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1 thing you must do in your career: Be a mentor
Business Insider
Almost everyone has had a mentor at some point in their life, whether it was a colleague at work or your high school sports coach. That person likely made a profound impact on your path and made you improve yourself for the better. You could probably make a list of all the insight you've gained from your mentor, and if you haven't had the chance to do the same for someone else in your career, it's an opportunity to not pass up.
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A glimpse inside Apple's secretive internal training program
PadGadget
Once a new hire makes it through the rigorous interview process to get a job at Apple, the real training begins. Not only that, but it goes on for as long as an employee wants to take advantage of the company's in-house "Apple University" training courses.
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Training your staff: Harness the future of training to develop the best talent
The Huffington Post
Over the next five years, how you train and educate your staff won't just change; it'll transform. What's the difference? Changing means continuing to do essentially the same thing, only introducing some variation in degree. Transformation means doing something utterly and radically different. Exponential changes driven by processing power, storage and bandwidth are now impacting how organizations need to train their workforce, and this transformation will certainly accelerate. The only question is whether your organization will take advantage of it.
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How to spot hidden training opportunities
FederalTimes
Before implementing any training activities, consider the needs of your employees. In the 2013 Federal Employee Viewpoint Survey, just under 50 percent said they believe their training needs are assessed. One way to aid in this assessment is to divide your employees' needs into two areas: hard skills and soft skills. Hard skills are those measurable skills that allow the employee to do their job. Soft skills deal more with interpersonal skills.
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How to develop a peer mentoring program
Talent Management
Despite the proliferation of traditional mentoring programs, many are not designed to respond to the evolving needs of today's workforce. Many are too slow, too structured and undersupported for the task. They seldom drive performance and development in a way that addresses shifting workforce demographics, accelerated demand for context, increasing constraints on resources and the growing importance of talent development in retaining employees. Not only are more employees working at a distance, but more are working in intergenerational work teams collaborating as peers.
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Missing deadlines: What you can do to get the team back on track
TLNT
The reason why so many organizations have so much trouble doing what they intend to do, on time, is because when they fail to meet a deadline, nothing happens. The dates come and go, and no one talks about it. And then there is no new focused deadline established because no one is talking about it at all. If you don't address the very first deadline slip on the strategic thing, the urgent tactical demands of the moment take over, and strategic progress becomes a distant memory.
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ISPI Performance Digest
Colby Horton, Executive Vice President of Publishing, 469.420.2601
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Valerie Hunt, Assistant Executive Editor, 469.420.2690   
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Disclaimer: The articles that appear in Performance Digest are chosen from a variety of sources to reflect media coverage regarding human and organizational performance improvement. An article's inclusion in Performance Digest does not imply that the International Society for Performance Improvement (ISPI) endorses, supports, or verifies its contents or expressed opinions. Factual errors are the responsibility of the listed publication.

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