Chapter 7: The Training and Development Remix.

Question 1

According to one study, a whopping 65 percent of Millennials said the opportunity for _________ is the number one element they desire in a job.

Answer 1

personal development

Question 2

Given declining net worths since the Great Recession, the elimination of pension plans, and fears that Social Security will run out of money before many Americans are able to collect it, many people’s greatest asset is their _______.

Answer 2

employability

Question 3

Begin on Day One:

You begin to ____ or lose employees from the very first moment they accept your offer.

Answer 3

retain

Question 4

Begin on The Day:

This reality should empower you. Every moment, including the first, is a new opportunity to build each person’s ________ and commitment, starting with some simple early strategies that appeal to all generations.

Answer 4

contribution

Question 5

Begin on The Day:

_______ training should involve the “hard skills” of learning to do the job for which the employee has been hired, but also training in your organization’s culture, people, and processes.

Answer 5

Onboarding

Question 6

Begin on Day One:

Liz Wiseman, author of Rookie Smarts: Why Learning Beats Knowing in the New Game of Work, advises employers to think even bigger and remix their ________ of new employees. She suggests that employers ask their “rookies,” whom she defines as employees of any age or career stage who are new to an organization, to make a difference to the company right away.

Answer 6

expectations

Question 7

Begin on Day One:

A) Reach out in advance
B) Assign an Onboarding Buddy
C)
D) Outfit Them Fro Your Team

Answer 7

Connect them Immediately

Question 8

Begin on Day One:

REACH OUT IN ADVANCE:

Have all the people who interviewed the new hire send a _______ in advance and plan to come up and say hello on their first day.

Answer 8

Welcome message

Question 9

Begin on Day One:

ASSIGN AN ONBOARDING BUDDY:

Some organizations match each new hire with a buddy to help them feel welcome and have a person to ask questions who isn’t their _______.

Answer 9

direct boss

Question 10

Begin on Day One:

CONNECT THEM IMMEDIATELY:

Make sure a new employee’s e-mail address and phone are set up if they work in an office or remotely

Answer 10

SET UP

Question 11

Begin on Day One:

OUTFIT THEM FOR YOUR TEAM:

To serve all generations and preferences, provide a ______ of “old-school” and “new-school” (Remixer Rule #4: Think “and,” not “or”), such as a branded notebook and pen as well as a preinstalled desktop screensaver and company PopSocket for the back of their mobile phone.

Answer 11

combination

Question 12

What Makes a Modern Skill Set?

What I do hear people say is that today’s younger professionals are lacking in certain ______ that more experienced workers consider to be “common sense.”

Answer 12

soft skills

Question 13

What Makes a Modern Skill Set?

What this means is that managing the _________ mix requires leaders to get clear on the exact skills that employees need to have at every level.

Answer 13

multigenerational

Question 14

What Makes a Modern Skill Set?

I’m simply referring to keeping a list of the skills or knowledge you notice are ______ with each new hire and making sure the next person receives training on those things more deliberately.

Answer 14

lacking

Question 15

What Makes a Modern Skill Set?

a ________ leader might say something like “I’m not going to give you a lot of direction on this project, because I want to see what you can do on your own. You’re going to make a lot of mistakes, but that’s how I want you to learn.”

Answer 15

coach-style

Question 16

What Makes a Modern Skill Set?

The more ______ our world becomes, the more we need to revisit the basics.

Answer 16

complex

Question 17

Reskilling for the Age of Automation and Augmentation:

As just one data point, the World Economic Forum predicts that machines will do 42 percent of our labor by 2022, causing 75 million workers to lose their jobs in that time period. Many are referring to this as the _____ Industrial Revolution, and it is coming at us quickly.

Answer 17

Fourth

Question 18

Reskilling for the Age of Automation and Augmentation:

According to futurist Tom Cheesewright, it is important to understand the difference between A) ________—robots replacing the work of people

and

B) augmentation- which expands and enhances human capabilities rather than replacing them, and might even help make people better at their jobs.

