Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy

Factors HR managers need to consider when building corporate training programmes


Question 1)      In your experience, how has corporate training needs evolved? (Are they getting more/less important/popular, etc.) What is driving this trend? What types of training is becoming more popular and why?

Arthur: Skill is only a small part of what makes a valuable employee (14% to 22% according to a 1968 Stanford study). The key factors are attitude and the maintenance of the attitude. So basically, we are dealing with emotions and how they affect not only individual performance, but group performance. So in today’s society, there are drastic changes in how people get their emotional gratifications fulfilled. Mobile phones, texting, Facebook and other  social media has made it easier to gain a fast fix of emotional gratification unrelated to the job… PLUS, communication is so fast these days, that change is faster than ever… thus HR leaders now have new challenges: How to create a work environment that supports the success of its people and provide the emotional gratifications to support engagement and implementation of Change that is required!

So training Needs MUST have the emotional component, the flexibility for change and the processes to not only teach skills, but to identify the environmental factors that affect implementation of these skills.


Question 2) What are the different types of training that a HR manager should think about? (Professional, professional, skill-based, leadership, fun/social etc)

Describe what each one entails and why this is important in the holistic scheme of things. Give examples of each.

Arthur: Training, all training whether it is hard skill or soft skill, MUST have elements of a psychology foundation and how the learning affects and applies to Group Dynamics (most people do not work alone and their skills need to coordinate with others workers or department or even organizational objectives).

The other important factor in choosing training is that different people physically process information and the world around them differently. This means that if a training program is designed and/or delivered by a person who only looks at the training and concepts from his/her perspectives, and the delivery, materials and multimedia follow the same process, that there will be a discrepancy in learning from many of the participants… Training MUST take into account multiple brain communication processes in order to be effective across an entire group of participants.

The most effective training is multi-faceted with “experience” involving MUCH more than discussion or games with little relevance to the objectives. It MUST have implementation strategies and emotional connection to those strategies Throughout the training, not only at the end. Learning from the beginning of the training MUST connect to each learning  that is after it and be reinforced throughout the program. Research has proven Emotion supports memory and the more good OR bad feelings trainers can create to their learning, the easier it is to retain the information… attaching PERSONAL emotional gratification to the Implementation of each learning through a reflective process also affects implementation.

Peter Senge’s Learning Organization processes are one methodology that takes many of these into consideration as it develops people and their personal success through a group process. This process affects the working environment to be affected and thus leverage the training results.

Example: When an organization applies Senge’s 5th discipline, people come together as a unified force to affect organizational culture. Everyone (well almost) becomes involved and people unite toward being better in through their organization.

Implementation of 5th discipline initiatives has positively affected organizational culture in less than 1 year of implementation.

Directive Communication Group Dynamics Psychology is another discipline that is designed for Training (as mentioned above) as well as Organizational Development. It incorporates the Colored Brain psychometric model to make sure that all Brain Processors are included and maintains motivational psychology throughout the entire training process to improve implementation. Directive Communication has also developed a series of proprietary tools that build and reinforce learning and emotional connections to the learning for better retention and action. Also, since Directive Communication Psychology is an applied Group Dynamics methodology designed for Organizational Development, every learning and exercise is tied to the incorporation into a group setting to affect the overall working environment to leverage training results to affect organizational culture.

Example: After a Directive Communication based course such as the HERO’S WAY holistic leadership program (incorporating multiple facets and psychology of what is required to lead well in today’s society), leaders already have an implementable process they have created and are excited to apply it in their organizations to affect their department’s culture and effectiveness. The results are a unified group with a common purpose that is engaged. Leaders bring with them the Directive Communication tools and processes to support them. A 2007 study indicated that Directive Communication workshops got 42% more retention and 38% more implementation than other experiential based workshops.

Training Tools

DC Training Tools


Directive Communication has also been used in Culture Change initiatives that resulted in visible culture transformation in less than 80 days.


Question 3) When it comes to training, how can HR managers weight the benefits of in-house versus external vendors?

Arthur: To answer this, you must look at the commercial side of it. To create a public course, event organizers must make an enticing but generic program. Then they must charge enough to compensate for advertising and marketing as well as making a profit. So on a per person basis, it becomes very expensive. And then the is the “Being on the same page” factor. When you send 1 to 3 people to a public workshop, they come back with new ideas they want to try, if the trainer and training methodology were good, the participants are motivated… there is only one problem (ok two), no one else went to the training, no one else got the motivation and no one else is convinced, so the power of environment wins again and what could have been a great asset, becomes another cool idea that never got implemented because there were not enough people that bought into it. The second problem is that other people may have had Different Training and have very different ideas of what should be done, so often what happens is NOTHING gets done due to the politics and people just giving up because its too much hassle.

On the other hand if say 20 or 30 of your people (who have access to each other) attend the same class, they have a support group to make things happen, they can apply what they have learned and compare notes on progress, they can hold each other to objective related commitments. They speak the same language and have the same vision to improve personal and organizational success. And, depending of the type of training, they may be able to leverage the core methods to other training… saving time and effort in other disciplines. The DC360 System uses the core training methodology.


Question 4) What must HR managers keep in mind when developing a programme to ensure all levels of the organisation are looked after?

Arthur: HR is not only responsible for arranging training, but to promote training to their stakeholders. So, when HR partners with the marketing guys, there is a winning combination (unless of course the course provider provides this service). Most of the new staff will welcome training but the higher you go, the more training they have had and with their busy schedule, the last thing they want is the same old stuff regurgitated into a new title. They MUST have something NEW, something they have not learned and it must seem relevant to solving THEIR problems. Of course if the training program does meet the criteria, HR still needs to promote it and get them excited that, YES, This Training, IS the one that will SOLVE their Problems (ok, some of their problems)!


