Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy

Factors HR managers need to consider when building corporate training programmes

 

Question 1)      In your experience, how has corporate training needs evolved? (Are they getting more/less important/popular, etc.) What is driving this trend? What types of training is becoming more popular and why?

Arthur: Skill is only a small part of what makes a valuable employee (14% to 22% according to a 1968 Stanford study). The key factors are attitude and the maintenance of the attitude. So basically, we are dealing with emotions and how they affect not only individual performance, but group performance. So in today’s society, there are drastic changes in how people get their emotional gratifications fulfilled. Mobile phones, texting, Facebook and other  social media has made it easier to gain a fast fix of emotional gratification unrelated to the job… PLUS, communication is so fast these days, that change is faster than ever… thus HR leaders now have new challenges: How to create a work environment that supports the success of its people and provide the emotional gratifications to support engagement and implementation of Change that is required!

So training Needs MUST have the emotional component, the flexibility for change and the processes to not only teach skills, but to identify the environmental factors that affect implementation of these skills.

 

Question 2) What are the different types of training that a HR manager should think about? (Professional, professional, skill-based, leadership, fun/social etc)

Describe what each one entails and why this is important in the holistic scheme of things. Give examples of each.

Arthur: Training, all training whether it is hard skill or soft skill, MUST have elements of a psychology foundation and how the learning affects and applies to Group Dynamics (most people do not work alone and their skills need to coordinate with others workers or department or even organizational objectives).

The other important factor in choosing training is that different people physically process information and the world around them differently. This means that if a training program is designed and/or delivered by a person who only looks at the training and concepts from his/her perspectives, and the delivery, materials and multimedia follow the same process, that there will be a discrepancy in learning from many of the participants… Training MUST take into account multiple brain communication processes in order to be effective across an entire group of participants.

The most effective training is multi-faceted with “experience” involving MUCH more than discussion or games with little relevance to the objectives. It MUST have implementation strategies and emotional connection to those strategies Throughout the training, not only at the end. Learning from the beginning of the training MUST connect to each learning  that is after it and be reinforced throughout the program. Research has proven Emotion supports memory and the more good OR bad feelings trainers can create to their learning, the easier it is to retain the information… attaching PERSONAL emotional gratification to the Implementation of each learning through a reflective process also affects implementation.

Peter Senge’s Learning Organization processes are one methodology that takes many of these into consideration as it develops people and their personal success through a group process. This process affects the working environment to be affected and thus leverage the training results.

Example: When an organization applies Senge’s 5th discipline, people come together as a unified force to affect organizational culture. Everyone (well almost) becomes involved and people unite toward being better in through their organization.

Implementation of 5th discipline initiatives has positively affected organizational culture in less than 1 year of implementation.

Directive Communication Group Dynamics Psychology is another discipline that is designed for Training (as mentioned above) as well as Organizational Development. It incorporates the Colored Brain psychometric model to make sure that all Brain Processors are included and maintains motivational psychology throughout the entire training process to improve implementation. Directive Communication has also developed a series of proprietary tools that build and reinforce learning and emotional connections to the learning for better retention and action. Also, since Directive Communication Psychology is an applied Group Dynamics methodology designed for Organizational Development, every learning and exercise is tied to the incorporation into a group setting to affect the overall working environment to leverage training results to affect organizational culture.

Example: After a Directive Communication based course such as the HERO’S WAY holistic leadership program (incorporating multiple facets and psychology of what is required to lead well in today’s society), leaders already have an implementable process they have created and are excited to apply it in their organizations to affect their department’s culture and effectiveness. The results are a unified group with a common purpose that is engaged. Leaders bring with them the Directive Communication tools and processes to support them. A 2007 study indicated that Directive Communication workshops got 42% more retention and 38% more implementation than other experiential based workshops.

Training Tools

DC Training Tools

 

Directive Communication has also been used in Culture Change initiatives that resulted in visible culture transformation in less than 80 days.

 

Question 3) When it comes to training, how can HR managers weight the benefits of in-house versus external vendors?

Arthur: To answer this, you must look at the commercial side of it. To create a public course, event organizers must make an enticing but generic program. Then they must charge enough to compensate for advertising and marketing as well as making a profit. So on a per person basis, it becomes very expensive. And then the is the “Being on the same page” factor. When you send 1 to 3 people to a public workshop, they come back with new ideas they want to try, if the trainer and training methodology were good, the participants are motivated… there is only one problem (ok two), no one else went to the training, no one else got the motivation and no one else is convinced, so the power of environment wins again and what could have been a great asset, becomes another cool idea that never got implemented because there were not enough people that bought into it. The second problem is that other people may have had Different Training and have very different ideas of what should be done, so often what happens is NOTHING gets done due to the politics and people just giving up because its too much hassle.

