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Wed 27 July 2022
A good workplace is only as strong as its weakest link. In most cases, the weakest link in a work environment is actually poor communication and engagement. Miscommunication costs many companies large sums of money and can severely damage their employee retention as well. 

In a research report conducted by Expert Market, 28% of employees cite poor communication and engagement as the main reason for not being able to deliver work on time. They also found that miscommunication can cost companies with one hundred employees an average of $420,000 per year. In 2019, 80% of the employee workforce reported feeling stressed in their positions due to poor communication. 

How does workplace engagement really help in the workplace?

Gallup has much to say about poor workplace communication as well. Higher employee engagement can translate into 24% better retention, 21% more profitability, and 17% more productivity. In addition to that, 90% of employees rank good communication as key to a healthy work environment.

So how do you boost your engagement rates? Especially in a time when more and more direct reports are looking for remote work? Even if you may be socially distanced, there is no reason that you cannot be properly communicating and engaging within the workforce. AIM Insights can assist with all of this, along with so much more.

How does AIM Insights Work?

“At first I was a little nervous getting started (using AIM Insights) because I didn't know how my team would receive the survey. But after using the tool, I am learning so much more about my team that I didn't know from our previous 1:1 conversations and it is helping me connect with my team on a deeper level.”

These words were used by the Vice President of Sealed Success of Zendesk, a software-as-a-service company. AIM Insights utilizes a horizontal mentorship strategy combined with additional employee feedback programming to assist with communication. Ambition In Motion has realized that there is a science behind the relationships between mentors and mentees, and why some are successful, and some aren’t.  

The main goal of Ambition in Motion is to work with companies to connect their people together in order to improve engagement, productivity, and retention.

Not only can Ambition in Motion seamlessly work with the HRIS systems you already have in use, but it can then proceed to add on your current processes. Direct reports are sent regular monthly surveys to complete, which are then reviewed by AIM Insights Executive Coaches. After this review, these coaches will then discuss these responses with you and your fellow managers to see how you can improve and what topics you should discuss within your direct report 1:1s.   

These surveys are anonymous and are only between direct reports and AIM Insights. With anonymity, direct reports are more likely to give candid feedback, and more thorough feedback. The surveys do not require much time and are easy to take.  

How can you improve communication between you and your Direct Reports using AIM Insights?

Every month, direct reports are sent an automated survey from the AIM Insights platform. The average monthly survey is about 10 questions long and takes about two minutes each. The end of every quarter culminates with a 50-question survey, which is still fairly short, amounting to about 5-8 minutes each. 

Each of these surveys will have questions pertaining to the following categories:

·         General Overview questions- introductory questions acquainting executive coaches with direct reports
·         Performance Questions-  Questions discussing Performance and Task Completion and Rigor over the past 30 days
·         Goal Questions- Questions asking about some of the Direct Reports’ Goals over the near future
·         Work Orientation Questions- Questions regarding how an employee views work
·         Job/Career/Calling Outcome Questions- Questions pertaining to how a direct report views work, and what they hope to achieve from their occupation
·         Engagement Questions- Questions asking about how an individual feels about their involvement at work

The end goal of these questions is to get a better understanding of what you should discuss within your 1:1s. Proper communication can allow a tailored 1:1, which is just overall more beneficial to both you and your direct reports. Tailoring these periodic discussions allows you to eliminate answers to questions you both already know and have a healthier conversation. 

How can you improve your Direct Report Engagement using AIM Insights?

            Similar to other HRIS systems, AIM insights has a task management and assignment feature. This allows you to determine priorities, importance, deadlines, and many other important factors in goal setting. More importantly, you can also assess your direct reports’ goals, and then enter your own feedback through the program on how these tasks were completed. 

            AIM Insights Executive Coaches can analyze all of this data as well and give you additional feedback on your goals. For example, take this anecdote into account:

            Imagine you have a direct report; let’s name him Bryce. He is an entry-level direct report, recruited straight from his university, and is still fresh to workplace dynamics. Bryce has been noted to prioritize his work/life balance, being an avid golfer and about to be married. You recognize that Bryce has a large amount of potential, and thus, plan to give him more responsibilities. Therefore, you give him direct control of an extensive project requiring constant attention and feedback and cannot be accomplished within 40 hours a week. Instead, it would require about 80 hours of attention to complete.

 To your dismay, instead of showing excitement and anticipation with this new responsibility, he declines the opportunity and hands in his two-week notice to Human Resources. Despite the fact that you had been giving him more out-of-work opportunities, and more and more responsibilities, he chose to leave. What went wrong?

            If you had more information about your direct reports, you would have been able to see how you made a mistake interacting with Bryce. With Ambition in Motion, the monthly surveys and executive coaches would have alerted you to the fact that Bryce is a Job Oriented Professional. Consequently, it is frustrating for him to lose control and freedom over his life. He would not have been the best candidate for this role, which would be better suited to someone who is Career Oriented.

            It’s okay to have trouble with communication. What matters is how you address these flaws. AIM Insights can make a large difference in how you fix this. 

Thu 21 July 2022
There’s no better way to ensure that you, as a manager, are the utmost prepared to lead at your workplace than the AIM Insights People Leader Certification. 
            Taking the time to become AIM Insights People Leader Certified will evaluate how your leadership is impacting the quantitative output of your team paired with the qualitative sentiment of working for you as a leader, and overall it will show prospective employers why you are a great leader of people. 
            After all, managers and leaders provide direction to staff and ensure they are performing at or above expectations. They need to have the ability to assess problems, manage situations, and provide sensible solutions.
            However, this certification cannot be easily gained. Not only will this program test your skills and knowledge of management, and allow you as much or as little time as you need to practice these skills within your workplace, but you will also be challenged to learn more and be the best manager that you can be. 
            The AIM Insights People Leader Certification requires you to engage your direct reports in your certification process to prove your qualifications as a leader. 
            This is how the AIM Insights People Leader Certification is the only management certification that both teaches and evaluates a leader's ability to impact their team over time. 
 
