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 

How great leaders hold employees accountable is an approach, a process and set of actions that works together to create accountability in individuals and teams. I share 5 interdependent actions essential for creating a culture of accountability in teams.--- --- How great managers hold employees accountable starts with creating and maintaining really clear goals and expectations at a team and individual level. Know exactly what is expected is essential in building accountability in teams. I share tips on how to communicate verbally, non-verbally and writing to set really clear expectations and goals your team pays attention to and owns. Next in creating a culture of accountability in teams, build team capability. If staff members don't know how to reach a goal, they are unlikely to reach that goal. Ensure they have the knowledge, skills and resources to be able to achieve goals – a key part of how to hold team members accountable.Next in how to make my team members more accountable, create a lot of visibility of progress towards goals. Clear goals, objective measurement of progress and visibility is great in creating accountability. Work out how you track progress against team and individual goals and share this progress. How great leaders hold staff accountable includes undertaking a lot of follow-up and providing a lot of feedback. Both activities provide a lot of guidance and support and well as communicating exactly where each employee stands. Finally, in holding employees accountable, create clear consequences for missing goals and expectations and for beating goals and expectations. If there are no consequences for either, there will be little accountability. How to hold your team accountable requires the continuous application of all 5 elements. Miss one and your team and team members will not be nearly as accountable. Don't let accountability slip through the cracks. If you have any questions on “How Great Leaders Hold Employees Accountable – Use 5 Essential Actions” please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

5 steps to ask for your next promotion at work takes you through how to prepare to make asking your boss almost a formality. Asking for a promotion is daunting enough. Learn exactly how to prepare so you are confident and much more likely to get a yes.--- --- Before you work out how to ask for a promotion at work, make yourself ready to be promoted. Think about the skills and experience you need to demonstrate for the role you want to be promoted into.  How do you compare right now? Work out your gaps and close them before going for a promotion at work. I share 5 methods for working the gaps out.Getting promoted at work is showing you can do a lot of the role before you ask for your next promotion. Think about the tasks, activities and responsibilities of the role and the level at which you need to operate at. Work out how you are going to demonstrate this - key steps to get your next promotion at work. Make yourself ready for a promotion at work!Next, build your list of achievements and how much value (revenue and profit) you add to your business. This is really important for your conversation with your boss and your bosses conversations with others deciding on promotions. Achievements that make you stand out really help with promotion at workHow to ask for a promotion at work includes preparing for objections. There will be objections: there is not a role available, you are not ready yet, we don't have budget etc. These can all be big blockers to your next promotion at work. I share tips on how to prepare and overcome objections to your promotion. When to ask for a promotion is also important. There is never a perfect time. There are plenty of bad times to avoid which I go through. Choose a good time and book a meeting in with your boss and ask for that promotion. Good luck!If you have any questions on “5 Steps To Ask For Your Next Promotion At Work”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Preparing for your first board meeting is daunting. It doesn't matter if you are a new director or if you are attending the first meeting of the board of directors in a new company. I am taking you through 4 key actions you should take in preparing for a board meeting to make sure you create the right impression and allow you to contribute fully.--- ---How to prepare for board meetings starts with be really clear about what you are bringing to the board team. You will have skills, experience and knowledge that other board members don't have. To prepare for you first board meeting think through how your differences are can be used in the board meeting to best effect. Next, speak to the chairman of the board (or who leads the meetings) and find out what they expect from you during the board meeting. Second, I share 4 key areas of background preparation for a board of directors meeting that will increase your confidence and give you good insights to share in the board. You will also be a lot more confident asking questions and challenging other board members. A great way to prepare for a meeting with the other directors.Third, build relationships or re-calibrate relationships (if internally promoted) before attending your first board meeting. I share tips on how best to do this. Knowing your peers on a professional and personal level is another key step in preparing for board meetings. Fourth, for how to prepare for a board meeting, plan out how you will contribute to each agenda point in the meeting. Prepare well and you can demonstrate your strong communication skills and leadership skills to peers. Setting the right impression will make working with peers a lot easier, more productive and more enjoyable. If you have any questions on “Preparing For Your First Board Meeting – 4 Actions For A Knockout Performance”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

