How to Support Your Employees Career Growth

A lack of career growth is one of the top reasons why employees quit their jobs. Employees are promised career growth during the hiring process, but unfortunately, a lot of companies are not really willing to discuss or help their employees. 


How career growth improves employee retention:

According to BetterUp, studies show that employees who don’t have a clear way to advance their career path will leave their company for a new job. This makes sense if you think about it — few people want to keep the same title and salary level for years on end.  


The fact is, employees are always learning new things on the job. They might even be working on career development on their own time. And if you don’t recognize their growth with promotions or other advancement opportunities, employees may begin to feel underappreciated.


So, what can you do to support your employees’ career growth? P2L’s Your Career course can help you and your employees achieve success together by helping them excel and carve their own career path. This will also keep employees engaged and motivated.


Course objectives:


  • Reflect on their identity—what’s important to them, what they are good at, and what they like to do. 
  • Explore their reputation—how others perceive them and the impact of their reputation on the work they are attracting. 
  • Identify actions for minimizing the disconnect between identity and reputation and maximizing alignment.
  • Obtain ideas for building a vibrant, mutually beneficial “career community.” 
  • Prepare for career disruptions—unintentional or intentional.
  • Clarify their career vision and identify actions for making it happen.


Your Career can be run in one session or three distinct chapters, depending on your organization’s specific needs.


What’s now

This is about understanding key aspects of who you are, how you’re perceived at work, and how the difference between the two affects your career development. This chapter explores: 

  • Identity: What’s important to you? What are you good at? What do you like to do?
  • Reputation: How do others answer those questions for you and what kind of work are you attracting? 
  • Alignment: How do you bridge the gap between identity and reputation?


What’s next

This is the acknowledgment that, to get to where you’re going, you have to have a vision, you have to have a plan, and you have to have the right people around you. This chapter explores: 

  • Career Community: The five roles that everyone needs in their network. 
  • Networking: What it is and what it’s not for the short and long term. 
  • A Plan: Identifying steps for reaching your vision.


What if

This supports preparedness for when the inevitable change (either good or bad) happens. This chapter explores: 

  • Career Storytelling: How to envision your future and action plans based on your toolbox of accumulated skills and experiences. 
  • Resilience: How to move forward from career disruptions. 
  • Buffers: Ideas for creating distance and gaining perspective.


Contact P2L today for any questions or inquiries about this course.

How to Improve Your Presentation Skills

Poor presentation can cost businesses time, money, and opportunities. Great presentations can help you make a sale, secure investments, or land large client accounts. Learning how to make a great presentation can be the key factor to achieve success.


According to Business News Daily, 1 in 25 people reported walking out on a presentation that lasted too long. Another 25% admitted to having been so uninterested in the material that they fell asleep. And 1 out of every 12 people were so unengaged by a business presentation that they spent time browsing a dating app.


So how can you improve your presentation skills?


  • Research

The first step is to research the topic you will be presenting. Gather all the information needed and interpret the data. Researching ensures that you know the topic very well and you are prepared for any questions they might ask


  • Organize

Organize all the information and data you gathered. Think about the different points you want to share and which examples will effectively support each point. Create an outline and present them in a way that will make sense to the audience. 


  • Delivery

The last step is the actual presentation. Now that you’ve done all your research and organized your thoughts, you’ll feel more confident and prepared to present. Don’t rush the presentation and focus on pronouncing each word clearly. 


Tips when making a presentation:


  • Minimize slide content

Include only the essential information and highlight the high impact words on your slides. By doing this, you can capture your audience’s attention and make sure they are engaged.


  • Adjust your presentation to your audience

Business presentations are a great opportunity to persuade your audience and show them your point of view. A strategy that helped a lot of leaders improve their presentation is to meet and greet their audience before starting their presentation. This will help you know them better and adjust your presentation according to their needs and interests.


  • Personalize

Appeal to your audience but don’t forget to personalize it. Be authentic, share personal stories or experiences, and put your emotions into it. People prefer authenticity and leaders they can relate to. When they don’t feel a connection to you and your presentation, they will immediately disengage.


The only way to get better at presenting is to practice. The more you do it, the less you’ll be nervous next time. You can learn and develop all the skills you’ll need when presenting with our Presenting Skills course. The next date for this course is on the 14th of November. Enroll now!

3 Reasons Why You Need to Upskill and Reskill Your Employees


The last two years changed the workplace and work culture drastically. Employees and employers had to adapt to sudden challenges brought on by the pandemic. 


