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Employee Training Enterprise Solutions Executive Coaches Industry Insights

AI-enabled Coaching Helps Connect the Dots on ROI

The coaching industry, which is already in a tremendous growth phase, is gathering greater momentum as corporations in the U.S. and around the world continue to restructure how they work.  

Recent trends show that digital transformation is happening across all corners of human resources departments – from payroll to benefits programs to learning and development.  Automation and AI are nudging these functions closer together so that employees can be managed more holistically, as one function “speaks” to the other.  Coaching becomes especially valuable to companies as they connect the dots between the support employees receive (L&D), how it benefits their performance and wellbeing (benefits) as well as saves companies resources through reduced sick leave and churn.

The bedrock of AI-enabled coaching is its ability to quickly and effectively match coaches to individual and corporate client needs.   Additionally, the integration of functions like virtual communication, session and budget management make digital coaching extremely attractive.  This is especially true at the corporate level where potentially thousands of employees will require training, upskilling or reskilling.  Automated coaching platforms, like Viveka, excel in being able to meet and manage the needs of multiple clients at once and allow corporate clients to internally scale their training programs quickly.  Research from the International Coaching Federation (ICF) also shows a significant return on investment from executive coaching, where a $1 investment can result in $5-8 return on savings and earnings through increased loyalty, productivity, reduced absenteeism, churn and legal costs.  Viveka stands out in the automated coaching landscape because they allow companies to add their own coaches and trainers into the V-Corp ecosystem.  

Click here to learn more about V-Corp and request a demo.

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Employee Training Enterprise Solutions General Industry Insights

Managing Employee Training and Performance Amidst “The Great Resignation”

Human resources departments are looking to retain and reinvigorate top talent in the midst of “The Great Resignation,” a phenomenon seeing a record number of workers leaving their jobs or changing careers completely.  The U.S. Bureau of Labor Statistics reports that as of May 2021, close to 4 million people had quit their jobs while 9-plus million jobs were available.  Driven by economic changes spurred by COVID-19, PwC’s 2021 U.S. Pulse Survey says 65% of employees are looking for a new job and 88% of executives are seeing higher turnover.  

The specific causes?  According to multiple reports, the number one factor is burnout followed closely by a lack of job growth and the desire for more workplace flexibility.  There is a greater focus among employees on personal and professional satisfaction, mental health and wellbeing, and greater engagement within a hybrid work environment.  

Inevitably, employees and employers are engaged in a dance of shifting priorities and realities post-pandemic.  On the flip side, as we’ve reported before, this means new roles, skill sets and even career paths.  And that requires, ultimately, new opportunities for training, new metrics for measuring success, and understanding of job performance and effectiveness. To build and optimize a modern workplace amidst the current employee exodus, HR executives have to be prepared to redefine performance, success and the training delivery required for both.

We begin with skills transformation. A 2020 Deloitte report on human capital trends showed that 53% of companies polled saw an upcoming need for their employees to develop completely new skills and capabilities in the next three years. While some of that slack can be picked up by hiring people with those skills already developed, the reality of most workplaces is that recruitment cannot keep up with rapid economic transformation and innovation. To stay current, most companies will have to support their existing workforce to develop those skills themselves. At Workday, this process is referred to internally as “creating talent,” in direct contrast to “acquiring talent.”
While this might sound like a quick and easy solution, helping current employees to learn new skills has its own set of challenges. Many employees, especially those who have spent years specializing in one area may not be interested in or will be slow to adopt new ways of approaching their work; others may see opportunities elsewhere to grow, and still others will decide to change career paths completely.  Coaching platforms, like Viveka’s, allow employees and leadership alike to acquire expertise across fields – from executive leadership to mindfulness. This is a powerful tool for helping team members grow, professionally and personally, all without having to bring in full-time outside help to develop new skills and methods. By investing in human potential already on the payroll, companies can increase the relevancy, productivity and capability of existing teams that already have an effective operating structure in place.

