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Blanka Lasic
OD Consultant, MIndist, Croatia
Blanka Lasic is an organisational development expert with 15 years' experience. She has a wide knowledge in HRM and people development. Her greatest passion is working with individuals and organizations and leading them toward growth.
Tricky workplace situation handled
By this mentor in various human skills
1
- In my experience companies often seek skills in regard to emotional intelligence. Being assertive, having growth mindset, showing empathy and enthusiasm, analytical, seeing bigger picture, being active listener.
2
- Internal trainer and facilitator is the job. So, I am looking at skills that are people-oriented such as assessing training needs, creating training content, delivering methods, providing feedback, handling bad situations, working with managers...
- What was your best training experience and why? Tell me in steps how you assess training needs and with whom? How do you know your training contributed to business results? How do you provide feedback when having not engaged group?
3
- Tell me about the time when you made a mistake with handling hard participant on training? Excellent response: it was some of my first trainings and in group there were some hard and negative participants. They were obstructing training whole time and showing disrespect towards me and the rest of the group. So, I wanted to handle that and make them realise how they impact on everything. At the end I realised I have put focus on three participants that were not onboard and that what ever I did would not make difference at that time. I totaly neglect all other participants that were engaged, positive and willing to learn. I realised I have to learn more about group dynamics and hard people. Good response: Well I have had some hard participants and made mistakes with them. I went through all training and found my gaps and learned what I missed. Average response: Dont remember details about that time but for sure I learn after every training and grow. Poor: I realy hate when people obstruct me and dont want to learn. But I have to do my job so I just ignore them.
4
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- This is specific skills so I would propose exercises of writing structure and unstructured interviews, providing knowledge how to align interview with organisational and job needs and also having some role plays for both types of interviews.
5
- It was informal, atmosphere was positive and warm and candidate was really open and relaxed. However, all open ended questions were asked all other candidates. But individual sub-questions were tailor made during discussion.
- Preparation upfront with close and open ended questions with clear criterias of how to choose candidate and what questions are mostly important.
6
- I am a freelancer and working alone so I cannot answer from my firm's perspective. But I see positive changes about this topic in working with my clients and also areas to go deeper and wider. Some beliefs are not helpful in their business such as negative beliefs about young people abilities or beliefs that ladies are too soft leaders.
7
- Firstly go with internal actions such as building awareness and knowledge about the topic. Engaging all employees in process such as recommendations. Secondly living diversity and inclusion culture in order to have strong and honest impact externaly. Having some external events about the topic where candidate pool can be made. Mapping candidate experience journey and including that topic as well.
8
- To overcome bias we need to know who we are and what are our beliefs of something or someone. So I would probably have some meaningful dialog with elements of coaching if it`s needed. I would also very openly share some of my past unconcious bias moments and tell them what I learned from that situations and from where inside of me did that come from.