How does the AIM Insights People Leader Certification engage your direct reports? 
 To get the aim insights certification, you need to have at least 75% positive response rates from your direct reports. 
This means that your employees will take surveys assessing their feelings about their task performance, team cohesion, team productivity, organizational citizenship, engagement, and how they feel about you as their manager. 
If the scores come back low, it reflects on the manager. However, if your direct reports like you and your management skills, they’ll give you great feedback, resulting in great scores. 
This is how the AIM Insights People Leader Certification drives accountability from managers
However, don’t let this scare you. Although this management certification must be earned, the AIM Insights team is ready to help you learn how to be the best manager that you can be in order to earn this certification. 
Employees want to feel like they belong, like their work matters (to the customer, team, or organization), like they have the tools and skills to do the job competently, and they are positioned for stability and relevance. 
In addition, many employees want to feel like they are growing and making progress. 
With these needs and concerns of the direct report in mind, let’s go through some general questions that you should be sure to ask your direct reports during regular check-ins to create a better and more inclusive employee experience.
 
1. How would you like to grow within this organization?
It’s important to figure out what growth opportunities each employee needs for optimum development, whether through coaching, mentoring, visibility, or challenging work assignments.
You might also ask, “What role would you love to do (whether it exists or not), and what can I do as your manager to encourage your development in this company?”
 
2. Do you feel a sense of purpose in your job?
Managers can play a meaningful role in helping employees understand how their roles contribute to the organization’s broader mission. But helping employees feel a sense of purpose must go deeper than this to tap into what’s purposeful to employees about their job and connects with their own values.
 
3. What do you need from me to do your best work?
The most effective managers respect and care about their employees by knowing them as individuals, acknowledging their achievements, having performance conversations, and conducting formal reviews. 
These supportive behaviors build a work environment where employees feel safe experimenting with new ideas, sharing information, exploring development opportunities, and supporting each other.
 
As you explore what your employees need to do their best work, you might also ask, “What is your biggest frustration, and what action can I take to help you deal with it? What have you been trying to tell me that I’ve not been hearing? How would you like to be recognized?”
 
4. What are we currently not doing as a company that you feel we should do?
The best managers let workers know that their opinions count by promoting open dialogue and providing honest feedback on employees’ opinions and suggestions, supporting good ideas, and addressing unfeasible ones. 
By asking individual team members what they feel the company could be doing better, what market opportunities the organization might be overlooking, and how to leverage company resources more effectively, you’re validating that their thoughts matter.
You might also ask things like, “Are you satisfied with our current work from home/hybrid policy? If not, what do you think needs to change? How satisfied are you with the tools you use to communicate with your colleagues when working remotely?”
 
5. Do you have the opportunity to do what you do best every day?
To determine whether your employees are focusing on their strengths, you might also ask, “What is the best part of your job? Which of your talents are you not using in your current role? What part of your job would you eliminate if you could?”
When managers make checking in with these five questions a regular part of how they interact with their employees, it helps ensure that people feel seen and valued. And when managers help individuals on their teams feel that way, they’re more likely to be rewarded by employees who become advocates for the department and organization, no matter how long they stay.
 
The AIM Insights People Leader Certification program is for managers who strive to become elite and grow to more senior roles in their careers. So what’s next? 
            To recap, this management certification cannot be gained. It has to be earned. And the work and relationships that you build with your direct reports will show to your certification, including the following: 
 
●     You need at least 75% positive response rates from your direct reports 
○     What they think about you as a leader 
○     Performance review from your direct reports
○     Good scores/feedback 
●     Your direct reports sign off on your certification by evaluating your performance
●     AIM Insights People Leader Certification drives accountability from managers
 
Begin by scheduling an interview to see if you qualify - you must be currently leading a team in a management role in order to qualify for the certification! 
            Proceed to set up AIM Insights for your team, and review your monthly data with an executive coach who guides you on how to improve your overall performance management scores. 
 
Become AIM Insights People Leader Certified after 12 months, and reap the benefits as follows! 
 
●     Understand how your performance as a leader compares to other leaders
●     Leverage this data (and certification) as a basis for negotiating a bonus, raise, or promotion
●     Gain insight into why certain team members are performing better than others
●     Receive executive coaching guidance to help you gain certification
●     Showcase your certification to prospective employers and on LinkedIn
●     Distinguish yourself as an incredible people leader from others vying for similar opportunities as you
 
The AIM Insights People Leader Certification is the only management certification that both teaches and evaluates a leader's ability to impact their team over time. 
 
Thu 21 July 2022
Recently, I wrote an article on the differences between a professional degree and a people leader certification. While most people understand how a graduate degree is earned, such as the coursework, thesis, and potentially work-study, not many people really know the processes behind a leader certification program due to its novelty. Recently, Ambition in Motion pioneered their own AIM Insights People Leader Certification, and we’ll be giving you a little more information on it as well.

How to sign up for the AIM Insights People Leader Certification

                To be able to enroll in this program, you need to be leading a team. Direct Report reviews are a critical part of this program, and without them, you will not be able to receive the full benefits of the certification. In addition to this, you must have a certain level of engagement and response rates from your direct reports from the previous six months. You will also need to enroll in the AIM Insights program.  If you believe you fit these metrics, feel free to schedule an interview with CEO Garrett Mintz at your convenience.

What is included in the AIM Insights People Leader Certification Program?

·         Unlimited Email Executive Coaching Guidance
·         Conversation Prompts for your 1:1s
·         Certification
·         Customized monthly executive coaching videos and guidance

The First Tier of the  AIM Insights People Leader Certification

                There are three tiers to the AIM Insights People Leader Certification- Level 1, Level 2, and Level 3. These can all be worked on concurrently, but each tier has certain requirements and unique features. 

                The first tier of certification allows you and your direct reports to get an understanding of AIM Insights and its platform. Ideally, this should take about six months, but can be retaken if necessary. The main goal of this tier is to become acquainted with AIM Insights but also to increase communication between you and your direct reports. 

Direct report responses are requested by the platform once a month, asking about goals, personal feelings, and feedback about the team. The primary requirement to pass Level 1 is to have at least 75% of your direct report responses within a 6-month period.  For example, if you were managing ten direct reports, the highest amount of reports you could have would be 60. Ideally, you should be aiming to get 60 every period. However, the minimum number of responses required to get a Level 1 Certification would be 45.