Answer 18

automation

Question 19

Reskilling for the Age of Automation and Augmentation:

Researchers from Deloitte argue that the best way for leaders to prepare for the future of automation and augmentation is to focus on defining the difference between ________, such as creative and ethical thinking, and nonessential tasks, which can be managed by machines.

Answer 19

essential human skills

Question 20

Reskilling for the Age of Automation and Augmentation:

To demonstrate how ________ can add more jobs than it replaces, consider that bank ATMs, for example, have actually increased the overall number of bank tellers, who are now freed up to advise and sell to customers rather than conducting basic transactions.

Answer 20

augmentation

Question 21

Reskilling for the Age of Automation and Augmentation:

What does this mean for you as a leader of yourself and others? In short, be prepared and learn the ______.

Answer 21

landscape

Question 22

Reskilling for the Age of Automation and Augmentation:

Freelancers, it appears, are leading the way. In a recent study, this group of workers reported being nearly twice as prepared to succeed in a world where __________ or automated technology augments or replaces the work of humans—and 30 percent of non-freelancers agreed with that assessment.

Answer 22

artificial inteligence

Question 23

Reskilling for the Age of Automation and Augmentation:

Future Ready: $1 billion effort with online classes, and collaborations with online and traditional universities.

Bill Blasé felt that it was better to reskill “our existing workforce so they could be competent because it is ______ than hiring software and engineering people.”

Answer 23

cheaper

Question 24

Reskilling for the Age of Automation and Augmentation:

While these large corporate programs have received a lot of press, they are far from common. Only __ percent of organizations overall report planning to dedicate significantly more resources to upskilling their workers in the next three years.

Answer 24

3 percent

Question 25

Reskilling for the Age of Automation and Augmentation:

Alexandra Levit, author ion Humanity Works… she recommends first and foremost 1) change in _______, 2) pay attention to trends in the industry.

Answer 25

perception

Question 26

The Perils of Training and Reskilling:

Yes, people may leave after you train them. Keep in mind, however, that training itself is a remarkably effective _______, which is another reason I advocate for more of it.

Answer 26

retention tool

Question 27

The Perils of Training and Reskilling:

On the other hand, if I know that everyone who leaves for something better can turn around and recruit my best people, I’m left with no option but to create an amazing work environment. I’m forced to _______ for talent not only when I recruit, but on each day that someone is with me.”

Answer 27

compete

Question 28

The Perils of Training and Reskilling:

Today’s leaders need to think of training your team members as a lifelong _______ in your relationships with those people.

Answer 28

investment

Question 29

Serving Multigenerational Training Needs:

A) REMIX YOUR TRAINING MIX.
B) MAKE TRAINING (AND RETRAINING) ACCESSIBLE TO ALL
C) EMBRACE MICRO-LEARNING
D)
E) OFFER STAFF-LED TRAINING AND DEVELOPMENT
F) ADVOCATE EXPERIMENTAL AND ROTATIONAL LEARNING OPPORTUNITIES
G) TRAIN PEOPLE OT LEAD

Answer 29

D) OUTSOURCE

Question 30

Serving Multigenerational Training Needs:

Here are a wide variety of strategies—macro, micro, and mixable—for training and developing your multigenerational employees with a “hybrid learning” approach that combines live and virtual components.

Answer 30

“hybrid learning”

Question 31

Serving Multigenerational Training Needs:

REMIX YOUR TRAINING MIX:

When the participants convene virtually, they work as these cohorts in virtual “breakout rooms” and interact as a larger group by using online polls and whiteboards collaboratively. According to Laine Joelson Cohen, director and North America regional lead of Citi Learning, this approach has a number of benefits. It sustains learning over a longer period of time, provides employees with the opportunity to build their internal networks, enables people to work at _______ and with their own learning styles, and limits people’s time away from the office.

Answer 31

their own pace

Question 32

Serving Multigenerational Training Needs:

MAKE TRAINING (AND RETRAINING) ACCESSIBLE TO ALL.

