Best Practices for Knowledge Mgmt & Onboarding

Don’t Miss This Exciting FREE Webinar –

Best Practices for Onboarding Your Technical Talent

Did you know that 69% of employees are more likely to stay with a company for three years if they experienced great onboarding*? And, that 20% of employee turnover happens in the first 45 days from hire*? Discover the difference a successful onboarding program makes!


Join Omnikron Systems Inc. and Guest Presenter Bobbi Payne on January 30th, 2018 and in just one information-rich hour, learn how to leverage automated onboarding tools – including ServiceNow’s Knowledge Portal and Visual Taskboard – to develop and deliver an onboarding program that sets new hires up for success from the very first day.

For new hires, accepting the offer is just the beginning. When reporting for a new position in a new organization, they want to feel welcomed, not overwhelmed, or worse, ignored. This webinar covers tools, practices and procedures used by successful companies to create a positive, rewarding experience throughout the first days, weeks and months. A successful onboarding process leads to increased job satisfaction, greater employee retention and a sense of corporate belonging and engagement.

  • DATE: January 30th, 2018
  • TIME: 9:00 a.m. PST [11:00 a.m. CST, 12:00 p.m. EST]

Registration is Free, but the VIRTUAL Seats are Limited!                                                      


About the Presenter: 

Presenter Bobbi Payne has more than twenty years of experience in corporate training, sales and operations. She has used her on-boarding expertise to guide organizations through the new hire process from start to finish, and she knows exactly what it takes to give employees the best start possible in their new positions. Bobbi is a true leader who has worked across a variety of industries including tech, finance, healthcare and more. She focuses on helping others reach their potential through workforce management, staff development, corporate training design, guidance and mentorship.

On January 30th, 2018 @ 9:00 a.m. PST, webinar attendees will have a chance to join Bobbi Payne and cover how to:

  • Engage, support and serve your new hires from the get-go
  • Create a seamless flow of information, expectations and activities
  • Deliver a personalized, automated, consumerized employee experience
  • Utilize visual task boards for clarity – Day 1, Week 1, Month 1 and beyond
  • Develop a step-by-step process for creating a positive employee experience


Omnikron is thrilled to produce the 2nd webinar of 2018 with Bobbi Payne all about successful onboarding practices.

Interested parties may register here: Registration for this event is free with only 100 seats available on a first come, first serve basis.

* Source: Lessonly, 2014

5 Challenges to Leadership Effectiveness

Post originally seen on the Association for Talent Development website, by Omnikron President, Robin Borough. 

As a business mentor and leadership coach, I’ve had the opportunity to guide leaders through a fair share of leadership challenges. In the Leadership Elevation Framework, introduced in a previous blog, we talked about Omnikron’s Learning Lifecycle, which lays out a clear learning pathway to advanced leadership skills. Through the Learning Lifecycle and the Leadership Elevation Framework, Omnikron has helped leaders identify and overcome challenges like these.


Leaders and their teams often reach a point where it’s easier to continue along the path of least resistance than it is to push forward towards growth and innovation. This “if it ain’t broke” mentality leads to lackluster performance, stagnant productivity, and a reluctance to successfully compete for new contracts, customers, and resources. It seems easier to rest comfortably on a plateau than it is to keep driving upwards, but that’s exactly what leaders must do to break through the barriers of status quo thinking.

To overcome complacency, leaders and their teams must engage in learning new concepts and skills. It’s only through continuous learning that complacency can be replaced with motivation, creativity and excitement.


Many leaders lack the ability to truly delegate effectively. This creates a culture of micromanagement that stifles independent thinking, crushes creativity, and leaves leaders too focused on the short-term. They may practice small-picture thinking when, as their organization’s thought leaders, they should be going big.

The Leadership Elevation Framework teaches leaders to relate active learning to the bigger picture, and empower their people to learn, think, and act for themselves. All of which naturally benefits the organization!

Lack of Problem-Solving and Negotiation Skills

Problem-solving and negotiation are essential skills that leaders, teams, and individuals should master regardless of the sector, type or size of their organization. However, these skills are not typically taught in a way that enables true understanding, successful application, and positive outcomes.

The training and coursework Omnikron has developed in these areas is gleaned from actual techniques used by FBI negotiators and hostage crisis experts. Once leaders and their teams master these specific skills, they become expert negotiators—ready to deploy the strategies they’ve learned in any business (or personal!) situation.

Assumed Collaboration Through Osmosis

True collaboration doesn’t just happen. It takes a host of communication and negotiation skills to create and support a collaborative work environment between leaders, teams, business units, silos, globally distributed groups, and so forth. Unfortunately, many leaders assume that people will successfully collaborate on projects just because they are asked to work together—what we’ve termed “collaboration through osmosis.”