To go from manager into your first executive level position is a big jump up in responsibility, pressure, influence and impact on the business you work for. Getting your first executive level position requires you to operate in a different way from your peers. I share 6 key areas to focus on to get your first executive position, to enable you to go from manager to leader. --- To book a call in to discuss a coaching programme with me to land your first executive level position or to make a bigger impact in your first six months of a new executive role, click on this link https://bit.ly/40y8gLW --- In executive level positions, you are part of the team running the business. You will need to put the company first and think at a strategic level. When getting your first executive level job do your homework so you can demonstrate you can and do think at a strategic level. I share 5 areas you should focus on to build your knowledge and confidence. Getting your first executive level role is much easier when you focus all the activities and actions that generate better profitability for the company. Profitability is the comprehensive measure of performance and a great way to demonstrate all the value you are adding to get promoted from manager to director. Next, in getting your first executive level role, it is essential you get the best from the teams you manage. The higher you go, the more you have to work through others. I share 8 different ways to encourage more from your team. As senior manager, show you are able to deliver great results when working on cross functional projects for getting your first board director role. Executive level positions have to work across all departments and manage conflicting goals to get the best results for the company. This demonstrates your leadership skills and is great leadership development. For how to become an executive spend a significant amount of your time building good relationships with as many colleagues and co-workers as practical. This increases your influence and enables you to deliver a lot more in your role. Essential skills to go from manager to leader. Finally, for your career development, it is essential that you build good relationships with the current executive team. Working hard and delivering amazing results is not enough. The executive team want to know about you, if you will fit in with their group and if they will enjoy working alongside you.  I share tips for how to create opportunities to build your relationships with the current executive team. If you have any questions on “Go From Manager to Leader: Getting Your First Executive Level Position”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

I share 6 brilliant ways to encourage more teamwork at work. Most of us work in jobs where we depend on others to enable us to do our jobs well.  Most company leaders and managers want more teamwork in the workplace because they know the company will be a lot better off.Learn more about how to create and encourage teamwork at work with any team.--- --- The first of the ways to increase teamwork is to set clear team goals. This is standard advice, yet I coach a lot of managers that don't set clear goals or they set them and then forget about them. I explain methods to set and remind the team of the team goals for how to make your team work better.The second of my tips for effective teamwork is to think of ways to teach teamwork to your team. Great teamwork can absolutely be demonstrated to a team by you to improve their teamwork skills and improve teamwork and collaboration in the workplace.Third, effective teamwork in the workplace needs clear responsibilities and accountabilities throughout the team. Work to give everyone a clear role and activities and projects. Spend time with individuals to ensure they understand exactly what they need to do and also communicate this to the team. Fourth, for how to build teamwork in the workplace, work on building trust between team members and yourself and between team members. Without trust, relationships do not strengthen, nor does reliance on each other. There are different types of trust so work on building personal and competence based trust. Fifth, encourage lots of open and honest communication between all members in the team. This is one of the essential ways to coach teamwork and to get each team member focused on helping their colleagues. Finally, align the personal rewards that you offer to team members with how well they personally work within the team. I share 6 different ways to reward team members so do stay for this. If you have any questions on “6 Brilliant Ways to Encourage More Teamwork – 6 Ways to Teach Teamwork”, please leave a comment below and I will get back to you.Jess ColesEnhance.training 

We all want to build great relationships at work because great relationships make work enjoyable and enable you to deliver a lot more in your role. Quickly build great relationships at work and you get a ton of benefits personally and you help your team just a much. I share 5 ways quickly build great relationships at work. These principles and actions also keep your relationships strong year after year.--- --- Relationship building starts with making yourself a nice person to work with. Be friendly, smile, be positive etc – these are things that most people do already. I share 6 traits of those that build great relationships with coworkers. We should all work at improving these to improve workplace relationships.Next, think about how you quickly build great work relationships. Spending time with the person face to face is the best way. I explain exactly why and give you tips for this. Taking these steps needs a bit more time and effort with the benefits gained far outweighing this investment. Another way to quickly build strong relationships is to seek to proactively help co-workers who reciprocate. When you help most people do a better job, get resources they need or help them solve a problem, they will be much more willing to help you in return. When you help others, you also help build good trusting relationships – a double benefit. Help others were you can for building relationships at work. Next for how to build relationships at work always deliver what you say you will. The most important part of this is setting and managing expectations so that you don't let others down. Of course you need to put in the work too. Finally, work on building personal relationships as well as professional relationships. It is all the personal stuff that creates strong connections and shared interests. Connections and feeling the other person is interested in us and gets us are really important parts of building great relationships. If you have any questions on “5 Ways Quickly Build Great Relationships at Work”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