Question 5) What are the basic components (checklist) to consider when selecting courses and vendors?


o   MUST have the emotional component, the flexibility for change and the processes to not only teach skills, but to identify the environmental factors that affect implementation of these skills.

o   MUST have implementation strategies and emotional connection to those strategies Throughout the training, not only at the end.

o   MUST connect to each learning from the beginning to the end and reinforce it throughout the program.

o   Training methodologies or certifications MUST be accredited, you don’t want someone reading a book and calling themselves an expert. Organizations like the American Institute of Business Psychology and  Accrediting Council for Continuing Education & Training are independent bodies that assure organizations get what they are paying for.

o   They should have video testimonials of participants, written testimonials are often questionable but video is verifiable.


I will actually be doing a webinar regularly over the next few months giving more detail on these factors if you would like to link your audience to it… it is free:



686 thoughts on “Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

  1. I highly recommend the fifth discipline by peter sange , it an amazing book on how passive feedback and active feedback work for anybody in an organization and how it promotes organizational learning .

    It is very true as said by Arthur that any training let it be hard skill or soft skill should have a psychological approach or it may not have the impact on trainees, specially the group dynamism and colored brain theory

    At a time when the world is going through tough financial and economic situation, it is very essential for the corporate and the public sector look at trainings in a new approach, it is every trainers responsibility to take the charge of the situation and head on with training managers, it’s not about cost cutting that they should be worried about but savings a lot of savings and gains that a company will incur by adopting such approach.

  2. Employee training and development should begin with a training need analysis, i.e. TNA.

    The essentials of adult education would include the learning pathways, learning curriculum and outcomes, curriculum development, instructional development, and training providers.

    Learning must eventually lead to performance improvement.

    HR Managers should also look at Competency-based learning, which would include team building, effective leadership, effective communication, motivation, goal setting, and the other soft skills which I believe are entrenched in the DCI learning programs.

    Continuing education is important if you want to remain relevant and competent in your working career.


  3. Arthur, a great write up on the nuances and needs of trainings in any organisation. True to the explanation in the write up, DC Psychology is a complete solution to the Human Capital. The best part is that DC brings to fore the “Whole Brain Thinking Concept” that gets the subject a much deeper imprint in the sub-concious mind of an individual, and thus a better retention and imbibing.

  4. The efficacy of training programs has always been questions and some have just been a completion of a budgeted or a planned activity. Bringing in the emotional connect is what is missing out in most trainings.

    The ability of the trainer to be able to connect with each and every trainee is important. It is always important to spare some time at the begining of the session to identify individual trainees expectations and evaluate if it was fulfilled at the end.

    Most importantly, trainees or participants do have queries and the trainer politely requests that they shall be addressed at the end. Typically, it is better that response to such queries is provided immediately else, the person who has raised the questions stays in a distracted mode till the end. By closing time, the session either over-runs its scheduled time, the trainer wraps up and skips topics which could be of crucial importance and due to paucity of time, does not remember to respond to those pending queries. This is also emotional connect.

    Happy Learning!

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  49. Arthur Carmazzi is right by saying that it’s not the skill, attitude is and how that person maintains it. That line is powerful. This should be discussed in leadership development training around the world. Deserves to be shared!


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  53. The awareness level is critical. You don’t want to have meetings related to strategy and everyone shares the same opinions and thinks the same. This one is awesome from arthur Carmazzi

  54. We’ve got processes for making changes to the website, answering customer inquiries and even emergency procedures. Processes eliminate questions like, “How do we do X,” or “When do we do Y?” Having a process or set of processes in place gives your team the power to operate on their own and in the same manner that you would. The processes are what will allow your business to scale from one to five, and then 20 employees. Over time, we’ve seen our processes help us grow from 20 to 100 people.

  55. This is such a good article it is beneficial to enhance my corporate training knowledge. I will sure take note of this and will be looking forward to more of such as this articles. Thank you so much.

  56. It is either starts with WHY or HOW they are both helpful and useful in a very different way. Each and every company have their own and unique organizational culture. However, I found this blog of yours Sir Arthur very interesting and helpful so I’ll be going with “START WITH HOW”.

  57. It is very true as said by Arthur that any training let it be hard skill or soft skill should have a psychological approach or it may not have the impact on trainees, especially the group dynamism and colored brain theory.

  58. Learning must eventually lead to performance improvement. Employee training and development should begin with a training need analysis. The essentials of adult education would include the learning pathways, learning curriculum and outcomes, curriculum development, instructional development, and training providers.

  59. A standard process control can avert potentially costly mistakes for a company. For example, a steel pipe company can produce a great variety of steel pipes such as galvanized steel pipe or black steel pipe in a day and the specifications are also different one another. By the measure of process control, the sizes of steel pipe will be more precise which can avoid potential questions. Besides, process control requires a complete monitoring which can find problems in advance. The process control will allow a company change to fix problems early which will become a significant problem later. You are amazing as always Arthur Carmazzi.

  60. Considered as one of the core and important part of an organization is its training strategy. It is where you’ll introduce your company culture to the new employees and will be the key for them to embrace it. I am very grateful for this knowledge sir Arthur Carmazzi!

  61. I love what you’ve said about “Skill is only a small part of what makes a valuable employee”. I also believe that behavior, cooperation, attitude and being a team player is much needed in hiring an employee. People should know how to play with the team. You are so amazing as always Arthur Carmazzi.

  62. Training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the potential drawbacks, training and development provide both the company as a whole and the individual employees with benefits that make the cost and time a worthwhile investment.

  63. Very informative and very helpful tips to be considered by the HR managers or when it comes to the HR side that will help the organization’s culture to improve. You are amazing as always Sir Arthur Carmazzi!

  64. Your culture shapes the beliefs and, ultimately, the behavior of employees. Arthur Carmazzi Cultivating a mindset where employees not only have a strong desire to learn but also want to share their knowledge with others should start at the top, with leadership support, and permeate the organizational culture.

  65. Educate employees on the importance of training, and encourage them to seek opportunities to learn both formally and informally about organizational culture. Enable a culture of continuous learning and development.