On the other hand if say 20 or 30 of your people (who have access to each other) attend the same class, they have a support group to make things happen, they can apply what they have learned and compare notes on progress, they can hold each other to objective related commitments. They speak the same language and have the same vision to improve personal and organizational success. And, depending of the type of training, they may be able to leverage the core methods to other training… saving time and effort in other disciplines. The DC360 System uses the core training methodology.

 

Question 4) What must HR managers keep in mind when developing a programme to ensure all levels of the organisation are looked after?

Arthur: HR is not only responsible for arranging training, but to promote training to their stakeholders. So, when HR partners with the marketing guys, there is a winning combination (unless of course the course provider provides this service). Most of the new staff will welcome training but the higher you go, the more training they have had and with their busy schedule, the last thing they want is the same old stuff regurgitated into a new title. They MUST have something NEW, something they have not learned and it must seem relevant to solving THEIR problems. Of course if the training program does meet the criteria, HR still needs to promote it and get them excited that, YES, This Training, IS the one that will SOLVE their Problems (ok, some of their problems)!

 

Question 5) What are the basic components (checklist) to consider when selecting courses and vendors?

Arthur:

o   MUST have the emotional component, the flexibility for change and the processes to not only teach skills, but to identify the environmental factors that affect implementation of these skills.

o   MUST have implementation strategies and emotional connection to those strategies Throughout the training, not only at the end.

o   MUST connect to each learning from the beginning to the end and reinforce it throughout the program.

o   Training methodologies or certifications MUST be accredited, you don’t want someone reading a book and calling themselves an expert. Organizations like the American Institute of Business Psychology and  Accrediting Council for Continuing Education & Training are independent bodies that assure organizations get what they are paying for.

o   They should have video testimonials of participants, written testimonials are often questionable but video is verifiable.

 

I will actually be doing a webinar regularly over the next few months giving more detail on these factors if you would like to link your audience to it… it is free: http://www.ewebinars.com/634/3nqtaqala9/webinar-register.php

 

 

378 thoughts on “Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi”

  2. Rishi Raj S

    I highly recommend the fifth discipline by peter sange , it an amazing book on how passive feedback and active feedback work for anybody in an organization and how it promotes organizational learning .

    It is very true as said by Arthur that any training let it be hard skill or soft skill should have a psychological approach or it may not have the impact on trainees, specially the group dynamism and colored brain theory

    At a time when the world is going through tough financial and economic situation, it is very essential for the corporate and the public sector look at trainings in a new approach, it is every trainers responsibility to take the charge of the situation and head on with training managers, it’s not about cost cutting that they should be worried about but savings a lot of savings and gains that a company will incur by adopting such approach.

    Reply
  4. Ong Hong Him

    Employee training and development should begin with a training need analysis, i.e. TNA.

    The essentials of adult education would include the learning pathways, learning curriculum and outcomes, curriculum development, instructional development, and training providers.

    Learning must eventually lead to performance improvement.

    HR Managers should also look at Competency-based learning, which would include team building, effective leadership, effective communication, motivation, goal setting, and the other soft skills which I believe are entrenched in the DCI learning programs.

    Continuing education is important if you want to remain relevant and competent in your working career.

    Cheers!

    Reply
  5. Aalok

    Arthur, a great write up on the nuances and needs of trainings in any organisation. True to the explanation in the write up, DC Psychology is a complete solution to the Human Capital. The best part is that DC brings to fore the “Whole Brain Thinking Concept” that gets the subject a much deeper imprint in the sub-concious mind of an individual, and thus a better retention and imbibing.

    Reply
  6. Sarfaraz Lakhani

    The efficacy of training programs has always been questions and some have just been a completion of a budgeted or a planned activity. Bringing in the emotional connect is what is missing out in most trainings.

    The ability of the trainer to be able to connect with each and every trainee is important. It is always important to spare some time at the begining of the session to identify individual trainees expectations and evaluate if it was fulfilled at the end.

    Most importantly, trainees or participants do have queries and the trainer politely requests that they shall be addressed at the end. Typically, it is better that response to such queries is provided immediately else, the person who has raised the questions stays in a distracted mode till the end. By closing time, the session either over-runs its scheduled time, the trainer wraps up and skips topics which could be of crucial importance and due to paucity of time, does not remember to respond to those pending queries. This is also emotional connect.

    Happy Learning!

    Reply
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  64. margart mcghee

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  73. suzanna grinder

    The awareness level is critical. You don’t want to have meetings related to strategy and everyone shares the same opinions and thinks the same. This one is awesome from arthur Carmazzi

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  75. Making Changes

    We’ve got processes for making changes to the website, answering customer inquiries and even emergency procedures. Processes eliminate questions like, “How do we do X,” or “When do we do Y?” Having a process or set of processes in place gives your team the power to operate on their own and in the same manner that you would. The processes are what will allow your business to scale from one to five, and then 20 employees. Over time, we’ve seen our processes help us grow from 20 to 100 people.

