Executive Coaching & Leadership Development, Surrey

Controlling Stress and Increasing Energy

2009-02-05T04:35:00.000-08:00

January 2009 is now over and so far this year we have had some ‘interesting’ weather and gloomy economic news both contributing to the usual human paradigm at this time of year. People may be feeling low in energy and disturbed by the uncertainty that prevails.

Additionally, according to the Health & Safety Executive (HSE), one of the key business challenges this year is to manage work-related stress which is likely to become one of the most dangerous risks to business in the early part of the 21st century.

Stress occurs in many circumstances and a certain amount of pressure and stress is healthy and can improve performance; however when it is excessive then the beneficial effect is lost and it becomes harmful.

Some of the causes of stress are:-

Lack of control – when we have little or no control over what we do or what happens to us
Lack of clarity over roles and responsibilities
Organisational change

All these things are likely to be with us for sometime!

I find so many people who are suffering stress are at the ‘effect’ end of the Cause > Effect equation where everything happens to them, they feel like a victim and it just keeps happening.

Helping people cope with stress and learning Stress Management techniques is something that can remotivate staff and increase the energy around. Managers need to recognise the effect they have, positive and negative, and how to identify the ‘stressors’ in today’s workplace to help minimise the amount of time lost.

Under existing Health & Safety legislation employers have a duty to undertake risk assessments and manage activities to reduce the incidence of stress at work.

At hersh guy we have a range of coaching and training programmes that are aimed at individuals, teams and managers and promote well being, helping people feel in control of their lives again and remotivated; having more energy to tackle the challenges.

Please do contact me for more information.

Tel: 01883 342218

Email: colleen@hershguy.com

Finally I would like to wish you all a successful, prosperous and happy 2009.

Colleen Guy

Leadership Development

2008-11-17T04:00:00.000-08:00

In today’s climate more than ever before it is the Leadership of an organisation that will make the real difference in the success of that organisation and its people.

Research (Harvard Business Review) has shown that 86% of a leader’s effectiveness is down to their Emotional Intelligence rather than stemming purely from their technical ability.

At hersh guy we have designed and delivered Leadership Programmes across all sectors and have received excellent feedback and results. In fact a programme we designed for a Housing Association won the 2008 London Excellence Award for Leadership.

Our programmes are individually tailored for the organisation and the individuals involved against agreed outcomes and usually consist of a series of workshops and 1-2-1 coaching.

Some examples of workshops are:-

Emotional Intelligence & Leadership
Presenting with Impact
Coaching Skills for Managers
Communication & Influencing Skills

More details of hersh guy are on our website www.hershguy.com

Training that delivers results

2008-09-19T01:09:00.000-07:00

In today’s climate training has to really work and deliver business results when there is pressure on costs. Employees are still looking for development and it is the organisations who continue with their programmes that get the ‘edge’.

I have highlighted below some of our courses that are available and known for adding value and producing results.

Presenting with Impact :- the ability to enhance your presentation skills really makes a difference and this one day programme centres on personal impact, confidence, credibility and presenting to audiences no matter how large or senior
Interview Skills :- a key skill for anyone involved in recruitment or selection where mistakes are costly. We cover questioning and listening skills, telephone interviewing, competency based questions and relevant employment law. Practice sessions are a feature and we use an actor for these
Management Development :- a modular programme designed to maximise managers' available time and consists of six workshops; Performance Management, Interview Skills, Communicating with and Motivating your Team, Coaching Skills, Managing Change and Leadership. This programme can be tailored for your specific needs. We also have our suite of programmes on our website.

A leadership programme we developed for one of our clients has recently won the London Excellence Award for Leadership (2008).

To find out more about any of the above, please do call me on 01883 342218 or email me colleen@hershguy.com.

Ancient Psychology for Modern Times

2008-08-14T08:00:00.000-07:00

We are all becoming more and more aware of the mind/body connections and ancient spiritual practices were also well attuned to this concept. One of the oldest spiritual practices is Shamanism – a way for people to take charge of their own healing, develop a relationship with nature and learn to listen to their intuitive side.

With today’s advances in medical imaging, we know that Shamanic practices stimulate our own serotonin neurotransmitter systems which release ‘feel good’ chemicals. These increase our sense of well being as well as enhance our physical health.

As a start to exploring these practices I am running a 2 day introductory workshop to Shamanism as a way of bringing the knowledge to those interested in learning more and finding out what can be achieved.

What will be covered?

