Enhance.training

Top managers create clear direction in their teams to be able to consistently beat team targets. How top managers create clear direction is exactly what I am sharing today.  As I am sure you have worked out, creating clear direction in teams in not straight forward or easy. It takes work to set clear team direction. What you get back in improved performance is worth every single minute spent.  Learn the top six ways for how top managers create clear team direction --- --- How top managers create clear team direction starts with choosing one way (or less than 5) to measure or define direction. Most companies have a lot of data. There are so many different ways of measuring progress, it can be tempting to follow lots. Don't. To create clear team direction choose one.  Next for how the best managers create clear direction, managers translate company strategy into simple language. People don't follow what they don't understand. Jargon or corporate speak is not useful. Make sure each individual in your team has targets and goals they can relate to aligned to company and team direction. Essential for setting team direction.  In communicating clear team direction, you can't say your message once and expect it to be enough. People lead busy lives and there are a ton of distractions every single day. Keep repeating your message to set clear direction and for instilling team direction  Next in giving direction to teams work to foster engagement and buy-in from the team. I share really practical tips on how to achieve this fairly quickly.  Always keep your direction and any KPIs you use visible. Keep reminding the team every day and week about progress and the goals.  If you have any questions on £How Top Managers Create Clear Direction To Consistently Beat Targets” please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training  

I am sharing 7 great ways to handle employee push back on ideas, solutions and requests.  It can feel like a massive drag, difficult and even undermining when you get challenge from employees. Team member push back sucks up your energy and time. Turn what could be a hassle into incredibly valuable feedback that can easily double the value you create as a manager. I share the best ways to deal with team member push back – constructive AND undermining --- ---How to deal with team member push back starts with thinking about all the different reasons employees push back. Sometimes they do it for negative reasons. MOST of the time it is because they don't understand, they have different idea or solution, or they have spotted something wrong.  There are loads of ways to handle team member push back really constructively, so you and they get something from the exchange.  You should never let a team member damage manager authority through publicly undermining you or trying to make you look silly. Towards the end I share 4 vital ways to stop employees undermining manager authority. I think as a manager you WANT challenge from employees and constructive push back. I know helps you do a much better job as a manager. To ensure you get the right kind of push back, I share what you should do to encourage it WHILE in parallel stop employees undermining your authority. The more negative push back you prevent, the less you have to deal with.  I share 7 straight forward steps to handle constructive challenge confidently. These are practical actionable steps that I have been using for decades.  How to manage staff who undermine your authority through push back? That starts with asking them questions about why they are challenging or pushing back. I share 3 other really effective steps that will make any team member think twice before they attempt undermining manager authority. If you have any questions 7 great ways to handle employee push back on ideas, solutions and requests, please email me at support@enhance.training and I will get back to you.  Jess Colesenhance.training

 Every time you speak at work, people judge you.  By getting into these habits for clearer communication and improving the confidence you display EVERY TIME you talk, you change and improve their perceptions of you  I share 5 habits for clearer speaking, teaching you how to express your thoughts clearly.--- ---   The first great habit for clearer communication is to say less. A lot of people say too much. They write or speak what is their head without organising it first. For clearer communication just think about the core message you want to send and focus on that. I share a set of steps to go through to condense down for how to express yourself clearly at work.  The next of the habits to speak coherently is about structuring what you say or write. I share several very simple structures that will help you do just this. Structure helps the other person take in and understand your message without their brain having to run a mental marathon. This is one of most important actions to speak clearly.  The next of the actions to speak coherently is to be explicit. This is obvious yet so much of our speak is not direct or explicit. We hedge. We add in emotional or provocative language. We ask permission. We show deference. Etc etc. We speak unclearly because we are worried about upsetting. Being explicit is a core part of communication skills and one of the great communication tips to focus on and PRACTICE.  Next to communicate clearly create emotional predictability for your audience. This is about reducing distractions, so your audience only has to concentrate on your message.  Put all these communication skills into practice and you will speak with confidence and speak clearly all the time.  If you have any questions on “5 Habits For Clearer Communication. Actions To Speak Like Top Leaders” please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

Learn exactly how to sound assertive at work. When you speak confidently and assertively, you are more likely to communicate clearly, constructively and get your message heard, taken in and understood.  To help you sound assertive quickly, I am sharing 11 tips to speak confidently at work.--- --- How assertively you speak at work has a direct impact on everyone's perception of you. The more confident and assertively you speak and communicate, the more willing others will be to do as you ask and follow where you lead.  Being confident and assertive, when backed up by being good at your job, is going to help you progress your career faster than those who are not as confident.  Communication in any job matters more than most people think! How to be assertive and speak powerfully starts with being very aware of your intend behind the communication. I cover 4 different communication styles. For how to be assertive and confident you want to stick to the assertive style and not use the others. Your mindset drives the styles used.  The first of the tips for confident communication is all about what you do with your message before you speak it. Some mental preplanning is needed. The next of my tips to speak confidently, is to keep the emotional language to a minimum. The next of my  tips to instantly sound more confident is use a lot of “I” language. The last of my tips to talk confidently is to remove most (/all) of the deference in your language.  How to be assertive when communicating is also about how you deliver your message. I share 7 tips to talk confidently at work. All of these will help you with how to communicate assertively. IF you have any questions on “How to sound assertive quickly – 11 tips to speak confidently at work”, please email me at support@enhance.training and I will get back to you.  Jess Colesenhance.training

 How to establish authority as a manager quickly and effectively without annoying, alienating or upsetting. The more manager authority you have, the quicker you get work done, the quicker others do what you ask, the less push-back you get and more able you are to influence and impact team performance. I share 5 super important approaches to how to earn authority as a manager quickly, regardless of your job title or confidence levels. --- ---  Why increase authority as a manager? In short – it enables you to do a much better job, be more influential, have a great impact and get a ton of personal rewards … when used in the right way.  How to build authority as a manager, without relying on your job title or position, starts with building trusting relationships. With good relationships, you will be a lot more persuasive to those people, get a lot more help, get a lot more done, … in short be much more likely to have a performing team. This is massively important to gaining authority as a manager.  To increase your authority as a manager make the time to understand the team and the situation in depth. When you really understand the problems being faced, you can create good solutions. Jump into action too fast and you risk making poor decisions or making things worse. Exactly what you don't want when getting authority as a manager.  Publicly removing problems that impact the team is a brilliant way to increase manager authority. You demonstrate 4 key areas of expertise and show you can help the team. This is great for building authority as a manager.  I explain why consistency of direction and expectations is so important for gaining manager authority. A lot of managers make easily avoided serious mistakes that damage your attempts at getting manager authority. Learn how to avoid these mistakes.  Finally, for how to establish authority as a manager a lot quicker, borrow credibility from your boss, peers and leadership team members. I explain how this dynamic works and give you 5 practical tips you can implement right away to gain authority through your boss and other managers.  If you have any questions on “How to Establish Authority As A Manager Quickly”, please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

 Every team has a worst employee. When you improve your worst employee, you increase overall team performance, usually by a lot more than the contribution of one person.  Any manager with people skills can improve their worst team member. You just need to know what to do and take action.  I share 7 practical proven actions to improve your worst team member quickly --- ---  One of the most important tactics to handle your worst employee is to not ignore the problems, especially when they are relatively minor. Problems get worse over time if left alone. Problems are much easier to fix before behaviour patterns become established.  How to handle low performers or those missing your expectations starts with understanding what is holding them back or causing them to be your worst performer. This is a really important step to do well.  Another key step in how to handle the worst performer in your team is to ask yourself “Is their potential worth developing?” Will the effort you put in to improve them be worth the gains you get or are they a lost case?  The next steps in what to do about low performers is set out your expectations. This is not talking about a bunch of financial targets. Setting expectations well is not easy and I share tips on how to set expectations quickly and effectively.  Next in how to handle your worst employee, give them lots of direct and honest feedback. Comments like “Good job” or “well done” or “work harder” do not count as useful feedback.  If you want o give your worst team member a realistic chance of improving, you must help them improve.  Finally, if you don't get improvement after trying to help them, or they are not putting in the effort, you must remove them from your team – into a more suitable job or out of the company.  If you have any questions on “7 Practical Proven Actions To Improve Your Worst Employee Quickly”, please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

Staff who do not take the initiative are very frustrating and time consuming to manage. There are a number of reasons that stops staff taking the initiative. The manager is in a great place to remove these reasons and encourage staff who don't take the initiative to be a lot more proactive.  I share 4 powerful ways to energise employees who do not take the initiative --- ---  Staff who don't take the initiative are a real anchor on team performance. As a manager you can almost see your bonus shrinking.  There are a number of factors that stops staff showing initiative. Some of these are environmental which the manager can change. The others are to do with the individual. Either of these stops staff being proactive.  To encourage staff to be proactive, it is really important the manager doesn't make classic mistakes like micromanaging or punishing mistakes. I list more mistakes managers much avoid that  stops staff thinking for themselves.  To encourage proactivity, the manager should take several actions to build and maintain psychological in their teams. Trust and safety are key starting points. I list more actions for the manager to undertake.  When managers don't align their actions with what they ask staff to do – this create confusion and damages trust, which in turn will stop employees being proactive.  On the positive side, there are lots that a manager can do to develop confidence and capability in staff who do not take the initiative. Often this can be because staff simply don't know what to do. To build real confidence quickly, I suggest you take 4 key actions with staff who are not proactive.  Finally, towards the end, I share how you should adapt your management style to the person and situation to encourage any staff not taking the initiative to be a lot more proactive.  If you have any questions on “4 Powerful Ways To Energise Staff Who Do Not Take The Initiative”, please lemail me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