Knowing how to praise staff at work and being able to show your appreciation to your team is brilliant to build team motivation, a positive culture and help increase team performance.Everyone wants to be appreciated and valued. Learn exactly how to praise employees at work to maximise motivation and action.--- Course LinksTo learn exactly how to give really useful positive and corrective feedback to team members without upsetting and to maximise the chances of action, take a look at our course on giving powerful feedbackhttps://enhance.training/lp/how-to-give-powerful-feedback-usp007/--- Learning how to compliment staff at work and regularly showing employee appreciation with massively help you increase employee engagement. Praising staff at work by saying “Good job” and “Well done” is a great start. This type of general praise in not memorable and does not inspire repeat action nearly as much as more considered praise.Firstly, praising staff is great for you as a manager. Giving praise creates positive reinforcement and action. Praise demonstrates your appreciation and that you value them. Happier, motivated teams are much more likely to work harder. Use your praise to guide your team to work smarter. Use praise as employee recognition and for how to show your appreciation. The more you appreciation your team members, the more they are likely to appreciate you.To give praise intelligently, you need to be on the lookout for good work, good actions and events to give praise about. I explain what type of actions you should be looking for and what to praise and what not to praise. Learn how to show appreciation at work while reinforcing your expectations.To make your praise standout, remain memorable and maximise the chances of repeat action, make your praise specific. I explain exactly how to do this. Learn how to show employee appreciation and get more action.Finally, we cover where to give praise and how to use private and public praise to motivate team members and the team overall. Learning how to give intelligent praise are great leadership skills.If you have any questions on “How to praise staff at work – show your appreciation to your team”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

How to boost your productivity as a manager is different because your team's productivity is more important, and you have a big influence over that productivity. I share 4 winning productivity tips for managers. These are the best actions you can take for how to be more productive at work as a manager. ---- ----To boost your productivity at work an obvious tip is to put time and effort into planning and organising. To boost your productivity as a manager, what is a lot less obvious is what do you plan and organise, plus what less obvious steps do you take to be great at this. I share 4 actions every manager should be taking every day to increase manager productivity at work. Second, investing the time into managing expectations and saying no creates a huge amount of time for you and your team. Vital for time management at work. Increasing productivity at work with your team and to boost your productivity working on the highest value tasks and projects is a must.Third, for how to increase your productivity at work as a manager, intelligently delegate and leverage your team. Once you are organising and planning, you can start intelligently delegating – matching the best skills and experience available to the tasks, activities and problems you delegate. From personal experience, this alone will easily boost productivity 10%+ because people work faster and better doing tasks that play to their strengths and interests. I share 5 other key ways to leverage your team to boost productivity at work.Fourth, one of the best productivity tips for managers is to invest time in relationships and reciprocity. Very few people can do their job well without the help of other people. For managers the help of other people is essential to even do an okay job. The better your relationships with others, the more productive you will be at work. You spend less time persuading, explaining and waiting for help. As a result you get a lot more done in same timeframe. If you have any questions on “Productivity Tips for Managers – 4 Winning Actions to Take”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

