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HRDQ has been a leading resource for the training community for over forty years. Facilitators, coaches, consultants, organization development professionals, managers, supervisors and leaders; really anyone who shares our passion for soft-skills training and performance improvement can benefit from our products and services.


How to Encourage Greater Individual and Team Performance

Posted by on 11/28/2017 to Team Building
How to Encourage Greater Individual and Team Performance
Whenever HRDQ asks clients about their goals, we notice that one of the most frequent goal cited is being able to encourage greater individual and team performance. But as a trainer, how and where do you begin to accomplish this goal?

Conflict is everywhere. Here's what you can do about it.

Posted by on 8/8/2017 to Conflict
Conflict is everywhere. Here's what you can do about it.
Conflict is present in all aspects of our lives. A person’s personal, professional, and emotional health is greatly affected by how successfully they manage conflict. Some people thrive on it, while others shrink away. No matter what your individual tendencies are, you must understand them in order to interact successfully with others.

The Five Behaviors of Successful Change Leaders

Posted by on 11/23/2015 to Leadership
The Five Behaviors of Successful Change Leaders
If you believe change leadership is just for top execs, think again. In today’s world, even the way change initiatives are executed has been subjected to change. It’s true. What was once the role of senior management is now the day-to-day responsibility of individuals throughout the organization, from the C-level execs at the tip of the pyramid to the frontline employees at the base.

To Collaborate or Not to Collaborate. That is the Question.

Posted by on 10/26/2015 to Team Building
To Collaborate or Not to Collaborate. That is the Question.
There’s always been a lot of buzz about the benefits of collaboration. But before you assume collaboration is the best strategy for executing organizational goals and objectives, consider this: there’s a right way to collaborate and a wrong way to collaborate. And sometimes, collaboration is the wrong strategy altogether.