 I am sharing 5 proven actions to transform poor teams at work quickly & effectively. That is take the WORST team in a company and transform it into one of the BEST teams.  Any manager with people skills can implement these actions to significantly improve team performance. I share lots of practical tips that you can put action straight away.  --- ---  How to transform the worst team in a company? It has to start with building team trust in you, the leader. In your capabilities and how you are going to help the team. I share 9 practical actions that are great to start transform underperforming teams.  I have transformed the worst team into the best team, in multiple different companies, generating £'millions in additional profits in the process for the business employee us.  It does take confidence to improve the worst team at work. One of the best first actions is to identify what is holding the team back. I share 6 areas that I nearly always investigate in transforming poor teams. These will give you plenty of ideas for what to do to transform the worst team in a company.  Next, invest your time, and resources, into removing problems publicly and privately. The more problems you remove, the more able the team is to improve their performance. Without some time investment at least, it is very hard to improve poor teams at work. I share how you should approach prioritising your time.  Next, plan a path to achieving team goals and walk with the team. The better and clearer the plan of HOW to achieve goals, the more likely goals will be achieved. The HOW part is vital. Poor performing teams often lack the expertise to perform well. Teach and coach the team.  Finally, doing great work and NOT shouting about it within the company is doing yourself and your team a disservice. Make the time to market and communicate your team's achievements and successes. I share a lot of options for how to do this.  If you have any questions on “5 Proven Actions To Transform Poor Teams At Work Quickly & Effectively”, please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

Struggling with Boss? I share 3 vital approaches to transform your most important work relationships The worst mistake in boss relationships is to do nothing or try to ignore the situation. Taking the right action will transform their perception of you. Want more respect, more appreciation, more praise, better development opportunities, a bigger bonus, a promotion … take these actions to transform your most important relationship at work. --- ---  When you are struggling with manager relationships, the first vital approach to transform the relationship is to be perceived as good at your job. This is not about working harder (another common mistake in boss relationships). WHAT you work on and HOW you communicate it is vitally important. i.e. your boss's perception of you  I share 5 core things you must work on to ensure you are perceived as good at your job. Doing these are vital if you are not getting on with your boss or you have problems with your boss.  To improve your relationship with your boss you have to communicate. Relationships are built on communication. Don't make the biggest mistake in relationship with boss – communicating less when things are not going well. I explain how to do this and give a ton of practical tips plus discuss frequency of communication.  Another vital action to take to improve your most important work relationship is to find your boss's pains and help reduce them. I have been using this technique for over 20 years, and it works brilliantly. (13 promotions demonstrate its effectiveness). I talk you through how you can find out your boss's pain points and give you ideas for how you might create solutions to reduce common pain points.  Always make the time to look after the relationship with your boss. There is not other more important relationship nor one that will have a bigger impact on your success and enjoyment of being at work.  If you have any questions on “Struggling With Boss – Transform Your Most Important Work Relationship”, please leave a comment below and I will get back to you.  Jess Coles enhance.training 

Managing effort or managing outcomes – which is best? Get it right and you get a ton of benefits – better team performance, happier staff, more time plus more. Get this right more than you peers, and you will enjoy better team performance, better pay and bonuses, higher status and more.  Get it wrong and team performance suffers, you have unmotivated staff and you have a lot less time available personally.  I share 7 factor and approaches to maximise the benefits you get from getting a better balance between focusing on effort or outcomes. The best managers get it right by considering each of these 7 factors. --- ---  What to focus on - managing activity or results – is not always easy. It can even harder when it you struggle in measuring activity or results. You can't manage what you can't measure.  I start by explaining exactly what we mean when we talk about managing activity or managing effort. This is when a manager focuses on managing each step in a series of steps to get an end desired result. One extreme of this is micro-managing.  Then I explain the difference between managing effort and managing results. This will help you focus on activity or results, or get a better balance between the two for everything you and your team does at work.  Why results matter more than activity comes down to results are end result of a lot of activity. If the results are good, the activity to get those results is very likely to be good too. Good activity doesn't always give you good results.  Finally, I take you through 7 factors you should consider every day in deciding about what balance you strike between managing effort or outcomes. There is rarely a right or wrong answer. There is certainly better or worse in terms of creating great team performance and impressive results.  If you have any questions on “Managing Effort or Outcomes. How The Best Managers Get It Right”, please email me at support:enhance.training and I will get back to you.  Jess Coles enhance.training 

Having better work relationships makes being at work a lot nicer, more enjoyable and certainly a lot more rewarding. I share 5 tips to have better work relationships, to increase your likeability, confidence and influence. Take actions today to create better work relationships! --- ---  The first action to build better relationships at work is to think about other people and not yourself. We all have very busy lives and spend a lot of time focused on ourselves. You cannot think only about yourself for how to create positive relationships at work. To build great relationships at work, focus on those around for at least part of your day. I share tips on exactly how to build relationships at work when you don't know the other person at all.  The next action for how to have great relationships at work is to make it easy for others to work alongside you. Some people you would work alongside all day, others 5 minutes is too much. What creates the difference. I share 10+ tips on how to build professional relationships at work.  Next, to build better work relationships, focus on making sure you are not dragging down your colleagues and making their life harder. This is really important in any group setting to create the best conditions for others to like you and want to work with you.  Fourth, doing this action is absolutely brilliant for how to have great relationships at work. I have used this action all my career and it builds great work relationships, a lot of respect, a lot of influence and a lot of appreciation. If you take no other actions, take this one.  Lastly, to build and maintain relationships at work, show your interest in and appreciation of coworkers, colleagues and bosses by taking this vital action. When you are a leader or manager, you must take this action every day to enable you to do a great job with you team.  If you have any questions or comments about “5 Tips To Have Better Relationships At Work For Likeability, Confidence & Influence”, please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

Deliver what you promise at work, and you will probably be happy and very successful in whatever career you choose. I share 4 vital stages to beating expectations, week after week. Beat expectations and you build a ton of trust, colleagues want to work with you, bosses appreciate you and you get the best tasks and projects to work on. ---- ---  Before you set expectations to beat, take time to mentally plan out how you will deliver what you are being asked. Don't say yes until you have done this or you make setting expectations at work ten times harder. When you know what you can and can't do, THEN you can start negotiating. If you do this stage after saying yes, you are going to look bad and have to go back to the other person. Be very careful what you agree to so you can set expectations you can meet. In my experience, bosses prefer to be sure a person can deliver what they agree when they agree it compared to a person than just says yes. Bosses expect some questions and some level of negotiation. This is the sign of a person good at managing expectations and who will action what you promise. Another key stage to set expectations you can beat is negotiating on resources alongside the goals or expectations. Don't do this stage later. If you don't have the right resources, the work will take longer and will be harder to do. Get the right resources or the best resources you can from the start. I share tips for how to do this. Finally, the best workers and managers ask for assistance and help. From co-workers. From managers. From people who are better than they are at x. Playing to strengths is what makes them so effective at their jobs. I share how they create the goodwill and trust to enable them to ask for help and assistance so effectively. Always do what you promise. If you have any questions on “Deliver What You Promise – 4 Vital Stages To Beating Expectations”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training 

Stop being nice at work. Managers cannot be nice and still increase performance personally and of their team. I explain what managers should do instead and take you through 7 actions to stop being nice at work will helping improve team performance.  --- --- Leaders and managers cant be nice and lead a team effectively. There are so many difficult decisions and situation where being nice is detrimental to you and your team. There are a ton of problems with being too nice at work for anyone:1.      You get swamped with work you can't possibly deliver2.      You are seen as a walk over and people take advantage of you3.      Respect, appreciation and authority are drastically reduced4.      Your ability to your job is a lot lower (for pretty much any position)I share some of the classic signs of being too nice at work and explain why they cause you (and your team) such big problems. Stop being too nice at work. Being very nice to others does not actually win you more people who like you. In my experience, it creates the opposite effect because you are not being genuine and honest and people sense this. People don't like those they don't trust and know. This is also the problem with being too nice at work – being too nice is harmful. I then share 7 actions you should take (particularly as a leader or manager) at work to stop being too nice and position yourself to do a better job and/or increase team performance. Be fair not nice at work. Stop being too nice to people.If you have any questions on “Stop Being Nice At Work – Managers Cant Be Nice & Increase Performance” please email me at support@enhance.training and I will get back to you. Jess Colesenhance.training

Losing your job is very traumatic and very stressful, not to mention painful for your bank balance. I share 14 signs you are losing your job to look out for. I also share 10 actions you should take especially if you see signs you may be fired. Taking these actions will improve your job security --- --- Firstly, I list out 10 signs you may be losing your job due to your personal approach or performance. Looking out for these signs enables you to take action to stop being pushed out of a job. Don't ignore these signs you are being pushed out. These signs you are being pushed out of your job also give you indications if your bosses are not happy with you or thinking poorly of you. Being fired is a very unpleasant experience. Next are listed 4 signs you are going to lose your job due to issues within the company – for example cost cutting. It is harder to take effective proactive actions to avoid losing a job in these circumstances. If you are in the top 50% of employees in terms of performance and attitude, you are generally a lot less likely to lose your job. Finally, if you ever see signs you are going to lose your job, knowing what to do to prevent it, is really important. The 10 actions I suggest you take significantly improve job security at any point. I suggest you put each action into practice throughout your career. Each action has worked very well for me, both in terms of increasing my job security but also in terms of getting promotions and advancing my career. If you have any questions on “14 Signs You Are Losing Your Job + 10 Actions To Increase Job Security”, please email me at support@enhance.training and I will get back to you. Jess Colesenhance.training