This certification signifies that you have been consistently measuring your team’s productivity throughout the period, as well as their sentiment. Level 1 also demonstrates how you have assisted your team and how they feel about their cohesion, productivity, and engagement. 

The Second Tier of the AIM Insights People Leader Certification

The second tier of certification can be worked towards starting on the fourth month that you are using AIM Insights. This is to allow you as a manager to work through an acclimation period for not only yourself but for your direct reports as well. Level 2 of the AIM Insights People Leader Certification not only focuses on consistent measurements, but also on Goal setting, Productivity, and Positive Sentiment.

To earn the Level 2 Certification, you will need a 75% response rate from your direct reports, just like in the Level 1 Program. However, you will now need to demonstrate this response rate over a period of 12 months or over 12 of whatever period length you have decided upon.

Your productivity metrics are evaluated, and must meet our average manager threshold in at least two of the following four categories:

·         SMART Goal Quantity- At least 70% of your goals should be rated as SMART 
·         Goal Relevancy- At least 70% of your goals must be rated as relevant to team goals
·         Goal Impact- At least 70% of your goals must be rated as either medium or high impact
·         SMART Impact Score- Each of your direct reports must have a SMART Impact Score of at least 30, with a maximum possible score of 108- This is flexible!

A Smart Impact score is designed to have each of your Direct Reports have at least 1 medium or high-impact goal per month. A 50/50 Split allows for 30 points.  For goals accomplished, each medium goal is worth 2 points, while a high impact goal is worth 3 points. 

For those of you who may also be unfamiliar with the term SMART, it is a mnemonic devised by Management Review to guide in the setting of goals. SMART describes the following descriptors for any goals that are set by management:

Goals should be:

Specific

Measurable

Attainable

Relevant

Time-bound

In addition to this, you must achieve at least 80% in 3 areas of your sentiment review from your direct reports, or an average of 75% across all of these metrics. This requires at least 6 cycles of data, and only cycles with at least a 75% response rate will be counted in this. 

A level 2 Certification signifies that your team has higher productivity than the average manager and shows more concrete proof of how well you work with your team. With more quantitative data supporting this such as SMART Goals and tracking, combined with more qualitative data, your certification is much stronger. 

The Third Tier of the AIM Insights People Leader Certification

The final level of the AIM Insights People Leader certification is the Level 3 Certification. Similar to Level 2, this combines goal setting with productivity and team sentiment. However, in comparison to Level 2, Level 3 focuses on having even stronger productivity.

Like the Level 2 certification, you need to have at least a 75% response rate from your direct reports. You can’t improve without any feedback!  Once again, similar to the Level 2 Certification, your productivity is measured, but using higher numbers.

·         SMART Goal Quantity- At least 80% of your goals should be rated as SMART 
·         Goal Relevancy- At least 80% of your goals must be rated as relevant to team goals
·         Goal Impact- At least 80% of your goals must be rated as either medium or high impact
·         SMART Impact Score- Each of your direct reports must have a SMART Impact Score of at least 30, with a maximum possible score of 108- This is flexible!

Your sentiment rating needs to also be higher for every cycle. You now must have an 85% average across all of your metrics, with only cycles with more than a  75% response rate counting for this. The end goal of this certification is that your team’s productivity is now over 5% greater than the average team’s, and that you are also having better sentiment scores than the average manager. 

All in all, the AIM Insights People Leader Certification can offer a lot to both you as a manager, as well as to your team. 
Wed 13 July 2022
Do you have big dreams of advancing to a management role within your company, becoming a CEO at a top firm, or maybe even owning your own business one day? 
Having the proper leadership and management training will help you turn those dreams into reality.
Solid leadership is important in all organizations and companies, especially in today’s fast-paced business world. 
Without solid leadership, companies fail to build trust with their customers and employees, which could result in uncertainty and inefficiency, and subsequently, lead to some unfortunate consequences.
 
As a manager, what kind of relationship would you like to have with your employees … Leader? Friend? Teacher? Mentor?
… the person who motivates them, guides them, encourages them, and makes them want to win?
Forward-thinking managers have discovered the same skills coaches use to create winners in athletics work in a business setting as well. 
The AIM Insights People Leader Certification is designed to teach you powerful employee coaching methods to open up a multitude of opportunities and solutions for any situation your career takes you to and monitor the impact of your leadership.
 
What is the AIM Insights People Leader Certification?
            There’s no better way to ensure that your managers are the utmost prepared to lead at your workplace than the AIM Insights People Leader Certification. 
Begin by scheduling an interview to see if you qualify - you must be currently leading a team in a management role in order to qualify for the certification! 
            Proceed to set up AIM Insights for your team, and review your monthly data with an executive coach who guides you on how to improve your overall performance management scores. 
            Become AIM Insights People Leader Certified after 12 months, and reap the benefits that come with being an incredible manager.
            Taking the time to become AIM Insights People Leader Certified will evaluate how your leadership is impacting the quantitative output of your team paired with the qualitative sentiment of working for you as a leader, and overall it will show prospective employers why you are a great leader of people
            After all, managers and leaders provide direction to staff and ensure they are performing at or above expectations. They need to have the ability to assess problems, manage situations, and provide sensible solutions.
Evaluating the effectiveness of leadership within this program helps leaders identify strategies and techniques that can be utilized to encourage the durable effectiveness, performance, and productivity of the organization and its members. Management training that comes with the AIM Insights People Leader Certification program provides feedback that managers can turn into immediate actions.
The AIM Insights People Leader Certification is the only management certification that both teaches and evaluates a leader's ability to impact their team over time. 
 
Learn at Your Own Pace with AIM Insights
The flexibility of an online leadership certificate is a huge career benefit. It enables you to spend time on your professional development when it suits your busy schedule. 
You can learn at your own pace and access on-demand materials anywhere, anytime. Developing good online learning habits will help you manage your time and stay focused.
Many managers fear that they won’t have time to complete a Leader Certification during their work-life routine. 
Self-paced learning is perfect for anyone with a busy work schedule or hectic family life. It allows you to fit your learning in pockets of the day that suit you. Learning at your own pace can mean a lot more than just being able to study at night or after work.
However, the AIM Insights People Leader Certification acts as an active learning program that goes along with your day-to-day management tasks and provides you with a leader certification that will boost your career benefits. 
In a lot of ways, the program saves you time because you can move around to different modules of the learning program as they fit into your schedule at work; instead of having to prepare for 1:1’s with your direct reports, you can use the AIM Insights People Leader Certification program to help you prepare. 
And most importantly, you can change the due date of your own surveys so that you can go as fast or slow as you want to through the AIM Insights People Leader program. On top of this, demonstration videos can be fast-forwarded or slowed down! 
 