The Medicine Wheel – a mandala where we can work the wheel for ourselves and use it with businesses to see amongst other things what is holding them back; and the ‘vision’ – are they on purpose?
The Sacred Hoop – a perfect vehicle for our unconscious mind and a tool to gain deeper awareness and understanding of ourselves
Hawaiian Healing Garden – a symbolic garden vision quest which can be used for ourselves and others
A technique to let go of problems and issues

There will also be guided visualisations and other techniques which can be used for yourself, in coaching and in business.

I will personally guide you and show you how to use the techniques in your life.

What will this cost?

The fee for the 2 days is £450 plus VAT = £528.75 which includes all materials. You can pay by cheque or credit card.

Here is what previous attendees have said:-

“The material covered can be easily combined in all areas of my life.”

“Amazing experience – I have discovered a sense of connectedness to my true self that I needed.”

“Very helpful for potential development and for working with others.”

“It challenges your ideas and preconceptions.”

“Lovely environment, great people and wonderful trainer.”

Final Details

The next dates available are:-

19 & 20 September
Venue – tbc

Please do let us know if you are interested and I will reserve you a place. Call us on 01883 342 218 or via email info@hershguy.com

I look forward to hearing from you.

Transform your Communication

2008-08-05T05:20:00.000-07:00

I had a perfect example recently of misunderstood communication with a prospective client (all now resolved!) and it made me think again about this important skill.

Communication is at the heart of everything we do and so has the greatest chance of something going wrong. We never know what is behind someone’s words, which reflect in their behaviour, unless we take the time to connect with them.

So my top tips for Transforming your Communication techniques are:-

Listen to what people have to say and give them time to say it
Ask questions – don’t make assumptions
Show respect for their point of view
Be supportive; understand the issues they are facing and what their needs are
Be open and honest – share your views with them
Get their ideas – don’t just tell them what to do
Keep your emotions in check
Be responsive without necessarily agreeing
Follow through and do what you say you will do

For those of you who are managing teams these are good tips to improve your Emotional Intelligence – a key trait of high performing managers and leaders.

At hersh guy we run workshops relating to many areas of communication such as Coaching and Mentoring Skills, Presenting with Impact, and Communicating with Influence. Do call me to talk about the benefits at 01883 342 218.

Employment Law Updates

2008-05-22T06:21:00.000-07:00

Flexible Working to be Extended

From April 2009 the right to request flexible working arrangements will be extended to parents of children up to age 16.

The government has decided against a phased implementation (as some had predicted) because it would create "confusion for employers and staff".

Remember that the right to request flexible working is exactly that - a right to request. It is not a right to work flexibly. There are also strict eligibility requirements and only one request can be made in a 12-month period.

It might be a good idea to review existing Flexible Working policies now to ensure that the right policies and procedures are place, rather than waiting until next year.

While considering informal requests to work flexibly is fine, not having a consistent procedure which applies to all staff, can put an employer at risk of accusations of not creating an even playing field.

Agency Workers to get "Equal Rights"

New law is to be introduced to give agency workers the right to terms and conditions of employment comparable to those of permanent staff.

This surprise announcement came as the government, CBI and TUC reached agreement on a way forward following last week's announcement of the draft legislative programme for 2008-09.

While the details of the proposed legislation are not yet available, we do have an idea of the framework:

After 12 weeks in a given job there will be an entitlement to equal treatment.

"Equal treatment" will be defined to mean at least the basic working and employment conditions that would apply to the workers concerned if they had been recruited directly.

There is some small relief for employers as they won't have to make the same pension provision for their agency workers as they do for their permanent staff. Also, the arrangements will be reviewed after a suitable period to establish how they are working in practice.

The government will now consult with other governments in Europe to see whether it can reach agreement on the exact terms of the Directive.

The government hopes to introduce the legislation this Autumn. As ever, the devil will be in the detail but what is certain is that this announcement paves the way for an important extension of rights for a significant number of people within the labour force.

Pregnancy and Work: What you need to know as an employer

A six page summary produced by the Department for Business Enterprise and Regulatory Reform – no substitute for an up to date Maternity Leave policy, but a useful guide.

Click here to visit our website

Employment Law Updates

2008-04-10T02:34:00.000-07:00

This blog will cover the following 3 points:

S~x Discrimination Act changes
Corporate Manslaughter
Maternity, Adoption, Paternity and SSP rates

S~x Discrimination Act changes

The S~x Discrimination Act 1975 (Amendment) Regulations 2008 make various significant changes to the S~x Discrimination Act to bring it properly into line with the Equal Treatment Directive.