Messing up at work or making mistakes at work happens to us all. We all want to avoid making big mistakes at work. What is really important is what we do after making errors at work. I share the 5 best actions after messing up at work or making mistakes at work. Create confidence and trust and get lot of help to rectify any mistakes. These are the best ways for recovering from making mistakes at work. --- ---  It is always a good idea to make less mistakes at work or the ensure the impact of your mistakes is small. Keeping your mistakes small will stop you screwing up at work. Is share 4 really good practical actions you can take to stop making mistakes at work.  When you can't avoid making mistakes at work, it is really important to reduce the impact of the mistakes that you make. I have made a ton of mistakes at work and they have not hurt my career success. In fact, they have contributed to my success BECAUSE I have worked to keep the impacts small AND I have tried to learn.  Don't have a fear of mistakes at work or be afraid of making mistakes at work. Take these 5 best actions after messing up at work.  When you make a mistake at work be responsible for that mistake. Work to fix the mistake or create a solution to fix the mistake. Also own up to the making the mistake. This means you are likely to make a lot less mistakes in the long run and build trust and willingness in others to help you fix any mistakes.  When you make a big mistake at work always communicate that mistake quickly to any others affected and potentially your boss. This enables others to help reduce the impact and it prevents the size of the impact of your mistake growing.  Finally, cultivate a growth mindset so that you learn as quickly as possible to avoid making the same or similar mistakes again.  If you have any questions on “The 5 Best Actions After Messing Up At Work Or Making Mistakes At Work”, please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

 Are you making one or more of the 4 worst mistakes managers make with difficult employees? I share the 4 worse mistakes managers make when handling challenging staff so you can avoid making them.  Learning how to manage difficult employees is one of the most critical skillsets to build to have a very successful career in management. ---  Our FREE webinar on “The Quickest & Best Approach to Remove People Problems from any Team” click here https://enhance.training/lm-lp/remove-people-problems-quickly-ulp043 ---  The first of the worst mistakes managers make with problem employees is putting up with the small problems. The small problems are the easiest to fix and fixing them stops them becoming bigger problems. When dealing with difficult employees always speak to them early about the small problems. The second of the mistakes managers make with difficult employees is responding with anger and frustration to the situation. This is super easy to do and it one of the most natural responses. This response makes the situation WORSE so needs to be avoided. I explain the psychology behind this natural response and why it is so problematic when resolving people problems. The third of the worst mistakes managers make with problem staff is failing to build support for sensible action. You asking them is not as powerful as you plus a group asking them when managing difficult employees. Incentives and group pressure increase reasons to change – use them. The fourth of the mistakes managers make when managing difficult staff is failing to incentivise improvement. Improving take effort and work. Few difficult employees will put this work in without meaningful incentives. Your incentives should be fair, progressive and provide rewards and consequences. I see these 4 worst mistakes managers make with difficult employees being made by senior staff with years of managing as well as new managers. Great new manager tips - learn exactly what to do as early as possible in your career. If you have any questions on “The 4 Worst Mistakes Managers Make With Difficult Employees”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training 

 Why managers bully their team in such great number with more than 50% of bullying being carried out by bosses.  Surveys state that around 30-40% of employees have been bullied by bosses or those in authority.  I don't believe that all these managers enjoy hurting others or putting others down or are that insecure to regularly bully. There must be more to why managers bully staff. I share three suggestions for companies to action to reduce performance crippling bully in their organisations. --- ---  Why managers bully their employees. Sometimes the bully boss is an unpleasant person who enjoys putting others down. I personally believe most (but not all) bosses resort to bullying because of the situation they are in and the pressure they are under.  Why managers bully when bullying is so damaging to team performance and therefore their own career progress. Why bosses resort to bullying must., in part, be due to pressure placed on them AND their lack of management skills giving them different and better options.  To reduce bullying by managers, I suggest companies do three things starting with training managers in management skills. 82% of UK managers are promoted into management positions without any formal training per the Chartered Management Institute. Not know how to get the results is one factor that drives why bosses bully.  A lack of visibility around HOW a manager is leading a team gives bad bosses and toxic bosses too many places to hide their behaviour and approach. Why bosses bully good employees is a sign of an insecure and threatened manager.  The reasons why managers bully their employees must be reduced by leadership teams and companies if they want successful performance and great results. Bullying is very damaging to team performance, especially if the manager is the bully.  If you have any questions on “Why Managers Bully Their Team - Why Regular Bosses Resort to Bullying”, please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

Are you leading a team or group of individuals? How much does it really matter in performance terms? These are the questions being answered. Every ambition manager should be very interested in increasing team performance because this is how your personal performance is being measured. Find out about the performance of team vs group at work.--- --- Leading a team or a group of individuals can be the different between hitting targets or missing them. It is easy to say that working on build teamwork within your team is a must do. Actually, in some situations a group of individuals will perform as well or better than a team. I share the definitions of team vs group in the office so that you are clear on the differences in leading a team or group of individuals. This should make spotting a team vs group of individuals easier. In practice, you will be somewhere between the two.  I provide a scale with multiple indicators so you can answer “Do you lead a team or a group of individuals?”. The performance difference between a group and a team can be really significant, reaching hundreds of £'000s and more . Team or group which is better – in 80%+ of cases, I would say the team every time. There are several factors that go into how big this difference in performance gets.  I share some examples of the monetary difference of teams vs groups. Towards then end I take you through six of my favourite and very effective actions to increase teamwork in any team.  If you have any questions on “Are You Leading A Team Or Group Of Individuals? & Which is Better”, please email me at support@enhance.training and I will get back to you.  Jess Colesenhance.training 

How many employees for each manager? Don't apply a one-size-fits-all approach when considering staff numbers per manager. Do so is likely to be detrimental for your business and team & manager retention. I share 5 crucial drivers of team size for each manager. --- --- The first factors in employee numbers per manager is the pace of change within a business, function or team. The higher the pace of change, the lower the staff per manager ratio should be. Employees don't like change, and it takes a lot more time and effort from the manager to successfully guide teams through change.The second factor for how many staff per manager is team capabilities versus business requirements. The more time a manager needs to spend on developing team capabilities, the lower the manager vs staff ratio. The third factor for employee numbers per manager is the complexity of work undertaken by both employee and manager. I share 7 different factors that increase complexity within the workplace. The fourth factor for number of employees for each manager is the tools and technology available and being used by the team. Technology tends to standardise employee roles and their tasks and activities. The more standardised the roles, the more people that a manager can effectively manage.   The fifth factor in the number of employees for each manager is what the specific role of the manager is. What goals and objectives are you asking the manager to achieve. For example, is the role maintaining performance or improving performance. Expectations for the manager impacts the number of employees per manager.If you have any questions on “How Many Employees For Each Manager – 5 Crucial Drivers Of Team Size”, please email me at support@enhance.training and I will get back to you.  Jess Colesenhance.training

I share 5 ways to keep your boss happy with better communication. You don't have to work harder. You don't have to pander to your boss. Just use these communication tips to keep your manager happy.  ---- ----  How to have a conversation with your boss starts with looking for and understanding their communication preferences. How to communicate with your boss should be one of the first things you sus out. Think about how often, methods and styles with communicating with boss. Next for effective communication skills with your manager, over-communicate rather than under-communicate. When you are proactively telling your boss what you are up to each day, they get a sense of control and involvement. Very important in how to keep your boss happy. To keep your manager happy with better communication, focus on giving clear, concise and progress focused updates. Bosses are more time poor than we are. Spend time thinking about the keep points you want to get across before speaking to your boss. This is one of the best communication tips to keep your boss happy. Next in how to communicate with your manager, spend the time to question, listen and respond. Asking questions and listening is the other HALF of communicating with managers. Find out what your manager is working on and their pressures. Finally, when communicating with your boss, commit to ensuring “no surprises”. Every boss hates surprises, even the good ones. Remove surprises with good and proactive communication. If you have any questions on “5 Ways To Keep Your Boss Happy With Better Communication”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training 

In this manager training success guide we cover some of the key factors to deliver effective management training. I share the best managers to give management training to, who you should train first, how to measure the benefits and 6 core skills to focus on first. --- --- Why training is important for managers? Managing a diverse team with different strengths, interests, energy levels and more is not an easy job as any manager knows. Good managers will multiply the value of output from their team. The top 5% of managers deliver more than 8 times what an AVERAGE manager delivers through their team. That is tens of £'000s to £'millions in profits for the company depending on the size of the team.Think how much you are losing through missed opportunities. Over 80% of new managers are not given any training. Training new managers will give them confidence, tools and a route to delivering better team performance.  Which managers to train? Those that are keen to learn, enthusiastic and are energised by leading teams – these are the best managers to enrol in training.Training managers at any time will help company performance. Managers are responsible for all the decisions with significant impact. Managers are also responsible for helping everyone else be as productive as possible. Training managers leverages your training spend in effect across everyone in the company. Who gets the most from manager training are those managers that are ambitious and put their team ahead of themselves. Measuring the benefits of training managers is not as easy as other forms of training as managers generate most of their value indirectly through the team they lead. With good KPIs and feedback from their team you will know which managers get the most from training.Finally, I share 6 core management skills that any manager should focus on first. When managers get really good at these skills and they generate a lot more profit through their team.If you have any questions on “Manager Training Success Guide – Deliver Effective Management Training”, please email me at support@enhance.training and I will get back to you. Jess Colesenhance.training