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  76. Good Article

    This is such a good article it is beneficial to enhance my corporate training knowledge. I will sure take note of this and will be looking forward to more of such as this articles. Thank you so much.

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  77. Own & Unique

    It is either starts with WHY or HOW they are both helpful and useful in a very different way. Each and every company have their own and unique organizational culture. However, I found this blog of yours Sir Arthur very interesting and helpful so I’ll be going with “START WITH HOW”.

    Reply
  78. Psychological Approach

    It is very true as said by Arthur that any training let it be hard skill or soft skill should have a psychological approach or it may not have the impact on trainees, especially the group dynamism and colored brain theory.

    Reply
  79. Training & Development

    Learning must eventually lead to performance improvement. Employee training and development should begin with a training need analysis. The essentials of adult education would include the learning pathways, learning curriculum and outcomes, curriculum development, instructional development, and training providers.

    Reply
  80. Standard Process

    A standard process control can avert potentially costly mistakes for a company. For example, a steel pipe company can produce a great variety of steel pipes such as galvanized steel pipe or black steel pipe in a day and the specifications are also different one another. By the measure of process control, the sizes of steel pipe will be more precise which can avoid potential questions. Besides, process control requires a complete monitoring which can find problems in advance. The process control will allow a company change to fix problems early which will become a significant problem later. You are amazing as always Arthur Carmazzi.

    Reply
  82. Important Part

    Considered as one of the core and important part of an organization is its training strategy. It is where you’ll introduce your company culture to the new employees and will be the key for them to embrace it. I am very grateful for this knowledge sir Arthur Carmazzi!

    Reply
  83. Skills vs Attitude

    I love what you’ve said about “Skill is only a small part of what makes a valuable employee”. I also believe that behavior, cooperation, attitude and being a team player is much needed in hiring an employee. People should know how to play with the team. You are so amazing as always Arthur Carmazzi.

    Reply
  84. Expanding Knowledge

    Training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the potential drawbacks, training and development provide both the company as a whole and the individual employees with benefits that make the cost and time a worthwhile investment.

    Reply
  87. Very Informative

    Very informative and very helpful tips to be considered by the HR managers or when it comes to the HR side that will help the organization’s culture to improve. You are amazing as always Sir Arthur Carmazzi!

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  88. Sara demetri

    Your culture shapes the beliefs and, ultimately, the behavior of employees. Arthur Carmazzi Cultivating a mindset where employees not only have a strong desire to learn but also want to share their knowledge with others should start at the top, with leadership support, and permeate the organizational culture.

    Reply
  89. mark dakota

    Educate employees on the importance of training, and encourage them to seek opportunities to learn both formally and informally about organizational culture. Enable a culture of continuous learning and development.

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  91. jeff Arni

    That leadership development strategy sounds great Arthur Carmazzi, Unfortunately, many managers and organizations are stuck in a reactive model. They wait until they see problems with their employees and use those problems as the basis for establishing the need for training.

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    Today’s managers and leaders are faced with the daunting task of trying to lead their leadership training through these rapidly changing times. They are faced with a number of tough questions: How do I ensure I have the right employees with the right skills?

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  97. malcolm marler

    A holistic approach to learning and development starts with establishing a strategy that is clearly defined and understood. Invest the time in establishing a charter that covers all areas of learning and development, including scope of leadership training, who provides it, I believe Arthur Carmazzi have a training like this.

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  105. corporate training

    Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior

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  106. Mike Filsaime

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    Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction.

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  107. HR leaders

    When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.

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  109. senior managers

    Oh my such a wonderful intervew with arthur carmazzi, Changing a culture is a large-scale undertaking, and eventually all of the organizational tools for changing minds will need to be put in play.

    Reply
  110. organizational tools

    In general, the most fruitful success strategy is to begin with leadership tools, including a vision or story of the future, cement the change in place with management tools, such as role definitions, measurement and control systems, and use the pure power tools of coercion and punishments as a last resort, when all else fails.

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  152. Gracie

    Great website you have here but I was curious if you knew of any message boards that cover the same topics talked about in this article? I’d really like to be a part of community where I can get suggestions from other experienced individuals that share the same interest such as leadership development. If you have any recommendations, please let me know. Bless you Arthur Carmazzi!

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    We’re a group of volunteers and opening a new scheme in our community. Great in focusing on changing company culture and leadership. Your site provided us with valuable information to work on. You’ve done an impressive job and our entire community will be grateful to you Arthur Carmazzi.

