Wheel of Anything. Wheel of Anything If you use a Wheel of Anything to think things through either for yourself or with a coachee, then please find attached a spreadsheet with different wheels drawn out for you. I hope this is helpful! Also known as the Wheel of Life, the ...
Read MoreThe Seven Pillars of Talent Management
In the long run, there is simply nothing more important to the success of your organisation that the quality and motivation of your staff. Most companies recognise this and trot out the phrase “Staff are our most important asset”, but just saying it, doesn’t count for much. The Best companies give Talent Management top priority from the board right down throughout the entire organisation.
Read MoreHow to Attract Talent.
“Do you really need a new person?” This question is deceptively simple. Firstly, it requires a calculation of what the marginal benefit (profitability) of a new person could and should be. In order to do this, we need to look at the existing team / operation as a whole and question how it all fits together. For larger units, it might be unrealistic to think this through with every piece of recruitment, but in today’s service driven economy, most teams are relatively small and if it has been more than six months since last doing so, then it is worth doing again.
Read MoreSetting up your own business?
Don’t wait months perfecting a website and all your brochures before you start talking to your Customers. The website will be useful and will eventually bring in business, but it won't bring much if any to your door in the first six months.
Read MoreA brief introduction to Body Language
Your posture may show how you will approach a situation. For example, if you stand with your shoulders hanging, arms folded, and leaning to one side, it will look as if you aren't ready for or interested in the task in question. Should you stand with strong shoulders, head up, and arms out by the side and closed fists, you will look as if you are ready for anything no matter how much stress is involved.
Read MoreEffective Performance Reviews and Appraisals
So let’s go back to basics. This might strike you as odd, but in my view the primary objective of a Review is not to appraise but to improve motivation. I’m talking about creating the kind of environment where someone genuinely wants to engage more with the business. In order to do this, we need to cover three main questions:
Read MoreHow to write a useful Business Plan.
If you are finding it difficult to set your Vision, then try to think about the moments you enjoy most in business. Is it face to face with the Customer when you see them starting to see the value your product/service will bring them? Is it when you see the monthly figures laid out showing healthy growth? etc. The actual moments (be as specific as possible) might guide you as to what is really important to you in business.
Read MoreA Model for Staff Evaluation – PACMAN
The PACMAN model quickly gives you an overview of how capable and how motivated each individual is to perform well. It is also easy to remember, which is important if it is to be a useful model.
Read MoreTop Ten Management Tips
Does each individual have a clear “Line of Sight”? Each individual needs to understand not only what is expected of them, but why it is expected. How does their work contribute to the overall success of the organisation? It is the role of the Manager to bring this line of sight in to sharp focus for every employee.
Read MoreTop Ten Ways To Improve Your Public Speaking
Think through your audience’s expectations, particularly with regard to questions. Do they expect you to know everything? Of course not. In fact, a speaker who is confident to admit gaps in their knowledge will be given far more credit than someone who bluffs.
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