How to balance boss and staff, especially when they have conflicting demands is not easy. For managers to avoid feeling stuck in between these two important groups for your success, I share 3 tactics that every manager should use. Make you like as a manager more enjoyable and professionally successful by keeping your boss and your team very happy with you! --- ---  How to deliver for both boss and team starts with understand what both parties want. If you don't find out what both parties really want and need keeping your boss and your team happy is nearly an impossible task. To balance your boss and your team, without feeling you are being batter from both sides. It is a good tactic to act as a bridge between the two groups rather than being a barrier. How to balance boss and team starts with expectations. When you set aligned expectations with boss and team, communicate them clearly and repeatedly, you will have the least hassle and disconnect. When the desires of both groups are out of alignment or in conflict, overcommunicate and negotiate balance your boss and your team's demands. Balancing boss and staff is not easy. It is easy to focus on one, rather than both. The wheels can start coming off the wagon if you do. One of the best ways to balance the demands of your boss and your team is to overcommunicate with both groups. Understanding and appreciate solves lots of problems. Lastly, for how to balance boss and team members, really work hard at delegating and developing your team. Delegating well gives you the personal space and time to focus on the highest value work you can and gives you time to develop the capability of your team. This enables you to delegate even more, and is essential to progress through the management ranks. If you have any questions on “How To Balance Boss And Staff – 3 Tactics For Managers To Keep Both Happy”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training 

Overcome the fears that stop you giving feedback and you open the doors to a ton of benefits as a manager. Giving feedback to help your team member builds trust, increases performance, develops and a lot more. What stops managers giving feedback – the fears we all have of annoying, upsetting, of damaging relationships. I share a tried and test approach to build your feedback skills no matter where you are in your career. --- --- What stops you giving feedback to your team are fears that we may upset others and cause ourselves social harm. What stops you giving feedback to your team is fear of what might happen. You have been promoted into a manager position because you have good communication and people skills or good potential in this area. You won't mess up.To help you overcome the fears that stops you giving feedback I take you through 8 fears and why they are a barrier in your head only. These 8 barriers to giving feedback are easily overcome with a little practice. To reduce your fears about giving feedback, I share some really interesting survey findings about feedback. The bottom line – employees are desperate for more feedback – positive or corrective. The mindset you have giving feedback is probably the most important thing. Then I take you through the practical steps to start giving team feedback in the lowest risk way, building up to being a master at giving all feedback, including corrective feedback. Giving feedback to your team daily, is one of the most important jobs as a manager or leader because it enables so many other really good management practices. Why no feedback means no manager promotion is because you miss out on encouraging and helping the team perform that much better.If you have any questions about “Lead With Courage - Overcome The Fears That Stop You Giving Feedback”, please leave a comment below and I will get back to you.Jess Colesenhance.training

Build great teamwork fast! I share 6 ways to create great teams quickly. This have been tried and tested with many teams, in top companies and when transforming the performance of the worst team in multiple companies. Most managers lead a group of individuals, not a team. Groups of individuals typically work alongside each other, doing their own work. There is chat but not a lot of in depth discussion, not much collaboration and little joint problem solving. Use these tips to build teamwork in any team, no matter where the level of teamwork is in your team today. ------ The leader or manager is the most effective person in building a great team culture. I share multiple ways to teach teamwork to your team. Each are ways to increase teamwork so you will see a noticeable improvement within weeks. The first of my tips to encourage great teamwork is to show you have the team's back. Trust is one of the most important currencies managers have with their team. Everything you do in front of your team should be to demonstrate you are trustable and have the best interests of the team at heart (rather than you own). I share 6 actions you can take to build trust quickly – essential in building high performing teams. The next of my tips for great teamwork is to advertise responsibility and accountability.  To build a strong team, each team member needs to know what is expected of them AND what their team members will be covering. Make this clear to each team member and advertise responsibilities across the team. This is the first important step to holding team members accountable. The next of my tips for effective teamwork is to incentivise a lot of communication. Lead from the front. One of the ways to coach teamwork is to demonstrate communication and then help each team member build to build stronger relationships with each team mate. Create the expectation for a lot of talking, discussing and joint work together. Another of the really important activities to build teamwork is to find goals that scream success. Choose goals that have a story, that are relevant to team members and that the team can get behind. Don't just talk about goals in terms of financial targets. Common shared goals are a key part of team building and essential to build a strong team.  I explain how to start finding valuable goals. How to build a great team at work is a process that any manager can follow. Chances are you have the skills. You just need to know what to do AND work hard in service of the team. If you have any questions on “Build Great Team work Fast – 6 Ways to Create Great Teams Quickly” please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training  

Making decisions at work and having good decisions making skills are highly prized by all organisations. I have 9 questions to ask yourself when making decisions at work. These form a framework, a decision making process, that will keep you making GOOD decisions at work.--- --- The first question to ask when making decisions at work is “How much time do I have to make the decision?” With a day, there is lots that you can do and a lot of questions to ask yourself when making decisions. With 5 minutes, the questions you can ask are much more limited. You nearly always have more time to make a decision than you (or the other person) thinks. How to make decisions quickly, in my view, is about following a process, a framework. Following a framework will feel clunky and slow to start with as you learn the steps. After a few weeks, the process will feel very natural. After a few months, you won't realise you are following it out of habit.  The next of the questions to ask yourself to make great decisions at work is “What specifically is the desired outcome?” Being really clear on what is needed is huge in terms of how to make decisions faster. You also get better decisions. Start asking questions to really understand what the decision you are making or being asked to make is really trying to achieve. Once you have this really clear, everything else in the decision making process will be a lot quicker and easier.  The third of the questions to ask when making decisions is “What is the context of the decision?” The context of the decision will literally change what you decide. Think about authorising a hiring request. In a growing business your decision would be yes. In a struggling company, your decision is very likely to be no.  The fourth question when making decisions is the last of the core questions that you should always ask yourself regardless of the type of decision you are making.  Then I share 5 very valuable questions to ask for the more complex decisions, the ones with larger impacts or those with only bad options to choose from.  The 9th of the questions to ask yourself when making decisions at work is the one missed by many decision makers. Missing this question nearly always causes a lot more problems later on and can be pretty embarrassing. Always ask this question whenever you need to make any significant decision.  If you have any questions on “9 Powerful Questions to Ask Yourself When Making Decisions At Work” please email me at support@enhance.training and I will get back to you.  Jess Colesenhance.training

Working with an insecure boss can be very bad news for your development, your happiness at work and your career progress IF you don't know how to handle the situation. It is easy to find yourself on the end of put downs, criticism, and undermining when you don't know how to work with an insecure boss.I share 5 actions of insecure managers and then 5 key actions to take to gain the support and trust of an insecure manager.------I take you through 5 actions of insecure leaders. Knowing the signs, you can quickly spot an insecure boss and take action that will improve rather than damage your relationship with your boss. For example, A person's natural reactions to their boss trying to exert too much control is to push them away and communicate less. This type of reaction makes things worse not better. Another classic action of insecure managers is be overly concerned about what other people think of them. They take decisions and actions for popularity rather than what is best for the team and business. I share other signs your boss is worried by you. These are each signs your boss is intimidated by you in some way. Next, learn about 5 ways for how to work with an insecure manager. These work just as well for how to work with a jealous boss or a boss intimidated by you. When you are working with insecure leaders, the first action is to play to what they need from you. Understand what makes them feel insecure or what actions or language creates a negative reaction in them. With understanding you can then plan tactics to avoid their trigger points while giving them what they need to feel more in control and secure. I share practical tips for what to do and how to use language to keep them feeling safer. Another very important tactic when working with an insecure boss is to position yourself as a ally and not be a rival to them. Again, use all the practical tips I share to achieve this quickly and with confidence. If you have any questions on “5 Actions of Insecure Managers & How to Work with an Insecure Boss”, please email me on support@enhance.training and I will get back to you.Jess Colesenhance.training

Creating strong ownership in teams is a great step to significantly improve team performance. Team performance defines a manager's performance and directly impacts a manager's personal rewards. I share 3 approaches to create strong ownership in teams for great performance in any team.--- --- The first of the stages to create strong ownership in teams is all about responsibilities. If a team member doesn't take responsibility, you have little chance of they taking ownership. The most important insight to remember – employees will only take ownership if the CHOOSE to. How to create strong ownership in teams starts with creating responsibility. I share my best tips for HOW to create responsibilities in teams - the first stage to create high ownership in teams.The second stage to create high ownership in teams is to build accountability. Creating accountability is undertaking 5 inter-dependant actions, that when put into practice well, will drive strong accountability in any team. I share very practical tips of how to start creating accountability. For example, you can't hold team members accountable for performance unless they have clear goals and objectives, which they understand.To create more ownership in teams at work first allocate clear responsibilities and then create accountability for those responsibilities. Finally to get your team taking ownership, and creating ownership at work more generally, work on the creating the right environment for ownership to flourish. This absolutely in the control of nearly all leaders and managers in nearly any business. To create high levels of ownership in teams put into practice the 5 actions I discuss. Pretty much every manager is able to work on each of these actions to drive team ownership of work.If you have any questions on “3 Approaches to Create Strong Ownership in Teams for Great Performance”, please email me at support@enhance.training and I will get back to you. Jess Colesenhance.training 