But coaching requires an understanding of what skills need to be developed, too. Corporate talent and learning analyst Josh Bersin has identified a variety of AI-assisted tools that allow employees to test their current skills and find deficiencies that could become a problem as their workplace changes. One platform even identifies the potential student’s learning styles to best apply specific coaching methods that would best suit their skill development.

All of these tools and investment are effective only if the employee comes away empowered to use their new skills to also help move their teams forward. This process of “restructuring” or “re-architecting” the way people work requires a level of open-mindedness among leadership who may not fully grasp the value of the outcomes and success metrics of their newly-trained staff. Strong and visionary leaders will instead give their teams room to breathe initially as they flex their newfound strengths and produce different sets of results — these may be in the form of targeted, purposeful, but less rapid growth or more efficient, remote work with the support of automation and AI.  

In the final analysis, HR executives are having to shift from a recruitment focus alone to a more effective L&D focus.  With a properly trained, managed, and monitored internal team, they can more effectively integrate the new skills that will be required moving forward and provide a more welcoming, sustainable environment for new hires.  Thus, eventually, stemming “the great resignation.”

Viveka is now actively partnering with HR departments to help them accelerate their L&D activities with V-Corp, our automated ecosystem that allows HR executives to train, manage and track performance in a plug-and-play platform.   To learn more, check out our video, our corporate brochure and then request a demo.  

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Enterprise Solutions General Industry Insights

Digital Transformation in the Workplace

Like so many things, we’ve been reminded over the past year how critical digital innovation and automation is to a global economy.  We increasingly see its application even in the most unexpected industries, like food and beverage, to the more common ones — such as manufacturing, engineering, and logistics.  Whether you’re a shipping company using machine learning to streamline delivery fulfillment or a basketball team developing complex algorithms to evaluate players and prospects, digital transformation is becoming an essential element of change management and organizational success.  And, now, the human resources industry is no different — whether it’s recruiting, payroll and benefits, or employee training, automation has quickly become the norm.  The question is, how does a people-centered industry automate in a way that empowers employees rather than eliminates them?

First, automation and cloud capabilities allow for effective internal management, organizational development and remote work.  Regarding the latter, think Slack, Monday.com, Zoom, Microsoft Teams.  This alone is a significant boon for companies looking to improve their productivity.  In April 2021, Bloomberg shared a study that predicted work from home would represent 20% of all work days even after the pandemic, leading to a 5% increase in productivity across the US.  Platforms like Zoom and other teleconferencing solutions, allow companies to provide employees with personal convenience without compromising professional results. 

The phenomenon is now extending hosting entire events and conferences virtually, which greatly expands their potential reach and attendance of speakers, guests, and prospective partners. Conferences in this format need to be designed with an online – and likely global – audience in mind (a relatively complicated but manageable task, as laid out by the Wall Street Journal).  Utilizing these features in the workplace – both for corporate exposure and employee professional development – becomes invaluable and, ultimately, allows for greater interaction than before the pandemic.  

While some of the recent standout digital productivity solutions are ones that drive a modern, at times virtual, collaborative office, the workforce is now primed for benefiting from automation tools that solve (or streamline) the world’s most complex problems. At the highest level, cognitive automation solutions like IBM’s Watson, accept a wide variety of queries to help solve complex problems that traditional AI and machine learning solutions cannot.  So, whether we’re talking about mitigating crime or maximizing water recycling , automation and machine learning is working to aggregate data and information in ways that make the outcomes more effective.  This may seem like the first step toward a human-less workforce or society, but the reality is that automation is still supported by people…and employees. In fact, a 2018 report by KPMG estimated that just 5% of the workforce is actually automated. For the most part, a workplace integrating partial automation and machine learning technologies is augmenting the power of employees, not replacing them.