According to TrainingMag 57 percent of U.S. workers want to update their skills, and 48 percent would consider switching jobs to do it. In addition, 71 percent of workers say job training and development increase their job satisfaction, and 61 percent say upskilling opportunities are an important reason to stay at their job. On top of all this, studies show that 94 percent of workers would stay at their company if their company invested in their careers.


Upskilling vs Reskilling



  • Refers to the process of teaching employees new, advanced skills to close talent gaps. The skills they acquire can also help them perform better in their current job role. According to a research done by LinkedIn,  94% of workers said they would choose to stay in their current job if their company invested in their career growth.



  • Refers to the process of acquiring new skills required to perform a completely different job role. Research shows that by 2025 more than half of all employees will require reskilling due to technological advancement

Why upskilling and reskilling matters more than ever


  1. Technology advancement

Technology has made many jobs obsolete. If businesses don’t invest in reskilling or upskilling their workers, they will quit, and in the end the company will lose top talent.

     2. Helps develop self-awareness

Through upskilling and reskilling, employees can discover their strengths and limitations. This will help them understand which areas need more focus and work. These programs can allow employees to track their progress. 

     3. Reduces turnover rate

Rehiring and severance fees can cost a lot. To avoid employees from quitting, invest in developing their skills and teach them new skills they can use to do their role better. This will help reduce employee turnover rate which can positively impact your company’s reputation.


An important factor to consider when upskilling or reskilling is to list all the current skills that your employees have and think about the skills they can develop to help not only you and your company, but also their career growth. 


Thinking of Upskilling and Reskilling your employees? P2L has a variety of courses available. From leadership development, employee engagement, to information technology, we can help you and your employees achieve success. Contact us today to get started.


Advantages of Using Augmented Reality in Business

Technology is changing the world rapidly. Organizations can use these changes to advance their goals more effectively, to promote and grow their business, to educate their employees in a more efficient manner, and to attract more clients. One of the latest technologies P2L has adopted as a new and exciting way of learning is Augmented Reality (AR).


What is Augmented Reality?


Investopedia defines Augmented reality (AR) as  an enhanced version of the real physical world that is achieved through the use of digital visual elements, sound, or other sensory stimuli and delivered via technology. Unlike virtual reality, which creates its own cyber environment, augmented reality adds to the existing world as it is.


If you’re wondering if your business could benefit from Augmented Reality, here are some reasons why most businesses should invest in Augmented Reality.

Advantages of using Augmented Reality

  • It creates a unique experience

Whether you’re using Augmented Reality for the first time or it is your 100th time trying it, it can always create a unique experience for users. It’s so easy to see and experience your surroundings in a new way without actually having to change them. 


  • It’s efficient for onboarding new employees

Using Augmented Reality makes it easier and more efficient to train employees. Training modules can be recorded while the employees follow along and practice tasks with minimal risk to workplace operations.


  • It saves you money

Companies spend a lot of time and money to see the final product only to end up with something they don’t actually like. With Augmented Reality, companies can create a digital sample to see what features will look like next to objects in the real world.


  • It boosts user engagement

Since the beginning of 2020 businesses have shifted to using AR to advertise and attract customers. Scannable product labels, interactive ads, store signage — these are some ways how AR can be used to boost user engagement.


  • It’s an effective marketing strategy

Augmented Reality allows customers to try and see how a product works before buying them. Customers will more likely come back and give the product a try because of their experience. This also attracts repetitive engagement since it’s fun and interactive.


Augmented Reality will continue to develop and expand in different business industries. It will be interesting to see its growth in the next ten years. Businesses should incorporate Augmented Reality as early as now to stay ahead of the competition. Contact P2L today if you want to learn more about Augmented Reality and how you can use it to grow your business. 


Manage Professional Growth

Indeed defines professional growth as gaining new experiences and skills to positively impact your current position and any role you are likely to pursue in your career. By expanding your skills and thinking ahead, you are preparing yourself to handle more responsibilities. Regardless of your position, there is always more to learn.


Here are some tips to advance your professional growth


  • Master your industry

Some work industries require a more in-depth knowledge and skills than other industries. By mastering those information and skills, you will be able to better communicate the issues your industry is facing.


Take time each week to read news and articles written about your field of work to ensure you are continuously growing. You can also join professional groups that target other professionals in your industry and attend lectures or seminars with them. Lastly, look for opportunities to apply the things you learned in your workplace.