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  154. JM Lachica

    I am writing to express my thanks to you for such a memorable and productive course. The quality of your course Mr. Arthir Carmazzi was very high and there were ample of opportunities to interact with you. I like this strategy the most. I like the leadership.

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  155. Noelia

    I took an enormous out of this topic, as you say the challenge is to work hard , to optimize the value of the strategy. Again, thanks to you Arthur Carmazzi for the excellent manner in which you ran the program; it was stimulating, challenging but above all a real learning opportunity.

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  156. Charist

    Helpful information, Fortunate me I found your site inadvertently, and I’m amazed why this fortuitous event did not occurred ahead of time! I bookmarked it.

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  157. Thelma

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  158. Mary Jane

    Superb corporate training strategy. I’m looking forward for your next post, I will try to get the hang of it! Thanks a lot for sharing, Arthur Carmazzi.

    Reply
  159. Feiling Tan

    I’ve been waiting for a new article. Indeed, like what my friends told me, this is a good read. Worth of my time. Thanks Arthur…

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    Reply
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  162. Ara

    Everything is very open with a precise clarification of the issues. It was definitely informative. Your site is extremely helpful. Thanks for sharing Arthur Carmazzi!

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  163. Jilvy

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  164. Kasey

    Write more, thats all I have to say. Literally, it seems as though you relied on the video to make your point. You obviously know what youre talking about, why throw away your intelligence on just posting videos to your
    site when you could be giving us something informative to read? Thanks Arthur

    Reply
  165. Carl

    This is very simple and yet easy to understand because online training has become one of the easiest ways to improve knowledge in a good environment.

    Reply
  166. Jobert

    Thanks Arthur Carmazzi. I found this very educational, I now see from this just how truly my life experiences and training have created me to be completely wired for this field.

    Reply
  167. Rayver

    “Most of the new staff will welcome training but the higher you go, the more training they have had and with their busy schedule, the last thing they want is the same old stuff regurgitated into a new title.” This is the line that totally moved me. Great article. More of this Arthur Carmazzi!

    Reply
  168. Roseanne

    Wow, fantastic blog layout! How long you have been blogging for?
    you make blogging look easy. The overall look of your website is magnificent, as well as the content!
    Thank you Arthur Carmazzi!

    Reply
  169. Karol Jaffe

    There are drastic changes in how people get their emotional gratifications fulfilled. Your article has a lot of things to learn. You should make more so that many would be inspired. This is the best and life changing corporate training I’ve ever read so far. Kudos Arthur!

    Reply
  170. Julius

    Finally found a blog about this, I’ve been searching for this for a long time! Thank you Arthur Carmazzi! I could finally provide some insights in regards to Corporate Training and on how to develop it.

    Reply
  172. Margarita

    Amazing! This blog looks just like my old one!It’s on a entirely different topic but it has pretty much the same page layout and design. Outstanding choice of colors! Arthur Carmazzi

    Reply
  174. Enzo

    Thank you Arthur Carmazzi, I have recently been looking for info about this subject for a while and yours is the greatest I have came upon so far.

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  175. Arlene

    It’s amazing to pay a visit this site and reading the views of all colleagues on the topic
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  177. Hera San Diego

    ‘It is rare to find a presenter who not only has expertise but who also models the strategies when presenting. The other rare qualities of Arthur Carmazzi were the humor that kept us interested and the humanity that inspired us. The training ultimately was about empowering us as individuals and help us improve personal and organizational culture.

    Reply
  178. Elden

    Fine way of explaining, and nice post to take data on the topic of my presentation focus, which
    i am going to convey in institution of higher education. Thanks Arthur

    Reply
  179. Athena Dg

    Arthur Carmazzi has helped me become aware of the many facets of my new position which I will begin very soon. I have become aware of my role as a leader and that I will have to build and share leadership in the school.

    Reply
  181. Marco Mallari

    Hi, I really like your writing so much! percentage we keep
    in touch extra approximately your post on AOL? I need an expert in this house to solve my problem. Maybe that is
    you! Taking a look ahead to peer you, Arthur Carmazzi.

    Reply
  183. Ben Chan

    Very helpful and informative article thank you Arthur Carmazzi for sharing your knowledge regarding this topic. It is a very extensive guide for HR training. Looking forward to more articles about leadership development and organizational culture.

    Reply
  184. Joe Neil

    Hello, Mr. Arthur Carmazzi thank you for sharing your knowledge and ideas in this article it will be very beneficial to the company especially the HR department. You explain it very clear and precise. Looking forward to more articles about leadership and organizational culture.

    Reply
  185. SamFrorm

    Hi Mr. Arthur Carmazziypur article is a big help to our HR department training. Looking forward to read more of your blogs especially about culture change.