For an HR department, taking advantage of empowering technology is extremely useful if embraced early. The Academy to Innovate HR stresses that tools available today can already improve efficiency, create actionable insights, and greatly reduce errors, among other benefits. Combined, it makes the menial tasks that once took up so much of an HR department’s time not only easier, but more effective – therefore, freeing existing employees to focus on more important strategic decisions.   The Society for Human Resources Management states “The understanding and use of the power of automation may prove to be the dividing line between those who advance in the field and those who are marginalized and, eventually, automated out of their HR jobs.” 

Integrating automation and other digital solutions into the workplace, and especially in HR departments, can seem intimidating, but smart implementations of these and other available technologies will allow companies to build a happier, more productive, and more sustainable workforce. If used properly, these technologies can increase collaboration, amplify the power of current employees, decrease overall workload within existing teams, all without significantly adversely impacting the foundational operations of a business.  The upside?  Helping employees develop new skills, creating stronger teams and becoming an employer of choice.  

At Viveka, our mission is to help companies transform their workplace by making learning and development for all employees — from executives to entry level — more accessible and easier to manage.  Our automated tools and all-in-one platform help HR departments bring talent and technology together for corporate growth.  We never lose sight of people – our mission is to harness the power of our 20,000 coaches to positively impact the lives of employees and the overall success of a company.  
To learn more about our enterprise solution, V-Corp, visit our website or email us directly. 

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Enterprise Solutions Executive Coaches Industry Insights Using an Executive Coach

Mentor to Coach: The Leadership Journey in Emerging Environments

What begins as an interest to help and nurture often leads to a career of leading others towards excellence.  The differentiator?  A great leader.  While there is no perfect leader, the making of a great one includes basic skills and traits that are delicately balanced and perfected over time.  The journey usually starts as an expert, then progresses to mentorship and ultimately to coaching, where an individual client or team is guided to grow into the best version of themselves.  So, what are the fundamental qualities of each and where do you fit in?

  1. Expertise is the foundational part of the journey. The authority of an expert comes directly from their years of experience in their industry, but it also comes from a lifelong commitment to honing and improving their skills and knowledge. If this trait is properly developed, an expert can show their peers what excellence looks like in their industry and lead by example. With this comes the respect of clients and employees, and ultimately credibility of work and capabilities.  
  1. Mentorship builds on an expertise. While a mentor uses their skills to share their expertise, they are also building a longer-term relationship with individuals that is focused on the totality of professional or personal development. A mentor is there to support their mentee’s growth on a broader level, seeing them develop into a full-fledged professional capable of leading themselves. 
  1. Mentoring often flows directly into coaching, which involves specific skills to reach specific outcomes. A coaching curriculum is goal-oriented and the results are measurable.  A client or employee will generally look for guidance from someone who is certified and trained in their field, and offers skill sets that directly impact the outcome desired.  This often means helping clients develop into their own experts.   

Great leaders usually possess many of these characteristics and have the ability to positively influence their peers and clients in ways that allow them to excel beyond their existing abilities.  This is needed now more than ever as corporations transform, individual purpose and priorities change, and the world goes back to new ways of working. 

At Viveka, we support all three elements powered by technology that makes leadership effortless, productive and fun. Our platform provides coaching and training for individuals and enterprise to grow and adapt to emerging environments, such as the hybrid workplace.  

If you are an expert and ready to lead, join our global network of coaches.  If you’re a company looking for leaders to train your employees and executives, connect with us to learn more about how we can help.  

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Enterprise Solutions General Industry Insights

Economic Recovery and Getting Back to Work Post-COVID

We all know by now the effect COVID has had on the world economy, with immediate impacts that will be felt for years to come.  Governments, major corporations and especially small businesses significantly slowed operations, if not came to a complete pause. 