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  67. That leadership development strategy sounds great Arthur Carmazzi, Unfortunately, many managers and organizations are stuck in a reactive model. They wait until they see problems with their employees and use those problems as the basis for establishing the need for training.

  68. Amazing guy always, Mr. Arthur Carmazzi, A great strategist also takes the time to teach strategy in the organizational culture. It requires a holistic approach

  69. Today’s managers and leaders are faced with the daunting task of trying to lead their leadership training through these rapidly changing times. They are faced with a number of tough questions: How do I ensure I have the right employees with the right skills?

  70. A holistic approach to learning and development starts with establishing a strategy that is clearly defined and understood. Invest the time in establishing a charter that covers all areas of learning and development, including scope of leadership training, who provides it, I believe Arthur Carmazzi have a training like this.

  71. A holistic approach to learning and leadership development starts with establishing a strategy that is clearly defined and understood. The strategy sets the mission and vision of Arthur Carmazzi.

  72. Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior

  73. Amazingly explained, arthur carmazzi. .
    Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction.

  74. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.

  75. Oh my such a wonderful intervew with arthur carmazzi, Changing a culture is a large-scale undertaking, and eventually all of the organizational tools for changing minds will need to be put in play.

  76. In general, the most fruitful success strategy is to begin with leadership tools, including a vision or story of the future, cement the change in place with management tools, such as role definitions, measurement and control systems, and use the pure power tools of coercion and punishments as a last resort, when all else fails.

  77. The awareness level is critical. You don’t want to have meetings related to strategy and everyone shares the same opinions and thinks the same. You want to drive discussions that force people to think outside of the box and see things from others’ perspective. Thanks Arthur Carmazzi

  78. I was able to bring in this mentality during our strategy creation process. This wasn’t necessarily new thinking to me, but the program reinforced this message and gave me the confidence to keep pushing this way of working.

  79. There are two types of organizational culture strategies that most corporations need to develop: education for new hires, and ongoing education for employees in each team, section, or division. Thanks, Arthur Carmazzi.

  80. With an increasing number of enterprises and organizations adopting leadership training or extending their existing online training programs, eLearning has now become an essential tool for business development.

  81. With Arthur Carazzi leadership training it shows people-oriented style, you focus on organizing, supporting, and developing your team members. This participatory style encourages good teamwork and creative collaboration

  82. Arthur Carmazzi’s corporate training is the strategy of providing leadership development, internal and external to your organization, with the skills and knowledge they need to be successful. By furthering their success, you are, in turn, facilitating the success of your business.

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  108. We’re a group of volunteers and opening a new scheme in our community. Great in focusing on changing company culture and leadership. Your site provided us with valuable information to work on. You’ve done an impressive job and our entire community will be grateful to you Arthur Carmazzi.

  109. I am writing to express my thanks to you for such a memorable and productive course. The quality of your course Mr. Arthir Carmazzi was very high and there were ample of opportunities to interact with you. I like this strategy the most. I like the leadership.

  110. I took an enormous out of this topic, as you say the challenge is to work hard , to optimize the value of the strategy. Again, thanks to you Arthur Carmazzi for the excellent manner in which you ran the program; it was stimulating, challenging but above all a real learning opportunity.

  111. Helpful information, Fortunate me I found your site inadvertently, and I’m amazed why this fortuitous event did not occurred ahead of time! I bookmarked it.

  112. Wonderful work! That is tһе type of informɑtion that shoᥙld be
    shared acros the net. I like how you emphasize about the leadership training. Ƭhanks again Arthur Carmazzi! =)

  113. Superb corporate training strategy. I’m looking forward for your next post, I will try to get the hang of it! Thanks a lot for sharing, Arthur Carmazzi.

  114. I’ve been waiting for a new article. Indeed, like what my friends told me, this is a good read. Worth of my time. Thanks Arthur…

    Feiling Tan from China

  115. What’s up to all, how is all, I think every one is getting more from this web site, and your views are good in support of new people. Thank you Arthur Carmazzi

  116. You are very intelligent. Yⲟu recognize this considerably ᴡith гegards t᧐ this topic, Your individual stuffs was excellent at alⅼ tіmes. Thank you Arthur Carmazzi.

  117. Everything is very open with a precise clarification of the issues. It was definitely informative. Your site is extremely helpful. Thanks for sharing Arthur Carmazzi!

  118. What i do not understood is if truth be told how you are not actually a lot more well-liked than you may be right now. You’re very intelligent. You understand thus significantly on the subject of this topic, made me for my part consider it from so many numerous angles. Your personal stuffs great Arthur. All the time deal with it up!

  119. Write more, thats all I have to say. Literally, it seems as though you relied on the video to make your point. You obviously know what youre talking about, why throw away your intelligence on just posting videos to your
    site when you could be giving us something informative to read? Thanks Arthur

  120. This is very simple and yet easy to understand because online training has become one of the easiest ways to improve knowledge in a good environment.

  121. Thanks Arthur Carmazzi. I found this very educational, I now see from this just how truly my life experiences and training have created me to be completely wired for this field.

  122. “Most of the new staff will welcome training but the higher you go, the more training they have had and with their busy schedule, the last thing they want is the same old stuff regurgitated into a new title.” This is the line that totally moved me. Great article. More of this Arthur Carmazzi!

  123. Wow, fantastic blog layout! How long you have been blogging for?
    you make blogging look easy. The overall look of your website is magnificent, as well as the content!
    Thank you Arthur Carmazzi!

  124. There are drastic changes in how people get their emotional gratifications fulfilled. Your article has a lot of things to learn. You should make more so that many would be inspired. This is the best and life changing corporate training I’ve ever read so far. Kudos Arthur!

  125. Finally found a blog about this, I’ve been searching for this for a long time! Thank you Arthur Carmazzi! I could finally provide some insights in regards to Corporate Training and on how to develop it.