    Reply
  186. Sharmaine Gimenez

    A very informative guide for HR training will help companies who train people for their HR department. Thanks, Mr. Arthur Carmazzi for sharing this info. I’m excited to read more of your article about leadership development.

    Reply
  187. Leone Guzon

    As a first time reader, I learned a lot from this article of yours Mr. Arthur Carmazzi I can follow this in our next HR training. I will definitely read more of your articles about leadership training.

    Reply
  190. Sandy Jhonson

    Hi Mr. Arthur Carmazzi thank you for a very informative corporate training strategy. I agree with you that training must have emotional components for it to be efficient. Looking forward to more articles about leadership training.

    Reply
  191. Kian Ceprano

    Wow amazing corporate training strategy! Mr. Arthur Carmazzi is very knowledgeable in giving his advice about this matter. I will definitely read more of your articles about leadership training.

    Reply
  192. Jackie Daniel

    Thank you Mr. Carmazzi your explanations regarding the corporate training strategy are very precise. Thank you for sharing I hope to read more of your articles bout leadership development.

    Reply
  193. Kathrine Babson

    Excellent article Mr. Arthur Carmazzi, you have a natural knack for writing and allowing it to flow with easy to comprehend points and all of it is spot on! I will definitely read your coming articles about leadership training and organizational culture.

    Reply
  194. Jowell White

    Impressive article Mr. Arthur Carmazzi. Especially the delivering point. The process you guide us is valuable according to the present scenario. Thank you for sharing this information with us! Hope to read more of your articles about leadership development.

    Reply
  195. Joana Casino

    Thank you Mr. Arthur Carmazzi for the opportunity to learn. In terms of the organization of the article, training methods, and the discussions – the course illustrates an excellent example of modern education. Hope to read more articles about leadership development.

    Reply
  196. Kim Taylor

    The information shared by Mr. Arthur Carmazzi was very valuable for improving my professional qualifications. I will read other articles about leadership development. Thanks Mr. Carmazzi.

    Reply
  197. Lawrence Tiana

    This article was very useful and effective for me. I will use the knowledge gained in my work. Thank you Mr. Arthur Carmazzi for sharing your knowledge about corporate training strategy and leadership development.

    Reply
  199. Nadine Wright

    Very interesting article Mr. Arthur Carmazzi. I learned many new things that would add value to my day to day work. Good job! Looking forward to read more of your article about leadership.

    Reply
  200. Edward Barber

    The article was very helpful. In addition to the great presentations of factors and basic components of the corporate training strategy. Thanks Mr. Arthur Carmazzi you are very knowledgeable in leadership training.

    Reply
  203. Mary Jhon

    I feel better equipped to manage after reading the article. This was my objective at the beginning. Thanks Mr. Arthur Carmazzi for the new knowledge about corporate training. hope to read your other articles about leadership development.

    Reply
  207. Jhonrey Roberts

    Overall, I am very much satisfied with the whole article’s content and structure. Mr. Arthur Carmazzi is very brilliant in writing this article about corporate training strategy. Hope I can read more of your blogs about leadership development.

    Reply
  209. Cherie Hill

    I love how Mr. Arthur Carmazzi explained the whole article. I will not wonder that he is an expert on Psychological applications to Leadership and Organisational Culture Enhancement and Development. Thanks a lot for the info.

    Reply
  212. Princess Adams

    I agree with Mr. Arthur Carmazzi that HR managers need to consider when building corporate training because HR managers are one of the important people in a company. They contribute to the leadership development of a company.

    Reply
  213. Lloyd Far

    You have a great point Mr. Arthur Crmazzi I love the key factors that you give to develop a holistic corporate training strategy. It can help a lot with organizational development.

    Reply
  214. Diana Bobson

    I like how you write this article is was easy to follow and understand because you explained it very briefly. Hope to read more of your articles Mr. Arthur Carmazzi especially about organizational development.

    Reply
  219. Mae Trinidad

    I love how Mr. Arthur Carmazzi wrote this article about corporate training strategy. He gives a lot of guides that readers can use in their field of work. I will definitely follow your future article about organizational development.

    Reply
  220. Franchesca Farr

    Hello Mr. Arthur Carmazzi your article can contribute to a company to strengthening its performance, and achieve organizational goals. I will follow your next article about organizational culture.

    Reply
  221. Iza Hower

    Nicely explained thanks Mr. Arthur Carmazzi. Your blog is full of information that helps a corporate to make optimum use of resources and strengths, to counterbalance weakness. Thanks a lot. Definitely read your blogs about leadership.

    Reply
  222. Judy Sandford

    I agree with Mr. Arthur Carmazzi. HR managers also have a big role in a company they are responsible for developing strategic solutions to employment-related matters that affect the organization’s ability to meet its productivity. Like your article so much. Looking forward for more articles about organizational culture.

