2013 has been a great year for me – and I hope it’s been just as good for you too. Here’s to an even more successful 2014, developing your talent and achieving business success. If you’re anything like me the last few weeks will have been hectically busy as you balance developing your talent, the demands
On several occasions recently clients have asked me to help resolve conflict between two employees. I have my own model for developing relationships in the workplace (PARTNER) which you can learn more about here. But another valuable resource is the Handbook of Solution-Focused Conflict Management by Frederike Bannink which Hogrefe published in 2010 (ISBN: 978-0-88937-384-6)
I’m about to embark on delivering a programme of training to help managers have more effective performance conversations with their employees. The client I’m working with is not alone in needing to improve managers’ skill and confidence in this area. Many HR and training departments face the challenge of developing a performance culture across their
How to review performance is a challenge faced by most leaders. This week I have been busy coaching senior leaders and also launching a new programme to help managers have more effective performance conversations. The thing that struck me was that leaders are very harsh when they review their performance. That’s fine if it helps them improve.
Richard Branson says “If you ask any successful business person, they will always have had a great mentor at some point along the road.” And he’s right. I was recently lucky enough to hear Nikki King OBE, MD of Isuzu trucks share her story of success and sure enough, one of the key points she
A few weeks ago I wrote a blog post on the Seven Steps to Effective Partnership Working. In it I shared the PARTNER model I developed to strengthen working relationships between individuals, teams, departments and organisations. Today I thought I’d share how I used the model in a “Partnership Working” workshop and the tools and
One of the most important responsibilities of any business leader is performance management. In other words to manage and develop the performance of their people. Performance management is the means by which the work individuals do every day contributes to the larger goals and core values of the organisation. Managing performance is vital to the health
I was coaching a client a few weeks ago and she was sharing her anxiety about having a performance discussion with a member of her team who she has a difficult relationship with. I asked her a few questions about what impresses her about this member of staff, what she is good at and what
Leading change is a priority in business today. Although it sounds like an oxymoron, change is happening all the time – changes in technology; changes in Society; changes in the economy. And all of those demand changes in organisations. Over the past few decades we’ve gone from a situation where stability was the norm and
Are you developing a new team? You’re not alone. One of the key challenges faced by most organisations is the ever-increasing pace of change and the need to continually develop to adapt and respond. So, many organisations are adapting the way they’re structured in line with their new goals and objectives. New organisation structures involve
Empower your employees for career growth and retention. Download the first chapter free today.
