tag:blogger.com,1999:blog-6741052826772662090Sat, 23 Nov 2024 19:39:38 +0000management trainingdevelopmenthuman resourcestrainingcoachingleadership developmentmanagementmanagement developmentdeveloping peopledeveloping people ltdleadershipmanagmentmanagement performancetalent managementHRcourseperformanceassessmentbusinessmanagement performanceskillsteambusiness managementcoachimprovementperformance developmentpotentialrecruitmentteam developmentcoacheeleaderleadership successionleadership trainingmanagermanagersEmpowermentPersonal Develepment Planadvicecoaching advicecoaching workcommunicationscriteriadevelopingencouragementexecutiveexecutive coachingleadership development programmelucy cadmanmotivationpeoplerecruitingHoney Langcaster-JamesNational TrustPDPPsychometricabsenceabsenteeismappraisalsassignmentsattitudesbehavioursbespoke trainingbusiness coachingbusiness growthcareer planningcbtchangechecksclassroom learningcoaching plancoaching relationshipscoaching sessioncoaching sessionscoaching standardscollegescommitmentconflictconsultantscontrolcounsellingcoursescritical thinking abilitycrucial conversationscustomer servicedevelopdeveloping people limiteddevelopment programdirectors managersdrive for changee-learningeducationeffectivenessegoelectronic learningemployeeemployingemployment lawethical behaviourethicsgiving feedbackgoalsguidancehealth assessmentidentifying potentialimprovementsimprovemnetintegrityinterviewinterview tipsjobjob interviewslabour marketleadership behaviourleadership flawsleadership skillsleadership successleading by examplelearningmaking presentationsmanagement coachingmanagement programmemanaging changemanaging directormentoringmobile learningorganisationspassionpersonailtypersonal developmentpersonal effectivenesspersonalitypersonnelplanningpreparationpresentationpresentation skillspriority managementprofessionalsprofilingprogrammepromotionquestionsreduce costsredundancyrelationshipsresearchrestructuringschoolsselectionself-awarenesssessionsicknessskills developmentstaff supportstrategic thinkingstrategysuccesssuccession planningsupporttalent retentionteam workteamstechniquestrustMaximising individual, team and business performance.http://developingpeopleuk.blogspot.com/noreply@blogger.com (Developing People)Blogger212125tag:blogger.com,1999:blog-6741052826772662090.post-6043138421063021158Mon, 09 Dec 2013 10:44:00 +00002013-12-09T10:44:10.471+00:00 Maya Angelou the famous author once wrote that people will forget what you said, they will even forget what you did, but they will never forget how you make them feel. In the context of Leadership, this observation is particularly true. I have worked for many bosses in my time who have evoked a range of emotions in me some have made me feel important, valued and understood while others made mehttp://developingpeopleuk.blogspot.com/2013/12/how-does-your-boss-make-you-feel.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-5450267763397517515Mon, 12 Aug 2013 10:04:00 +00002013-08-12T11:04:06.551+01:00Over the years I have observed that many managers struggle with dealing with conflict at work, and I include myself in that. I have had to deal with personality clashes between team members, resolve instances of harassment and dealt with conflicts with another manager over competing priorities and resources. Managing conflict is never easy but there are some practical steps that you can take ashttp://developingpeopleuk.blogspot.com/2013/08/managing-conflict-at-work.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-3615999573183566155Thu, 08 Aug 2013 12:31:00 +00002013-08-08T13:31:03.341+01:00Today there is intense competition for products and services and even stiffer competition for jobs. The one thing no one needs to do is make matters worse by shooting themselves in the foot. Over the years, I've noticed a number of behavioural traits that really annoy the hell out of managers, and particularly senior executives. I’m not talking about things that might annoy slightly but http://developingpeopleuk.blogspot.com/2013/08/how-not-to-get-on-in-your-organisation.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-913183525946366204Fri, 07 Jun 2013 09:43:00 +00002013-06-07T10:43:04.420+01:00 Many companies experience a roller coaster ride of success. Some years they have great successes while other years can be very challenging and there can be a host of reasons for the challenges from prevailing economic conditions to new technologies disrupting markets. The question however, is how should a leader respond to these challenges and is ‘cost leadership’ a long term strategy for http://developingpeopleuk.blogspot.com/2013/06/is-cost-leadership-effective-long-term.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-8540653920833144820Fri, 03 May 2013 09:02:00 +00002013-05-03T10:02:55.645+01:00 I read a great article the other day in April’s issue of HBR by Robert Eckert about the two words that he considers most important – thank you! Eckert spent 23 years at Kraft Foods where he started at the bottom and worked his way up through the ranks before moving on to Mattel to become their CEO. During his career, Eckert experienced every layer of organisational life, and recognises that http://developingpeopleuk.blogspot.com/2013/05/the-two-most-important-words-thank-you.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-7610696654861267657Tue, 30 Apr 2013 10:15:00 +00002013-04-30T11:15:24.266+01:00 The other day I heard the former chief executive of the bakery chain Greggs on the radio talking about executive pay as well as other current issues. One of the things he discussed was their staff profit share scheme, and how every year a certain amount of Gregg’s profits were shared amongst the staff. He said that in his view Greggs always put their people first. He was challenged about http://developingpeopleuk.blogspot.com/2013/04/putting-your-people-first.