    Reply
  223. Willie Quando

    Wooww this article is amazing congratulation Mr. Arthur Carmazzi. Strategic training and development activities are essential for a workplace especially to the HR manager levels the workers will have higher morale and attendance, collaborate more effectively and be better prepared with the skills and expertise to do their assigned tasks well. This article is a big help in organizational development and culture.

    Reply
  226. Marga Light

    Interesting insights and tips from Mr. Arthur Carmazzi I can use this in my workplace to help my company for having high-performing employees. I read your articles about Organizational Culture and I love it.

    Reply
  228. Liam Carrey

    As a follower of your blog, I always learn from you Mr. Carmazzi your so kind to always share your knowledge to us. I will wait for your next blog about or organizational culture.

    Reply
  229. Teddy Tan

    This article is full of important tips and factors that I can use in my work and have better job satisfaction and are more likely to make our company succeed. Thank you Mr. Arthur Carmazzi I will definitely read your next articles about leadership.

    Reply
  230. Karryle Poon

    Good Day, Mr. Arthur Carmazzi! I’m a first-time reader all I can say is you are so knowledgeable in this subject especially about organizational culture and leadership. I will continue to read your future articles.

    Reply
  231. Dwayne Llyod

    This article has excellent content and Mr. Arthur Carmazzi is very knowledgeable in giving guide about corporate training. I always learn a lot about leadership training by reading his blogs.

    Reply
  232. Harry Zark

    Factors about corporate training strategy that you gave are very useful and efficient. Mr. Arthur Carmazzi is very smart and kind for sharing this article with others. It helps a lot in leadership training.

    Reply
  233. Vince Lopez

    Hi Arthur Carmazzi your article about corporate training strategy is a big help to me because I am also an HR manager in our company it helps me become more effective and efficient in my work. Thanks a lot hope to read your next article about organizational culture.

    Reply
  235. Apple Samson

    Corporate training is important to a company and to their respective HR managers. The factors given by Mr. Arthur Carmazzi teaches a new skill and updating employees on changes to company policy. It also teaches leadership development to the employees.

    Reply
  238. Yohan Monteron

    I got the point of Arthur Carmazzi about the factors to consider in building corporate training programs. It will improve employee performance and increased innovation in new strategies. It will also help to promote organizational culture.

    Reply
  245. Ramon Chris

    Mr. Arthur Carmazzi impressed me on how he answers the question about Developing a Holistic Corporate Training Strategy. He is very expert in this subject that persuades me to read his articles about leadership development and organizational culture.

    Reply
  246. Wilson Escortei

    Hi Mr. Carmazzi I like your article coz it promotes internal mobility through training that leads to a more engaged and loyal workforce. I already believe that you are an expert in Leadership and Organizational Culture Enhancement and Development.

    Reply
  249. Arnie Lavaniego

    Employee and leadership development considered a strategic tool for an organization’s continuing growth. Employees want to work for a company that will upgrade their skills to keep them competitive with peers from other companies. That’s why I agree with the factors stated in this article by Arthur Carmazzi.

    Reply
  250. Linsey Tarfin

    Training programs contribute to employee development with the organization’s needs. I like the way Arthur Carmazzi enumerate the factors. This is additional to my knowledge about organizational development.

    Reply
  251. Ulyses Chian

    Yes! Arthur Carmazzi got the point because corporate training and leadership development is beneficial for HR managers. It strengthens their skills and develops the weaknesses and turns them into strengths.

    Reply
  253. Sally

    The factors mentioned by Arthur Carmazzi can be a big help to the companies for their success. Corporate training would improve leadership development and managers’ ability to learn from a quickly changing environment.

    Reply
  257. Diane Pring

    Hello Arthur Carmazzi I read your article and I like this one. I believe that considering the factors you gave can result in better customer service and enhances the leadership skills of employees.

    Reply
  267. Luan Dy

    I’m Luan from the Philippines and my first time to search this blog of Mr. Arthur Carmazzi. This is a big help and enhances my knowledge in corporate training. Thanks

    Reply
  269. Arvy Ullman

    Usually, I never comment on blogs but your article is so convincing that I never stop myself to say something about it. The interview educates HR managers. Keep it up, Mr. Arthur Carmazzi!

    Reply
  272. Terrence

    Corporate training is beneficial for companies particular to HR managers. The increased stresses of today’s workplace can include misunderstandings and conflict. Training can people to get along in the workplace.

    Thank you for sharing this Mr. Carmazzi.

    Reply
  273. Alexander Ruz

    Excellent article Mr. Arthur Carmazzi, you have a natural knack for writing and allowing it to flow with easy to comprehend points and all of it is spot on! I learned a lot about leadership development and organizational development.