  126. Amazing! This blog looks just like my old one!It’s on a entirely different topic but it has pretty much the same page layout and design. Outstanding choice of colors! Arthur Carmazzi

  127. Thank you Arthur Carmazzi, I have recently been looking for info about this subject for a while and yours is the greatest I have came upon so far.

  128. It’s amazing to pay a visit this site and reading the views of all colleagues on the topic
    of this article, while I am also eager of getting know-how.

  129. ‘It is rare to find a presenter who not only has expertise but who also models the strategies when presenting. The other rare qualities of Arthur Carmazzi were the humor that kept us interested and the humanity that inspired us. The training ultimately was about empowering us as individuals and help us improve personal and organizational culture.

  130. Fine way of explaining, and nice post to take data on the topic of my presentation focus, which
    i am going to convey in institution of higher education. Thanks Arthur

  131. Arthur Carmazzi has helped me become aware of the many facets of my new position which I will begin very soon. I have become aware of my role as a leader and that I will have to build and share leadership in the school.

  132. Hi, I really like your writing so much! percentage we keep
    in touch extra approximately your post on AOL? I need an expert in this house to solve my problem. Maybe that is
    you! Taking a look ahead to peer you, Arthur Carmazzi.

  133. Very helpful and informative article thank you Arthur Carmazzi for sharing your knowledge regarding this topic. It is a very extensive guide for HR training. Looking forward to more articles about leadership development and organizational culture.

  134. Hello, Mr. Arthur Carmazzi thank you for sharing your knowledge and ideas in this article it will be very beneficial to the company especially the HR department. You explain it very clear and precise. Looking forward to more articles about leadership and organizational culture.

  135. Hi Mr. Arthur Carmazziypur article is a big help to our HR department training. Looking forward to read more of your blogs especially about culture change.

  136. A very informative guide for HR training will help companies who train people for their HR department. Thanks, Mr. Arthur Carmazzi for sharing this info. I’m excited to read more of your article about leadership development.

  137. As a first time reader, I learned a lot from this article of yours Mr. Arthur Carmazzi I can follow this in our next HR training. I will definitely read more of your articles about leadership training.

  138. Very efficient information, Mr. Arthur Carmazzi explained the factors in choosing training very well. Hope to read more about corporate training and leadership development.

  139. Hi Mr. Arthur Carmazzi thank you for a very informative corporate training strategy. I agree with you that training must have emotional components for it to be efficient. Looking forward to more articles about leadership training.

  140. Wow amazing corporate training strategy! Mr. Arthur Carmazzi is very knowledgeable in giving his advice about this matter. I will definitely read more of your articles about leadership training.

  141. Thank you Mr. Carmazzi your explanations regarding the corporate training strategy are very precise. Thank you for sharing I hope to read more of your articles bout leadership development.

  142. Excellent article Mr. Arthur Carmazzi, you have a natural knack for writing and allowing it to flow with easy to comprehend points and all of it is spot on! I will definitely read your coming articles about leadership training and organizational culture.

  143. Impressive article Mr. Arthur Carmazzi. Especially the delivering point. The process you guide us is valuable according to the present scenario. Thank you for sharing this information with us! Hope to read more of your articles about leadership development.

  144. Thank you Mr. Arthur Carmazzi for the opportunity to learn. In terms of the organization of the article, training methods, and the discussions – the course illustrates an excellent example of modern education. Hope to read more articles about leadership development.

  145. The information shared by Mr. Arthur Carmazzi was very valuable for improving my professional qualifications. I will read other articles about leadership development. Thanks Mr. Carmazzi.

  146. This article was very useful and effective for me. I will use the knowledge gained in my work. Thank you Mr. Arthur Carmazzi for sharing your knowledge about corporate training strategy and leadership development.

  147. Very interesting article Mr. Arthur Carmazzi. I learned many new things that would add value to my day to day work. Good job! Looking forward to read more of your article about leadership.

  148. The article was very helpful. In addition to the great presentations of factors and basic components of the corporate training strategy. Thanks Mr. Arthur Carmazzi you are very knowledgeable in leadership training.

  149. I feel better equipped to manage after reading the article. This was my objective at the beginning. Thanks Mr. Arthur Carmazzi for the new knowledge about corporate training. hope to read your other articles about leadership development.

  150. Overall, I am very much satisfied with the whole article’s content and structure. Mr. Arthur Carmazzi is very brilliant in writing this article about corporate training strategy. Hope I can read more of your blogs about leadership development.

  151. I really appreciated the insight that was provided by Mr. Arthur Carmazzi about the corporate training strategy. Definitely read your articles about organizational culture.

  152. I love how Mr. Arthur Carmazzi explained the whole article. I will not wonder that he is an expert on Psychological applications to Leadership and Organisational Culture Enhancement and Development. Thanks a lot for the info.

  153. I agree with Mr. Arthur Carmazzi that HR managers need to consider when building corporate training because HR managers are one of the important people in a company. They contribute to the leadership development of a company.

  154. You have a great point Mr. Arthur Crmazzi I love the key factors that you give to develop a holistic corporate training strategy. It can help a lot with organizational development.

  155. I like how you write this article is was easy to follow and understand because you explained it very briefly. Hope to read more of your articles Mr. Arthur Carmazzi especially about organizational development.

  156. I love how Mr. Arthur Carmazzi wrote this article about corporate training strategy. He gives a lot of guides that readers can use in their field of work. I will definitely follow your future article about organizational development.

  157. Hello Mr. Arthur Carmazzi your article can contribute to a company to strengthening its performance, and achieve organizational goals. I will follow your next article about organizational culture.

  158. Nicely explained thanks Mr. Arthur Carmazzi. Your blog is full of information that helps a corporate to make optimum use of resources and strengths, to counterbalance weakness. Thanks a lot. Definitely read your blogs about leadership.

  159. I agree with Mr. Arthur Carmazzi. HR managers also have a big role in a company they are responsible for developing strategic solutions to employment-related matters that affect the organization’s ability to meet its productivity. Like your article so much. Looking forward for more articles about organizational culture.

