tag:blogger.com,1999:blog-6741052826772662090Mon, 09 Nov 2009 16:05:09 +0000http://developingpeopleuk.blogspot.com/noreply@blogger.com (devleloping people)Blogger83125tag:blogger.com,1999:blog-6741052826772662090.post-8104962054923869699Mon, 09 Nov 2009 16:01:00 +00002009-11-09T08:05:09.833-08:00collegeseducationcustomer serviceschoolsRecently, Developing People have been involved with leadership and management initiatives in a number of F.E. colleges. Throughout our years of management training experience in this sector, this question has arisen the most: when it comes to customer service in education, who is the customer? Surprisingly, there are four types of customer in education. They each have different requirements of http://feedproxy.google.com/~r/developingpeople/~3/VyHzK0nYEiQ/customer-service-in-education-who-is.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/VyHzK0nYEiQ" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/11/customer-service-in-education-who-is.htmltag:blogger.com,1999:blog-6741052826772662090.post-5273676390457158277Wed, 28 Oct 2009 17:18:00 +00002009-10-28T10:20:24.108-07:00talent managementassessmentbusinessFor many businesses one of the biggest risks to their future success is having the right talent in place as and when key people leave the organisation. While finding good people may be less difficult during a recession, the demand and competition for talent will increase over the next few years because of a number of factors:The global economy will recover.Companies are operating more and more onhttp://feedproxy.google.com/~r/developingpeople/~3/Bz5pOg51rq8/assessing-potential-you-need.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/Bz5pOg51rq8" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/10/assessing-potential-you-need.htmltag:blogger.com,1999:blog-6741052826772662090.post-1928791016294590998Tue, 27 Oct 2009 11:05:00 +00002009-10-27T04:07:32.518-07:00management performancecoachingcoacheeimprovementThe underlying purpose of coaching is for the coachee to learn how to think differently so that they can improve their life either personally or professionally. As a coach, you must find a way of raising their self-awareness and help to find ways of taking new actions to improve not only your coachee’s action but also enable them to move towards independence and self-sufficiency.However, this http://feedproxy.google.com/~r/developingpeople/~3/bBRi78PKiFY/what-to-do-if-it-looks-as-if-your.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/bBRi78PKiFY" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/10/what-to-do-if-it-looks-as-if-your.htmltag:blogger.com,1999:blog-6741052826772662090.post-5405806656162425999Mon, 26 Oct 2009 17:20:00 +00002009-10-26T10:23:09.385-07:00coachingdevelopmenttrainingmanagementbusiness<!--[if gte mso 9]> Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 <![endif]--><!--[if gte mso 9]>http://feedproxy.google.com/~r/developingpeople/~3/LSnXNVbtAYY/why-is-coaching-often-more-effective.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/LSnXNVbtAYY" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/10/why-is-coaching-often-more-effective.htmltag:blogger.com,1999:blog-6741052826772662090.post-6946405983689044356Thu, 18 Jun 2009 16:06:00 +00002009-06-18T09:10:23.877-07:00restructuringredundancymanagement trainingWith news of short time working, redundancies and business closures, it’s not surprising that many employees have become nervous about what the future holds for them. Inevitably, this will cause some people to become distracted and therefore not completely focused on what needs to be achieved. A potential consequence of this is that they become less productive, less creative and take fewer http://feedproxy.google.com/~r/developingpeople/~3/msXCjNY_NEo/management-training-its-not-just-for.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/msXCjNY_NEo" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/06/management-training-its-not-just-for.htmltag:blogger.com,1999:blog-6741052826772662090.post-2579506136472681971Fri, 12 Jun 2009 16:12:00 +00002009-06-12T09:22:26.213-07:00interview tipsmanagement trainingWhen your job application or CV have successfully earned you an interview, it is vital that you give yourself the best possible opportunity by preparing thoroughly for the interview in advance. Although you are unlikely to be able to think of every possible question or scenario that you will be presented with, preparation and planning will prevent a poor performance on the day.Consider the http://feedproxy.google.com/~r/developingpeople/~3/B_pWzpST4jA/selling-yourself-at-interview.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/B_pWzpST4jA" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/06/selling-yourself-at-interview.htmltag:blogger.com,1999:blog-6741052826772662090.post-3430217648450167818Wed, 20 May 2009 10:44:00 +00002009-05-20T03:50:37.968-07:00managementSome people believe that if you put your head above the parapet at work it will only result in it being “shot off”. But is keeping a low profile at work really a good idea, or should we be more proactive?On the basis that you only get out of something what you are prepared to put into it, then work is no different. Great sportsmen and women didn’t become great by waiting at home for someone to http://feedproxy.google.com/~r/developingpeople/~3/MQHu35ycEwo/make-yourself-asset-and-not-liability.