    Reply
  274. Alyanna Mories

    I agree with Arthur Carmazzi that HR leaders now have new challenges: How to create a work environment that supports the success of its people and provide the emotional gratifications to support engagement and implementation of Change that is required. An employee’s motivation to work is heavily influenced by his or her environment. Creating a positive work environment will yield far better results for the employees and the company. Like this article about organizational development.

    Reply
  275. Carline Shruck

    Hi,
    I agree with the point of Mr. Arthur Carmazzi that the key factors are attitude and the maintenance of the attitude in a group performance.
    When people have the right attitude they are both motivated and adaptable which makes them more open to learning new skills. With the right attitude and enough effort most new skills can be mastered quickly. It helps a lot to leadership development of a person.

    Reply
  279. Leah

    Hi,
    Thank you Arthur Carmazzi for giving the information.
    I will recommend this site to my cousin who is an HR manager in his company.
    It will enhance his leadership development.

    Reply
  284. Bonny

    this is a big help because corporate training will develop the work performance of employees and establish their leadership development.
    I will follow your next article Arthur.

    Reply
  288. Snow

    Content of the article is very excellent. Mr. Arthur Carmazzi is very good at writing articles about leadership development and organizational culture.

    Reply
  289. Den Den

    I appreciate the effort of Arthur Carmazzi in writing this article about leadership development.
    It contributes in developing the culture of teaching and learning.

    Reply
  292. Angelica

    I agree with the message of Arthur Carmazzi.
    HR managers are important to involve in corporate training because the human resource system plays a crucial role in influencing the organizational culture within the business premises.

    Reply
  294. April

    This will help on the issues of HR management system in taking the responsibility of the ongoing employee and leadership development.
    You’re the best Mr Arthur Carmazzi.

    Reply
  298. Amanda Leni

    I enjoyed the article and learn many new things about leadership development – Mr. Arthur has blown me off the planet. It has helped me put into perspective how to get the best out of myself and just as important, understanding and working with my co-employees.

    Reply
  305. Jackson Hooner

    The transition from an employee to a leader can be a tough task to accomplish. While moving up the ladder in your organization, it is essential that you have the skills to become a leader. These skills can be acquired through leadership development programs and training.
    This article can be a guide.

    Have a great day Arthur Carmazzi!

    Reply
  307. Calla Voche

    A leaders must have effective communication because it contributes significantly to the success of a team.
    Possessing emotional intelligence allows HR managers to better understand and motivate people they supervise.
    Thank you Arthur for allowing us to understand leadership development.

    Reply
  308. Zeke

    HR professionals consider training and developing employees their greatest staffing concern. They must be trained to develop their leadership skills.

    Have a nice day Arthur!

    Reply
  311. Mandy Cloner

    Thank you for your article I am sure our HR staff will also be very enthusiastic to put your message into practice and used it as a guide for their leadership development.
    Awesome blog Arthur Carmazzi.

    Reply
  316. Fifth

    Thank you Arthur Carmazzi for the knowledge, it was extremely insightful and has provided me with lots of areas in which I can focus on for improvement in my leadership development.

    Reply
  325. Lunna Vega

    The presentation on strategies for corporate training opened our eyes to the factors that we need to consider to develop the leadership skills of HR managers and the employees.
    Such a great blog! Thank you Arthur Carmazzi

    Reply
  331. Thomas Park

    Very good article Arthur Carmazzi. Creating a better understanding of the company and its workers can able to achieve their professional goals and can bring more productively.

    Reply
  333. Naila

    Corporate training is very important for a business for many reasons. First of all it helps reduce any weak links within the company – as most employees have some weaknesses, by training program allows you to strengthen those skills that each employee needs to improve, it will bring all employees to a higher level, so they have similar skills. Thanks for awesome article Mr. Arthur Carmazzi.

    Reply
  334. John Raju

    Wow, helpful article. Improving employees’ knowledge and understanding of the industry through HR managers can also boost their confidence, and push there to perform even better and think of new ideas that help them excel. Looking forward for more articles from Arthur Carmazzi.

    Reply
  335. Ishan Eran

    I agree with the point of Mr. Carmazzi. The basic strength of any enterprise is its employees or staff. If the employees of a particular organization are well-updated and if their skill is relevant to the industry, then nothing can beat that organization. In order to hone their skills and let them know about the latest trends, corporate training is really important.

    Reply
  336. Claire

    Thank you Arthur Carmazzi for your kindness in sharing this with us. Corporate training is incredibly important for a number of reasons. Perhaps one of the best reasons is that it empowers your employees and develop their leadership skills.

    Reply
  337. Gab Anand

    Corporate training is important in keeping their employees updated with the current market scenario and importantly update their leadership skill set accordingly. Like your topic Mr. Arthur Carmazzi.

