again, look at design document samples to see how they have achieved the alignment and how they evaluate learning effectiveness. ? Ability to manage diverse perspectives. IDs need to be able to reconcile feedback from multiple stakeholders and work with leadership to determine which voices are decision-makers. ? Creativity! ID's must be creative to build learning designs that engage and challenge their learners. #ID #instructionaldesign #learningdesign

What is the single most important skill for leaders in today's modern workplace? EQ Why Emotional Intelligence is Paramount: * Foundation for Effective Leadership: Leaders with high EQ can build strong relationships, inspire and motivate their teams, and create a positive work environment. * Navigating Complexity and Change: Leaders with high EQ can manage their own emotions and remain calm under pressure, leading their teams through uncertainty and change effectively. * Enhancing Team Performance: Allows leaders to understand and respond to the emotional needs of their team members by showing empathy and providing support. * Building Trust and Influence: Leaders are more likely to gain the trust and loyalty of their teams, which enhances their influence and effectiveness. * Driving Employee Engagement and Retention: Leaders with high EQ are better equipped to create an environment where team members feel valued, understood, and engaged. While other skills are also vital, emotional intelligence stands out as the most critical because it directly impacts how leaders interact with and inspire their teams. #leadershipdevelopment #EQ #emotionalintelligence

With well over a hundred L&D projects under my belt, I have seen a lot of mismanagement and delays …and almost every single time it was due to the same couple of issues: stakeholder involvement and decision-making rights. Even with our direction, our clients tended to minimize the extent in which stakeholders need to be involved and have a voice. The L&D leader failed to define decision-making rights upfront, and either tried to make decisions by consensus or assumed they had decision-making rights. Both big mistakes often cost the project time, money, and sometimes…trust and respect. The smoothest projects we have supported had clearly defined operational principles including stakeholder involvement and decision-making rights. Taking the time to do this upfront always saves time in the long run and results in a higher quality product or service as well as stakeholder buy-in. #decisionmaking #decisionrights #stakeholderinvolvement #stakeholderbuyin

“Training" and "learning" are related concepts, but they are not the same and I have noticed they are used interchangeably. The difference between the two… Training typically refers to a structured process of teaching or instructing someone in a specific skill or knowledge area. The outcome of training is the adoption of specific skill or knowledge…” HOW” to do something or “KNOWING” something: ? Excel ? Products ? Compliance-related topics Learning, on the other hand, is a broader concept that encompasses the acquisition of knowledge or skills through being taught, application, coaching, and experience. The outcome of learning (keeping in mind it is a continuous process with no specific end point) …is BECOMING, and we BECOME more capable and successful over time. Some examples are becoming a: ? Leader ? Financial Advisor ? Consultant I avoid using the term training. Instead, I dedicated my career in helping individuals BECOME the best they can be in their roles.

Thank you AXIOM Learning Solutions and Scott Rutherford, MBA, CPTM for hosting me for your L&D podcast, giving me the opportunity to discuss the value fractional partner relationships can bring to an organization. #fractional #learninganddevelopment #talentdevelopment

It was great to reflect in my 25th anniversary year, on the inception of Zeiberg Consulting, my experience throughout the years, and the lessons I learned. How incredibly fortunate I have been to work with and learn from my incredible clients and my team members. Thank you Canvas Rebel for this spotlight! https://lnkd.in/ei6pBjHG

Especially for companies and startups that rely heavily on innovation, fractional partnership can be a game-changer. Having access to deep-rooted talent development expertise on a fractional basis allows companies to navigate new strategies and growth to develop new skills and capabilities. By integrating fractional hires, companies can: ? Leverage senior-level experience and -industry insights without the full-time cost ? Gain focused expertise to drive specific projects or navigate critical emerging needs ? Enhance agility by bringing in specialized skills as and when needed Fractional employment is not just a trend but a strategic approach to talent management in the modern workplace. Reach out to learn more about our fractional arrangements. #talentdevelopment #learninganddevelopment #fractionalwork