The truth, though, is that collaboration takes hard work from everyone involved, as well as specific learned skills in areas like communication, negotiation, change management, project management, Scrum DevOps, agile service, and much more.

Innovation for Innovation’s Sake

Many leaders make the mistake of creating a culture of innovation for innovation’s sake, when the goal should really be innovation for elevation’s sake. When leaders push innovation first and foremost, they are throwing their people into an “innovate first/assess later” mindset. This invariably leads to failure and frustration, as innovative ideas coupled with ineffective, superficial collaboration and non-existent negotiation skills can quickly spiral wildly out of control.

To reach the stage of effective innovation, leaders and their people must first master problem solving, collaboration, negotiation, and strong leadership skills. Finally, should they turn to innovation when teams are working together cohesively and are ready for the disruptions innovation inevitably brings to the table.

The challenges described here are common among leaders, and overcoming them can be frustrating and time-consuming without a cohesive plan of action. The Leadership Elevation Framework and the Leadership Learning Lifecycle were developed by Omnikron to give leaders and potential leaders a pathway to excellence.

How to Solve Wicked Problems with Contests

Companies are using contests to engage stakeholders and employees, promote greater awareness and solve their toughest problems. HeroX is the leading corporate challenge/contest company, and CEO Christian Cotichini delivers a fascinating webinar to Omnikron Systems Inc.’s clients, prospects and colleagues.

Omnikron Systems, Inc. is proud to partner with HeroX to present a fascinating webinar on January 16, 2018 that delves into the reality of crowdsourced contests. These corporate contests are an exciting way for organizations of any size to use the power of the crowd to solve a variety of large and small problems while generating awareness, engagement, media attention and positive exposure. In this new webinar produced by Omnikron, HeroX co-founder and CEO Christian Cotichini explains how crowdsourced challenges work, how companies benefit, and how easy it is to get started with the HeroX challenge model.

Date:  January 16, 2018

Time:  11:30am PST / 1:30pm CST / 2:30pm EST

Registration is Free, but the VIRTUAL Seats are Limited.  RSVP Here:  

Some background on corporate challenges and incentive prizes:

On October 21, 2004, Scaled Composites’ SpaceShipOne reached the edge of space, an altitude of 100km, becoming the first privately built spacecraft to perform this feat, twice within two weeks. In so doing, they won the $10 million Ansari XPRIZE, ushering in a new era of commercial space exploration and applications. It was the inaugural incentive prize competition of the XPRIZE Foundation, which has gone on to create an incredible array of incentive prizes to solve the world’s Grand Challenges — ocean health, literacy, space exploration, among many others.

HeroX was co-founded in 2013 by XPRIZE founder Peter Diamandis, challenge designer Emily Fowler and entrepreneur Christian Cotichini as a means to democratize the innovation model of XPRIZE.

Today, HeroX is the world’s premier crowd-based challenge company. HeroX helps organizations use crowdsourcing, competition and collaboration to drive social innovation through contests and challenges.


  • On January 16, 2018, at 11:30am PST, webinar attendees will have a chance to join Christian Cotichini, HeroX CEO, and discover exactly how the power of the crowd works to solve problems, create positive awareness and media buzz, while promoting engagement, innovation and creativity. Registration for this event is free with only 100 seats available on a first come, first serve basis.
  • Interested parties may register here: Registration URL:

HeroX is one of the most amazing organizations we’ve worked with!  So excited to start 2018 off with them.  They have really streamlined the process for creating challenges that spark creativity, encourage participation from a wide variety of individuals and teams, and garner positive press and attention. We look forward to sharing the HeroX challenge model with our clients and seeing what kinds of challenges and incentives they come up with in 2018!

Learn more at


The Learning Life Cycle Creates a Pathway to Leadership

Post originally seen on the Association for Talent Development website, by Omnikron President, Robin Borough. 

Daniel Pink, bestselling author of Drive, A Whole New Mind, and To Sell Is Human has said, “Human beings have an inherent tendency to seek out novelty and challenges, to extend and exercise their capacities, to explore, and to learn.”

After 35 years of experience including hands-on career counseling, executive mentoring, and high-level training in the IT and IT Infrastructure Library spaces, I’ve seen various leadership initiatives repeatedly lead to unsatisfactory results. Working with numerous leadership experts and training specialists, our team at Omnikron Systems has developed the Learning Lifecycle for leaders, which in turn follows a natural progression of leadership training methodologies that we call the Leadership Elevation Framework.