  160. Wooww this article is amazing congratulation Mr. Arthur Carmazzi. Strategic training and development activities are essential for a workplace especially to the HR manager levels the workers will have higher morale and attendance, collaborate more effectively and be better prepared with the skills and expertise to do their assigned tasks well. This article is a big help in organizational development and culture.

  161. Interesting insights and tips from Mr. Arthur Carmazzi I can use this in my workplace to help my company for having high-performing employees. I read your articles about Organizational Culture and I love it.

  162. As a follower of your blog, I always learn from you Mr. Carmazzi your so kind to always share your knowledge to us. I will wait for your next blog about or organizational culture.

  163. This article is full of important tips and factors that I can use in my work and have better job satisfaction and are more likely to make our company succeed. Thank you Mr. Arthur Carmazzi I will definitely read your next articles about leadership.

  164. Good Day, Mr. Arthur Carmazzi! I’m a first-time reader all I can say is you are so knowledgeable in this subject especially about organizational culture and leadership. I will continue to read your future articles.

  165. This article has excellent content and Mr. Arthur Carmazzi is very knowledgeable in giving guide about corporate training. I always learn a lot about leadership training by reading his blogs.

  166. Factors about corporate training strategy that you gave are very useful and efficient. Mr. Arthur Carmazzi is very smart and kind for sharing this article with others. It helps a lot in leadership training.

  167. Hi Arthur Carmazzi your article about corporate training strategy is a big help to me because I am also an HR manager in our company it helps me become more effective and efficient in my work. Thanks a lot hope to read your next article about organizational culture.

  168. Corporate training is important to a company and to their respective HR managers. The factors given by Mr. Arthur Carmazzi teaches a new skill and updating employees on changes to company policy. It also teaches leadership development to the employees.

  169. I got the point of Arthur Carmazzi about the factors to consider in building corporate training programs. It will improve employee performance and increased innovation in new strategies. It will also help to promote organizational culture.

  170. Mr. Arthur Carmazzi impressed me on how he answers the question about Developing a Holistic Corporate Training Strategy. He is very expert in this subject that persuades me to read his articles about leadership development and organizational culture.

  171. Hi Mr. Carmazzi I like your article coz it promotes internal mobility through training that leads to a more engaged and loyal workforce. I already believe that you are an expert in Leadership and Organizational Culture Enhancement and Development.

  172. Employee and leadership development considered a strategic tool for an organization’s continuing growth. Employees want to work for a company that will upgrade their skills to keep them competitive with peers from other companies. That’s why I agree with the factors stated in this article by Arthur Carmazzi.

  173. Training programs contribute to employee development with the organization’s needs. I like the way Arthur Carmazzi enumerate the factors. This is additional to my knowledge about organizational development.

  174. Yes! Arthur Carmazzi got the point because corporate training and leadership development is beneficial for HR managers. It strengthens their skills and develops the weaknesses and turns them into strengths.

  175. The factors mentioned by Arthur Carmazzi can be a big help to the companies for their success. Corporate training would improve leadership development and managers’ ability to learn from a quickly changing environment.

  176. Hello Arthur Carmazzi I read your article and I like this one. I believe that considering the factors you gave can result in better customer service and enhances the leadership skills of employees.

  177. I’m Luan from the Philippines and my first time to search this blog of Mr. Arthur Carmazzi. This is a big help and enhances my knowledge in corporate training. Thanks

  178. Usually, I never comment on blogs but your article is so convincing that I never stop myself to say something about it. The interview educates HR managers. Keep it up, Mr. Arthur Carmazzi!

  179. Corporate training is beneficial for companies particular to HR managers. The increased stresses of today’s workplace can include misunderstandings and conflict. Training can people to get along in the workplace.

    Thank you for sharing this Mr. Carmazzi.

  180. Excellent article Mr. Arthur Carmazzi, you have a natural knack for writing and allowing it to flow with easy to comprehend points and all of it is spot on! I learned a lot about leadership development and organizational development.

  181. I agree with Arthur Carmazzi that HR leaders now have new challenges: How to create a work environment that supports the success of its people and provide the emotional gratifications to support engagement and implementation of Change that is required. An employee’s motivation to work is heavily influenced by his or her environment. Creating a positive work environment will yield far better results for the employees and the company. Like this article about organizational development.

  182. Hi,
    I agree with the point of Mr. Arthur Carmazzi that the key factors are attitude and the maintenance of the attitude in a group performance.
    When people have the right attitude they are both motivated and adaptable which makes them more open to learning new skills. With the right attitude and enough effort most new skills can be mastered quickly. It helps a lot to leadership development of a person.

  183. Hi,
    Thank you Arthur Carmazzi for giving the information.
    I will recommend this site to my cousin who is an HR manager in his company.
    It will enhance his leadership development.

  184. this is a big help because corporate training will develop the work performance of employees and establish their leadership development.
    I will follow your next article Arthur.

  185. Content of the article is very excellent. Mr. Arthur Carmazzi is very good at writing articles about leadership development and organizational culture.

  186. I appreciate the effort of Arthur Carmazzi in writing this article about leadership development.
    It contributes in developing the culture of teaching and learning.

  187. Hi I’m Mia Field and I want to thank you Arthur Carmazzi because your writings help me in developing my effectiveness as an employee and my ability in leadership.

  188. I agree with the message of Arthur Carmazzi.
    HR managers are important to involve in corporate training because the human resource system plays a crucial role in influencing the organizational culture within the business premises.

  189. This will help on the issues of HR management system in taking the responsibility of the ongoing employee and leadership development.
    You’re the best Mr Arthur Carmazzi.

  190. I enjoyed the article and learn many new things about leadership development – Mr. Arthur has blown me off the planet. It has helped me put into perspective how to get the best out of myself and just as important, understanding and working with my co-employees.

  191. The transition from an employee to a leader can be a tough task to accomplish. While moving up the ladder in your organization, it is essential that you have the skills to become a leader. These skills can be acquired through leadership development programs and training.
    This article can be a guide.

