Are you 100% confident that you and your leaders are equipped with the skills necessary to deliver sustainable business growth during tough economic times?How would you like to receive up to 50% funding from the Welsh Government towards enhancing your  Leadership and Management skills?

Course Titles

We have now had two new courses approved by ELMS which means if you book theses courses you can benefit from up to 50% funding. The courses are:-

    * Institute of Leadership and Management Level 3 Award in first line management. Click here for more info on ILM Level 3 Award
    * Achieving and maintaining peak performance in challenging times through resilience and mental toughness. Click here for more info on our resilience and mental toughness workshop

Leadership and Management Training Grants Free Consultation

If you are interested in improving your or your organisation’s leadership and management skills in Wales  then contact us and we can put you in touch with a Human Resource Development (HRD) advisor who will work with you free of charge.

The director of the Cardiff School of Management’s Creative Leadership and Enterprise Centre talked about the recent Wales Leadership Survey, which saw 55% of those questioned say that leaders were born not made.

Prof Morgan said: “Some research in this area suggests that effective leaders have certain genes in common – up to 40 per cent in fact – but this would suggest that at least 60 per cent of leadership skills need to be nurtured and developed."

I've just been rereading Umesh Ramakrishnan book  "There’s No Elevator to the Top" (ISBN: 978-1-59184-225-5) and looking again at this issue of nature versus nurture for leadership development - are we born with leadership traits or can they be learnt.

Ramakrishnan comments on trait theory in this chapter. He says "Leadership skills can be acquired, according to many executives I interviewed. Many people say you are a born leader or you are not a born leader,” Sanjiv Ahuja of Orange said, but I think there are those people who you can observe as learning to become good leaders.” These views are shared by Russ Fradin of Hewitt who said that “Anyone can aspire to – and become- CEO material, as long as they have the right tools.”

As to contuniung professional development Aetna’s Ron Williams said “The way I think about it is, if you were trying to grow your earnings fifteen percet than what are you doing to actually make yourself a better executive… In fact for most people who get to the very top there is no option but to continue learning because as Bill Nuti, CEO of NCR Corporation, put it, “the skills that got you there are not the skills that will make you successful as a leader.” This is a good point in that most individuals are technically competent at their job but will not necessarily have had the skills required to move into management.

To read more of the book review click here. If you want to learn more about developing leadership skills then visit our Leadership development page.

Therefore the moral of the story is never underestimate the power of print as you never know who's going to read it and who it's going to resonate with.

Here's an extract:-

  "Placing corporate responsibility at the heart of your business is, of course, a brilliant way of helping local communities in these challenging times. But did you know it can also boost your books? We spoke to three companies reaping the benefits

A year after the 1981 riots in Toxteth and Brixton, the UK was suffering high unemployment and inner-city unrest. These events informed the creation of Business in the Community (BITC), a business charity dedicated to regenerating local economies. Its slogan was "healthy back streets make for healthy high streets".

"Following the riots businesses realised that what happens in the community impacts on them," says Andy Melia, CommunityMark manager at BITC. "They understood that working with communities is a sensible and responsible way to do business and that it has benefits for them as an organisation."

Mark Goyder, founder director of business-led thinktank Tomorrow's Company, believes that some of the reasons that led to the launch of BITC are resurfacing. "There is a danger of a growing divide between business and society through a lack of trust. Look at the recent riots, the vandalism of Fortnum & Mason during the spending cuts protest or Rupert Murdoch being splattered with shaving foam. It is a symbol of people saying business stinks," he says. The withdrawal of public funding from charities and community projects adds to the problem. "There is a big gap to be filled. Businesses are stepping up and saying we can make a contribution here," he adds."

For the full article on corporate social responsibility click here.

The Welsh Government have been forward thinking in this repsect particularly in the field of enhancing Leadership and Management (ELMS)  Skills. The ELMS programme is funded by the Welsh Government and the European Social Fund with the intention of supporting business growth. The programmes contribute towards the improvement and support for development skills within Welsh companies and organisations.

Programmes introduced by the Welsh Government include the following.

