When you are blamed for a wrong you did not do, having nothing to prove that you are true.

When your boss shouts regularly at you because of his personal life, but what to do?

Times when financial commitments are forcing you to cut down perk for your kids.

Of course, you have always sacrificed all your leisure and hobbies to overcome this situation too.

When you leave your house in full swing of youth, missing your mom’s food and pampering
which you were used to,

In isolation, sipping down tea or coffee, smoking a cigarette to kill your hunger and frustration
too.
It was your first Birthday away from the family; you did not get any call from them even then.

When your wife argues with your mom, shouts at her and all your efforts to console her are in
vain.

Situations when our kids need to be separated from us for the first time for them to be better,

Time when you see wife in labour pain which you cannot share, just being a mute spectator.

Times when you are helpless, watching your dear ones suffering from agony and pain.

Seeing tears in our parents’ eyes but could not help, except being insane.

A moment when you realize that you have nothing much left with you,

Especially when after years of a relationship, your lover says that further she cannot be with you!

It’s rare to see a husband or a father crying, but it takes a lot to hide these sighing.

We men have equal emotions, it’s just that so often we do not mention.

Some thoughts for employers and employees

Introduction

Business and management training is a vital component of any organisation’s success. It can help employees develop the skills, knowledge, and attitudes they need to perform their roles effectively, adapt to changing environments, and achieve their professional goals. It can also help employers attract, retain, and motivate their workforce, improve productivity and quality, and foster a culture of learning and innovation.

However, not all business and management training is equally effective. Some training programs may be poorly designed, delivered, or evaluated, resulting in wasted time, money, and resources. Others may be irrelevant, outdated, or misaligned with the organisation’s needs and objectives, leading to frustration, dissatisfaction, and low impact. Therefore, it is important for both employers and employees to understand what constitutes effective business and management training and how to ensure its quality and relevance.

What is effective business and management training?

Effective business and management training is training that:

• is based on a clear and comprehensive analysis of the organisation’s goals, needs, and challenges, as well as the current and desired competencies of the employees;

• is aligned with the organisation’s vision, mission, values, and strategy, and supports its performance and growth;

• is designed using sound pedagogical principles, such as active learning, learner-centredness, feedback, and reinforcement;

• is delivered by qualified and experienced trainers, using appropriate methods, tools, and resources, and in a conducive and supportive environment;
• is evaluated using valid and reliable measures, both during and after the training, to assess its effectiveness, efficiency, and impact;

• is followed by transfer and retention activities, such as coaching, mentoring, and peer support, to ensure that the learning outcomes are applied and sustained in the workplace; and,

• is reviewed and updated regularly, based on feedback, data, and best practices, to ensure its continuous improvement and relevance.
How to ensure effective business and management training?

To ensure effective business and management training, both employers and employees have roles and responsibilities to fulfil. Here are some tips for each stakeholder group:

For employers:

• conduct a thorough training needs analysis, involving the employees, managers, and other relevant stakeholders, to identify the gaps and priorities for business and management training;

• define the learning objectives, outcomes, and indicators for each training program, and communicate them clearly to the employees and trainers;

• select or develop high-quality training content, materials, and activities, based on the latest research and best practices in business and management;

• choose or hire competent and credible trainers, who have the expertise, experience, and skills to deliver the training effectively and engagingly;

• provide adequate resources, facilities, and support for the training, such as budget, time, equipment, and feedback mechanisms;

• monitor and evaluate the training process and outcomes, using various methods and sources, such as observation, surveys, tests, and performance data;

• facilitate and encourage the transfer and retention of learning, by providing opportunities and incentives for the employees to apply, share, and reflect on their learning in the workplace; and,

• review and update the training programs regularly, based on the evaluation results, feedback, and changing needs and expectations of the organisation and the employees.