    Have a great day Arthur Carmazzi!

  192. A leaders must have effective communication because it contributes significantly to the success of a team.
    Possessing emotional intelligence allows HR managers to better understand and motivate people they supervise.
    Thank you Arthur for allowing us to understand leadership development.

  193. HR professionals consider training and developing employees their greatest staffing concern. They must be trained to develop their leadership skills.

    Have a nice day Arthur!

  194. Thank you for your article I am sure our HR staff will also be very enthusiastic to put your message into practice and used it as a guide for their leadership development.
    Awesome blog Arthur Carmazzi.

  195. Thank you Arthur Carmazzi for the knowledge, it was extremely insightful and has provided me with lots of areas in which I can focus on for improvement in my leadership development.

  196. The presentation on strategies for corporate training opened our eyes to the factors that we need to consider to develop the leadership skills of HR managers and the employees.
    Such a great blog! Thank you Arthur Carmazzi

  197. Very good article Arthur Carmazzi. Creating a better understanding of the company and its workers can able to achieve their professional goals and can bring more productively.

  198. Corporate training is very important for a business for many reasons. First of all it helps reduce any weak links within the company – as most employees have some weaknesses, by training program allows you to strengthen those skills that each employee needs to improve, it will bring all employees to a higher level, so they have similar skills. Thanks for awesome article Mr. Arthur Carmazzi.

  199. Wow, helpful article. Improving employees’ knowledge and understanding of the industry through HR managers can also boost their confidence, and push there to perform even better and think of new ideas that help them excel. Looking forward for more articles from Arthur Carmazzi.

  200. I agree with the point of Mr. Carmazzi. The basic strength of any enterprise is its employees or staff. If the employees of a particular organization are well-updated and if their skill is relevant to the industry, then nothing can beat that organization. In order to hone their skills and let them know about the latest trends, corporate training is really important.

  201. Thank you Arthur Carmazzi for your kindness in sharing this with us. Corporate training is incredibly important for a number of reasons. Perhaps one of the best reasons is that it empowers your employees and develop their leadership skills.

  202. Corporate training is important in keeping their employees updated with the current market scenario and importantly update their leadership skill set accordingly. Like your topic Mr. Arthur Carmazzi.

  203. Nice article Mr. Carmazzi. Corporate Training is the most profitable investment an organization can make. It is an important expense that will help secure your organization’s future and competitive advantage. It also contributes to the leadership development of HR managers.

  204. Arthur Carmazzi’s article gives inspiration because behind a successful organization, there is always a winning team of employees working together for the good of the company harmoniously.

  205. I agree with Arthur Carmazzi that when building corporate training programs it is important to consider the goal and vision of the company for the future and for the leadership growth of the employees.

  206. The purpose of Mr. Arthur Carmazzi in this strategy is to help the organization do a better job, ensure that employees are working together for the same goals, assess and adjust the organization’s direction in response to an ever-changing environment.
    Looking forward to more articles about leadership development.

  207. Hey Arthur Carmazzi, your article is very detailed and informative it will provide the necessary tool for the employees to complete their tasks successfully and give them additional knowledge about leadership. Thanks

  208. I believe that this will be the solution for HR management issues and problems. Good that Mr. Arthur Carmazzi shares this article about leadership development.

  209. HR management or department must be highly efficient because they play an important role in a company. The guide and factors to consider in their training listed by Arthur Carmazzi will create a positive difference in the workplace.
    Nice article about leadership.

  210. Like the point of Arthur Carmazzi in his article. Corporate training is a big competitive advantage for any business. It will not only help the employees in their career and leadership development but it will also have a big impact on the business in the long run.

  211. Continuous learning of the employees through corporate training is very significant because it is the bridge that takes us to the success of our business or organization. Thank you Arthur for lending us this important guide about leadership development.

  212. Continuous learning is beneficial for the company because they can gain objectively-minded employees who are engaged and productive. It also helps to enhance leadership skills of the employees. Thanks for the useful info Mr. Carmazzi.

  213. I think the goal of Arthur Carmazzi in this corporate training strategy is to give the employees the opportunity to develop the skills they need to move up within the organization and grow in their careers. I hope I can read the future articles of Arthur.

  214. The article has served as a catalyst for personal change in so many ways at work and outside work. It has opened my mind to many things and what I can be. Thank you Arthur Carmazzi for sharing this awesome article about leadership development.

  215. I found the article by Mr. Arthur Carmazzi very interesting. I found the leadership development topics to be one of the most practical, useful and challenging.

  216. Thank you Mr. Carmazzi you were able to motivate managers to achieve the best for themselves. You also give a chance to enhance their leadership skills.

  217. Most employers know the importance of this kind of training for the employees at different levels of authority within the company. They make sure that they get the appropriate training on a regular basis to keep productivity and motivation higher. Luckily, Arthur Carmazzi provides an efficient guide to leadership development.

  218. In recent times, the business forum has evolved a lot. New companies are being introduced every now and then; and, every company is striving hard for excellence. The basic strength of any enterprise is its employees or staff that’s why corporate training is very important to develop the growth of their leadership skills. Thank you very much Arthur Carmazzi for this amazing article.

  219. I’m always happy to read the articles of Mr. Arthur Carmazzi. It motivates and inspires me to enhance my leadership skills to be an efficient employee.

  220. Strategies are important in business or organization because it produces excellent work and enhances the leadership abilities of employees.
    Nice insights Mr. Arthur Carmazzi.

  221. Hi Arthur Carmazzi I wish you had a great day!

    I just want to say thank you for this new information and guide about corporate training strategies. I will use this to develop my leadership skill.

  222. Wow amazing insights on leadership it will lead to effective performance management that help HR managers and employees to be efficient to their work. Thank you Mr. Carmazzi for the info

  223. HR managers must be effective in their leadership roles since this department helps to develop a company’s strategy and handles the organization’s employee-centered activities. The factors given by Arthur is very helpful for its success.