Providing ________ training across generations and levels of your team promotes engagement, career advancement, and the innovation required to succeed in today’s tech-driven business environment.

Answer 32

meaningful

Question 33

Serving Multigenerational Training Needs:

MAKE TRAINING (AND RETRAINING) ACCESSIBLE TO ALL.

If you don’t offer it, it is possible your employees will take it upon themselves to reskill—and then ___________.

Answer 33

take those skills elsewhere

Question 34

Serving Multigenerational Training Needs:

EMBRACE MICRO-LEARNING.

Today’s employees are ____ than ever, so smart organizations create training that fits into their schedules.

Answer 34

busier

Question 35

Serving Multigenerational Training Needs:

EMBRACE MICRO-LEARNING.

Micro-learning modules—in the form of short videos, blog posts, audio recordings, e-mail updates, infographics, quizzes, or even ________—can provide employees with learning and development when they are at their desks, at home, traveling, or anywhere else they need a quick information boost.

Answer 35

text messages

Question 36

Serving Multigenerational Training Needs:

OUTSOURCE.

Employers have been hiring subject matter experts to train their employees for decades, but a variety of new services have popped up to assist in employee training, especially on ______ topics.

Answer 36

higher-tech

Question 37

Serving Multigenerational Training Needs:

OFFER STAFF-LED TRAINING AND DEVELOPMENT.

This type of internal _________ through training can take place at any level, from members of any generation to another, depending on the subject matter.

Answer 37

cross-pollinating

Question 38

Serving Multigenerational Training Needs:

ADVOCATE EXPERIENTIAL AND ROTATIONAL LEARNING OPPORTUNITIES.

Rotational programs can take a lot of work to create if they are not already ingrained in your culture, but they yield ________ results.

Answer 38

impressive

Question 39

Serving Multigenerational Training Needs:

ADVOCATE EXPERIENTIAL AND ROTATIONAL LEARNING OPPORTUNITIES.

According to the National Association of Colleges and Employers (NACE), about 43 percent of large employers have a rotational program for new hires, but—not surprisingly—they are far _______ in smaller employers with under five hundred employees, only about 7 percent of which offer rotational experiences.

Answer 39

less common

Question 40

Serving Multigenerational Training Needs:

ADVOCATE EXPERIENTIAL AND ROTATIONAL LEARNING OPPORTUNITIES.

As a tool for retaining Millennial employees, the programs do pay off. A 2016 study by the NACE found that organizations with a __________ had a one-year retention rate of 91.1 percent, compared to 72.3 percent at companies without them, and a five-year retention rate of 70.9 percent versus 59.8 percent for those without a program.

Answer 40

rotational program

Question 41

Serving Multigenerational Training Needs:

ADVOCATE EXPERIENTIAL AND ROTATIONAL LEARNING OPPORTUNITIES.

secondment means _____

Answer 41

rotation

Question 42

Serving Multigenerational Training Needs:

ADVOCATE EXPERIENTIAL AND ROTATIONAL LEARNING OPPORTUNITIES.

“That led to the broader program, and it’s clear why: interoffice secondments require a pretty ____________, they are not hard to implement, and they lead to better working relationships and better client results.”

Answer 42

modest investment

Question 43

Serving Multigenerational Training Needs:

TRAIN PEOPLE TO LEAD.

We should all be concerned by the findings of a Deloitte study that ___ percent of Millennial leaders felt unprepared when entering their first leadership role. As you know, it is the goal of my work and this book to help change this.

Answer 43

64 percent

Question 44

What About Actual Schools?

It is a fraught topic, to say the least. According to Gallup, while 96 percent of chief academic officers at higher education institutions say they are effectively preparing students for work, only __ percent of business leaders strongly agree.

Answer 44

11 percent

Question 45

What About Actual Schools?

“Most schools are mainly focused on providing an academic ______ and may be missing the integration of all the learning that happens outside the classroom.