  • Further your education

Whether your goal is to advance in your career at your current organization, transition to a new role elsewhere, or work in a brand new industry, furthering your education is one strategy that can help you get there. Continuing your education shows employers that you are a lifelong learner who values self-improvement and that you can always keep up with the changing demands in the industry.


  • Take performance review seriously

Performance reviews are an excellent way for employers to show employees where they are meeting expectations and where they may be falling short. For employees, they are also an incredibly effective way of making it known that you have goals for professional development. By letting your employer know about your goals you can work together to identify a plan of action that will allow you to get where you want to be.


  • Track your progress

Keeping track of your performance will ensure that you remain committed to your plan and allow you to improve your efforts if your progress begins to slow. It is also important to avoid self-doubt and frustration.


Doing the same thing day after day will not only stop you from learning and growing, but you might also begin to regress. To reverse this process, you have to challenge yourself and expose yourself to potentially uncomfortable or new situations that allow growth to take place. P2L’s Managing Professional Growth course equips leaders with a proven employee-manager conversation structure focused on increased engagement, development, and mutual success.

Coaching Conversations

Be An Adept Executive With Executive Coaching - A woman with ponytail is shaking hands with a man who is wearing a tie across a desk.


Coaching conversations help employees learn to take ownership of their challenges and be responsible for their own actions. Instead of directly answering them, ask them questions and allow them to come to their own conclusion when deciding.

Great Coaching Conversations: The 5 Cs.

According to Transformational Leadership, these 5 Cs sum up a great coaching conversation:

  • Clarity: Be clear in what needs to be communicated. Think of the specific changes that your employee will benefit from in the future?
  • Compassion:  Instill the mindset that feedback is a gift. Let them know that you’re on their team and working toward the goal of helping them reach their potential. Then, ask the employee what support they need to follow through on the coaching given.
  • Curiosity: Approach from a place of curiosity rather than judgment. Ask what could they have done better.
  • Confirmation: Acknowledge the emotion. Restate your understanding of what the employee said.
  • Commitment: Ask them the most important takeaways for them from this conversation, the new behaviors that they will practice, and determine follow-up actions


Here are the things you’ll learn after taking this course :


As a result of this workshop, participants will be able to:

  • Prioritize coaching as part of a leadership strategy
  • Identify and leverage the elements of the EC2 prompt: Explore, Collaborate, Commit
  • Explore the levels of listening and utilize mind-opening questions
  • Practice applying EC2 techniques through a coaching conversation

Coaching conversation is not about teaching, but learning and making your employees aware of their potential. Sincerely allotting time to coach can encourage employees, thus leading to new ways of thinking, innovative solutions, and valuable learning.


For more information about this course, please check this page from P2L.


Career Conversations

Climb Up The Ladder By Acing Career Conversations


Career conversations are exactly what they sound like—a conversation with someone about their career and their future. It is common for businesses and organizations to avoid or ignore career conversations due to a number of reasons. But career conversations are important to have with your employees since they’ll feel more secure with their job and they’ll have more certainty about their future goals.


How to prepare for a career conversation 

Here are some tips from SHRM on how leaders can prepare for a career conversation :


Prepare and anticipate the tough questions. There will always be some tough questions employees throw out. If managers don’t have immediate answers, postpone answering and suggest revisiting those issues later or try brainstorming answers with the employee. Commonly asked questions are :

  • Will my job be here tomorrow or in six months?”
  • What options do I have to be secure at work?”
  • How can I possibly achieve my career goals in this economy?”
  • What can I do to recover from mistakes I’ve made and repair my reputation?”
  • How can I talk about my accomplishments without sounding arrogant?”
  • How do I learn about other options in the organization without turning off my manager?”
  • How do I stay current with all the changes in this business? Who do I need to know? What do I need to do?”

Managers should place themselves in the shoes of their employees and anticipate their concerns. It’s more important to anticipate the questions than have all the answers. 

Follow a process to determine objectives. Here are five critical keys to opening an effective career conversation with an employee: Appreciate, Assess, Anticipate, Align and Accelerate.


  • Appreciate Uniqueness. Help employees recognize their unique talents, skills, abilities, personality traits, passion and accomplishments to make career choices that fit.
  • Assess Capabilities. Help employees discover their capabilities, build reputation and assess individual and team performance in order to build strong networks in their industry, organization, profession, job and personal life.
  • Anticipate. Help employees consider and anticipate trends in their industry, organization and profession, and how the trends will affect choices.
  • Align Aspirations. Help ensure that individuals see how their aspirations, talent, goals and passion are in “sync” with the mission, goals and strategies of the organization.
  • Accelerate Learning. Connect individuals to mentors, projects, and learning opportunities to help achieve their goals and support long-term organization strategies.