  224. Human Resources is all about increasing employee performance to be good at their specialties. That’s why leadership development is essential for them. Thanks Arthur Carmazzi for the knowledge.

    God Bless!

  225. Nowadays corporate training is important to HR management to increase the engagement of employees and to enhance more leaders. Your the best Arthur Carmazzi.

  226. Arthur Carmazzi is really a leadership guru. He always gives information to employees about the expertise they need to fulfill their role and make an impact on your business.

  227. Human resources managers oversee the most important component of a successful business– a productive, thriving workforce. The factor in the article of Arthur Carmazzi will help them to be efficient.

  228. I impressed by how directive communication developed a series of proprietary tools that build and reinforce learning and emotional connections to the learning for better retention and action. It helps a lot of organizations. God Bless Arthur Carmazzi

  229. Human resources management is vital to any organization and this article is an excellent crash course to this very important field. Thank you Arthur Carmazzi for this guide.

  230. I agree with Mr. Arthur Carmazzi that communication nowadays is really fast and in order for an organization to operate properly and effectively, the people involved must be able to communicate properly with each other.

  231. Corporate training is one of the solution for many companies because nowadays organizations suffer from skills gap. Arthur Carmazzi is very intelligent in providing this information.

  232. Having basic leadership skills of HR management is a good first step to ensure greater productivity and better handling of people.
    I think this is the message of Arthur Carmazzi in his article.

  233. High-quality training like this helps to align corporate values and strategy. Arthur Carmazzi was so intelligent especially when it come to leadership.

  234. I got the point of Mr. Arthur Carmazzi. Training is a learning process that pursues a comparatively permanent leadership development of individuals’ knowledge which enables them to increase their effectiveness in implementing their tasks.

  235. The scope of the article by Arthur Carmazzi was very beneficial because it’s advancing the employees’ knowledge, individual leadership skills used in performing their duties.

  236. I’m glad that Mr. Arthur Carmazzi talks about corporate training. Nowadays it is a very significant aspect of the success and well-being of every organization. Love the topic about leadership.

  237. With the nature of business competition in the modern world, which is changing rapidly, corporate training is now mandatory to equip employees with vast knowledge so as to be able to adapt to diverse business situations. Mr. Arthur Carmazzi is such a great leadership guru.

  238. Management and human resource departments play a huge role in determining the success level achieved by an organization that’s why corporate training strategy is very important to develop their leadership skills.
    Thank you Arthur.

  239. I agree with the corporate training strategy of Arthur Caermazzi because HR management role is to improve the organizational effectiveness by providing leadership knowledge.

  240. In this competitive world where nothing is static, every day an innovation comes into the market. This made the organization to be dynamic in their business process and keep on implementing the changes so that they will be competitive in the market. Thanks Arthur for this article.

  241. Employees feel confident in gaining leadership skills. Training helps the employees to perform tasks easily and also they can innovate new strategies to execute the task. This builds some level of satisfaction in employees. Great insights Mr. Carmazzi.

  242. Once the employee gets the desired skills required for the task to execute. Their weakness will turn into their strengths and they get the better understanding what and how to execute with better ideas. This is one fo the benefit of this article. Nice Arthur Carmazzi.

  243. Hi Arthur Carmazzi, this was an extremely informative, enjoyable and above all valuable leadership article and I look forward to putting some of the strategies I’ve learned today into practice. Thank you.

  244. Thanks so much Arthur for your article. I can honestly say that putting your tips on leadership into practice made me feel more confident, helped me to get more positive feedback on my work.

  245. Nice article because training is a very important aspect when it comes to building on the leadership skills of a company’s employee’s in order to improve the organizations’ performance. Love it so much thanks Arthur Carmazzi.

  246. The world is changing very fast. New technologies are replacing traditional work methods with a new form of work technique which requires a new type of skills that’s why corporate training is very important. Nice article about Mr. Carmazzi.

  247. HR managers play a vital role in organization performance that’s why it is important for them to be knowledgeable in leadership.
    Very good article Mr. Arthur Carmazzi.

  248. Corporate training is one of the best motivation, companies can develop individual employees and can broaden their leadership knowledge and become more valuable in their job. Very efficient article Mr. Carmazzi.

  249. The article that was written by Mr. Arthur Carmazzi lead to the success of any organization. Leadership motivate employees to be good in their work.

  250. Human Resource Manager is responsible for the development of staff that’s why training is very important for them to develop their leadership skills. Very brillant guide Mr. Arthur Carmazzi.

  251. Training and development are one of the key functions of HR management to develop additional competency and leadership skills of the employees. Thank you for this great article Mr. Arthur Carmazzi.

  252. Hello Arthur Carmazzi,
    Thanks for sharing an informative article with us!
    It would be helpful in the leadership development of managers and recruiters.

  253. Training also helps employees in building up their personalities at the same time as, improving their progress towards the actualization of their full potentials. Thank you for your insight in this matter Mr. Arthur Carmazzi.

  254. Hello Arthur Carmazzi!! You create a very efficient guide for HR managers since they inspire the employees for the accomplishment of organizational goals. They build up competencies and ethical standards.

  255. I would say overall the article of Arthur Camrazzi was excellent! Very informative, well-structured format and one of the best articles about leadership and organizational culture.

  256. I’m not surprised that the articles of Arthur Carmazzi have positive feedbacks because of the important knowledge he shared about organizational and leadership development.

  257. In my experience, good leadership begins with HR. As a department, they have a key role to play in helping the organization to avoid situation where leadership styles are alienating employees and are counterproductive. Thank you Arthur Carmazzi for sharing this important detail.

  258. Yes, I agree with the point of Arthur Carmazzi it will increase the chance of HR managers to be successful in their goals. Leadership is important for the HR manager to influence their organization.

  259. HR managers should not stop learning because it will help them to better manage and support their team. Thank you Arthur Carmazzi for giving them additional leadership knowledge.