Building great decision making skills in teams is brilliant for you personally as a leader or manager. Helping team members with how to build better decision making skills will free up your time to focus on the tougher more challenging decisions. More time on these usually means better results and more interesting work. I share 4 approaches to build great decision making skills in teams.--- ResourcesAccess all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hubhttps://enhance.training/management-skills-hub-ulp000/--- One of the most important ways to build great decision making skills quickly in a team is to encourage team members to take decisions. Just telling team members or verbally giving permission is rarely enough. Alignment of permission, actions, reactions, safety and skills is required from the manager. How to build great decision making skills starts with making team members feel safe. i.e. no repercussions for making poor decisions through inexperience. If team members don't feel safe, they simply won't make decisions. They will pass making decisions onto you. Safety is the first of the steps to build great decision making skills.The next step of how to work on decision making skills in teams is to give them the right decisions to make. No all decisions are the same and breaking down all the different decisions being faced by the whole team and intelligently allocating them is vital to building skills and confidence. How to work on decision making skills with team members depends on their current decision making skills and confidence. The impact of decisions is big psychological factor to consider. The bigger the impact, the harder the decision to make for most people. What help and support available is a big factor. Are the decisions going to be reviewed by more experienced colleagues before being actioned is another big factor. Another way to build great decision making skills in any team is to plan specific activities for individuals and groups to work together on different decisions. Deciding together is often a lot less daunting than deciding alone.Like all skills, how to improve your decision making skills is through practice. How are you going to get your team members practicing the right level of decision making skills for them. I share my best tips and practices for doing just this. Developing team members is a vital leadership skill for manager to be very successful. If you have any questions on “4 Approaches to Build Great Decision Making Skills Quickly in Teams”, please email me at support@enhance.training and I will get back to you. Jess Colesenhance.training 

Who likes micromanagement. Next to no-one. Yet nearly everyone has experienced some form of micromanagement. I am sharing 4 tried and tested ways to quickly win over your micromanaging boss. Stop micro management quickly! --- ResourcesAccess all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hubhttps://enhance.training/management-skills-hub-ulp000/---  Working for a boss that doesn't let you think for yourself is frustrating and career limiting. Turn the situation into one where your boss trusts you and lets you solve problems independently of them by building trust and demonstrating capability. This is great for how to win with micromanaging boss. I have 4 tried and tested ways for how to get a micro managing boss to trust you. Firstly, it is critical to understand exactly what your boss wants from you. Ask for specific and clear goals and expectations. If your boss doesn't provide these, then create them yourself and get their approval. This is critical for how to survive a micromanager. I share additional vital tips for how to get really valuable goals to your boss.Second, start overcommunicating to your micromanaging boss. Tell them exactly what you are doing and what you plan to do. There are ton of ways that you can do this. The more you communicate, the more you alleviate their fears and insecurities (if relevant) and the more trust you build. Third, when manager that doesn't give you any autonomy and you are overcommunicating and meeting expectations, start educating your boss on how they can get more from you. This is a particularly good approach when your boss has recently become a manager for the first time. If you have a boss that treats you like a robot, the fourth approach is to consistently overdeliver. Doing a good job is only half the battle. To turn performance into trust I share a couple of vital steps too many team members miss out doing. This build trust quickly and reduces micromanagement just as quickly. You absolutely can reduce micromanagement. Take the proactive steps I share, and it will happen faster than you expect. If you have any questions on “4 Ways To Quickly Win Over Your Micromanaging Boss”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training 

I am sharing 6 ways managers should use numbers to get their best team results possible. Using numbers in your communication, your feedback and to analyse will help you boost your team's performance – between 20% and multiples of current team value. Using numbers every day in your job will transform how well you can do you job as a manager. I share insights and practical tips on how to use numbers very effectively. ---- --- For each for these ways leaders should use numbers to deliver the most value, I touch on how to communicate with numbers to increase team performance and give examples for each. This is not theory but actual practical tips that I have been using for decades in top companies. I explain how to be a better manager and leader using numbers  6 of the ways managers need to use numbers starts with including them in goals and expectations. This may seem obvious yet so many goals I see (when coaching leaders) don't have any numbers in them. Increasing accountability in teams and individuals in another reason why every manager needs to use numbers. If you have no scale and no way of measuring progress, creating accountability is very hard. Another management skill is using numbers in creating specific useful feedback. The better quality your feedback and the more often you provide it, the quicker your team members and the team overall will improve their performance. Feedback is one of the vital communication skills for managers.Another reason why every manager needs to understand numbers and I would argue – understand financial information – is so they can make better decisions and take better actions. There is not better way than using financial data to ensure your team creates the most profit for a business possible. Finally, using numbers and financial numbers is needed to prioritise the most valuable work for you and your team to do. Finance data is the most comprehensive and accurate way to assess the performance of just about anything.If you have any questions on “6 Ways Managers Should Use Numbers to Get Their Best Team Result”, please email me at support@enhance.training and I will get back to you.Jess Colesenhance.training

Being yourself and managing teams very successfully is not straight forward. I explore how to be authentic at work while still keeping your bosses happy and your team performing. Learn 3 secrets to being yourself and managing teams that will make you stand out from peer and move your career forward a lot faster.  ---- --- Firstly, authentic leaders are held up as great or successful leaders. Why is this the case? How does managing and being authentic impact team performance? Does being yourself and managing others create that big a difference to results? I explore these questions and explain the link between authenticity and team performance. Secondly, what does being yourself and leading or being an authentic leader really mean in today's workplace. There are a ton of pressures from all directions that work to prevent leadership authenticity. For example, there are the group pressures to conform (present in every group, in every culture). There are the pressures to tow the company line regardless of what you think and value. How do you navigate these and remain authentic? How do you keep your bosses happy while still being yourself? Getting this balance right makes or breaks careers and reputations. Be too much yourself and you lose the trust of bosses. Conform too much and you lose the trust of your team. I explain how to find leadership identity and get the right balance to maintain trust, team performance and career momentum. Successful authentic leaders are brilliant at this.Lastly, to create an authentic leadership style through being yourself at work, you need to build a few things first. Creating leadership authority and leadership integrity takes a bit of time and undertaking the right actions to demonstrate you will improve the group and business. If you have any questions on “3 Secrets To Being Yourself And Managing Teams Very Successfully”, please email me at support@enhance.training and I will get back to you.Jess Colesenhance.training

Being engaging and clear when speaking and presenting to groups increases your influence and impact. Increasing your impact makes these speaking skills for managers a brilliant investment of your time. I share 4 speaking skills for managers, including 7 actions to deliver a clearer more engaging message to any group. ---- ResourcesAccess all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hubhttps://enhance.training/management-skills-hub-ulp000/----   The first of the speaking skills for leaders is to know your purpose. To build influence and impact you need something from your audience, even it is just understanding. When you know what you want you can structure your messages to get the outcome you are looking for. Essential communication skills for managers.When you articulate your thoughts clearly, you are much more likely to sound confident. Building confidence and conviction about what you are saying is a process which takes a little preparation. Anyone can go through these steps and feel and sound a lot more confident. When you believe, your audience is much more likely to believe. How to communicate clearly and concisely needs structure. Good communication skills for leaders includes knowing how to structure your message for best effect. I share three simple structures anyone can use – each for different types of communication. Message structure is also a big part of how to speak clearly and concisely. Finally, I share 7 actions for how to speak more clearly and concisely in any group setting. How to talk more concisely is a really important communication skills for managers and supervisors. The higher your position, be better at speaking concisely you need to be. If you have any questions on “4 Speaking Skills for Managers - Supercharge Your Influence and Impact”, please email me at support@enhance.training and I will get back to you. Jess Colesenhance.training 

If you are not valued by your boss, you want to know about it fast and have a clear plan to quickly change how you are perceived. I am sharing 11 signs you are not valued at work and what to do if any of these signs are what you are experiencing right now.There are plenty of actions you can proactively take that will quickly improve how others value you at work. Take action today! ---- ResourcesAccess all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hubhttps://enhance.training/management-skills-hub-ulp000/--- How we are valued at work is important for our happiness, our confidence and our wallet. When our bosses value what we do, when we are being valued in the workplace, we are much more likely to:1.      Get more interesting work and projects that are more likely to further develop our skills and experience2.      Be given more responsibility and autonomy3.      Get more development opportunities4.      Gain higher social and professional status at work5.      Be paid more and be promoted more often So when you are not valued by boss, unappreciated by boss or not valued at work, there is a very real personal cost to you. So you know when you might be under valued at work, I go through 11 signs you are unappreciated at work. When you feel undervalued at work, use these as a checklist to confirm if you really are being undervalued or if you are just having a bad day or week.[Also use these as signs you are being pushed out of your job if you are unfortunate enough to be in this position]The most important point to take away if you are feeling unappreciated at work is that there are plenty of actions you can take to CHANGE the situation FAST. Most of these actions very much within your control. Being unappreciated by your boss or unappreciated at work is horrible. We have all been there at least once. I share 5 common mistakes that lead to being undervalued at work. Make sure that you are not making any of these. If you are making one or more of them, you can quickly improve how you are valued by stopping making these mistakes. Finally, when your boss doesnt value you or your feel unappreciated at work – take 5 powerful actions to change perceptions of those around you quickly!If you have any questions on “11 Signs You Are Not Valued At Work Or Not Valued By Your Boss – Change That Now!”, please email me at support@enhance.training and I will get to you. Jess Colesenhance.training