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/MQHu35ycEwo" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/05/make-yourself-asset-and-not-liability.htmltag:blogger.com,1999:blog-6741052826772662090.post-6489759083468225583Tue, 12 May 2009 16:04:00 +00002009-05-12T09:13:23.346-07:00coaching relationshipscoachingexecutive coachingThis would be nice to achieve but is not essential with every coaching relationship and it is unrealistic to expect this in every case. What is essential is a respect for each other and for what you can bring to the executive coaching relationship. What is key is respect for your skills as a coach and for your communication ability. You need to help the coachee to think differently and to look athttp://feedproxy.google.com/~r/developingpeople/~3/GF3Pyg60Pj0/do-you-have-to-like-person-coaching-you.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/GF3Pyg60Pj0" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/05/do-you-have-to-like-person-coaching-you.htmltag:blogger.com,1999:blog-6741052826772662090.post-2014530841597808319Thu, 07 May 2009 16:19:00 +00002009-05-12T09:12:29.853-07:00coachingexecutiveYes they do need to know that they are being coached. How else can they be expected to play their part in this complex process? How will they understand the approach and techniques that the coach is using? How else can they be expected to be willing to take responsibility for their own issues, learning, thinking and actions?If you don’t tell them upfront that they are being coached then there is http://feedproxy.google.com/~r/developingpeople/~3/hrZy99gudqM/can-coaching-just-be-done-to-people-or.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/hrZy99gudqM" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/05/can-coaching-just-be-done-to-people-or.htmltag:blogger.com,1999:blog-6741052826772662090.post-1442600082298678043Fri, 24 Apr 2009 14:54:00 +00002009-04-24T08:01:52.554-07:00management trainingIt has been suggested that as many as 4 out of 10 newly promoted managers fail in their jobs in the first 18 months, so make sure that you are one of the 6/10 successful ones by following our few simple tips:1) Brush up on your interpersonal skills – The ability to build relationships and to get along with others is vital in a management role. Having poor interpersonal skills will most certainly http://feedproxy.google.com/~r/developingpeople/~3/TXRgG_j2Ik8/how-to-make-your-first-management-job.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/TXRgG_j2Ik8" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/04/how-to-make-your-first-management-job.htmltag:blogger.com,1999:blog-6741052826772662090.post-5297697324574389694Wed, 15 Apr 2009 15:07:00 +00002009-04-15T08:12:38.653-07:00managermanagement trainingmanagementAn organisations strategic vision defines what the organisation wants to be and where it wants to go. An effective strategy guides the decisions made that affect the direction of the organisation.In order to deliver the strategy it is necessary for managers to incorporate the vision into their plans and day to day operations.Often the best strategic plans fail either because managers do not http://feedproxy.google.com/~r/developingpeople/~3/3qs2RvO8OlQ/planning-for-future.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/3qs2RvO8OlQ" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/04/planning-for-future.htmltag:blogger.com,1999:blog-6741052826772662090.post-3852701354899428871Thu, 09 Apr 2009 09:59:00 +00002009-04-09T03:03:07.800-07:00management trainingmanagementDepending on who you listen to, as many as 4 out of 10 newly promoted managers fail in their jobs in the first 18 months, which is an appalling statistic, but why is this so?People are promoted for what they know. But the mistake that is commonly made is that the best person in the team, (be that a salesperson, engineer, customer service rep etc) gets promoted to the role of manager. In one http://feedproxy.google.com/~r/developingpeople/~3/hR5Qs8hOhqs/why-its-important-to-invest-in-new.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/hR5Qs8hOhqs" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/04/why-its-important-to-invest-in-new.htmltag:blogger.com,1999:blog-6741052826772662090.post-1773609593046219874Fri, 03 Apr 2009 13:51:00 +00002009-04-03T07:01:54.820-07:00programmelabour marketmanagement trainingSurvey after survey show that employees don’t’ want just good pay, they want to be developed, valued and work for an organisation that makes a positive contribution to their communities.For example, earlier this year the Sunday Times published its results for the 100 Best Companies to Work For. It demonstrated that the best businesses value their employees, and as a consequence have low staff http://feedproxy.google.com/~r/developingpeople/~3/huGPnz7O54Y/management-training-can-add-value-to.