1. Enhancing Leadership and Management Programme

The enhancing leadership and management programme includes the following:-

• Support from a centre of excellence for Leadership and Management training needs
• Leadership and management workshops
• Workforce development with leadership and management Wales training eligible for 50% funding
• Access to the sector leadership fund
• Management diagnostic programme
• Mentoring and coaching skills training

2. Work-Based Training

• Apprenticeships
• Modern skills diplomas

3. Skills Growth Wales

• £30m extension to the scheme until March 2015 offering training support to companies in Wales

4. Redundancy Action Scheme (ReAct) II

• Programme of funding for training for people living in Wales who are facing redundancy or for employers who are downsizing their business or recruiting staff.

This is comprehensive list and for more information on these Welsh Government initiatives click here.

If you are interested in Enhancing your Leadership and Management Skills in Wales then contact us for more information and for a free consultation

Top Ten Tips for Empowering Your Team

1. Share the Big Picture
   Making sure that people know and have access to the organization's overall mission, vision, and strategic plans helps them to feel that they are part of, and contributing to, something bigger than themselves and their individual job  - “we are all in this together”.
2. Show You Value People
   Your facial expression, body language, and the words you use continually express what you are thinking and feeling about the people who report to you. Work to show that you value people for who they are rather than just for what they do. This shows a deeper level of appreciation and helps to strengthen relationships.
3. Share Goals and Direction
   Share the most important goals and direction for your team. Ensure that everyone involved has a clear picture of what success will look like.  People who have a clear picture of the desired end point are much more likely to get there -  “start with the end in mind”.
4. Look To Expand The Decisions Members of Your Team Make
   This is probably the crux of empowerment – the more decisions your team can make without you the more empowered the team is but enable success by making certain that you have given people (or made sure that they have access to) all of the information they need to make thoughtful and effective decisions.
5. Fundamentally Trust People
   Trust the intentions of people to do the right thing, make the right decision, and make choices that, while maybe not exactly what you would decide, still work.
6. Delegate Authority and Impact Opportunities, Not Just More Work
   Don't just delegate the drudge work; delegate some of the fun and important stuff, too. Delegate the important meetings, the committee memberships that influence product development and decision making, and the projects that people and customers notice. The employee will grow and develop new skills and you can concentrate on your unique contribution.
7. Provide Frequent Constructive Feedback
   Provide frequent feedback so that people know how they are doing. Sometimes, the purpose of feedback is reward and recognition. People deserve your constructive feedback, too, so they can continue to develop their knowledge and skills.
8. Solve Problems: Don't Pinpoint Problem People
   When things go wrong it is so easy to look around for someone to blame, however a more constructive and empowering approach is to communally identify what in the overall work system allowed the error to occur.
9. Use A Coaching Approach…Listen and Ask Questions
   Provide a space in which people will communicate by listening to them and asking them questions. Give guidance by asking questions, not by telling people what to do. People generally know the right answers if they have the opportunity to produce them. When an employee brings you a problem to solve, ask, "what do you think you should do to solve this problem?" Or, ask, "what action steps do you recommend?" Employees can demonstrate what they know and grow in the process.
10. Help Employees Feel Rewarded and Recognized for Empowered Behaviour
    Because if employees feel under-compensated, under-titled for the responsibilities they take on, under-noticed, under-praised, and under-appreciated, their performance probably won’t be great. They won’t feel motivated to go that extra mile!

For more information on empowerment visit our website.

Paper  written by Rick Roskin and taken from our E-learning website. Contact us for a trial free login.

Drawn from the research of Virginia Breen, Ronald Fetzer, Linda Howard and Robert Preziosi

The One-Liner

When a problem is complex and/or potentially controversial, open communication is essential for effectiveness, as is a structured approach to consensus decision making within teams.  This is especially true if the decision warrants implementation.

Consensus Problem Solving

This research looks at consensus decision making within the context of a particular approach described by Harley and within a particular theory as outlined by Senge.  Essentially, it is argued that

when a problem is potentially controversial and/or complex, teams that follow a structured approach and that are more open in their communication are likely to achieve better results.

To quote the authors:

the purpose of this research was to test whether a consensus problem-solving technique increases communication openness in a team setting when compared to previous problem-solving sessions when team members were left to their own devices. Communication openness in an organizational setting refers to the message sending and receiving behaviors that occur between superiors and subordinates as well as between peers. It is a central variable in organizational communication and is a vehicle for handling non-routine, and possibly negative, information in the form of suggestions, criticisms, new ideas, and bad news.