In essence, the regulations will do 4 things:

introduce a revised definition of s~x-related harassment with effect from 6 April 2008
increase employers’ potential liability for third-party harassment with effect from 6 April 2008
extend a woman’s right of protection from pregnancy/maternity discrimination with effect from 6 April 2008
improve rights during compulsory and additional maternity leave with effect from 5 October 2008

1. Definition of s~x harassment

Currently a person subjects a woman to harassment if, on the ground of her s~x, he engages in unwanted conduct that has the purpose or effect of violating her dignity, or of creating an intimidating, hostile, degrading, humiliating or offensive environment for her. The phrase ‘on the ground of her s~x’ is replaced with the phrase ‘related to her s~x or that of another person’. This much broader definition of s~x-related harassment will mean that, from 6 April 2008, people who are not subject to the unwanted conduct themselves also now receive protection. An example might be a woman (or man) in an office where s~xual banter is rife. Although it might not be directed at her (or him) or caused by her/his presence, that person will have a claim if it creates an offensive environment for them.

2. Harassment by third parties

From 6 April 2008 an employer will be liable for s~x discrimination when a third party (e.g. customers, clients or contacts) subjects an employee to s~x-related or s~xual harassment – but only if the employer has failed to take reasonably practicable steps to stop this happening. The most obvious implication of this is for employers who have staff in customer-facing roles, as employers could end up carrying the can for harassment by customers. This provision will only apply if the employer knows that the woman has been subject to harassment in the course of her employment on at least two other occasions by a third party. Employers will need to have rules/procedures in place to deal with this. They will also need to inform third parties of their obligations in this regard, particularly as the regulations make it clear that liability will be incurred irrespective of whether the third party is the same or a different person on each occasion.

3. Abolition of comparator

The requirement for a comparator in cases of alleged pregnancy/maternity discrimination is removed from 6 April 2008. A woman will now only have to show that she has been treated less favourably on the ground of her pregnancy or the fact that she took or sought to take maternity leave. She no longer has to compare her treatment to that of a woman who is not pregnant or taking maternity leave.

4. Terms and conditions during maternity leave

Women whose expected week of childbirth begins on or after 5 October 2008 will have greater rights in two respects. Firstly, as well as contractual bonuses (to which they are already entitled), women will be entitled to discretionary (i.e. non-contractual) bonuses during the compulsory 2-week maternity leave period. Secondly, the distinction between ordinary maternity leave (OML) and additional maternity leave (AML) will be removed in relation to terms and conditions. Women will be entitled to the same (non-pay) benefits irrespective of whether they are taking OML or AML, e.g. continuance of annual leave, health club membership, company car, mobile phone etc.,etc.

Corporate Manslaughter

The provisions of the Corporate Manslaughter and Corporate Homicide Act 2007 came into force on 6 April 2008.

A few bulleted highlights appear below. However, many of the issues here relate to the implementation and observance of a relevant and effective health and safety policy. Health and safety is becoming an increasingly complex area and an internal or external expert review of policy/procedures may be appropriate.

At the end of this section are links to two PDF documents that may be useful.

Both large and small companies can be held liable for manslaughter where gross failures in the management of health and safety cause death
An organisation will be guilty of the new offence of corporate manslaughter (corporate homicide in Scotland) if the way in which its senior management managed or organised its activities caused a person’s death and was a gross breach of a duty of care the organisation owed them
Senior management is defined as those persons who play a significant role in the decision-making process about how the company’s activities are managed and organised. It includes not only those who manage activities but also those who play a significant role in the making of those decisions.
The offence applies to all corporate bodies
The new offence targets the liability of organisations themselves and does not apply to individual directors or others
The new offence does not impose new regulations on business but it does reinforce the need for organisations to be up to date with health and safety law
Companies (and in particular directors) should ensure that they are well prepared by doing all that they can to comply with all existing health and safety legislation, Approved Codes of Practice, guidance and regulations, as their failure to comply may be taken into consideration by a jury in reaching a decision. Directors will also want to satisfy themselves that they have an adequate ‘paper trail’ demonstrating their attention to health and safety through policies, procedures and practices, and should arrange for a legal audit of their procedures so as to ensure compliance with health and safety legislation
Penalties include an unlimited fine (probably based on a percentage of the company’s turnover), remedial and publicity orders. A remedial order requires an organisation to take steps to remedy any management failure that led to death. The court can impose an order publicising the fact that the company has been convicted of the offence, providing details, the amount of fine imposed and the terms of any remedial order made
The new offence applies in England, Wales and Scotland