Answer 45

experience

Question 46

What About Actual Schools?

“They haven’t walked away yet. But companies are investing in education like ______ to train their own employees, and that is the beginning of the disruption.”

Answer 46

boot camps

Question 47

What About Actual Schools?

Farouk’s goal is to remix higher education and career services using yet another example of Remixer Rule #4: Think “and,” not “or.” His vision is for higher education to provide students with a _______, or “integrative,” learning experience.

Answer 47

holistic

Question 48

Lifelong Learning:

One of the concepts that emerged is that of Open Loop University, in which students would “loop in” and “loop out” for six years of total study with no graduation year. Under this system, students could “loop out” after ______ to go work and then “loop in” a few years later to use more of their time, and then come back to retrain for a new career in their 30s, 50s, 70s, or whenever.

Answer 48

two years

Question 49

Lifelong Learning :

Emma Lee Hartle, a Baby Boomer community college employee who recently changed jobs late in her career, credits her _______ to her growth mindset and willingness to reskill.

Answer 49

career longevity

Question 50

Lifelong Learning:

Northeastern University has already started referring to “______” rather than “students” to reflect the expansion of higher education beyond traditional college-age students.

Answer 50

learners

Question 51

Lifelong Learning:

Pizzo has said, “Since the ______ century, universities have focused on young people. Now, with longevity being what it is, we need to expand the role to lifelong learning and intergenerational learning and teaching.”

Answer 51

eleventh

Question 52

Lifelong Learning:

It makes sense to me that one of the best ways to ensure we are preparing young students for the workplace is to ____ the workplace to them.

Answer 52

bring

Question 53

CHAPTER 7: KEY TAKEAWAYS

The training and development remix involves expanding our thinking about how much training and development to provide employees of _____, roles, ages, and tenures.

Answer 53

ALL LEVELS

Question 54

CHAPTER 7: KEY TAKEAWAYS

Today’s Millennial employees—the majority of the American workforce—would often prefer learning and development opportunities to _____. They understand that in today’s world of ever-changing disruptions, keeping one’s skill set sharp is the most valuable commodity.

Answer 54

money

Question 55

CHAPTER 7: KEY TAKEAWAYS

Many companies fail to appreciate the importance of onboarding, but this is a critical moment to begin retaining employees of all generations. Help people feel welcome, informed, connected, and _______ from their first day on the job.

Answer 55

valuable

Question 56

CHAPTER 7: KEY TAKEAWAYS

Get clear on the exact skills that your employees need to have at every level, and ________ about what people know and don’t know, from how to answer a phone professionally, to how to update software, to how to manage a client. Emphasize the importance of mastering the fundamentals at every level.

Answer 56

make no assumptions

Question 57

CHAPTER 7: KEY TAKEAWAYS

The best way for you as an individual leader to prepare for the future of automation and augmentation is to ______ yourself and your team early and often. Pay attention to any up-and-coming technologies related to the work of your job function, your organization, and your industry.

Answer 57

educate

Question 58

CHAPTER 7: KEY TAKEAWAYS

It can be painful to train employees who might eventually take their skills elsewhere, but you need to train everyone anyway. Think of educating your team members as both a way to serve your _____ today and as a lifelong investment in your relationships with these individuals.

Answer 58

organization

Question 59

CHAPTER 7: KEY TAKEAWAYS

To provide the most effective training to a multigenerational workforce, experiment with multifaceted, hybrid options. Consider online and off-line courses, various lengths of training offerings, individual coaching, educational games and quizzes, bite-sized videos, rotational assignments, and more. Be creative and _______ to see what is most effective with your mix of employees.

Answer 59

track results

Question 60

CHAPTER 7: KEY TAKEAWAYS

Consider yourself a lifelong learner whose education does not stop with graduation from school. We will likely see more colleges and universities embrace a _________, perhaps inviting them to “loop in” and “loop out” of educational programs their entire adult lives.

Answer 60

lifelong learning model