For employees:

• participate actively and willingly in the training needs analysis, by providing honest and constructive feedback on your strengths, weaknesses, and development goals;

• understand and accept the learning objectives, outcomes, and indicators for each training program, and commit to achieving them;

• prepare adequately for the training, by reviewing the pre-training materials, completing the assignments, and setting your learning expectations;

• engage fully and enthusiastically in the training, by attending the sessions, asking questions, contributing ideas, and collaborating with the trainers and peers;

• apply and practice the learning outcomes, by transferring the knowledge, skills, and attitudes you acquired in the training to your work tasks and situations;

• seek and use feedback, from the trainers, managers, and colleagues, to monitor and improve your learning and performance;

• reflect and learn from your experience, by reviewing the training content, materials, and activities, and identifying the key lessons and insights; and,

• share and disseminate your learning, by discussing, demonstrating, and mentoring others on the business and management topics and issues you’ve learned.
Some thoughts moving forward …

Effective business and management training can bring significant benefits to both employers and employees, such as enhanced performance, productivity, and satisfaction. However, it requires a systematic and collaborative approach, involving careful planning, design, delivery, evaluation, and follow-up. By thinking about the tips and guidelines outlined above, organisations can ensure that their business and management training is effective and relevant.

Chris Haslam
24th June 2024

A guide for aspiring innovators

Introduction

Business innovation is the process of creating new value for customers, stakeholders, and society by developing novel solutions to existing or emerging problems or needs. Innovation can take many forms, such as new products, services, processes, business models, or social initiatives. Innovation is essential for businesses to survive and thrive in a competitive and dynamic environment, as it can help them gain a competitive edge, increase customer satisfaction, reduce costs, improve efficiency, and create positive social impact.
However, innovation is not easy. It requires a combination of skills, knowledge, attitudes, and behaviours that enable individuals and teams to identify opportunities, generate ideas, test and refine solutions, and implement and scale them effectively. These skills are not innate, but can be learned and developed through education, training, and practice. In the brief commentary below, I set out some of the key skills required for business innovation and how to acquire and improve them.

Key Skills for Business Innovation

There is no definitive list of skills for business innovation, as different types of innovation may require different sets of skills. However, based on the literature and best practices, we can identify some of the common and essential skills that can help innovators succeed in any context.

These skills can be grouped into four categories: creative, analytical, interpersonal, and managerial.

1. Creative skills:

These are the skills that enable innovators to generate novel and useful ideas, and to express them effectively. Some of the creative skills needed for effective business innovation are:

• Creativity: The ability to produce original and valuable ideas that address a problem or need.

• Divergent thinking: The ability to explore multiple possible solutions and perspectives without being constrained by conventional or existing assumptions.

• Convergent thinking: The ability to evaluate and select the most promising ideas and to synthesise them into a coherent and feasible solution.

• Design thinking: The ability to apply a human-centred and iterative approach to problem-solving, involving empathy, ideation, prototyping, and testing.

• Communication: The ability to articulate and present ideas clearly and persuasively, using appropriate verbal, visual, and digital tools.

2. Analytical skills

These are the skills that enable innovators to understand the problem, the context, and the impact of the solution. Some of the analytical skills needed for effective business innovation are:

• Critical thinking: The ability to analyse and evaluate information and arguments logically and objectively, and to identify and challenge assumptions, biases, and fallacies.

• Research: The ability to collect, organise, and interpret relevant data and evidence from various sources, using appropriate methods and tools.

• Experimentation: The ability to design and conduct experiments to test and validate hypotheses and assumptions, and to measure and analyse the results.

• Learning: The ability to acquire and apply new knowledge and skills, and to learn from feedback and failure.

• Adaptability: The ability to adjust and modify ideas and solutions in response to changing conditions and requirements.

3. Interpersonal skills

These are the skills that enable innovators to collaborate and cooperate with others, and to understand and influence their needs and expectations. Some of the interpersonal skills needed for effective business innovation are:

• Teamwork: The ability to work effectively and constructively with others, and to share and integrate diverse ideas, skills, and perspectives.

• Leadership: The ability to inspire and motivate others, and to guide and support them towards a common goal.

• Negotiation: The ability to reach mutually beneficial agreements and solutions with different stakeholders, and to manage and resolve conflicts.

• Networking: The ability to build and maintain relationships with relevant and diverse people and organisations, and to leverage them for information, support, and opportunities.

• Empathy: The ability to understand and appreciate the feelings, thoughts, and experiences of others, and to respond appropriately and respectfully.