Click on the links below for further information:-

Maternity, Adoption, Paternity and SSP rates

With effect from April 2008:-

The weekly rate of statutory maternity pay (SMP), statutory paternity pay (SPP) and statutory adoption pay (SAP) will increase to £117.18
The standard rate of statutory sick pay (SSP) will increase to £75.40
The earnings threshold for the above payments will increase to £90

If you need any further information, please do contact Keith Gleadall or Colleen Guy at info@hershguy.com or 01883 342 218

Archetype Analysis - a remarkable new technique for making the most of yourself

2008-04-02T02:21:00.000-07:00

As many of my clients know, I have been using Archetypes for individual, team and organisational development and we plan to use the technique to look at culture going forward.

Interest is growing in these techniques and an article I have written has been published in:-

Training Journal - (January 2008)
Fire Magazine - (January 2008)
Business Executive - (February 2008)

You can find a copy of the article on our website. (Click here for link)

If you would like to see how Archetypes can be useful to you and/or your organisation, please do call us on 01883 342 218.

Prevention of Illegal Working

2008-02-07T03:03:00.000-08:00

The highlights are:

Employers who hire illegal workers will face a much stricter penalty scheme, to be followed by the replacement of the current work permit scheme with a new ‘points-based’ system

The Immigration, Asylum and Nationality Act 2006 and associated regulations make it unlawful to employ an adult subject to immigration control if they do not have valid leave to enter or remain in the UK and don’t have permission to do the work offered

The main provisions are:

With effect from 29 February 2008 there will be a new system of civil penalties for employers that engage illegal immigrant workers with a maximum penalty of up to £10,000 for each illegal worker (previously £5,000). Such an employer in breach may be served with a civil penalty notice, although it may be excused from paying any penalty if it can demonstrate compliance with the ‘statutory excuse’ (see below)

An employer will be excused from paying a penalty if it has complied with the relevant provisions set out in the legislation concerning the production by the prospective employee of particular documents and compliance by the employer with various other requirements (some of which are new), including taking all reasonable steps to check the validity of the document(s) produced; and retaining copy documents securely for not less than 2 years after the employment has ended. (Note - such excuse will not apply to an employer who knew that such employment was illegal.)

A continuing ‘investigative’ responsibility for employers to check the ongoing entitlement for certain migrant workers to work in the UK at least once every 12 months. It will therefore be important for employers to have a system of diarising and tracking employees' immigration status from the outset

A new criminal offence of ‘knowingly’ using illegal migrant labour, carrying a maximum 2-year prison sentence and/or an unlimited fine. An employer will commit an offence if found to be employing a person knowing that he is subject to immigration control, unless that person has a current and valid permission to be in the UK and has valid permission to do the type of work offered

There is a good Home Office Publication entitled "Preventing Illegal Working - Summary Guidance for Employers - (click here for link).

CARERS OF ELDERLY AND DISABLED TO GET EXTENDED RIGHTS Brief details are:

It is perhaps too soon to call this case a "landmark" decision but it comes pretty close. Attridge Law v Coleman concerned the claim of a single mother of a 5-year-old disabled son who claimed that the law firm for whom she worked treated her less favourably than other staff because of her son's disability. She asked for flexible working so she could care for him but this was refused. Her employer allegedly accused her of using his condition to "get out of work"'. She resigned and claimed unfair constructive dismissal and disability discrimination.

Eventually the case was referred to the European Court and the Advocate General decided unequivocally that the Equal Treatment Directive protects people from direct discrimination and harassment by association. If his opinion is followed by the ECJ (who will determine the issue later this year) carers of disabled people will be protected from being treated less favourably or harassed because of their association with a disabled person. Employers will need to be far more careful when handling requests to work flexibly from carers of elderly or disabled people and will need to be satisfied that they have not treated the employee with disabled/elderly caring responsibilities less favourably than another person whose circumstances are not materially different (e.g. a person with childcare responsibilities asking to work flexibly). If the employer has not been consistent, the employee will be able to bring a claim that they have been directly discriminated against (i.e. treated less favourably on the grounds of their association with a disabled or elderly person).

If you require any further information, please do contact me by visiting our website. Colleen Guy

Business Neuro Linguistic Programming (NLP)

2008-02-01T06:23:00.000-08:00

Today, NLP is widely used in business to get results by improving management skills, sales performance, communication skills, and by developing productive rapport with clients. In training it is used to better understand how we learn, and how to use the techniques for personal development. NLP finally makes it easy to understand how we think, how we communicate, and how we process emotions!