The importance of this approach is emphasized because information often never reaches those who are empowered to implement a decision.  Additionally, the reason for investigating problem solving approaches turns on today’s changing organizational structures and the environment

Here are some top tips on how to manage your time effectively.

1. Take Control

2. When you say no stick to it

3. Maintain focus in meetings

4. Make the most of dead time

5. Match task to mood

6. Spend time with people who are difficult ot get hold of

7. Imagine your diary is clear

8. Groom People

The "Mind Gym: Wake Your Mind Up" is published by Time Warner

Among his predictions was that 2012 will demonstrate just how important micro-businesses are to the stability of the Welsh economy. Also 2012 will bring a change in the style of management demonstrated by Welsh businesses. There is now a real need for business leaders to think more about the longer-term success of their businesses; taking decisive action now to safeguard their futures and plan for sustainable growth when the end of the recession does finally arrive as it surely will.

He also predicted 2012 will bring a change in the style of management demonstrated by Welsh businesses. He suggested this would be brought about with more of a focus on work-based learning.2012 we will see more work-based learning delivered via a blended-learning approach consisting of e-learning, coaching and mentoring, as well as taught courses and interventions.

David Russ, managing director of the South Wales Chamber of Commerce, and Iestyn Davies, head of external affairs for the Federation of Small Businesses in Wales, also gave their points of view.

For more information on leadership and management development visit our website.

"Off with her head, cried the queen at the top of her voice. Nobody moved."

Lewis Carroll, Alice in Wonderland.

Bad communication is worse than no communication at all. So what is communication:-

Communication - The imparting or exchange of information (The Little Oxford Dictionary)

Having the confidence and skills to communicate in the workplace is central to everyones role.  It is probably the most important part of any relationship, and so easy to get wrong.

We have all seen organisations where no-one really knows what is going on, or understands their part in the bigger picture of the business, we all know that is not a good position to be in.

More employees feel and understand that they are a vital part of the business, the more pride they will take in what they do.  This may take the form of training for managers and senior staff to feel they are supported and that they understand the importance of effective communication within the workplace, which will be in turn be passed onto other staff. 

It could be that training is required for all staff in a variety of matters, not just relating to their everyday job role but, for example, customer service training for those dealing with your customers or clients day-to-day.

1. Be clear with your narration's context and content
2. Maintain a balanced tone of voice
3. Use positive body language
4. Consistent pace of delivery
5. Confirm Understanding

Communication Skills Training Course Content

Our one day training course requires the learner to demonstrate:-

• An understanding of the communication process

• Methods of communication

• Why communicating with others may be effective or ineffective

It is usually not what we say but rather how we say it that distinguishes the competent, effective manager/leader. This interactive workshop looks at communication as a tool for effective manager/leaders in the workplace. By taking an overview of Emotional Intelligence and combining it with some aspects of Transactional Analysis participants should gain an insight into not only how to communicate better but also an understanding of why some communication breaks down.

For more information on our effective communication skills training course visit our website. 

  95% of organisations believed coaching as a development tool benefited the organisation, and 96% believed it benefited the individual. A broad range of specific benefits were identified including improvements in communication and inter-personal skills, leadership and management, conflict resolution, personal confidence, attitudes and motivation, management performance as well as preparation for a new role or promotion.

Our Next Coaching Course

Price:               £495*
Venue:           Portland Place, London
Date:               15th December, 2011
Duration:    1 day (9.30am – 5.00pm) includes lunch and refreshments
Availability: 3 places left

* All prices exclude VAT

Benefits

The 1  day programme will give managers/leaders the confidence to use their coaching skills to obtain the following benefits:

• Motivate others to be become high performing employees

• Improve performance and productivity through clear goal setting

• Develop team members in line with individual and company objectives to improve your bottom line

• More time to be a leader/manager

• Improved relationships

• Better use of people skills

Coaching Course Content

• Different types of coaching

• When is it  appropriate to use coaching and when other interventions would be more appropriate

•  Examine 1 model of coaching in detail GROW

•  Practising coaching skills

•  Considering opportunities to use coaching back in the workplace

•  Action Planning

•  Effective mechanisms for applying the coaching process in delegates workplace

For more detailed information or to reserve a place on our coaching course entitled An Introduction to Coaching in the Workplace visit the Call of the Wild website.