    Reply
  339. Classidy

    Nice article Mr. Carmazzi. Corporate Training is the most profitable investment an organization can make. It is an important expense that will help secure your organization’s future and competitive advantage. It also contributes to the leadership development of HR managers.

    Reply
  340. Love Chad

    Arthur Carmazzi’s article gives inspiration because behind a successful organization, there is always a winning team of employees working together for the good of the company harmoniously.

    Reply
  343. Xavier Hog

    I agree with Arthur Carmazzi that when building corporate training programs it is important to consider the goal and vision of the company for the future and for the leadership growth of the employees.

    Reply
  344. Aljun Crame

    The purpose of Mr. Arthur Carmazzi in this strategy is to help the organization do a better job, ensure that employees are working together for the same goals, assess and adjust the organization’s direction in response to an ever-changing environment.
    Looking forward to more articles about leadership development.

    Reply
  346. Rio Sanders

    Hey Arthur Carmazzi, your article is very detailed and informative it will provide the necessary tool for the employees to complete their tasks successfully and give them additional knowledge about leadership. Thanks

    Reply
  347. Ion Troy

    I believe that this will be the solution for HR management issues and problems. Good that Mr. Arthur Carmazzi shares this article about leadership development.

    Reply
  348. Teen Montero

    HR management or department must be highly efficient because they play an important role in a company. The guide and factors to consider in their training listed by Arthur Carmazzi will create a positive difference in the workplace.
    Nice article about leadership.

    Reply
  350. Kim Gray

    Like the point of Arthur Carmazzi in his article. Corporate training is a big competitive advantage for any business. It will not only help the employees in their career and leadership development but it will also have a big impact on the business in the long run.

    Reply
  352. Enrique Bill

    Continuous learning of the employees through corporate training is very significant because it is the bridge that takes us to the success of our business or organization. Thank you Arthur for lending us this important guide about leadership development.

    Reply
  353. Romeo Go

    Continuous learning is beneficial for the company because they can gain objectively-minded employees who are engaged and productive. It also helps to enhance leadership skills of the employees. Thanks for the useful info Mr. Carmazzi.

    Reply
  355. Jherphil

    I think the goal of Arthur Carmazzi in this corporate training strategy is to give the employees the opportunity to develop the skills they need to move up within the organization and grow in their careers. I hope I can read the future articles of Arthur.

    Reply
  356. Vincent Walker

    The article has served as a catalyst for personal change in so many ways at work and outside work. It has opened my mind to many things and what I can be. Thank you Arthur Carmazzi for sharing this awesome article about leadership development.

    Reply
  357. Hannah

    I found the article by Mr. Arthur Carmazzi very interesting. I found the leadership development topics to be one of the most practical, useful and challenging.

    Reply
  358. Carla

    Thank you Mr. Carmazzi you were able to motivate managers to achieve the best for themselves. You also give a chance to enhance their leadership skills.

    Reply
  360. Troy Montero

    Most employers know the importance of this kind of training for the employees at different levels of authority within the company. They make sure that they get the appropriate training on a regular basis to keep productivity and motivation higher. Luckily, Arthur Carmazzi provides an efficient guide to leadership development.

    Reply
  364. Piolo Yugo

    In recent times, the business forum has evolved a lot. New companies are being introduced every now and then; and, every company is striving hard for excellence. The basic strength of any enterprise is its employees or staff that’s why corporate training is very important to develop the growth of their leadership skills. Thank you very much Arthur Carmazzi for this amazing article.

    Reply
  366. Emman

    I’m always happy to read the articles of Mr. Arthur Carmazzi. It motivates and inspires me to enhance my leadership skills to be an efficient employee.

    Reply
  367. Miho

    Strategies are important in business or organization because it produces excellent work and enhances the leadership abilities of employees.
    Nice insights Mr. Arthur Carmazzi.

    Reply
  368. Renna Lloyd

    Hi Arthur Carmazzi I wish you had a great day!

    I just want to say thank you for this new information and guide about corporate training strategies. I will use this to develop my leadership skill.

    Reply
  369. Denice

    Wow amazing insights on leadership it will lead to effective performance management that help HR managers and employees to be efficient to their work. Thank you Mr. Carmazzi for the info

    Reply
  371. Phil Stregiel

    HR managers must be effective in their leadership roles since this department helps to develop a company’s strategy and handles the organization’s employee-centered activities. The factors given by Arthur is very helpful for its success.

    Reply
  373. Fiona

    Human Resources is all about increasing employee performance to be good at their specialties. That’s why leadership development is essential for them. Thanks Arthur Carmazzi for the knowledge.

    God Bless!

    Reply
  378. Cramer

    I appreciate how Arthur Carmazzi delivers the purpose of the article to the readers. It’s easy for me to understand the content of leadership development.

    Reply

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