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-2189480274513950753Fri, 19 Apr 2013 09:54:00 +00002013-04-19T10:54:32.442+01:00I recently read the leadership institute Roffey Park’s annual Management Agenda report which provides indicators of emerging workplace trends in the UK. The Agenda is a survey of 1,460 managers and directors across the UK and reports on managers’ views on a range of issues such as how their organisation copes with external trends and challenges, how the performance and development of its people http://developingpeopleuk.blogspot.com/2013/04/leadership-research-finds-managers.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-939584676625536833Tue, 16 Apr 2013 12:19:00 +00002013-04-16T13:19:09.917+01:00Many people have written about the importance of ‘Authentic Leadership’, and as a phrase it certainly sounds appealing, but what does it really mean? To me ‘authenticity’ is something about being yourself as a leader, a sense of genuineness, of not simply playing a role because the organisation demands it, or imitating someone else, but playing yourself. However, in an attempt to understand http://developingpeopleuk.blogspot.com/2013/04/what-is-authentic-leadership.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-9009539321775595193Fri, 05 Apr 2013 08:58:00 +00002013-04-05T09:58:06.851+01:00This is a true account of an experience I had many years ago when a change in leadership style dramatically improved the performance of the business. In the late 1990’s I worked in a factory that printed and bound children’s books. It was a great business with strong values but sadly struggled against tough foreign competition particularly in China who could print and bind books far more http://developingpeopleuk.blogspot.com/2013/04/the-benefits-of-changing-your.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-1751834303212401366Mon, 04 Mar 2013 13:36:00 +00002013-03-04T13:36:01.835+00:00 I read an article the other day in which the HSE reported that there were an estimated 428,000 cases of work related stress in 2011/12, which was around 40% of all total work related illnesses. While companies have a legal duty of care to manage work related stress, I have always been a firm believer in the concept of ‘resilience’ – our personal capacity to manage and cope with stress. http://developingpeopleuk.blogspot.com/2013/03/managing-your-levels-of-stress.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-4331038911610693711Fri, 22 Feb 2013 12:28:00 +00002013-02-22T12:28:34.872+00:00Having participated on ‘both sides’ of an independent assessment process (as a recruitment candidate as well as a manager assessing candidates) I fully recommend it as a means of identifying the most appropriate candidate for the role. I say this there are a number of benefits of using an independent process over the traditional interview for both the employer as well as the candidate. Firstly, http://developingpeopleuk.blogspot.com/2013/02/assessing-recruitment-candidates.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-7097731945006789395Wed, 06 Feb 2013 10:41:00 +00002013-02-06T10:41:53.448+00:00I have witnessed many changes fail, from poorly implemented CRM systems that have compromised the organisation’s ability to service their customers effectively to inadequately executed acquisitions where the full business benefits were never realised. So why do so many large scale changes fail to live up to management’s expectations? I believe there are a number of pre-requisites for successful http://developingpeopleuk.blogspot.com/2013/02/leading-change.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-935970643532347501Thu, 31 Jan 2013 12:00:00 +00002013-01-31T12:00:23.873+00:00 Characteristics of Leaders There are lots of articles about that have been written on what makes a great leader and what the characteristics of successful leaders are. I am sure you know someone who was great was an intelligent and skilled individual who was great at their job and who was promoted into a leadership position and then sadly failed. You may also know someone who wasn’t the best http://developingpeopleuk.blogspot.com/2013/01/what-makes-great-leader.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-2232347734852359895Fri, 04 Jan 2013 13:31:00 +00002013-01-04T13:31:47.177+00:00Have you been recently promoted or have you taken on a new role in a different company? If you have beware as it is very easy to come across as though the promotion or new role has gone to your head! I have had bitter experience of this, just because I am in a more senior position than my colleagues I must know more than them! Don’t fall into the trap that I did and follow these simple steps tohttp://developingpeopleuk.blogspot.com/2013/01/are-you-new-boss.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-3584460477877506867Thu, 20 Dec 2012 12:22:00 +00002012-12-20T12:22:37.329+00:00Are you feeling stressed? At times it seems like we all have just too much to do with too little time to do it in. I often feel stressed at key points in the year, christmas, holiday time, and at times when there are too many people off work and workload is passed onto me when I have enough of my own to do! I know it is easier said than done but I sometimes try to take a step back and try to http://developingpeopleuk.blogspot.com/2012/12/are-you-stressed.