4. Managerial skills

These are the skills that enable innovators to plan and execute the innovation process, and to ensure its sustainability and scalability. Some of the key managerial skills needed for effective business innovation are:

• Project management: The ability to define and organise the scope, objectives, tasks, resources, and timeline of the innovation project, and to monitor and control its progress and quality.

• Risk management: The ability to identify and assess the potential risks and uncertainties associated with the innovation project, and to mitigate and manage them effectively.

• Financial management: The ability to estimate and secure the required funding and budget for the innovation project, and to manage and report its financial performance and outcomes.

• Strategic management: The ability to align the innovation project with the vision, mission, and goals of the organisation, and to evaluate and improve its strategic fit and value.

• Change management: The ability to facilitate and manage the adoption and diffusion of the innovation within and outside the organisation, and to overcome the barriers and resistance to change.

How to acquire and improve the skills you need for effective Business Innovation

The key skills for business innovation are not fixed or static, but can be developed and enhanced through various means and methods. Some of the ways to acquire and improve these skills are:

• Education: Formal education can provide a foundation and framework for learning and developing the key skills for business innovation, through relevant courses, programmes, and qualifications.

• Training: Training can offer specific and practical guidance and instruction for acquiring and improving the key skills for business innovation, through workshops, seminars, webinars, and online courses.

• Practice: Practice can help to apply and refine the key skills for business innovation, through real-world projects, challenges, competitions, and simulations.

• Mentoring: Mentoring can provide personalised and tailored feedback and support for enhancing the key skills for business innovation, through experienced and knowledgeable mentors, coaches, and advisors.

• Networking: Networking can help to learn and exchange the key skills for business innovation, through peers, colleagues, experts, and partners.

• Self-learning: Self-learning can enable to explore and expand the key skills for business innovation, through books, articles, podcasts, videos, and other resources.

Conclusion

Business innovation is a vital and valuable skill for individuals and organisations in the 21st century.

It requires a combination of creative, analytical, interpersonal, and managerial skills that can help to identify and solve problems, create and deliver value, and achieve and sustain success. These skills are not innate, but can be learned and developed through various means and methods. By acquiring and improving the key skills for business innovation, you will be able to become a more effective and efficient innovator, and contribute to the economic and social progress of Malta and the wider World.

Chris Haslam
24th June 2024

Winners are part of the answer; Losers are part of the problem.

Winners see a solution to every problem;
Losers see a problem for every solution.

Winners have a plan; Losers have an excuse.

Winners say, “Let me do it for you”;
Losers say, “That’s not my job.”

Winners say, “It may be difficult but it is possible”;
Losers say, “It may be possible but it is too difficult.”

When winners make a mistake, they say, “I was wrong”;
When losers make a mistake, they say, “It wasn’t my fault.”

Winners say, “I must do something”;
Losers say, “Something must be done.”

Winners are a part of the team;
Losers are apart from the team.

Winners see the gain; Losers see the pain.

Winners see possibilities; Losers see problems.

Winners believe in win-win;
Losers believe for them to win someone has to lose.

Winners use hard arguments but soft words;
Losers use soft arguments but hard words.

Winners stand firm on values but compromise on petty things;
Losers stand firm on petty things but compromise on values.

Winners translate dreams into reality;

Losers translate reality into dreams.

Winners empower; Losers control.

Winners are part of the solution; Losers are part of the problem.

Winners are not afraid of losing; Losers are afraid of winning.

Winners say I was wrong; Losers say, It was not my fault.

Winners make time; Losers waste time.

Winners say I’m good but not as good as I can be;
Losers say I’m not as bad as a lot of other people.

Winners listen to what others say;
Losers wait until it’s their turn to talk.

Winners catch others doing things right;
Losers catch others doing things wrong.

Winners learn from others; Losers resent others

Winners see opportunities; Losers see problems.

Winners say, There ought to be a better way;
Losers say That’s the way it’s always been done.

Winners celebrate others; Losers complain about others.

Winners expect success; Losers expect failure

Winners do it; Losers talk about doing it.

Winners say I’ll plan to do that; Losers say, I’ll try to do that.

Winners make it happen; Losers let it happen.

Winners plan and prepare; Losers hope for things to happen to them.