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/huGPnz7O54Y" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/04/management-training-can-add-value-to.htmltag:blogger.com,1999:blog-6741052826772662090.post-7986640997842381906Wed, 25 Mar 2009 16:16:00 +00002009-03-25T09:22:06.788-07:00developmentcontrolmanagement trainingTrusting your staff to do what they are good at is key to building a successful organisation, but sadly too often managers fail to recognise the significance of this.Modern Management as well as modern life seems to be one of control. It is vital that budgets are hit, performance targets achieved, and often at the expense of freedom and creativity. That is not to say that these things are http://feedproxy.google.com/~r/developingpeople/~3/f01i3S_Nscw/management-training-can-help-staff-have.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/f01i3S_Nscw" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/03/management-training-can-help-staff-have.htmltag:blogger.com,1999:blog-6741052826772662090.post-6990584671770576303Wed, 18 Mar 2009 10:00:00 +00002009-03-18T03:06:04.839-07:00management trainingmanagementmanagersWhat is the difference between a good boss and a bad boss? Anyone who has experience of working for both might describe a good boss as someone who is:· Supportive· Flexible· Empowering· Empathic· Inspirational· Visionary· Challenging.Where as they might describe the worst boss that they have ever worked for as someone who:· Talks but doesn’t listen· Commands and controls· Divides and conquers· http://feedproxy.google.com/~r/developingpeople/~3/G0bKVNYo4oI/good-boss-vs-bad-boss.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/G0bKVNYo4oI" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/03/good-boss-vs-bad-boss.htmltag:blogger.com,1999:blog-6741052826772662090.post-6872027629895371472Mon, 16 Mar 2009 10:22:00 +00002009-03-16T03:29:34.506-07:00coursescoaching sessioncoachingmanagement training“If it is that easy to understand and use the C.O.A.C.H. technique and model in a two day coaching course - how come it takes a number of years and a load of coaching experience for me to become an effective coach?”The answer to this is both simple and also complicated.Yes you can understand what coaching is and is not about, examine the skills required, learn and practice the C.O.A.C.H. model http://feedproxy.google.com/~r/developingpeople/~3/786gKuTiw1Q/how-easy-is-it-to-learn-to-be-coach.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/786gKuTiw1Q" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/03/how-easy-is-it-to-learn-to-be-coach.htmltag:blogger.com,1999:blog-6741052826772662090.post-5980291975717380007Fri, 13 Mar 2009 15:15:00 +00002009-03-13T08:45:22.296-07:00coachingcbtcounsellingprofessionalsThe UK Government has recently allocated significant funding and resource to train and develop CBT professionals to help people with low level mental health disorders. It has been the driving force behind the new IAPT initiative (improving access to psychological therapies) being implemented for local communities, to help people suffering from common mental health problems - anxiety and http://feedproxy.google.com/~r/developingpeople/~3/wZVHg8FVMrQ/coaching-counselling-and-cognitive.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/wZVHg8FVMrQ" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/03/coaching-counselling-and-cognitive.htmltag:blogger.com,1999:blog-6741052826772662090.post-8296696505259105028Mon, 09 Mar 2009 17:27:00 +00002009-03-09T10:31:10.616-07:00goalscoachingexecutiveassignmentsteamWhen I have been asked to coach a number of people from the same team the question has arisen about whether and when to work with them as a group as opposed to working with them as individuals. The focus of my coaching work has always been centred around working 1 to 1 with individuals, in order to concentrate on them, their issues and agenda without the distraction or complication of other http://feedproxy.google.com/~r/developingpeople/~3/b6r1AO6T8X0/coaching-for-teams.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/b6r1AO6T8X0" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/03/coaching-for-teams.htmltag:blogger.com,1999:blog-6741052826772662090.post-7066387131025283870Fri, 06 Mar 2009 15:11:00 +00002009-03-06T07:34:01.161-08:00coaching workcoachIt should be helpful to the coachee, the coach and the Organisation for there to be someone inside the Organisation who cares about the coachee benefiting from the coaching process. Clearly the coachee must be committed and motivated to achieve a positive and effective outcome for themselves or the whole process will not be worthwhile. In most coaching relationships this is already the case but http://feedproxy.google.com/~r/developingpeople/~3/oWf0s23aYyU/who-should-sponsor-coaching-in.