Why is the AIM Insights People Leader Certification worth your time?
Make your team members want to give 110% for themselves, and for their team.
You'll instill the kind of energy and enthusiasm that makes productivity soar. 
How? 
Supplement your own managerial abilities with compelling employee coaching and counseling skills, and watch the incredible results.
This team-building seminar will teach you step-by-step, how to produce a manager's "game plan" to ensure you'll reach your goals and objectives. Plus, find out how to maximize every employee's best abilities and uncover strengths and talents you never knew existed!
Transform your work group into a cohesive, coordinated team!
Imagine how much your team could accomplish if it functioned as one well-organized unit. This team-building training shows you how to pull everyone together with a shared drive and purpose.
Invest just one day of your time, and the benefits of employee coaching will change your life as a manager. 
You'll witness an exciting synergy among your employees, mutual support within your group, a sense of interdependence and exchange, and, most of all, incredible productivity from your team as a unit.
To recap, these are the top benefits that the AIM Insights People Leader Certification provides, accommodating your busy schedule: 
·         Understand, on your own time, how your performance as a leader compares to other leaders
·         Utilize the AIM Insights program performance management assessments to gain insight into why certain team members are performing better than others
·         Conduct performance management during your regularly scheduled time at your workplace and use the certification program as a guide 
·         Prepare for 1:1’s with your direct reports using surveys and guides provided by the AIM Insights People Leader certification program 
·         Receive executive coaching guidance on your time, at your own pace
·         Leverage this data (and certification) as a basis for negotiating a bonus, raise, or promotion 
·         Showcase your certification to prospective employers and on LinkedIn
·         Distinguish yourself as an incredible people leader from others vying for similar opportunities as you
Wed 13 July 2022
More and more senior leaders are pushing for increased credentials from their managerial staff. In 2020, 43% of US firms had business managers holding an MBA or some form of advanced business degree.  This is almost twice that of the percentage in 1980, which was 26%. 

Recently, companies and schools have been creating certification programs in lieu of these postgraduate programs. These include Cornell’s business strategy certification, Harvard’s Executive Education Certification program, and Ambition in Motion’s AIM Insights People Leadership Certification. How do you choose what type of education you want? How do you choose between an MBA and a people leadership program?

The costs of an MBA vs the costs of a Certification

It goes without saying that college is expensive. An MBA holds true to this statement. According to Experian, the average tuition cost of an MBA is $66,300. However, this is an average and falls victim to outliers. The online MBA program from the University of Texas Rio Valley is relatively inexpensive $17,000. However, the MBA at the Wharton School of the University of Pennsylvania costs $161,810. 

MBA Today lists that among the top 30 MBA programs, the cheapest one would be $55,727 for a full-time two-year program. This means that working will be much more difficult due to academic commitments. In addition to tuition and administrative fees, students need to pay for textbooks, supplies, any equipment (such as laptops, computers, electronics), and transportation. If you are required to relocate to study in this MBA program, you may also need to pay for moving costs and rent. Out-of-state students may even need to pay additional tuition.

According to the National Center for Education Statistics, over 50% of graduate students take out student loans for an MBA program and complete their programs with an average of $74,707 in debt. 

 In contrast, a leadership certification program rarely leaves the 4-figure mark at all. According to CIO,  the costs of these programs range from $1800 to $5700, while the leadership coaching for executive training ranges between $150 an hour to $500 an hour. There are generally no textbooks or supply costs, and most definitely no moving costs. Certification programs have the capability to be held completely online. 

In addition to this is the cost of lost wages. During a full-time MBA, it is difficult to hold a job, and you will often have to teach a course at the school you are matriculating in. At the Indiana University Kelley School of Business, full-time MBA students are required to teach managerial and financial accounting courses to undergraduate students. This holds true for many other schools. 

Under a certification program, you can actually hold your position and continue work as normal, since it will allow you to practice skills that are taught in these courses. Therefore, you don’t lose any wages.

Applications

Applying to an MBA program is completely different than applying for a certification program. An MBA program has a much more comprehensive application process and runs the risk of applicant rejection. 

Most MBA programs require either a Graduate Management Admission Test, or GMAT for short, or a Graduate Record Examinations, or GRE. Some schools actually require scores for both examinations. Applicants are also required to provide letters of recommendation from managers, colleagues, and mentors, and potentially provide references as well. In addition to this, undergraduate grade point averages are taken into consideration. Finally, to complete the first stage of the application, applicants are then required to write a statement of intent, which is similar to an undergraduate college application essay. 

After all of this is completed, applicants then need to wait a few months, and may have the opportunity to be granted an interview. Most MBA programs require an interview before officially accepting a student. The acceptance rate for the interview stage ranges from 34% to 75% in the top 20 MBA programs. The averages end up being a 62% rate of acceptance.  After a long and grueling interview, you have between a 10% and 40% chance of being accepted. 

A certification program is much easier. Simply verify your identity, provide billing information, and register for the course. If there is an executive coaching portion to the program, your company may have to meet some performance metrics as well. 

Time Commitment

The average MBA program takes about two years to fully complete, assuming that it is a full-time program. Online MBAs or Hybrid MBA programs can take a while longer. During this time, expect a majority of your day to be occupied by classes, homework, research, as well as any other responsibilities required by your programs, such as being a Teaching Assistant or an exam proctor. 

People leader certifications are more fluid. Since you can view most of the coursework asynchronously, or entirely online, you determine how long the program will take. If there are executive coaching or mentorship programs in your certification, you may have to give up an hour per month or a period of time similar to this.  