Staff pointing out problems with initiatives, plans, activities and solutions can be really frustrating, annoying and sap team morale. Let negativity get out of hand and your team's motivation and performance will start dropping. Just what any manager doesn't want. Stopping negativity quicky stops your problems getting worse. I cover how to stop negativity in teams and how to turn employees pointing out problems into better performance with 3 easy approaches. ---- ResourcesAccess all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hubhttps://enhance.training/management-skills-hub-ulp000/-----  There are lots of reasons for team members pointing out problems. Why staff point out problems is really important. The 4 main areas I consider with staff who always point out what is wrong are: 1.      Staff covering for their own character flaws 2.      Staff deflecting attention from themselves or their work 3.      Employees subconsciously crying out for help 4.      Staff genuinely seeking to help by spotting what could go wrong  Staff pointing out problems is not all bad, especially when you turn it to your advantage. I share 3 key approaches to turn staff pointing out problems into better performance. I have used these for decades very effectively. With employees who always point out what is wrong, finding out why they focus on the negatives is important. There are ton of potential reasons such as being jealous of others, or trying to deflect blame, or to undermine others. Stop this behaviour by putting in place boundaries and enforcing these boundaries day in day out. Team members who always point out what is wrong can be really useful to activities, solutions and projects when used in the right way. If their intention is to help the group and those around them, put their negative outlook to the best use of the team by giving them a special role in the team. When staff always point out problems, they are giving you an amazing opportunity to develop their skills in a very positive way and move their mindset into a more positive place. You can do this while getting better performance from them and the team.  Finally, at the end I share 6 actions that I have found invaluable to stopping negativity in individuals and teams particularly for those covering character flaws or deflecting attention from themselves or their work. Use the techniques on team members who always complain. If you have any questions on “3 Easy Ways to Turn Staff Pointing Out Problems into Better Performance”, please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training  

Every manager faces staff who refuse to do what you ask. Staff who don't take direction cause you a lot of stress, anger, delays and uncomfortable questions from bosses and stakeholders.I share the winning actions to persuade staff to do as you ask.--- --- There are lots of actions you can take to painlessly turn the “No” into a “Yes”, even from the most stubborn of employees. Learning how persuade employees who don't follow instructions to do what you ask will give you a ton of benefits:·        Spend less time delegating work·        Encounter less roadblocks·        Be more relaxed ·        Less stress·        More confidence in you from bosses and team members and more. When employees don't do what you ask, they cause problems for the team – less co-ordination, less collaboration, less teamwork … all lead to lower team performance. The first critical approach when dealing with employees who don't take direction is to understand why. Most staff who doesn't take direction when you ask have reasons for their no. Find out what this reasons are by asking questions and listening. I share the principles for asking questions to get employees who don't take direction talking. Next, I share 5 of the best tactics to use to persuade team members who don't take direction. These are practical actions that ANY manager can implement quickly and easily. You don't need a ton of specialist skills. I have used these for over 20 years with employees who don't take direction and many bosses above me. They work without annoying or upsetting. Gaining understanding and using the 5 persuasion tactics will get you great results with 90%+ of staff. When you have an employee not doing what you ask even after going through these steps, move into creating attention grabbing consequences. There is an art to creating and communicating consequences that get the right action from difficult staff members. I share the steps I go through to get the support and permission I need to put the consequences into action. Good luck!If you have any questions on “Winning Over Staff Who Refuse To Do What You Ask. Painlessly Turn No To Yes”, please email me at support@enhance.training and I will get back to you. Jess Colesenhance.training 

How to lead when you are not the expert and deliver impressive results needs another set of skills, a different mindset, and a new approach. The good news is you (and any manager) will be able to learn exactly what is needed for success fairly quickly. I share the essential mindset changes you should make to be successful and the practical actions to take. --- ResourcesGrab our downloadable booklets and help sheets and access our free webinars. Gain more depth of expertise, build greater confidence and be a better manager quicker. Unlock your potential and lead your team to their best performance.  https://enhance.training/team-and-business-management-resources/---  When you are not an expert, working out who IS an expert is a little tricky. I have come across many “experts” who talk a very good game and when it comes to the crunch, can't deliver even half of their promises. I share 4 approaches to help you navigate the expert minefield with confidence, so you find experts to trust. Leading when you are not the expert starts with getting the right experts on your team. When team members who know more than you , when you are leading experts, there is one responsibility you have that is critical for the success of your team or project. If you get this wrong, the best experts won't help you. Get this right and managing experts becomes easy plus you deliver much better results. Make the time and ask the right questions to get this right every time when leading those who know more. When leading employees who know more than you, it can be difficult to work out what you should focus your attention on. How to you give your experts the space and autonomy to fully utilise their expertise, yet still control the direction of their work, and the results they deliver. I share my managing tips and the one thing you should always focus on. Finally, for managing when you are not the expert, I share 9 actions or approaches that you should use every single day for great team leadership and especially when managing experts who know more than you. Use all these and you will be very confident in how to lead experts. If you have any questions on “How to lead when you are NOT the expert & deliver impressive results”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training  

Developing talent in your team is one of the best ways to boost your own personal success as a manager. The more value and profit you can create directly and through your team, the more your bosses will want to give you more staff to manage (promotion). I will explain exactly how to boost your personal promotability and share 4 clever ways to boost your success by developing talent in your team without needing a big budget. --- ---  One of the best ways of developing talent in your team is to stop providing solutions. You can't develop the talent in your team if you don't get them thinking. One of the best management skills is knowing when to ask questions for developing talent in your team. A great example of developing talent is when a team member comes to you with a problem. Get them to provide you a solution and you improve their problem solving skills. For the best ways of developing talent at work, focus on 4 core skill groups that all managers need. Improve these in your team and increasing team performance becomes a lot easier. The more you increase team performance, the more people you will be asked to manage and the quicker your career progresses. Improving performance in individuals happens when you develop their skills. Providing development to employees is also brilliant for motivation, commitment, retention, relationship building … in short a lot of the factors that increase team performance. How the best managers develop talent, often with very little in the way of budget, includes each of the four actions discussed. Developing talent in the workplace takes a little imagination and some of your time. You have a ton of skills that you can pass on to your team members and you are perfectly placed to create opportunities for them to learn. Invest your time and the time of others to improve the skills and knowledge of your team and you directly boost your success as a manager. If you have any questions on “Developing Talent In Your Team - 4 Clever Actions To Boost Your Success”, please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

How open & transparent should you be when leading and communicating? Management advice is to be authentic for good reason. Authenticity builds connections, relationships and trust, all of which increases performance in pretty much any team. You can lead and communicate too openly, where respect for you drops, where you damage your credibility and authority and where your bosses become pretty unhappy. Do you know where this line is and why? I explain how to balance the need to be open and transparent with maintaining your credibility and authority when leading & communicating. ----  Additional Resources Grab our downloadable booklets and help sheets and access our free webinars. Gain more depth of expertise, build greater confidence and be a better manager quicker. Unlock your potential and lead your team to their best performance.  https://enhance.training/team-and-business-management-resources/  ----  Creating great teamwork starts with know what makes great teamwork. I discuss 6 behaviours that strong teams always display such as high levels of trust. Managing others well, inspire trust in your team, combined with good communication skills and a desire to promote openness in your team will get you a long way towards a strong motivated team. These are essential leadership skills in the workplace. To be a good leader, manager, being authentic is really important. To build trust and good relationships with team members, they need to get to know the real you. In contrast, instinctively we want to keep our weaknesses, our less useful characteristics etc hidden. On top of this, there are a lot of expectations that come with the position placed on us. How do we get the right balance of revealing ourselves with maintaining our credibility and authority and inspire openness in your team. We share our experiences and approaches. Providing feedback is essential to managing teams well. How open and honest do you make your feedback? If the feedback is not open and honest how will the team members improve? How will you increase team performance?  How open and transparent should you be with what you think? Will being frank be counterproductive and damage relationships. Will they get upset? Will they stop listening. There is a lot to balance in giving feedback. We explore how to get this balance right. Finally, you are communicating with team members and others every single day. Using a transparent leadership approach will build trust quickly. How much do you communicate and when do you keep silent? I share 7 questions to help you filter what you should share and what you should not. If you have any questions on “Leading & Communicating – How Open & Transparent Should You Be?”, please email me at support@enhance.training and I will get back to you.  Jess Coles enhance.training 

 How to lead and motivate managers in your team is different from how you manage employees. Managers have a different range of skills and expertise compared to employees. How to lead managers and get the best from your managers takes a few changes to your leadership style. I explain 5 big differences in leadership approach needed for success in leading your managers. I cover why leading managers is different from leading employees with practical tips on exactly what to do differently. ---- ResourcesGrab our downloadable booklets and help sheets and access our free webinars. Gain more depth of expertise, build greater confidence and be a better manager quicker. Unlock your potential and lead your team to their best performance.  https://enhance.training/team-and-business-management-resources/ ----  To lead and motivate managers in your team, start by giving them more space. If you manage your managers like you do your employees, chances are that they will not be happy AND you will waste a ton of their talents. For how to lead and motivate managers start by setting really clear goals and direction with them. I share 4 other really effective approaches for leading managers versus employees. Next, for how to lead more junior managers, focus on delegating problems not tasks. Maximise use of your managers' problem solving, organisational, and people skills to solve problems you and your team faces. You also create time to focus on the hard more complex problems which means better solution building across the team as a whole. Third, help your managers develop leadership skills through coaching, mentoring, creating opportunities and more. I share tips and tactics that have worked very well in many companies. Another example of the differences in successfully leading managers. Fourth, help your managers to think strategically. Strategic thinking or big picture thinking is an increasingly important skill as you rise through the ranks. Starting early will make their progress easier quicker and more successful. You will also get more aligned actions and more focus on the most valuable work which helps drive team performance in the short term. Lastly, very important leadership skills for managers include the ability to build and maintain good professional relationships with a much wider range of people and personalities. I share tips on how to help your managers raise their profiles and build networking skills. If you have any questions on “Leading Your Managers - 5 Big Differences To Managing Employees”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training 