  260. The articles of Arthur Carmazzi are always worth to read. Putting this knowledge into practice can serve to encourage the growth and leadership development of not only your HR management but also of the larger workforce.

  261. Hi Arthur Carmazzi your insights were amazing. Effective communication is very essential for HR managers coz with outstanding communication skills you can help your workforce to understand better their roles in driving organizational results and motivate them toward peak performance.

  262. Great HR leaders understand their organization’s strategy and vision. This helps the leader develop the competencies needed for each description, which is part of the performance management process. Good job Mr. Arthur Carmazzi.

  263. Mr. Carmazzi is very smart in answering the questions in his interview. He provides some solutions for HR management issues and shares guides to develop leadership skills.

  264. Hi Mr. Arthur Carmazzi I truly agree with your article. Leadership skill is very essential for HR managers because it will help the organization to be successful in its goal.

  265. I appreciate how Arthur Carmazzi delivers the purpose of the article to the readers. It’s easy for me to understand the content of leadership development.

  266. Yeah! Corporate training strategy for HR managers is important because one of their roles is to make sure their company has the right people in the right leadership role. I like the insight of Arthur Carmazzi in his article.

  267. I believe in this article by Arthur Carmazzi coz HR manager has a significant impact on empowering leaders to use their skills to support the organization’s success.

  268. As HR professional we create a positive impact on our organization’s success by looking at areas of development and inspiring them to improve their leadership skills. Thanks Arthur Carmazzi for giving us this kind of tips for us to be more effective in our job.

  269. I agree with the answer of Arthur Carmazzi in question number 4. HR managers must keep the training exciting and must seem relevant in solving the problem of the employees.

  270. Good leadership begins with HR because as a department they have the key role to play in helping the organization to avoid a situation where leadership style is alienating employees and are counterproductive.

  271. Hr manager performs leadership by providing direction to the employee through proper guidance and counseling. Thank you Arthur Carmazzi for this very informative article.

  272. Thank you Arthur Carmazzi for giving this guide about the things to consider in HR corporate training because they play a vital role in leadership development in an organization.

  273. It’s really essential that HR look closely at how leaders in the business can be effectively trained and developed into the best leader they can be. Love this article. Thanks Arthur Carmazzi

  274. Hello Arthur Carmazzi your point is very good. HR needs to be across these strategies to help document them, encourage employee buy-in and support leaders in achieving positive business outcomes.

  275. I like the idea of Arthur Carmazzi about this matter. Developing effective and dynamic leadership provides an opportunity for HR to transition from only being administrative and functional departments to being proactive business partners that really make a difference within an organization.

  276. I always follow this site of Arthur Carmazzi because every time I read his articles it gives me a lot of knowledge that I need to learn about leadership and organizational culture.

  277. The organization will be effective and healthy when HR will be successful in developing a strong leadership model. I hope Mr. Arthur Carmazzi wrote more articles like this one.

  278. I agree with the point of Arthur Carmazzi. It is important for HR managers to communicate effectively for them to teach others how they can develop their leadership skills.

  279. HR managers must be trained to improve their leadership ability to leverage their role. Thank you Arthur Carmazzi for giving attention to this matter.

  280. Very admirable insight. Leadership Development for HR professionals focuses on the unique context and needs of leading growth a strategic human resources function. Great work Arthur Carmazzi

  281. Training for HR managers is very important for them especially their tasks and duties are recognizing and training leaders within an organization. Arthur Carmazzi has great knowledge on this subject.

  282. Most people aren’t born leaders their leadership qualities pile up and form in the process of their entire life/career. That’s why I think training is a very important stage in forming a leader like the HR managers. Mr. Arthur Carmazzi amazed me buy his knowledge.

  283. I feel grateful while reading the article by Arthur Carmazzi. Training is important for HR managers because it can lead to high performance and valuable contribution on the organization.

  284. Arthur Carmazzi is very intelligent in writing and explaining the factors need to consider when building corporate training programs. It will help a lot in developing the leadership skills of the employees.

  285. Leadership training and development need good HR management; appropriate expertise is needed to maintain the practices. For the productive future, appropriate skills are required, to understand how important training or improving job performances are. This article by Arthur Carmazzi is very applicable to this program.

  286. HR managers often influence others to accomplish an objective and direct the organization to make it cohesive and coherent.
    Thank you Arthur Carmazzi for teaching us regarding leadership.

  287. This excellent website certainly has all of the information I wanted about HR managers and the factors that need to consider in building a corporate training program. Thank you so much Mr. Arthur Carmazzi for sharing.

  288. Very good article. It will make sure that the human resources employees are fully engaged, work collaboratively and possess a deep
    understanding of the organization and the drivers that create value. I thank Arthur Carmazzi for this

  289. Arthur Carmazzi has a very valuable idea about leadership. Continuous professional development for HR aimed at attracting, developing and retaining competent staff in the HR area by focusing on individual learning needs within a framework of improved management practices.

  290. Leadership is very important for HR managers because they handle people with different characteristics and attitudes towards their jobs. The article of Arthur Carmazzi can be their guide.

  291. The responsibility of HR is to care for a company as a whole. HR professionals steward their function well by cultivating the best possible relationships and opportunities for both employer and employee. This requires an entirely people-centered approach to leadership, and this approach in return creates people-centered leaders. Thank you for the info Mr. Arthur Carmazzi.

  292. The HR manager’s training has a huge impact on the organization’s growth that’s why corporate training is important for them. Thank you Arthur for the brilliant idea.

  293. Highly effective HR leaders are strong communicators and influencers. They are able to provide guidance on a range of HR issues and influence new ways of doing things to improve the organization’s operations. Leadership skills are very essential for this profession. Very good job Arthur Carmazzi.

  294. Hi Arthur Carmazzi you have an amazing idea. Leadership development is one of the top priorities for Human Resource leaders globally because it helps them to become successful.

  295. I agree that training needs must have the emotional component to effectively teach those skills. I admire the insight of Arthur Carmazzi in leadership development.