The Curriculum of an MBA vs the Curriculum of a Certification Program

Courses for an MBA are often very generalized, with a skill set focused on financial management and structural management.  Some of the courses include the following:

1)      Business Essentials
2)      Exploring Business Strategies
3)      Marketing for the 21st Century
4)      Business and Law
5)      Management Analytics
6)      Management Accounting
 
           These are all important topics and can definitely add value to a company if a manager executes them correctly. However, an MBA doesn’t necessarily help with soft skills and isn’t marketable in all scenarios. If you want practical and applied skills, an MBA isn’t for you.  For example, if you are working as a manager in a field outside of finance, such as in a scientific field, or engineering, it would be best to either get a leadership certification or a degree more relevant to that workplace.
            
            A people leadership certification utilizes soft skills and is much more specialized than an MBA. Examples of topics covered in a certification course include the following:
 
1)      Personal Leadership
2)      Intercultural Leadership
3)      Service Leadership
4)      Strategic Planning
5)      Conflict Negotiation and Resolution
6)      Organization
 
            These topics are frequently discussed and encountered in the workplace and are important points to address with your direct reports, peers, and superiors. 

Conclusion

            Without a doubt, an MBA can be a very powerful tool, and in the right hands, can dramatically improve a company. However, with all of the expenses and rigor in mind, along with the focus, it is also best to consider if a people leadership certification might be a better fit for you. Neither is worse than the other, but some may be better in certain scenarios. Evaluate yourself, and your ambitions. 

Wed 6 July 2022
What is a People Leader AIM Insights Certification?
            The time has come to train your managers to be the best that they can be. 
To be consistent with the visions, values, and strategies of most organizations, managers need to receive information on how to strengthen their capability to meet their organization’s goals. Accordingly, if those skills and capabilities are left unattended, managers will not achieve the desired impact and effectiveness of the company. 
             By training your managers in effective leadership skills, you can increase the productivity of your workforce. 
            There’s no better way to ensure that your managers are the utmost prepared to lead at your workplace than the AIM Insights People Leader Certification. 
            Taking the time to become AIM Insights People Leader Certified will evaluate how your leadership is impacting the quantitative output of your team paired with the qualitative sentiment of working for you as a leader, and overall it will show prospective employers why you are a great leader of people. 
            After all, managers and leaders provide direction to staff and ensure they are performing at or above expectations. They need to have the ability to assess problems, manage situations, and provide sensible solutions.
Evaluating the effectiveness of leadership within this certification helps leaders identify strategies and techniques that can be employed to encourage the durable effectiveness, performance, and productivity of the organization and its members. Management training that comes with the AIM Insights People Leader Certification program provides feedback that managers can turn into immediate actions.
The AIM Insights People Leader Certification is the only management certification that both teaches and evaluates a leader's ability to impact their team over time. 
 
Why is AIM Insights Leadership Training important for managers? 
1. Enhance Your Skills
Do you want to improve your ability to negotiate, communicate, critically think, manage time, or collaborate with your team?
The AIM Insights People Leader Certificate program strengthens your skills as a leader and decision-maker within your company. 
Achieving this certificate is the key to every company enhancing management skills as leadership and management skills are among the most important qualities of top executives. 
 
2. Gain Practical Knowledge
You’ll gain practical knowledge by analyzing case studies and real-life examples. 
The AIM Insights People Leader certificate program incorporates the latest management concepts, such as employee engagement, company culture, incentives and rewards, purpose-driven leadership, and how to lead multi-generational teams. 
Studying such concepts will improve your ability to lead and direct your business’ operations and people.
 
3. Expand Your Network
When you earn the AIM Insights People Leader Certificate in management and leadership, you have the chance to connect with like-minded individuals from around the world. 
You can consult your community of AIM Insights mentors and teammates to share career interests, pose course questions, seek advice regarding a work challenge, learn about a new industry, or connect about another topic. 
Networking with other leaders and managers is a great way to share experiences and gain new perspectives in any workplace. 
 
4. Share With Your Team
Through your learning, you may uncover a cost-saving strategy or come up with an idea to improve your company’s culture. 
Sharing your leadership certificate knowledge with your team is an influential career benefit. It’s also a strong selling point if you’re trying to convince your boss to pay for your professional development. 
If you’re part of your organization’s management team, you can share leadership insights directly with your team.
 
5. Develop Your Leadership Style
Investing time to study leadership and management with AIM Insights will help you develop your leadership style. As you complete coursework, certain approaches may resonate with you more than others. 
The advantage of studying while working is that you can apply course knowledge to see what leadership styles work best for you and your team. 
As you do this, you’ll also become more confident in your management abilities.
 
6. Boost Your Competitive Edge
Completing the AIM Insights People Leader Certification in leadership and management demonstrates your business expertise. 
It also builds your resume and can make you more qualified for senior positions, especially compared to individuals who haven’t invested in their professional development.
Earning certification shows drive and passion for improvement. 
After all, the best leaders never stop learning.
 
Explore the AIM Insights People Leadership Certification
It couldn’t be easier to become a Certified People Leader! 
            Begin by scheduling an interview to see if you qualify - you must be currently leading a team in a management role in order to qualify for the certification! 
            Proceed to set up AIM Insights for your team, and review your monthly data with an executive coach who guides you on how to improve your overall performance management scores. 
            Become AIM Insights People Leader Certified after 12 months, and reap the benefits as follows! 
 
●     Understand how your performance as a leader compares to other leaders
●     Leverage this data (and certification) as a basis for negotiating a bonus, raise, or promotion
●     Gain insight into why certain team members are performing better than others
●     Receive executive coaching guidance to help you gain certification
●     Showcase your certification to prospective employers and on LinkedIn
●     Distinguish yourself as an incredible people leader from others vying for similar opportunities as you
 
The AIM Insights People Leader Certification is the only management certification that both teaches and evaluates a leader's ability to impact their team over time. 
Wed 6 July 2022
Do you have managerial experience in the corporate workforce? Or are you a current manager angling for a raise or more responsibilities? Regardless of your current position, as a manager, you can always benefit from learning how to market and improve your skills.

Understanding your Weaknesses as a Manager

                To be an ideal manager, there are two aspects of your leadership style that you need to recognize- your weaknesses as well as your strengths. Ideally, whatever changes you make need to help eliminate or improve your weaknesses, while either keeping your strengths the same or also improving them. In order to work on your weaknesses, you need to understand what they are.