Learn 3 practical approaches to get amazing team results and balance being helpful with being demanding. Being too helpful at work damages your credibility, reputation and job security. You can go all out to help your team and NOT be too helpful. Get amazing team results by using a specific approach that maximises the help you give while demanding a lot from the team. ---  More Resources Grab our downloadable booklets and help sheets and access our free webinars. Gain more depth of expertise, build greater confidence and be a better manager quicker. Unlock your potential and lead your team to their best performance.  https://enhance.training/team-and-business-management-resources/ ---The first approach to get the best team performance is to stop being too helpful as a manager. Being too helpful has little to do with how much you help. You can help your team a bit or you can go all out to help the team be better and do better. Being too helpful happens when you don't balance enough against the help you provide. I explain 3 ways to stop your team taking advantage of you and potentially create powerful team performance. Helping your team get better and realise more of their potential is one of the best ways to get more from teams. Serving your team is a vital part of any manager or leadership role IF you want to get great performance while really motivating teams. Secondly, managers stop trying to be liked! Your job is not to win friends or boost your ego. Your key job is to support and direct the team to INCREASE team performance. Of course you need to build connections, to be relatable, to be empathetic and to be authentic. You should not be looking to make friends because doing so will make it a lot harder for you to make the necessary tough decisions and unpopular choices. Stop being taken advantage of at work. Instead, aim to be respected. Being respected is a direct outcome of doing a good job as a manager. The more respect you get, the better you are doing your job! Finally, demand more by providing more. This is crucial to get amazing team results. If you don't demand much from your team, it is unlikely you will get anywhere near goals set, let alone smash them. I share 7 example practical actions that you can put into practice quickly to balance demanding more from your team, so you get the best team performance possible. If you have any questions on “Get Amazing Team Results: Balance Being Helpful With Being Demanding”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training 

Be fair not nice when leading teams and you will effortlessly be a lot more popular and a lot more effective in your job. Getting the balance right is not always easy. You can't be too nice. You also can't be a tyrant. I share critical skills for managing teams effectively, creating connection, building trusting relationships and increasing team performance. --- ResourcesGrab our downloadable booklets and help sheets and access our free webinars. Gain more depth of expertise, build greater confidence and be a better manager quicker. Unlock your potential and lead your team to their best performance.  https://enhance.training/team-and-business-management-resources/ ---  Be fair not nice when leading others. This is one of the critical management skills to learn early. Managers are told for team leadership, that they need to create connections and relationships with their teams. The type of relationship has a direct impact of team performance. I share 10 examples of getting the wrong balance that stops effective team management. Learning what is not good is just as important as learning what is good. Be fair not nice when managing others. Next are six actions to create trusting manager-employee relationships. Building good relationships are essential management skills in business. Be friendly not nice to maintain your authority and the respect others show towards you. Build strong relationships with the team and between team members and you foster teamwork, co-ordination, trust, communication, collaboration, problem solving and more. It is an amazing feeling to be responsible for transforming a quiet caution team into a lively banter filled environment with great teamwork and high levels of motivation. Lastly, I go through 10 example behaviours for how to be nice but not too nice. Each of these behaviours are brilliant actions to take at any point and will help you build a good team environment, encourage your team to work hard and smartly, and to value the work that you do for the team. These behaviours translate into increasing team performance which is great for any manager at any level to be responsible for. If you have any questions on “Be Fair Not Nice When Leading Teams + 10 Team Performance Tactics”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training 

Make change easier for any team by using 6 actions to reduce fears, provide purpose and help individuals learn and adapt to what is changing. If we don't pay enough attention to the human side of change management with teams, the changes planned are going to be painful for everyone I share 6 key actions to make leading teams through change easier. ----  Here is a link to all our downloadable booklets and help sheets and our free webinars. These all provide you more depth and will help you develop your management expertise that much faster. Build your confidence so you can lead any team to their best performance! https://enhance.training/team-and-business-management-resources/ ----  How to lead teams through change starts with explaining the why. The why provides context and the purpose behind the change. Team members can then decide for themselves if the change will make them, colleagues and the business better off or worse off.  Not knowing the why is one of the classic reasons why people resist change in the workplace. Next, explain clearly what is in it for them – a key part of how to help teams through change. Everyone wants to know the impact on them of the change. Helping teams through change is clearly explaining the upsides without ignoring the downsides. Third for how to lead through change, break down the change into manageable tasks and activities for each individual in the team. This takes away a lot of the fear element. Staff also know what to do rather than having to try to work it out themselves. Whenever you are managing staff through change always spend a lot more time listening than talking. Listen to concerns, issues, challenges, ideas and solutions from team members. You will get amazing insights into how they are thinking and get a ton of useful ideas and solutions to boot. Listening a lot is key in change management. When managing teams through change, teach team members how to change. Teaching them what is needed to change will speed up making the change plus you are more likely to get the change you are expecting. Always train and teach your staff through change. Finally, when leading teams through change, hold teams and team members accountable for making the changes needed. There are 5 key actions to take in parallel to hold team members accountable during change – make sure you are taking each one. If you have any questions on “6 Actions to Make Change Easier for Any Team”, please email me at support@enhance.training and I will get back to you.  Jess Coles Enhance.training 

Develop influence as a manager, or at any level, and you will be able to do more, deliver better results and be viewed as more valuable in your role. Build your influence at work and the great your effectiveness in your role and the greater your personal rewards. I share 5 principles for influencing others in the workplace. ---- ---- To influence people as a leader or manager, being competent at your job is a must. Do you WILLINGLY follow people you don't admire and respect? Do you willingly follow people you don't trust to do their jobs well? I don't think that I do. Influencing others starts with trust. The more trust you can build with those that you want to influence, the more influence you will have with those people. This is the power of influence and trust. How leaders influence people starts with becoming good at leading themselves. How well you know yourself, how confident you are to reveal weaknesses, how you manage your reactions and behaviours and more … are all part of leading yourself. We follow those that lead themselves better than we do. Work on your own self-awareness, self-management and emotional intelligence to influence more in the workplace. One of the most important principles in the art of influencing others is reciprocity or helping others before asking for help. Helping others creates influence. We like, trust and respect those that help us (generally) without strings attached. So go out of your way to help others, knowing that at some point in the future you will have that help returned. Helping others is an investment in your own productivity and investment. It is much easier persuading and influencing others when they are happy to be influenced by you. Leadership is having the courage to take risks and step into the unknown. A great starting point to building leadership skills for managers and your confidence is speaking up and sharing your opinions, ideas and solutions. Start small and build. Have the courage to use your voice every day and every week. Finally, a very important part of influencing others is building relationships. As mentioned before, we are a lot more open to being influenced by those we like and trust. Build positive personal and professional relationships with your team and bosses. I share who you should target and in which order. If you have any questions on “5 Principles To Develop Influence As A Manager”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training 

Planning your work week as a manager is the different between doing a great job and doing an okay or even a poor job. The more people you manage, the more moving parts, demands and deliverables you have to stay on top of. Planning ahead at work gives you a ton of benefits.I share six actions for planning your week as a manager to be really effective in your job.----- ----- How to effectively plan your week at work starts with be very aware of the team, functional and company goals. Consistently ensuring what you are working on aligns to the wider business goals increases the value of your work to bosses. You also meet more than one goal with the same piece of work – a great way to leverage your time and value creation. Very effective productivity tips and time management tips for managers. How to effectively plan your week as a manager is about prioritisation. You will always have more to do than time permits. How to plan your day week and month must include separating the important and urgent tasks from the unimportant and not urgent tasks. How to be productive at work is not about doing more but about doing more valuable. How to effectively plan your week as a manager also includes what you are going to do yourself and what you are going to delegate. Delegating is not always a time creating activity. I share tips on time management for managers.How to plan your day for success should include how you use your calendar and organisational tools to reduce the number of disruptions you get. The average office work is interrupted every 3-11 minutes. I share tips on how to minimise disruptions which kill productivity. In management roles, the unexpected nearly always happens. Something will come up to disrupt your plans. One of the essential time management tips for work is to build in contingency time to account for requests, challenges and problems that arise. Finally, at the end of every day, take 5 minute to review what was achieved against your plan and what was not. Replan so that you always have up to date weekly plan in place. If you have any questions on “6 Actions for Planning Your Work Week As A Manager -Boost Productivity”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training 