Ask Questions—Get Personal and Real. The best way to get to know an employee (and to help one understand himself or herself better) is to ask powerful questions.

Appropriate questions will prompt thinking and self-reflection. When a manager asks the right questions, employees realize that their manager is prepared. They know that their manager cares, which establishes confidence and trust.

Managers can’t give advice to employees on options if they don’t know the individual’s interests, skills, passion and aspirations. Together, they should thoroughly explore the questions “How am I unique?” and “How is the world of work changing?” Employees’ career choices must be related to the changes that can be predicted in their industry, profession and organization.


Plan How to Start a Conversation. If a conversation is started thoughtfully and with an objective in mind, managers will be amazed at the conversational journey they’ll have. Examples of starting questions:

  • What are my capabilities? What are the critical skills in the employees’ job, and how would they rate themselves? Choose three people who can rate their work; what feedback would they expect from them? What are some ways to get feedback about their reputation at work?
  • How can I accelerate my learning? How do they learn the best? What would they like to do to increase their skills? What is the perfect learning job? What training or learning program interests them? Who would they like as a mentor, and how can you, as their manager, help them get that support?


Tell the Truth—Engage Employees as Partners. If you don’t know the answer to a question, tell the employee the truth. Don’t pretend to know. Don’t make up stuff. Don’t make promises that can’t be kept. Turn a lack of knowledge into a joint exploration and shared experience. Talk about working together to get an answer. Have a discussion in which the two of you can figure out how best to answer difficult questions. Use these discussions to appreciate and honor your career.



Genuine and meaningful career development is made possible through effective, ongoing career conversations. When designed correctly, career conversations should promote insight and awareness into oneself and allow the exploration of future possibilities and opportunities. 


P2L’s Career Conversations course can help guide you in having a conversation with your employees. Contact P2L today.


Employee Survey


Employee Surveys are one of the most valuable yet underutilized market research methodologies available. They provide you with quantitative information and actionable clarity about how your organization is performing at every position.

Types of Employee Surveys:


  • Employee Engagement Survey: this measures how valued employees feel by your company and leadership. This is important if you want to reduce employee turnover.
  • Organizational Effectiveness Survey : this helps organizations improve their long-term effectiveness by gathering feedback from employees. 
  • 360 and Leadership Identification and Development : this survey provides extensive data on how well an employee is performing. 360 surveys can also help assess professionals in leadership roles. The goal of 360 leadership assessment is to provide leaders with insights into their performance, potential, and areas of improvement.
  • Onboarding Survey : this survey is given to newly hired employees. The employee evaluates their overall experience with the recruiting and onboarding process
  • Exit Interview Survey : this survey is used when an employee leaves your company. The results can be used to improve your company and the specific job responsibilities for the role that is being vacated.

Why conduct an Employee Survey?

  • Gives employees a voice. It is an opportunity to establish two-way communication and involve employees in the development process. Being actively involved and included in the planning process makes employees feel that their opinions are valued.
  • Measures employee engagement and satisfaction. Measuring employee engagement is important to understand whether your team is happy and satisfied with areas such as company culture, benefits, morale, and so on.
  • Understand which areas need improvement. After gathering data about employees’ satisfaction, you can now identify which areas need more improvement in your organization. 
  • Driver for change. With any market research project, it is important to use the results to establish some changes in the organization. Because the surveys are anonymous, employees can freely share their thoughts. Employee surveys are an excellent first step to change the culture in an organization.
  • Results can be used for marketing and recruitment. You can use the positive feedback to promote your business especially when hiring new employees. Job seekers will be more encouraged and motivated to apply when they know what they can expect from your business.


Continually surveying employees can give you a clear picture of where your company is and where you want to be. Leaders can create a plan of action to resolve any issues, as well as continue implementing whatever strategies are working well. 

Contact P2L today and we will help you conduct an employee survey for your company.

Stress Management

Boost Your Mental Health With Stress Management - a lady is covering her face with her hands while in front of her laptop


Stress is something we’ve all experienced. Believe it or not, some stress can be good for you. Good stress or eustress motivates you and it helps you grow outside your comfort zone. An example of good stress is when you get promoted at work. It can be overwhelming and daunting at first, but you will learn a lot with your new role and develop new skills. Another example of good stress is when you’re moving to a new house. All the packing, moving, and decorating can be quite stressful, but in the end, all your hard work will be worth it. 