In my experience, there are 4 main reasons that staff perform badly. To learn how to handle poor performers and to be a lot more successful in managing teams, the actions you take should address each of these reasons.Remove poor performance from your team fairly, quickly and cheaply.--- --- Most workplaces are so busy with so many initiatives happening at any given time, it is really easy for team members to be unsure of what exactly they should be focusing on. An equal number of employees receive very confusing or contradictory messages from bosses about what is expected of them. Too few managers spend enough time communicating to their teams exactly what they expect of their employees and reinforcing those expectations with their own decisions, actions and behaviours. Spend more time that you think you need communicating goals and expectations to both the team and individuals.Another of the reasons staff perform poorly is they don't know or accept they are under performing. 43% of managers find giving corrective feedback to employees stressful and an unpleasant experience (2700+ leaders surveyed). I also know from personal experience that really good managers provide feedback all the time – every single day. Providing useful specific feedback means that every staff member knows exactly what their boss thinks of their performance and why. This reduces the reasons why employees perform poorly. Staff are grateful for their bosses feedback, even when they are below expectations. A key part of performance management is to make sure your team know exactly what they are doing well and not so well, week in week out. Another of the reasons why employees perform badly is that employees don't know how to improve what they do. Ideally staff would be good at self-learning and good at motivating themselves to improve and you would have good employee performance. A key action when managing poor performing employees is to teach them exactly what they need to do to improve. If staff don't really know exactly how to improve, this could be why you have poor performing employees.Finally, on of the reasons why you have poor performing employees might be they don't want to perform better. There are so many reasons that drive anger and frustration that lead to lack of will to do better as well as a multitude of character flaws that can also stop an individual improving. An important action when managing poor performance at work is to find out why a person doesn't want to improve. When you know what the problem is, you have a much better chance of improving the situation. If you have any questions on “Reasons Staff Perform Badly – How To Handle Poor Performers”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

How to ask great questions as a leader is a skill that you can absolutely build no matter where you are today. Asking great questions as a leader gives you knowledge, insights, action, direction, opportunity, feedback, trust, and moreTake these 8 actions to keep asking better and better questions as a leader at work---- --- How to ask good questions? What are great questions to ask?Great questions get the other person thinking. There is a good pause before they speak, and you can see them deep in thought. Great questions give you the information or insights you seek. Ask great questions and you often get action in the other person, or you feel you can now take action. As a leader, you cannot and should not know everything nor be an expert in everything. Even if it were possible, it would be a long way from sensible. A leader harnesses the skills and expertise of others to create better results or outcomes for the group.To enable the leader to harness the skills of others and do it very well, that leader needs to know a lot about the person, their skills and how best to use them in a given situation. Being able to ask great questions is how they gain all this information. Good leaders ask great questions all the time. Leaders and managers are ten times more likely to ask good questions if they develop a curious mindset. Be interested in everything going on in your team and you will naturally ask a lot of questions.Asking questions is one thing. Asking great questions with a purpose is another. Make the time to figure out what are the main levers for business success or what are the main issue behind team member behaviour and actions. Then ask questions with these in mind.Great questions are usually a series of related questions. One builds on the previous question. You are digging into the detail or situation so you can try to understand what is going on and more importantly why. How you ask questions matters. The words you use are important. Your tone and pace of voice, your facial expressions and body language are even more important. Be conscious of how your non-verbal communication is impacting the other person.Asking questions is only useful if you listen to what you are being told. Listening is a lot more than just hearing the words being spoken. Finally, asking great questions is a skill and to get good at skills, you need to practice. If you have any questions on “How To Ask Great Questions As A Leader” please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Get your best employees to stay and you are likely to have a better performing team and a happier team.  Your best employees stay because of relationships and loyalties as much as being in a good working environment where they feel they are progressing and developing.  I explain 6 ways to get your best employees to stay.--- --- 6 ways to get good employees to stay starts with who you bring into your team. Recruit for fit, culture and values as much as technical skills. New joiners that enjoy a similar culture to your team are much more likely to be happy, successful and stay longer. The rest of the team will be happier and more productive too. Another great way of making it easy for employees to stay is to find out where they want their careers to go and who they want to be. When you understand each team members interests, ambitions and strengths, you can then organise work that plays to strengths and interests. This keeps employees happier and more successful, plus develop the skills to meet their ambitions. An important way to retain your best employees.Third, for retaining employees, spending time with each team member, listening to them, using their ideas and making them feel valued is another of the brilliant strategies for employee engagement and retention.Another key way to stop good employees leaving and improve employee retention is to empower your employees. Empower employees through the frameworks you create as well as your decisions, actions and behaviours within the team. A great way to provide a fair exchange for hard work from the team is to work hard to develop staff. There is loads any manager can do – delegating work intelligently, personally mentoring and coaching team members, buddy systems and more. Help your team improve their skills in any way you can. Development is vital in how to retain employees. Lastly, work hard to create a positive team environment so employees have the best chance to do great work and are motivated to do so. I share 7 practical actions you can take to create a more positive working environment. If you have any questions on “6 Ways To Get Your Best Employees To Stay”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