I am sharing 5 people skills to become a great leader. The ones I am discussing today are some of the most important people skills; the ones that every really great leader displays. Great leaders have the leadership skills to bring something out of us. To become a great people leader, encourage, inspire and motivate through how you make people feel and what you motivate them to achieve.--- --- Communication is one of the most important skills for leadership. I share 5 communication skills that I view as essential people skills for leaders and good people skills in the workplace for anyone with ambitions. There are a lot of skills needed for how to become a great leader at work. Leadership is about change. Being courageous is a requirement for leaders. It takes courage to change, to do something different. It takes courage to speak your mind, to share your ideas. Courage is needed for how to become a great team leader.Demonstrating integrity is also a very important skill. I share 8 different ways to demonstrate your integrity (and there are plenty more). Integrity builds trust, it creates safety, it means staff members will be treated fairly.People follow people they admire and who help them bring the best out of themselves. Being yourself, being authentic is needed for people to relate to you, to learn about you. Trust is massive when leading others. If you are not being true to yourself, how can others trust you?Finally, flexibility is a critical skill of many management skills. Leadership skills for managers and leadership skills training focus on different approaches to the massive range of situations and personalities any manager faces at work. Work on the flexibility of your approach because everyone and every situation is different.  Work at your people skills training and learning and in particular these 5 core people skills to become a great leader.If you have any question on “5 People Skills To Become A Great Leader”, please leave a comment below and I will get back to you. Jess ColesEnhance.training 

As a leader or manager, how do you build great management skills in your organisation? How do you encourage the coaching of great management skills, so you are developing the next generation of managers AND upskilling the managers you currently have?I share tips and actions to help you encourage managers to develop their teams and in particular their manager direct reports, which in turn will drive increasing team and business performance. --- --- To incentivise coaching of management skills, it is really useful to identify which skills leaders should be encouraging their managers to develop. I list out 7 of the key skills which are great management skills training.Next to encourage managers to develop their teams work to create a development culture in your team. There is lots you can without budget to get every team member learning and especially you managers. For example spending time mentoring and coaching your managers is great to incentivise building management skills.To incentivise management skills coaching throughout your organisation, create a management skills development plan for each manager. A development plan provides clear direction, activities and projects for development plus gives you the ability to hold both parties to account (manager and line manager) to deliver that plan. Finally, I share 4 practical actions to encourage coaching of great management skills within your manager population. Each are great in how to develop team lead skills. For of these skills, I list out practical actions to take and activities to encourage the practice of management skills which will improve management performance and the performance of the teams your managers lead. Developing better coaching skills is another way to incentivise managers to coach their teams. Get them to pass on the skills they have learnt. Incentivise management skills coaching!If you have any questions on “How To Encourage The Coaching Of Great Management Skills In Your Team”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training,

Start quickly and successfully by implementing 5 actions for first week success as a new manager. Have a good first week and you set the stage for your ongoing success, you feel a lot more confident in yourself and your team will be a lot happier and more confident in you too.  I share 5 actions to take in your first week – all great first time manager tips--- --- Start your first week as a new manager by focusing on the new 20%, not the old 80%. Chances are you will be doing a lot of your old role as a new manager. For first time manager success, focus on your new responsibilities – the management part, rather than stay in your comfort zone. I share 5 steps to take to start doing this brilliantly for first time managers.Next, for first week success as a first time manager understand the goals and expectations for your team. Maybe obvious, yet so few bosses provide clear goals and expectations. I share tips for new managers to work with their boss to get clear goals. Third, the next of my first-time manager tips is to start with a team focused attitude. Success to become a manager is all about growing yourself. As a manager, success is growing your team first.For first time manager in their first week, don't make changes too soon. There is a lot of pressure on managers to make their mark, impress, and prove that hiring or promotion them was the right choice. Too many managers make the wrong changes too soon as a result. For a first time manager success guide, I share how you should go about making your mark quickly.The last of my new manager first week tips for success is to focus on building relationships. Probably the most important action for the first few months in any new role, and particularly so as a manager. I share tips on who to focus on first and how to go about building the right relationships in the right way. If you have any questions on “5 Actions for First Week Success As a New Manager – 1st Time Manager Tips”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Resolving organisational conflict makes everyone's lives better, more enjoyable and more productive plus it adds significant profit onto the businessI share 4 ways and 10 steps to resolve organisational and inter team workplace conflicts. I also cover what is organisational conflict and provide organisational conflict examples. --- --- Learning how to handle organisation conflict (organisational conflict management) starts with understanding how a lot of conflict occurs within the workplace. In my experience, more conflict occurs because of decisions, organisational setup, goals and processes that have not been designed carefully enough. You see the impact through individual getting into conflict, yet the cause is external to them. I share 7 classic causes of conflict in the workplace. How to resolve workplace conflict starts with understanding what is happening and why it is happening. Separately, speak to both parties is essential, ask lots of questions and listen carefully to what they tell you. Understand what is happening. Figure out why it is happening. Understanding is essential for managing conflict and organisational conflict resolution.  I share 5 steps to practice for this stage. Understand what organisational conflict types you are dealing with – conflict between individuals, conflict within a team or conflict between teams. A lot of conflict management in the workplace is redesigning goals, objectives, policies and procedures so individuals and teams are more aligned and not set against each other. To resolve workplace conflict, then bring the parties together to get them to create solutions. I share 5 steps to follow for this meeting and process. If you have any questions on “4 Ways of Resolving Organisational Conflict: Reduce Workplace Conflict” please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

Use 5 techniques to speak with the confidence of a leader. Communication skills are probably the most important skill set for leaders and managers. At the heart of leading others is building relationships, earning trust and making the lives of those you lead better.  I share 5 techniques to speak like a leader, so you can feel more confident when speaking with executives, when public speaking or presenting to the board of directors. --- --- To sound like a leader you must know your audience. Put in the time to do your homework and think through the challenges, pressures and desires the audience has. To speak like a CEO or leader, speak to the audience's fears and hopes. This is a key part of confident communication and presentation skills.To be an effective leader, building and keep trust with the teams you are leading is essential. The same can be said when speaking effectively with executives. The greater the trust levels, the easier it is to do your job without questions and challenge slowing down the results you can produce. Always speak with as much openness, transparency and honesty as you can. One of the essential public speaking skills to master is creating clear digestible messages that are easy to understand. Creating concise well-structured communications will help you speak like a leader and are great public speaking tips and tricks.When speak in public, to large audiences, and if you want to sound like a leader, your practice is your performance. That is the more you practice out loud before speaking, the better your performance. I share 4 key mental tricks and practices to reduce your nerves before speaking publicly or to large audiences. Finally, to speak confidently, you must master your own non-verbal communication. These are the facial clues, how you use your voice, the pauses, your body positioning etc to convey additional meanings with the words you use. I share 6 areas you need to be aware of and practice improving as you speak. If you have any questions on “Speak With The Confidence Of A Leader – 5 Vital Speaking Techniques”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

There are lots of people problems managers can't ignore if they want to have a happy and productive team. People problems in your team usually get worst over time if left alone and they will easily damage team performance. I share THE top 5 people problems managers shouldn't ignore (in my opinion). --- How to Manager Difficult Employees (1 Day Course) Learn how to manage and improve any difficult, underperforming or problematic employees quickly and effectively. Find out more here https://enhance.training/lp/manage-difficult-people-usp015/ ---  The first people problem managers can't ignore is bullying and any behaviour intended to put others down. Any form of bullying that the manager ignores is deadly. No action will destroy team trust, motivation and performance. This drop in performance can be quick and dramatic with these people problems at work.Always take actions quickly to stop any form of bullying in your team. It is one of the worst people problems that impact performance. The second of the people problems to always look out for is individual undermining team members or you. Undermining can take many forms – usually a pattern of behaviour to attack another person credibility, confidence, standing etc. Use an escalating set of steps to make it unappealing for undermining to happen in your team.  The third of the people problems managers need to spot is individuals taking credit for others work. This behaviour damages trust, relationships and teamwork. For those take credit for others work, they may get short term gains, but they nearly always lose out long term. Demonstrate how to give credit by praising good work, ideas and actions across your team publicly. Don't put up with team member unfairly taking credit. Fourth  of the people problems that kill team performance is no or poor communication. Communication is at the heart of relationships, co-ordination, collaboration, teamwork, solution building and more. I share 7 actions to encourage more communication within your teams. Help coach team members who struggle to communicating and give them opportunities to practice. Fifth of the damaging people problems for managers is conflicts between team members. Conflicts can arise for all sorts of reasons. Often it is not the fault of those in conflict. As a manager you are very well placed to help all parties resolve conflicts quickly, fairly and openly. I share steps to take. If you have any questions on “The Top 5 People Problems Managers Can't Ignore For Happy & Productive Teams” please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training 

You are in control of many of the factors that go into how to develop a winning team at work. You don't need amazing people or big budgets to develop a winning team at work. I share 4 development strategies for team success and for developing team capability. --- --- Leadership success depends on growing others because the majority of the value you create in leadership roles is delivered through others. Developing teams becomes a must. How to develop your team at work starts with understanding what development is needed. There are three important factors to be considered and balanced, one being what development the individual wants and needs. Planning and delivering staff development is a massive part of motivating staff to work harder and improve the quality of their work. There are lots of ways to develop a winning team. Building skills in a team is as important as building knowledge and experience. I explain 3 key reasons this helps you personally and share 6 skills to build in developing teams and effective leadership. I also talk about how to develop a team at work. You also have to do you part in building a winning team culture and one of the key strategies is working to remove all the basic repetitive low value tasks the team does. Doing this frees up time for to spend on higher value tasks and provides staff development all by itself. There are 4 main ways to remove these low value tasks – are you working at all of them? Lastly, another important of the development strategies and important in how to develop a team at work is to create a team culture where peers develop each other. This reduces the burden on you, giving you development too! I share 5 key activities to enable you to build a great team culture and brilliant for how to motivate your team at work. If you have any questions on “How to Develop a Winning Team At Work – 4 Team Development Strategies” please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training