The five-part Leadership Learning Lifecycle supports leaders and their desire to learn. It enables them to analyze their own strengths, areas of improvement and knowledge gaps, while doing the same for those they lead. Let’s take a closer look at each phase.


The lifecycle starts with the Yearn phase. At this stage, leaders yearn to accomplish more, solve problems, and fill knowledge gaps. In other words, leaders are not comfortable sitting back and accepting the status quo. During this phase, it’s also up to leaders to strike the “yearn” spark in their people. Interestingly enough, my real-world observations have shown that a large majority of people in today’s business population do not even make it to this stage.


After identifying the problems, gaps, or challenges they need to address, leaders are ready to learn—and this part of the lifecycle is always exciting and stimulating. During the Learn phase, leaders gain skills and knowledge, as well as badges, certification, and pride in their (and their teams’) accomplishments. Problem solving, decision making, negotiation, and change management skills and expertise are just some of the areas leaders master during this stage.


“Turn” refers to that point at which a challenge or leadership issue reaches its natural turning point. This is when things start to get a little tougher. A critical component of the Turn phase is the leader’s role as champion. The newly developed skills, tools, and strategies mastered during the Learn phase will enable leaders to reach back and pull their teams smoothly through the turn.


When leaders and their teams successfully make the turn and hang tough to solve problems, overcome challenges, or accomplish difficult goals, the payoff is what they “earn.” At first, the Earn phase refers to monetary gains, but leaders and their teams who reach this level of accomplishment also earn credibility, confidence, and competence. This stage is a representation of the energy, effort, and time they have dedicated to learning. But if not managed, it can also create an elitist, as well as stagnant and stale, mindset. Recognizing and overcoming this potential problem brings true leaders to the beginning of the Burn phase.


Organizations tend to lose another percentage of their leaders during the Burn phase of the lifecycle. That’s because people tend to become complacent, settled, and comfortable after they achieve their goals and the high energy and intensity of the previous cycles has dissipated. Leaders in the midst of the Burn phase must recognize that even though it’s more comfortable to stay in a perpetual Earn phase, they must actively burn off the status quo (such as a degree, position, promotion, or fame) and prepare for a new stage of yearning.

Indeed, the Burn phase is an important part of the lifecycle, as it pushes people to let go of old victories and accomplishments in preparation for new challenges and learning opportunities. People do not progress naturally from Earn to Yearn, there always needs to be a Burn phase.

The cycle can start again as leaders yearn to find solutions, learn new skills, and follow the rest of the pathway to mastery and team building. What’s more, it’s important that leaders recognize which cycle they are in at any given time, so that they can calibrate their workforces and employ different motivational measures.

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What a terrific way to say THANK YOU to your loyal team, Increase Staff Engagement and continue Building up your Talent and Leadership Pipeline. Omnikron’s dynamic training programs help professionals learn at the pace of technology.  We want as many companies as possible have access to our World Class Leadership and Technical Training Offerings.

Through December 31st, Omnikron will work with any team, any size – YES, any size from 10 employees to 10,000 to lock in a 45% Full Year Discount in 2018 on all the training courses offered below.   A small 2017 financial commitment secures your savings.  This unprecedented offer will save your company $10,000 to $100,000 in 2018 which is a terrific way to start the year.

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What DevOps Skills Are Organizations Looking For?

DevOps engineers are in top demand right now … According to studies by Gartner, Inc., 25 percent of top global 2000 organizations will have adopted DevOps as a mainstream strategy by the end of 2016.

Because DevOps is as much a cultural movement and a philosophy as it is as a hard-and-fast set of skills, there are some ambiguities in what organizations are looking for, and what best defines today’s DevOps skillset.

With that being said, we’ve compiled a set of mission critical DevOps skills that are pretty much what organizations are universally searching for right now.

Read more…

In Our Big Data World “Correlation Not Causation” Is the New Reality

You will frequently hear the phrase “Correlation Not Causation” in Big Data discussions. What exactly does this mean and why is it important?

UPS provided a nice illustration of “Correlation Not Causation” when it employed a classic Big Data solution to save money on truck maintenance.

UPS cannot have its trucks breaking down on the road. So historically, it would replace key parts on a schedule rather than when needed. The problem is, it is expensive. You are often replacing parts that are working just fine and will continue to work fine well into the future. Read more…

Horse or Unicorn? DevOps Delivers No Matter Which Equine Best Describes Your Organization

What exactly IS DevOps, and why is it one of the hottest organizational techniques around?   

DevOps was originally deployed by “unicorns” (nimble, innovative Internet organizations like Google, Amazon, Etsy, Netfix) as a way to enhance communication and collaboration between their software development teams and IT operations.

Read more…