Examples of specific business applications:-

How to build lasting relationships with clients/customers and/or team members
Presentation skills - getting your message across
Leadership and motivation of individuals and teams
Advanced business communication, quickly getting on someone's wavelength
How you sell, negotiate and run meetings efficiently to get the results you want
Accelerated coaching that removes the blocks that hinder your personal and business success
Learn powerful communication techniques and just the right question to ask to get to the root of a problem
Setting goals so you know they will be achieved

What next?

hersh guy run practical courses for business people, trainers and coaches usually in-house. These are run in short modules, tailored to meet particular client needs and outcomes and are focused on getting results.

Open courses are also available - contact us for more information

And finally:-

With NLP, you learn how to use advanced and leading edge techniques that make a real difference in both Business and Personal life

Our trainers and coaches will work with you to enable you to achieve the results you want for yourself, your team, and your organisation.

http://www.hershguy.com

Assessment Tools for Selection

2007-11-22T05:30:00.000-08:00

A range of assessment tools to enhance your Recruitment, Selection, Personal Development and Organisational Development activities. They form an important part of a variety of key development initiatives including team building, manpower planning, succession planning, assessment and career development centres, and importantly, Talent Management. What is available? Psychometric, personality, behavioural and aptitude assessments that can provide significant information and input into any decision or process relating to employee selection, appraisal or development, including assessment centres. Examples of the tests available are: - - Occupational Personality Questionnaire (OPQ32) - Archetypal Branding and Key Challenges - Myers Briggs (MBTI) - Watson Glaser Critical Thinking Assessment - Rust Advanced Numerical Reasoning Appraisal For further details visit our website and learn more about Assessment Tools for Selection

What is the public perception of your organisation?

2007-10-16T07:06:00.000-07:00

It is time to take a fresh look at branding and how it impinges on your people. - Do you attract those who are beneficial to, and want to be part of, your organisation? - Do you retain them when they are fully integrated? - How can you improve? A recent survey highlighted that 69% of employers believed they had an “Employer Brand”. This was originally used as a recruitment tool to attract potential employees and increasingly is now being seen as an aid to reduce employee turnover. An organisation tends to communicate its Employer Brand through vision, mission, values and recruitment advertising. However, people want to have a relationship with an organisation because something attracts them, whether they are already employed, or thinking of joining. They are not always sure what it is that attracts them and are rarely able to articulate it. The organisation is a living entity and it is the energy that attracts them at an unconscious level. Nike is a great example of a “Hero” brand with the strap line “Just do it” and the employees really want to be a part of the Brand and the story of Nike. - So do you have a real feel of your organisation? - What energy is coming across to employees and potential employees? - What messages are being given out at an unconscious level? - What would you say is your Employer Brand? And, importantly:- - Is the external face and internal reality the same? Now is an excellent time to look at Employer Branding with the war for talent hotting up and the increasing costs of recruitment and advertising that are consequences of a high staff turnover. For a different perspective please do call us on 01883 342 218.

Coaching for Business

2007-08-17T08:07:00.000-07:00

Individuals are seeking coaching as a way to look at issues and challenges they are facing in all areas of their life. If the public face you choose to present to the world is out of line with your inner character and personality, then the conflict can become stressful. The same can apply to organisations which present a public image that is at variance with the internal culture What is on offer? As a Business leader/owner you may have asked:-

"How do we tap into the deepest level of creativity and productivity in our workforce?"
"How do we become even more successful?"

As an individual you may have asked yourself:-

"What is holding me back?"
"How do I get the balance back in my life?"
"Where am I going in my career/life?

hersh guy has a range of coaching programmes tailored specifically for you, click here to learn about coaching for business

Emotional Intelligence – how do you assess and develop it?

2007-07-03T01:40:00.000-07:00

Why are some people more successful than others?

If you have ever wondered, then a recent Harvard survey found that Emotional Intelligence was the difference that made the difference, the defining factor in the profiles of star performers within organisations. In fact their Emotional Intelligence was 85% higher than the average performer.

One of the main areas in Emotional Intelligence is Self Awareness:

Knowing yourself
The effect you have on others
Having flexibility of behaviour

Getting real feedback here is key and goes beyond the usual appraisal/ performance management process and competency model.

How often do we ask for feedback and even then are we being told what we want to hear?

Emotional Intelligence is about “being” rather than “doing”.