                This is where a good managerial 1:1 will come in handy, as well as foster an environment in which your direct reports are willing to talk to you about your tactics as well. Horizontal Mentorship is an excellent system to implement in your workplace in order to receive this feedback. Once you identify these problems, you can then proceed to attempt to rectify them. Often, some of your own mentors can assist with these, such as former managers, higher-level administration, as well as some of your peers. But eventually, you will hit a point where you can’t really progress any further.

 Management is similar to any other career. There’s basic education and training you get, such as an undergraduate degree, and then the equivalent of a postgraduate degree, such as an MBA. But there is a flaw with an MBA. According to Southern Nazareth University, hosting a strong MBA program, the following classes are some of the necessary courses required to graduate with a Master’s in Business Administration. 

1)      Business Essentials
2)      Exploring Business Strategies
3)      Marketing for the 21st Century
4)      Business and Law
5)      Management Analytics
6)      Management Accounting

You’ll notice something particular about these classes. While they are no doubt useful and are a boon for any manager, they tend to focus more on the financial and accounting aspects of business management. None of these classes can really help you with the soft skills of a business. Low inventory turnover? Low-profit margins? High expenses? Get an MBA; that’ll help you without a doubt. 

That MBA just turned into an expensive piece of paper when faced with those types of problems.  MBAs are great and definitely cultivate very healthy financial businesses. However, a business is more than just profits, losses, and breakeven points. A business is all of the people that make it up. Effective management means not only having success with the financial parts, but also taking care of your human capital, and leading them to the best of your ability. 

Fortunately, there are people equivalent to the MBA. These are known as Leadership Certification Programs. Through these, you can not only fix your individual flaws as a leader, but also demonstrate your skill to your leaders, and then potentially advocate for raises or promotions. 

What are People Leadership Certification Programs?

                A People Leader Certification Program is a process designed to both teach and evaluate a leader’s ability to impact their team over a set period of time. The closest academic certification would be a degree such as a Master of Leadership. However, not only does this require full-time work, but it is also extremely expensive. Also, you do not get to continuously practice and hone your skills while in this academic program. 

                People Leader certification occurs simultaneously with your work as a manager and will often require you to execute what you have learned in the workplace as a way to learn more effectively. The best way to hone a strategy is by putting it under fire, and as such, a program such as this can help hone your skills. 

                The curriculum often discussed within a leadership certification program is as follows:

1)      Personal Leadership
2)      Intercultural Leadership
3)      Service Leadership
4)      Strategic Planning
5)      Conflict Negotiation and Resolution
6)      Organization

It is evident how this curriculum helps any manager. The questions originally posed above can easily be answered by the programs stated above. In addition to that, this training is focused on people management as opposed to financial management, making it more suited for someone who works with direct reports. 

                People Certification Programs are still very new in the business world. Almost every single one of them are hosted through a college, such as MIT Sloan, Cornell Dyson, or UPenn Wharton. It is rarer to see a privatized one. However, Ambition in Motion has created the AIM Insights People Leader Certification through their AIM Insights tool. By combining business analytics with communication with direct reports and executive coaching, managers have the potential to distinguish themselves from others with the same goals.

How does the AIM Insights People Leader Certification Work?

                AIM insights already have three key components to their mentorship process, the performance management tool, the executive mentorship program, and the horizontal mentorship program. Combining all three of these creates a unique and effective way to help managers improve.  Using this in conjunction with a direct report response collection process provides a tailored experience that is unique to you. 

                Start by scheduling an interview with them! You must currently be leading a team in order to participate in this program, due to the requirement of getting feedback and statistics from your team members. Set up AIM Insights and commence work as normal. 

                AIM insights provide an aggregated score known as a SMART Impact score, which is composed of three sub-aggregates.

SMART goals are goals that are Specific, Measurable, Attainable, Relevant, and Time-bound.

1)       Smart Goals Set- the number of goals set by direct reports that fulfill the SMART requirements as a percentage in relation to the total number of goals set.
2)      Goal Relevancy- The number of direct report goals that are rated as highly relevant to the overall company goals, once again as a percentage.
3)      Goal Impact- Your rating for each DR Goal on a scale including Low, Medium, and High in terms of how it moves the team forward. 

By using these productivity Metrics in conjunction with an executive coach who can guide you on how to improve your scores, you can not only improve this score but become better as a manager as well. 

How does a People Certification Program Benefit Me as a Manager?

                A good People Certification program can allow you to do the following:

·         Highlight to your senior leadership why you deserve a promotion or raise
·         Show prospective employers why you are a great leader
·         Compare your strategies to other leaders
·         Evaluate how you impact both the qualitative and quantitative output of your team

You also gain a certificate and all of the data used to coach you, which you can then showcase to employers, and your professional network, and also be able to leverage to negotiate additional benefits. 

The world is constantly changing. Be a good leader and be flexible with it. Don’t be afraid to go “back to school” to become an even better leader. A people leader certification program is a great place to start this. 

 

Fri 1 July 2022
Retention has become an increasingly critical metric for driving profitability, especially the retention of highly engaged employees. Turnover has become a big problem for a lot of companies. 
But, what if you’re looking at the problem wrong? What if it’s not about doing what you can to hold on to those employees, but perhaps it’s about focusing more on creating an environment where good employees thrive and stay?
Retaining employees is an important part of building a successful team. When managers and supervisors work to make their teams feel valued and motivated, employees are more likely to stay with a company that can contribute to the company’s overall growth and prosperity. 
 
Why is it important to retain your employees? 
●     It can build a strong workforce
Steady employee retention allows managers and supervisors to invest in their team members and helps them develop into more productive employees. When employees stay with a company long-term, they often accept more responsibilities, seek professional development, and help the company grow.
●     It increases productivity
Instead of spending time looking for and training new employees, managers and supervisors can focus on helping employees be more productive. A stable staff knows what needs to be done and how they can achieve it. They have a strong foundation for advancement based on institutional knowledge and developed skills.
●     It improves employee morale
Employee retention strategies are designed to increase employee happiness and job satisfaction. When managers regularly implement these strategies, they help increase employee morale overall. Employees who feel happy at work are often more willing to work toward the company's mission and contribute to a positive work environment.
●     It is more cost-effective
Hiring and training new employees are often more expensive than offering development opportunities to current employees. Consider offering current employees an educational stipend to advance their skills, on-site training, conference options or promotions, and/or extra benefits or perks.
 