The other kind of stress, distress, makes you unproductive and lose motivation to do anything. If you let this kind of stress consume you, it will not only affect you mentally, but also physically and emotionally.


Here are some ways on how to better manage stress :


  • Identify what’s causing your stress

Start by observing and writing down for a week the sources of your stress. Include a short detailed description of each situation. List down where you were when it happened, how it made you feel, and how you reacted to the situation. Some causes of stress can be obvious, such as uncertainty about the future or the threat of losing a job. In some cases, stress can be subtle but recurring. For people working at home, trying to find that balance to separate work from life or even a slow internet connection can cause stress. 

  • Apply the 4 A’s of stress management


Avoid unnecessary stress. Learn how to say “no.” Know your limits and set firm boundaries.. Whether in your personal or professional life, taking on more than you can handle will definitely cause you stress.



Alter the situation. Communicate clearly and let people know your expectations. Express your feelings instead of keeping quiet just to keep the peace. Remember to use “I” statements when addressing someone about how you feel. 

State your limitations in advance. For example, you can say, “I only have ten minutes to talk.”



Changing your standards and expectations of stressful situations can help you cope with stress. Adjust your standards. Perfectionism is a major source of avoidable stress. Stop setting yourself up for failure by demanding perfection. Set reasonable standards for yourself and others. 

Look at the big picture. Ask yourself how important it will be in the long run. Will it matter in a month? A year? Is it really worth getting upset over? If the answer is no, focus your energy elsewhere.



Accept the things you can change.

Many things in life are beyond our control, particularly the behavior of other people. Instead of stressing out over them, focus on the things you can control such as the way you choose to react to problems.

Forgive yourself or others. Let go of anger and resentments. Free yourself from negative energy by forgiving and moving on.

Connect with people. Talk to a trusted friend or make an appointment with a therapist.


  • Distraction

You may be thinking “why would I want to distract myself instead of solving my problems?” It’s actually not healthy to focus on your problems all the time. Give yourself a time during the day where you’ll think about solving your problems. Beyond that, allow your mind to rest and do things you love. Exercise, go for a walk, cook, bake, paint, read a book, play with your pet, or meet with your friends.


Stress is a normal reaction the body has when changes occur, resulting in physical, emotional and intellectual responses. Learn more on what you can do to manage your stress levels with our stress management course. Contact P2L today!


Google Cloud Big Data

architecting with google cloud

Big data is the massive amount of data available to organizations. Because of its volume and complexity it is not easily managed or analyzed by many business intelligence tools. Tools for big data can help with the volume of the data collected, the speed at which that data becomes available to an organization for analysis, and the complexity or varieties of that data.

Google Cloud Big Data and Machine Learning Fundamentals introduce participants to the capabilities of the Google Cloud Platform. Through a combination of presentations, demos, and hands-on labs, participants get an overview of the Google Cloud and a detailed view of the data processing and machine learning capabilities.

Target audience

  • Data analysts, Data scientists, Business analysts getting started with Google Cloud
  • Individuals responsible for designing pipelines and architectures for data processing, creating and maintaining machine learning and statistical models, querying datasets, visualizing query results and creating reports
  • Executives and IT decision makers evaluating Google Cloud for use by data scientists


Course Objectives

  • Identify the purpose and value of the key Big Data and Machine Learning products on Google Cloud
  • Use Cloud SQL and Cloud Dataproc to migrate existing MySQL and Hadoop/Pig/Spark/Hive workloads to Google Cloud
  • Employ BigQuery and Cloud Datalab to carry out interactive data analysis


Here are some Google Cloud Big Data Services :


Google Cloud BigQuery


BigQuery lets you store and query datasets holding massive amounts of data. The service uses a table structure, supports SQL, and integrates seamlessly with all GCP services. You can use BigQuery for both batch processing and streaming.


Google Cloud Dataflow


Dataflow offers serverless batch and stream processing. You can create your own management and analysis pipelines, and Dataflow will automatically manage your resources. The service can integrate with GCP services like BigQuery and third-party solutions like Apache Spark.


Google Cloud BigTable


Bigtable is a fully-managed NoSQL database service built to provide high performance for big data workloads. Bigtable runs on a low-latency storage stack, supports the open-source HBase API, and is available globally.




P2L offers a course on Google Cloud Big Data and Machine Learning Fundamentals. If you are interested in taking this course, please contact us here.