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-8856402915898673361Mon, 17 Dec 2012 09:54:00 +00002012-12-17T09:54:03.742+00:00I recently read an article calling business leaders to pay more attention to ‘the 3P’s’. This interested me, was this phrase simply another management acronym or was there some substance behind what I read? The three P’s stand for: PEOPLE before PRODUCT (or service) before PROFIT (or performance). The sequence and the word before each P is extremely significant. The phrasing states that, if youhttp://developingpeopleuk.blogspot.com/2012/12/putting-your-people-first.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-4708430941477176887Fri, 14 Dec 2012 10:14:00 +00002012-12-14T10:14:41.557+00:00After working with many different businesses I have concluded that one of the biggest risks facing many organisations is having the right talent to enable them to compete in the future. I see many businesses who have a significant number of key executives will likely retire in the next 5-10 years. While this may not have been an issue 10 or 15 years ago, pressure has been such that businesses http://developingpeopleuk.blogspot.com/2012/12/the-importance-of-talent-management.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-6871688324074354173Thu, 29 Nov 2012 11:30:00 +00002012-11-29T11:30:53.877+00:00I have met a number of managers in my career who pride themselves in being direct with their staff. ‘If someone does something wrong, I will tell them’ or ‘I tell it like it is’, are two examples of the types of phrases I have heard. I may have paraphrased their comments slightly but the sentiment is the same. While openness and honesty is laudable, in my experience there is a big difference http://developingpeopleuk.blogspot.com/2012/11/saying-it-like-it-is.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-4657613953667300402Fri, 23 Nov 2012 11:17:00 +00002012-11-23T11:17:35.407+00:00Have you ever thought about the true cost to your business of a bad boss? In my career I have worked for many different people, some were very good and others were appalling, simply treating me like I was another ‘cog’ in the company wheel. But what impact did this really have? Sure, I might not have gone the extra mile for those I didn’t respect, I may have occasionally been particularly http://developingpeopleuk.blogspot.com/2012/11/the-real-cost-of-bad-bosses.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-4802200485731703771Thu, 15 Nov 2012 12:32:00 +00002012-11-15T12:32:13.338+00:00Having worked in the private sector for 18 years I found it very frustrating when I joined the public sector when it came down to moving forwards on new ideas. I was an experienced individual who had lots of skills and new ideas but I kept finding it very hard to get others to take my ideas on board and try them out to see if it would work for them. It got to a point where I thought ‘why bother’http://developingpeopleuk.blogspot.com/2012/11/mentoring-works.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-4758847137631633702Fri, 02 Nov 2012 12:06:00 +00002012-11-02T12:06:09.268+00:00 I recently read Dan Pink’s book ‘Drive’ about what truly motivates and drives us. It was an interesting read as Pink argues that there is currently a charm between how businesses and organisations motivate their staff (or not!) and what the scientific research says about motivation. Essentially Pink identifies three core drivers which are: Autonomy – our desire to be self-directed and to have ahttp://developingpeopleuk.blogspot.com/2012/11/gaining-better-engagement.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-7339064216581816619Thu, 25 Oct 2012 09:26:00 +00002012-10-25T10:26:53.625+01:00 For me, team briefing was always a vital component of employee engagement in the businesses I worked in. It enabled me as a manager to know that all employees received information about the business and their own teams’ performance, as well as being a great source of feedback from them. I believe team briefing is a vital skill for any manager no matter what position they hold and being able to http://developingpeopleuk.blogspot.com/2012/10/effective-team-briefing.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-3315629402391681673Fri, 19 Oct 2012 09:11:00 +00002012-10-19T10:11:56.128+01:00 I recently worked for a client that struggled to get their annual performance appraisals completed. Less than 20% of their staff received an appraisal at the end of their financial year. The challenges that they faced reminded me of a study undertaken by Investors in People a number of years ago that found a third of employees think that performance appraisals are a complete waste of time. http://developingpeopleuk.blogspot.com/2012/10/why-performance-appraisals-dont-work.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-4548040680751623616Tue, 16 Oct 2012 11:02:00 +00002012-10-16T12:02:25.126+01:00I was discussing with a colleague the other day about what leadership is and what it means. To help my understanding I looked up the meaning in the Collins English Dictionary which defines the verb ‘to lead’ as ‘to show the way, to guide, to go ahead’. At its heart leadership I concluded is about taking people to new and different places. I reflected on the great Antarctic Explorers such as http://developingpeopleuk.blogspot.com/2012/10/the-meaning-of-leadership.htmlnoreply@blogger.com (Developing People)0tag:blogger.com,1999:blog-6741052826772662090.post-2427437808006139968Thu, 04 Oct 2012 12:51:00 +00002012-10-04T13:51:25.402+01:00 In my opinion effective strong leadership is critical to the success of any business but its form depends on a business’s stage of growth. For example, when the business first starts up what is required is hands on approach while larger organisations will have managers who will be less involved in the day to day managing. Their position is much more of a leadership role, setting direction and http://developingpeopleuk.blogspot.com/2012/10/leadership-in-small-business.htmlnoreply@blogger.com (Developing People)3