How to retain your employees
If you want to keep more high-performing employees in-house, it’s important to start by creating an effective employee retention strategy.
In this article, we discuss the importance of employee retention and offer 8 effective employee retention strategies for leaders. 
 
1. Create an engaging onboarding process
During the onboarding process, take the opportunity to make a positive first impression on a new employee. Create a process where new employees get comfortably acclimated to the workplace. Do this by creating straightforward training materials, offering support and guidance, and explaining how the company operates.
Introducing new employees to others in the office can help them feel like they are a part of the team right away. Taking them out for a team lunch is another way to make new hires feel welcome and help them get to know their coworkers quickly.
 
2. Pair with a mentor
A strategy to pair an employee with a mentor can start with the onboarding process. It’s a good way to help new employees feel welcomed and know they have someone to turn to. However, mentorship shouldn’t be offered to just new employees. Everyone can benefit from a horizontal mentor relationship whether by helping others or knowing that they are supported by more experienced teammates.
 
3. Schedule employee performance reviews
Employee performance reviews are a great way for employees to grow in their roles. Meet periodically to discuss their strengths, weaknesses, and career goals. By learning their goals, you can help them continue to advance in the company. 
Offering positive feedback during this meeting can help employees feel valued and more satisfied at work. If the budget allows, use the performance review as a time to offer the employee a raise or a bonus.
 
4. Show your appreciation
When an employee is doing a good job or has recently earned a big achievement, recognize their hard work. You can show your appreciation by saying it directly to them or making a company-wide announcement. When employees feel their efforts are noticed, they are more likely to continue to work hard and stay with the company.
 
5. Encourage a work-life balance
A healthy work-life balance is when employees can effectively manage their work and home lives and feel like they have enough time and energy for both. This element has become increasingly important to many employees.
You can help employees achieve a more balanced work-life experience by giving staff more flexibility with their schedules. Consider allowing employees to come in late and make up their work if they need to leave for an appointment. If possible, give employees the option to work remotely. Employees who are feeling sick but can still work or those with a long commute may appreciate the opportunity to work from home occasionally.
Helping employees maintain a work-life balance shows that you value their well-being. They are more likely to stay with the company when they feel like they have a manager who cares about them.
 
6. Offer professional development opportunities
Helping employees meet their professional goals may influence them to stay with the company because they see it as a place with many opportunities. You can help them by spending time coaching and mentoring team members. Offer your team additional training or education opportunities, such as funding certifications, sending them to conferences, or providing education stipends. Update equipment so coworkers can learn and produce using the latest technology.
And when possible, promote from within. By investing in your team, they can develop their skills and take on more responsibilities, both of which can lead to improved employee retention.
 
7. Provide competitive compensation and benefits
In a competitive job market, it’s essential that you reward your employees with adequate compensation and benefits when you can. If you can’t afford salary adjustments, consider giving some type of bonus, adding a retirement plan, or improving health care benefits. 
You might offer reimbursement for fitness classes or schedule talks on stress management or retirement planning services. All will help raise employees’ job satisfaction and encourage them to stay with your company.
 
8. Keep communication lines open
Maintaining an open-door policy lets employees know they can come to managers with ideas, questions, and concerns at any time. As a manager, it’s your job to ensure your team, whether on-site or remote, feels a connection to the company and each other. The feeling of belonging and being heard can go a long way toward retaining employees.

Wed 29 June 2022
Employee Turnover is one of the most irritating and damaging problems that a business may face. There are a few reasons that this can occur, but luckily, most of these reasons can be easily rectified or ameliorated. 

What exactly is Employee Turnover?

                Employee turnover is the phenomenon in which an individual leaves their position for another position, or to be free of the workforce. There are traditionally two types of this. The first type of turnover is voluntary turnover, which is when someone chooses to leave their position. Examples of this can be retirement, seeking a higher position, or taking time off to take care of a family.

                The second form of turnover is involuntary turnover, which is when someone is forcefully relieved of their duties. This is often initiated by an employer or human resources. This can include being let go, fired, demoted, or a few other actions. 

                According to the Bureau of Labor Statistics, most industries have a turnover rate of 19%.  A turnover rate is calculated by taking the number of employees that leave within a specific period of time by the average number of employees working in that time frame. The lower this rate is, the better it is for the employer. 

Why is turnover so bad?

                The hiring process is not an easy one for a manager, nor is it inexpensive. The process of hiring the best possible candidate includes a few tasks. Not only does this job have to be posted and then advertised, but then needs to be screened for and interviewed. All of these cost large sums of money, estimated to be on average about a third of the employee’s yearly salary, which equates to around $16,500 in many cases. In addition to that, it costs time and money to train new employees and then set them up with corporate devices, insurance, and any other plans they elect to sign up to.  Turnover also has the unfortunate aspect of reducing productivity due to fewer hands on deck. 

                Turnover is often easily avoidable as well.  According to the Work Institute’s 2017 Retention report, 75% of the reasons for employee turnover can be prevented, many of which can be blamed on poor management. Employees often choose to leave because of a lack of challenges, feeling underappreciated, or bored. However, they also leave due to poor communication, lack of advancement, mistreatment, or being overworked. 

                Fixing some of these problems can help increase your retention rate, and consequently decrease your turnover rate. However, understanding that the fault can fall mainly on management is key to helping improve retention. Executive coaching programs such as Ambition in Motion’s AIM insights can help your managers learn about commonly made mistakes, along with how to avoid them. AIM Insights also offers executive mastermind groups, which function similarly to Masterclasses. 

Increasing Retention Rate

                The following problems are three of the reasons that most frequently cause employees to leave, along with some suggested solutions.

