HRDQ Blog

HRDQ has been a leading resource for the training community for over forty years. Facilitators, coaches, consultants, organization development professionals, managers, supervisors and leaders; really anyone who shares our passion for soft-skills training and performance improvement can benefit from our products and services.

How 'What's My Communication Style' Fixed a Broken Team

By Gary Turner, Turner Consulting Relationships Were Strained The human resources manager of a large company contacted me when her department experienced an influx of complaints coming from the firm's administrative team. The HR manager suspected that the complaints, which were mostly interpersonal in nature, were the result of recent organizational changes. In just 12 months, productivity had dropped, job satisfaction was at an all-time low, and relationships were strained. The human resources department was overwhelmed with the number of complaints and the failed attempts to improve the situation. The manager of the administrative team was equally frustrated.
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How to Measure Emotional Intelligence

The   Emotional Intelligence Skills Assessment  is a way of measuring one of the key indicators of success. HRDQ asked co-author Dr. Derek Mann about his experiences in developing this breakthrough evaluation tool.
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Training in a Tough Economy

Economic instability continues to make headlines. As organizations brace to weather stormy market conditions, all business functions are affected – and training is no exception.  
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Online Assessments: Are you ready?

Posted by HRDQ on 02/19/2018 to Workplace Learning, People Skills Training
The HRDQ Assessment Center offers a host of proven and reliable assessments that measure skills and behaviors on core topics such as communication, personality style, coaching, influencing, and managing change. Combined with the ease-of-use and advanced functionality of a web-based delivery system, HRDQ’s assessments provide valuable feedback that serve as a catalyst for improving personal and interpersonal productivity.
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The Business of Investing in Values

Posted by HRDQ on 02/19/2018 to Workplace Learning, People Skills Training
Many people  think of organizational values as some sort of lip-service proclamation that emerged from the latest executive management retreat. Or perhaps they think spending time talking about values is an unproductive use of time. But what many people assume are “values” really aren’t. They’re much more than that. Values are the unconscious force behind personal action. In a world that’s in a constant state of flux, values are what remain steadfast and true. And smart organizations know that they are the vital link to culture, commitment—and a competitive advantage. 
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Be Indispensable: Work Smarter, Not Harder

Solution-oriented and proactive, indispensable people know the key to their success is to work smarter, not harder. They take ownership of their jobs, go above and beyond the call of duty, add value to their teams, and perform well under pressure. And with the right training, a healthy dose of practice, and some experience, you can help to transform your workforce from irreplaceable to indispensable. 
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Conflict is everywhere. Here's what you can do about it.

Conflict is present in all aspects of our lives. A person’s personal, professional, and emotional health is greatly affected by how successfully they manage conflict. Some people thrive on it, while others shrink away. No matter what your individual tendencies are, you must understand them in order to interact successfully with others. 
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The Seven C’s of Effective Team Performance

In business, as in most human endeavors, the best teams win. A work group, business unit, or organization that functions as an effective team will always outperform one that doesn’t. But what factors need to be present for “great teamwork” to exist, and how do you go about building effective teams?
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What's Your Leadership Style?

Effective leaders draw out the best performance from their employees by understanding personality style and flexing to meet the needs of individual employees—who may or may not share the same personality style. Employees are motivated by different things: recognition, autonomy, close supervision, or social activities. A leader’s ability to first identify these differences and then quickly adapt to address individual needs can be the difference between leadership success and failure.
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Simulation as a Diagnostic Tool

There are many factors in successful teamwork. When conflicts arise, or performance declines, it’s not always simple to find the root of the problem. What – at first glance – may seem to be an indecipherable problem might become very clear in the context of a simulation. By taking our everyday habits into a simulation, we highlight the ways we act as a team in a safe environment, where skills can be measured in without jeopardizing an actual team project.
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