7 Career-Defining Tips

Everyone has their own ideas when it comes to what it takes to have a successful career. That being said, you wouldn’t think it would take an Executive Coach to figure these out and that they would be considered common sense, but they are not!

In a recent Forbes article, an Executive Coach reveals “the best career advice ever”  advice that applies to any industry, any role and fits in nicely with Intelex’s Corporate Values: Leadership, Sustainability, Integrity, Respect for All Individuals, Teamwork & Trust, Stewardship, Hard Work, and Happiness.

1.      Recognize a diamond in the rough – you would be hard-pressed to find an organization that is perfect and of course everyone has their own definition of a “perfect organization”. It is also important to recognize that a career-defining moment can come from helping an organization get out of a tough situation.

2.      Be accountable – … Read more...

Are you over-preparing for your job interview?

When most people think of “HR interview questions”, a traditional set of questions come to mind. These questions are predictable, repeatable, and easy to prepare for. Candidates also come prepared to defend their experience and their resumes. They think any gaps in timeline will meticulously be scrutinized. Candidates can over-prepare to answer questions like, “what are your strenghts and weaknesses?” or “do you prefer to work on a team or on your own?” and my personal favourite “tell me about yourself”.

Typically, when these questions get asked, the overly prepared answers are delivered. Answers that can easily be found on the Internet. Candidates are representing not who they truly are, but who they feel the interviewer wants them to be. These questions might be able to secure individuals who can handle the everyday aspects of the roles they are in contention for. However, for companies concerned over their corporate culture, Read more...

Training Gap Analysis 101

Training new hires in the tech industry has become a challenging pursuit among training and development professionals. As technology endlessly evolves, training objectives have to follow suit. This can cause large gaps in your training program if they are not addressed early and often. Conducting a Training Gap Analysis is a great way to stay on top of the dynamic beast that is your tech organization.

What is a Training Gap Analysis?

Essentially, a Training Gap Analysis describes the difference between the job skills that your people are currently gaining or improving through training and the skills that they will need in the immediate future to keep your company competitive.

The idea behind any Gap Analysis is to create a bridge between where your organization is and where it needs to be. In training, it is about making what we train as close to what actually happens on the job.… Read more...

Training needs assessments help your organization’s training efforts

In many ways, Training Needs Assessments are the backbone of an organization’s development and transformational efforts. It may surprise you to learn that less than 50% of small to medium-sized organizations actually conduct official, robust Training Needs Analyses to gain insight into training requirements, and even fewer actually use the acquired data in any meaningful way.

Training isn’t about people sitting in a classroom; it’s about how effective those people can be once they are released into their respective roles. Training builds contributors; focused training builds focused contributors, and focused contributors provide an increased benefit to any organization. 

Get Started!

Training Needs Assessments begin with understanding your current state, and being able to identify the various requirements of your desired future state. The future state is highly dependent on a clearly defined set of corporate goals that serve to inform all supporting activities, such as training.

At Intelex, we are … Read more...

Decoding corporate culture: key questions to consider when evaluating that new job

As I’m sure everyone has been told, the interview process is not only a way for a company to assess your fit, but also your opportunity to interview the company. You need to ask yourself the question, ‘Is this somewhere I would like to come to everyday?’ We are told over and over again that we spend more time with the people we work with than we do with our families, a fact that makes it all the more important to ensure that there is a cultural fit.

Many companies (especially in the tech industry) are moving towards developing corporate cultures that  set them apart in order to foster employee engagement and thrive in a tight labour market. The problem is, a company’s corporate culture is not something that you can understand from looking at their mission statement or taking someone’s word for it – you need to experience it … Read more...

The Top 3 Resources to check out before your Intelex interview

Interview preparation is everything and truly knowing who you are being interviewed by and what they actually do is critical to making a great impression. At Intelex, doing your research in preparation for your interview is a huge part in showing that you are interested and dedicated to the opportunity of working with us! After all, you are interviewing us, just as much as we are interviewing you.  As a potential employee at Intelex – or any company for that matter – you will be responsible for representing the company and the product or service they offer. That being said, it should be something you believe in!

Here at Intelex we have so much content on our website and as a result it can be hard to focus on the key elements in a short time line. To make things a little simpler, as Intelex’s Corporate Recruiter I’ve put together a list Read more...

True competence starts with strategy

We’ve discussed how training is not competence and how compromised employee competence can hurt all aspects of business performance. So, what do you do about it? Today I’d like to discuss a very simple approach to developing effective training and cultivating workplace competence.

While a high level of employee competence makes the difference between a simply serviceable workforce and one that truly excels, many might contest that achieving competence is easier said than done. This is true; properly training staff can be a significant burden on any organization. Simply providing training, tracking training, and measuring competence post-training involves substantial costs, multiple dedicated, full-time trainers, depending on the organization’s size – burdens that are significantly reduced if not entirely eliminated for organizations that use the right training tracking and management software. Coupling these software tools with a training strategy will generate results for any organization of any size, under any … Read more...

The organizational costs of incompetence

Yesterday we talked about how being trained doesn’t necessarily equate with competence. Today we’ll take a brief look at how that discrepancy can impact organizational performance.

To start, take a look at the picture to the right. Now, by no means are we casting aspersions on the capabilities of these two able-bodied young men by implying that they are incompetent, as the title above alludes. However, given the tremendous level of accuracy, acuity and precision required every day in their individual roles within their manufacturing setting, it’s a good entry point for this discussion to consider how one hole in their training could, at any point, on any day, engender compromised competence, thereby resulting in a possible environmental, health or safety-related disaster or impact product quality.

Training touches every part of your business

The benefits of a training program that cultivates actual competence are multifaceted and impact all aspects of … Read more...

Is your trained employee competent?

It happens all the time. A worker makes a misstep in his or her day-to-day duties. The mistake leads to a serious injury, compromised product quality, negative environmental impacts, or even a fatality. “But they were trained,” the supervisor responsible for the employee in question objects. Trained, indeed – but were they competent in their job?

This situation is a regular occurrence in workplaces around the world and it speaks to a widespread and persistent discrepancy in many conventional approaches to training management: the gulf between simply delivering training and ensuring actual competency. Organizations that have achieved success know the value of a comprehensive, robust training program. Streamlined onboarding of new employees and ongoing training – and, critically, training tracking – throughout the course of their professional development can, if delivered effectively, lead to a more effective and responsible workforce, and greater retention rates. After all, while the costs associated with recruiting, … Read more...

Top 5 tips for setting a great foundation for new employee expectations

As a child I had set of family values that were established in our house that acted as guidelines for my behavior. My mother would always remind me anytime I would steer away from these guidelines why they were important. Family values can be whatever works best for you and your family. Some of our values included “Dream Big”, “Always Be Honest” and my favourite, “Laugh Out Loud”. Looking back on them now, I believe these family values acted more like expectations of the people living in the house. 

These expectations helped me become a contributing, respectful member of the family and shaped who I am today. I believe the same theory can be applied to the workplace.  If you set expectation for your employees they can easily identify what is required of them and perform to that standard. Setting high yet attainable expectations for your employees to reach can … Read more...