By CNN’s estimate, the United States economy was operating at just 57.3% of its February 2020 capacity on April 15th.  Just over a year later, we’re seeing  light at the end of the tunnel with economies getting back to full speed, thanks in large part to widespread vaccinations and also a returning sense of normalcy.  As of May 25, 2021, CNN reports that the American economy is operating at 91% of its capacity.  Unemployment claims in the U.S., which peaked at 23 million in May 2020, are down to 3.5 million and job postings are up a gargantuan 53% from pre-pandemic levels after being 30% below those levels one year ago. In a collaborative survey between Forbes and Zoom, organizations expected to make the following policy changes:

Expected Changes to HR Policies As A Result Of COVID-19

Along with these types of adjustments and with millions returning to either the same or new positions, come new and revitalized approaches to talent acquisition and employee management.  After experiencing significant unemployment or remote work for the first time, both employees and employers have seen that a traditional office is not necessary to be productive or successful.  Remote work options have also greatly increased the talent pool that companies can draw from, and allows for more flexible and productive engagement. According to another recent Forbes article, there are eight skills that will be the most valuable as companies adapt in 2021 and beyond: ambiguity, curiosity, openness, entrepreneurship with empathy, resilience, optimism with imagination, rapport, relationships, and action.

The next challenge is in supporting larger corporations to recoup losses and increase productivity as they re-integrate their employees into this increasingly remote infrastructure.   It also marks a great opportunity for everyone involved.  The U.S. economy has improved significantly in the past few months, and the global market could recover to the best level in decades.  Some jobs will continue to thrive and others will become obsolete, giving way to new skills and practices (think AI and machine learning).  

That’s where career, human resources and employee performance experts come into the picture.  Getting the most out of this impending macro-level recovery and opportunity will be critical for employees and employers, and coaches who can support this process will be invaluable.  This is also where V-Corp, Viveka’s all-in-one SaaS corporate learning and development solution is a game-changer.  The platform helps facilitate work-life balance, increase talent retention and employee performance by connecting staff to vetted coaching experts from around the world while also tailored to employers’ needs and HR budget.  (Check out our platform features, and then request a demo for early access discounts.)


If you’re a coach, and you haven’t joined our global network of mentors, coaches and speakers, become a member now for free or sign up for a preferred membership to get connected to corporate opportunities and other benefits.     

If you’re already a Viveka Preferred member and would like to be featured in one of our upcoming newsletters, tell us how you’re supporting companies in the new normal by emailing us at info@viveka.world.

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Industry Insights

The Future Of Work

The gig economy – composed of independent short-term, freelance or contract workers – has seen a steady rise in the United States over the last number of years followed by an abrupt acceleration due to the recent pandemic.

What first comes to mind is your local Uber driver or Deliveroo Riders, and then specialists like journalists, copywriters, and CPAs. But, recent data shows that a paradigm shift is happening all the way to the C-level where CEOs or on-demand CIOs are hired for periods of time to accomplish specific objectives.

The rise of gig workers is partly due to systemic economic shifts, as well as to the inherent benefits of this type of employment. There’s the empowerment of being your own boss and choosing work that matters to you. Moreover, people are drawn to the flexibility of the gig economy and how it allows them to achieve a greater work-life balance. It’s not only “employees” who benefit, but also employers. They get access to high-quality talent “on-demand” and as needed for specific tasks. This structure clearly reduces (at least in the short term) hiring costs and provides agility in meeting business and human resource needs.

Source: Edison Research

By all accounts, the gig economy is here to stay and workers across the spectrum will actively find new ways to adapt – or be forced to do it. Especially if someone is in a period of life or career transition, this working structure presents more opportunities than challenges as work would be more accessible and the hiring process less tedious. People across the spectrum may need new types of training to navigate this changing structure. As a result, we predict that the following coaching categories will continue to grow in demand:

– Executive Coaching
– Wellbeing Coaching
– Performance Coaching

Whether you’re just entering the workforce or at the C-level and find yourself needing to dive into the gig economy, Viveka can help. Connect with one of Viveka’s experts to find out how.