1.       Unclear Job Descriptions that do not portray a position accurately
This can be rectified at the source of the problem. Have your current direct reports have a hand in designing these job position descriptions. They understand these positions the best since they work in them every day.
2.       Poor compensation
This is often difficult to fix since your company may not always be able to simply add more money to the payroll budget. However, it is important to understand how to give fair and adequate compensation. This should be given based on experience, skill, and how much you expect out of them. Do not expect someone for who you are paying the bare minimum to go above and beyond in every task you give them
3.       A Lack of career advancement opportunities
There is a certain type of employee known as a career-oriented worker. These individuals strive to gain advancement and continue working. Without any promotions or opportunities for advancement, they tend to lose interest and will look elsewhere for jobs. Do not be afraid to give more opportunities to your employees. Have faith in them.

 Better communication will also almost always help with issues related to trouble retaining employees. According to a report made by TinyPulse on employee retention in 2018, there is a 16% retention rate decrease for employees who aren’t receiving or giving feedback. 

A good 1:1 can not only give your employees feedback and a feeling of appreciation and recognition but also show you as a manager what you need to improve in order to retain your employees. Regular and honest communication will show your employees that their help is valued and that you care about their growth as a direct report as well as a person.

A good onboarding program can work wonders as well. In a survey by CareerBuilder, 9% of employees who have left their company blame it on a poor onboarding experience, and 37% of those employees say that their managers weren’t even present during the onboarding.  More details will follow about how to create an effective onboarding process, but at the very least, make it as thorough as possible for your newer direct reports, and be present and attentive at these meetings.

Through communication and improvement, you can keep your turnover rate as low as possible, and succeed in the workplace. 

Mon 27 June 2022
Offices are often set up to be diverse, with employees differing in age, gender, race, mindset, work orientation, and many other aspects. 

While we have previously discussed how to best foster entry-level direct reports, another demographic that is often ignored are the most experienced workers. According to the Bureau of Labor Statistics department, 22% of the current professional workforce is above the age of 55. However, there is an ongoing movement where older workers and their knowledge are treated as obsolete and are let go. 

                Therefore, if you are in a managerial role in which you are overseeing older individuals, there are certain considerations you can make to ensure that you are best leading older Direct Reports.

What can Older Employees offer?

                Older direct reports tend to have great experience and perspective that many younger employees lack. They tend to understand the structure of your office better than anyone else there. Many managers often pair them with entry-level workers as a mentor to help them understand the soft skills of being in an office. 

                When I entered my first office job, I was incredibly lost since it was an entry-level and client-facing position. Consequently, I made a few mistakes, as one does on their first job. Unfortunately, I got a very angry phone call from a customer, and regardless of what I was able to offer them, they gradually became more aggressive.

                As I was crying in the break room, an older gentleman named Jim noticed and came over. After exchanging a few pleasantries, I learned that he had worked for the company for 37 years and was about to retire. He asked what had put me in such a bad mood and was shocked to hear what had happened. 

                As soon as I got a call from the next customer who was known to get irate easily, Jim sat next to me and started typing notes as he listened to what they had to say. He gestured at me to use some of the phrases he had typed up, and to my pleasant surprise, worked without a hitch. I received a high customer satisfaction score and learned a lot from Jim about how to communicate with customers.

                Jim continued to coach me and taught me skills such as customer-facing techniques, along with how to communicate and correspond with my managers and coworkers. I can confidently say that without Jim, I would’ve quit that job.

                People like Jim exist all over the working population. Understanding how these older direct reports can teach and mentor younger direct reports can dramatically improve your employee’s efficiency.  

Why the diverse perspective an older employee brings is beneficial to the business?

In addition to the potential mentorship opportunities that older employees provide, they also have a few aspects unique to them that lend them a perspective that younger employees may lack.

First, they are often very cost-effective.  Due to the fact that they are more settled in their industry, you do not need to worry as much about turnover costs. According to the Wharton School,  there is a common misbelief that older employees may need more time off due to health restrictions and incur higher health insurance. This is untrue. On average, health costs are less for older workers due to them no longer having dependents on their healthcare plans. In addition to that, Medicare can further reduce healthcare bills after an employee passes the age of 65.

Second, older employees also have a bigger focus on customer-facing skills. Due to their years of experience, these workers tend to have much better communication skills, with not only customers and vendors, but also with their coworkers. 

They also have extremely high problem-solving skills. Since they have encountered so many problems of their own, older employees can draw upon some of the solutions that they have used in the past to help solve current problems. A key part of problem-solving skills is to learn from past mistakes. These employees have made mistakes in the past, and typically do not harbor fears of making more mistakes, unlike younger workers.  Their angles and techniques can be drawn upon without any problems.

Should employers be worried that older Employees are outdated?
 
 
A current argument for hiring younger workers is that older workers simply don’t have the knowledge needed to survive in the current industry. An example of this could be in the technology industry, which is changing every day, and even newer employees struggle to keep up with it. 

This argument isn’t the best in my opinion, on the grounds that there are multiple areas in which an employee can be used. Not only can older employees be used in mentorship roles, but also in positions other than just the skills portion. 

It is important to remember that these employees grew up during a time when the internet and even smartphones weren’t as ubiquitous as they are now. Therefore, these employees grew up in a time where personal interaction and memos were mandatory for success. 

Due to the many changing environments that they’ve already been through, older employees are often extremely flexible and work hard. In addition to this, the power of a good network will never diminish. They can often set up future ventures for you that results in a large profit. Certain industries also have structures that have been in place for years, regardless of how trends develop. New workers may have trouble adjusting to these, but older workers thrive in them.

How can you best utilize these older and more experienced workers?

For starters, it's important to understand that these employees might even have more experience than you, regardless of your position. As such, you should acknowledge this, and be willing to learn just as much from them as they do from you.  Give them fair treatment as well. It is completely okay for an older person to make as much or more money as a younger person if they have more experience. 

Instruct your younger workers about the concepts of horizontal mentorship. Just like your younger workers may have biases, older workers can have the same biases. You can instruct and help your older workers in the same way that you would the newer workers. Give them opportunities to learn and develop, just like you would a younger direct report.

When recruiting, as mentioned before, try and eliminate race, gender, and age from your recruiters’ strategies. Longevity and age can be buzzwords for your strategies. It's important to recognize that not everyone has the same financial checkpoints at the same time. What one might accomplish by 65, might not be accomplished by someone else until the age of 70. According to the Harvard Business Review, it costs about a million dollars to retire at the age of 65.  Understand that everyone will have some form of motivation to work.  

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