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/oWf0s23aYyU" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/03/who-should-sponsor-coaching-in.htmltag:blogger.com,1999:blog-6741052826772662090.post-8785591938536217414Mon, 16 Feb 2009 13:08:00 +00002009-02-16T06:20:22.575-08:00assessmentmanagementcoaching workThe question of who should decide is an interesting one. Given that the non-directive coaching process is all about a 1 to 1 relationship between a coach and a coachee helping them to understand their reality, issues and opportunities, both inside and outside work, then this suggests that they should be the person who fundamentally decides whether or not the coach and the coaching process is http://feedproxy.google.com/~r/developingpeople/~3/N3wthftWo8w/who-decides-on-value-from-coaching.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/N3wthftWo8w" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/02/who-decides-on-value-from-coaching.htmltag:blogger.com,1999:blog-6741052826772662090.post-5313163046888500718Thu, 12 Feb 2009 11:27:00 +00002009-02-12T03:39:49.320-08:00improvemnetcoachingeffectivenessmanagement trainingThis is an important question to answer both during but particularly at or after the end of a series of coaching sessions. This question also leads on to some others e g who should decide, when, against what criteria and using what sort of evidence?If we use the Kirkpatrick Model, commonly used to evaluate the effectiveness of training, this gives us a useful model to start with. This model http://feedproxy.google.com/~r/developingpeople/~3/jis5RTKYL38/how-do-you-know-whether-or-not-coach-is.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/jis5RTKYL38" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/02/how-do-you-know-whether-or-not-coach-is.htmltag:blogger.com,1999:blog-6741052826772662090.post-396479338405432793Fri, 23 Jan 2009 11:12:00 +00002009-01-23T03:23:31.691-08:00coachingThese are the sorts of characteristics that outstanding coaches possess. * The confidence but not arrogance to support and challenge another person effectively. * The ability to be client centred, to set our ego to one side and thereby not to be thinking about ourselves or our own issues and to keep the coachee focused on their own reality, issues and opportunity options. * To be able tohttp://feedproxy.google.com/~r/developingpeople/~3/mwaDNOxi3GU/what-makes-outstanding-coach.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/mwaDNOxi3GU" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/01/what-makes-outstanding-coach.htmltag:blogger.com,1999:blog-6741052826772662090.post-3968073784511150683Fri, 16 Jan 2009 16:56:00 +00002009-01-16T08:59:51.847-08:00leadership developmentmanagement trainingSome elements of management training are better to be done using your own in-house resources. These centre around knowledge elements and company specific policies, procedures and systems. Induction training is another element which is much better passed on by using employees from the organisation who understand and inhabit the culture and who know their way personally around the organisation and http://feedproxy.google.com/~r/developingpeople/~3/CZHexDy-hu4/which-management-training-to-do-in.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/CZHexDy-hu4" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2009/01/which-management-training-to-do-in.htmltag:blogger.com,1999:blog-6741052826772662090.post-7935137905688488106Thu, 27 Nov 2008 15:19:00 +00002008-11-27T07:28:20.678-08:00consultantsmanagement trainingperformance developmentTough times invariably cause businesses to review how productive and efficient their staff and processes are. But since the mid eighties, many businesses have had rounds of process improvement programmes and efficiency drives, so can the orange really be squeezed to get more out, or is there simply no juice left?A report launched this week by the Management Consultancies Association (MCA) http://feedproxy.google.com/~r/developingpeople/~3/Ww5T4EvMRiI/can-managers-and-their-staff-be-more.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/Ww5T4EvMRiI" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2008/11/can-managers-and-their-staff-be-more.htmltag:blogger.com,1999:blog-6741052826772662090.post-8600017910389892859Wed, 26 Nov 2008 09:37:00 +00002009-03-18T02:56:25.939-07:00developmentmanagement trainingAll businesses need to allocate a good deal of resources to market their products and services if they are to be successful. It will not be self evident to the average purchaser that you provide the best management training, IT equipment or conservatories! Potential customers need to be told.However, successful marketing is not simply about buying a few branded pens and paperweights and http://feedproxy.google.com/~r/developingpeople/~3/3dycmHxtq9g/successful-marketing-how-management.htmlnoreply@blogger.com (devleloping people)0<img src="http://feeds.feedburner.com/~r/developingpeople/~4/3dycmHxtq9g" height="1" width="1"/>http://developingpeopleuk.blogspot.com/2008/11/successful-marketing-how-management.html