One way to get that feedback is by the use of a 360° feedback process, and importantly not just getting a series of ratings but real statements, messages and feedback that can start that crucial Self Awareness phase. Vitally important to this process is confidentiality so that an individual’s feedback is given safely and freely.

Your star performers are catalysts for change, they are able to coach others and you feel the energy they project – they are today’s winners.

To see how hersh guy approach Emotional Intelligence and use 360° feedback to create Self Awareness, please contact me:-

Tel: 01883 342218 Email: colleen@hershguy.com

Or see more details at http://www.hershguy.com/

Talent Management at Hershguy

2007-06-20T07:07:00.000-07:00

We work closely with our Clients providing added value services that really make a difference. Our Partners and Associates have a wealth of professional expertise and several have worked in corporate life at senior levels. Much of our work is based around NLP (Neuro Linguistic Programming), one of the most powerful tools today for achieving excellence in business, sales, training, and in personal development. We also use Archetypal Branding which gives individuals, teams, and organisations a sense of meaning and identity and is a powerful tool for talent management. To learn more visit our website at http://www.hershguy.com

Your HR Partner, providing creative business change solutions

2007-05-17T09:22:00.000-07:00

We believe that each client is unique and whilst projects may be similar across a range of clients, the culture, objectives, marketplace, and employee custom and practice in which each project sits vary significantly. Therefore Our HR Partner service provides a range of services that we tailor for each individual client to meet their objectives Check out what we can offer as your hr partner

Archetypal branding

2007-03-27T08:00:00.000-07:00

"Once upon a time" - .............................................. - a traditional start to a story, and what story do you tell about yourself? Understanding our personal "myth" helps clarify who we are and why people have a relationship with us. What we are using is Archetypes and these give our lives meaning. Click here to learn more about Archetypes

Business Neuro Linguistic Programming (NLP)

2007-03-22T09:43:00.000-07:00

NLP is one of the fastest growing pragmatic tools for getting the results and successes you want in all areas of your life. It offers a fascinating set of techniques that you can use to achieve objectives faster and more effectively, improve communication, and build lasting relationships How can I use it in business? Today, NLP is widely used in business to get results by improving management skills, sales performance, communication skills, and by developing productive rapport with clients. In training it is used to better understand how we learn, and how to use the techniques for personal development. NLP finally makes it easy to understand how we think, how we communicate, and how we process emotions! Click here to learn more about NLP

Communication - do we get it right?

2007-03-02T02:03:00.000-08:00

I recently read a survey in Harvard Business Review regarding “Sales Reps’ Biggest Mistakes” which highlighted as one of the main grievances:- “Sales people don’t listen to my needs” Even if we do actively listen, we often mis-interpret what we are hearing as we filter the information according to our own perceptions, experiences, beliefs and values, and numerous other filters. No wonder we often get it wrong! At the root of so many problems is “communication” or should I say “mis-communication”. Using NLP techniques and importantly understanding our own communication style and preferences, plus the ability to understand others’ styles, enables us to build better client relationships, close more sales, and get our message across easily and effortlessly. For example, when communicating do you:-

See pictures
Hear sounds
Get a feeling
Or have an internal dialogue

And how is the other person in the conversation/exchange of emails communicating? Disparity in style creates barriers to communication. At hersh guy we can show you how to improve your communication and listening skills and make sure you get your message across and understood in the way you want it to be. For more information please contact me on 01883 342218, or by email colleen@hershguy.com. Click here for more information on NLP.

2007-01-19T07:26:00.000-08:00

Coaching for Success

The need for coaching in business as a way of accelerating success is being seen as key to improve results for individuals, teams, and therefore the organisation. It is a way of increasing Self Awareness, a key component of Emotional Intelligence. Learn more on coaching for success

2006-12-28T03:43:00.000-08:00

Business Coaching for Executives and Their Teams

Identify individual strengths and harness them for the benefit of teamsuccess T - TOGETHER E - EVERYONE A - ACHIEVES M - MORE Learn more about Business Coaching for Executives and Their Teams

2006-11-22T02:17:00.000-08:00

Tailored Training and Development Service

A selection of the trainings and development programmes we have run for Clients includes: Account Management Archetypal Branding Coaching for Success Communicating with Influence Consultancy Skills Creative Thinking Click here for more

2006-11-22T02:13:00.000-08:00

Assessment Tools for Selection

A range of assessment tools to facilitate Selection and Individual and Organisational Development. They form an important part of a variety of key activities from recruitment to team building, manpower planning and succession planning. Click here for more info.