How to give corrective feedback to an employee is a scary prospect when you don't know how to do it or when you have had bad reactions with previous attemptsIf you don't provide critical feedback, then it will be: 1.         Harder for the other person to improve quickly2.         They may not realise that they are missing expectations3.         You are not really treating them fairly if they are underperforming or have poor behavioursI share 4 key ways to give negative feedback without offending or upsetting the other person which maximised the chances they will take action. --- --- How to give feedback has to start with your mindset and approach. The whole purpose of giving corrective feedback to get action and improvement from the other person. To do this, they need to listen to what you say, take it in, understand it and then be committed to actioning it. You massively improve the chances of all this happening when you give feedback with the genuine aim of helping and improving the other person.Next, we go through what to cover when giving feedback to employees. You have to make your negative feedback as useful as possible. You also want to avoid having lots of difficult conversations.How to give critical feedback to an employee starts with being specific. You must describe what the employee did in some detail, so they know exactly what they did wrong. Giving critical feedback doesn't have to be an ordeal for both parties when you know how to approach the conversation. I share key ways to give critical feedback.Don't make the corrective feedback about the person. Make the critical feedback about what they did or didn't do. Finally, try to avoid stating your opinion when giving feedback effectively. Aim to use examples and evidence rather than you opinion. I explain how to do this so you are clear on the difference and provide examples. If you have any questions on “How To Give Corrective Feedback To An Employee”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training 

To be able to speak with clarity and confidence at work makes you more effective in your role and you are seen as more successful. To speak with confidence at work takes a little know how and some practice. That is all.I share 5 steps to help you speak with clarity at work. Speaking to others are key communication skills for any role and job---- ---- To speak confidently and clearly knowing your audience really helps. Make the time to think through what the other person might be thinking and feeling right now. How does their role influence their viewpoint and what pressures does it create. The better you understand your audience, the more clearly you can speak to others so they listen, understand and take in your message. Preparing in advance, even if it is only a few seconds to think through how you are going to structure your points gives you confidence and enables you to speak clearly. Rambling, long and overly detailed talks or emails are very hard to follow and understand. Create a structure to what you say so that it is easy to follow and easy to communicate. How you speak or your speaking style can be improved quickly with a little practice. This will help you speak confidently in meetings and with groups. I share tips on how to practice to speak confidently and clearly.The four step in making your communication more concise – that is having the same meaning in a lot less words. Even those that ramble a lot right now can become concise in how they communicate. I share an simple exercise to practice regularly that will build your conciseness skills quickly.Finally, your body language, particularly your facial expressions and how you hold yourself communicate a lot of meaning alongside the words you use. Focus on how you use your body language when communicating more than the words you say. Both are important. When you look confident speaking, you will feel a lot more confident. If you have questions on “5 Steps to Speak with Clarity and Confidence at Work”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

You should value a positive attitude before skills at work. I am going to explain why this is so important as an employee and as a manager thinking about who to promote and who to recruit.Work on your positive attitude. I share lots of tips of what to do and what to look for to build positive team cultures and get the best from your team in the process.--- Courses for Managers to Increase Team Performance & ResultsThe quickest, easiest and cheapest way to improve team results is to improve the management of the team. Learn the management skills and approach that created multiple high performing teams, won “Best Team” prizes and added millions in value. https://enhance.training/msa-usp006/---Most team members appreciate a teammate with a positive attitude at work. Positivity lifts everyone up and creates a nicer working atmosphere. It is so important to develop and maintain a positive attitude at work. This is great for teams and for individuals.I share 5 signs or behaviours that indicate a positive attitude plus plenty of tips of how to be positive at work and stay positive at work. The more you have a positive mindset at work, the more likely colleagues will be positive towards you. Being positive is more likely to result in better relationships and receiving more help from those around you. This is brilliant recipe for being personally more effective at work. In addition, those that have a positive attitude are much more likely to get promoted at work. It pays to develop a positive attitude before skills at work.Next, for managers, it pays stay positive at workplace to demonstrate how you would like your team to behave and operate. Creating a positive team culture starts with the leader and their decisions, actions and behaviours. Always focus on being positive at work. I also share 7 key benefits you will have from creating a positive team culture. Take a look at the links above for more details on how to motivate teams. Finally, when recruiting staff - put attitude before skills at work. You can teach skills. It is very hard to change a person's attitude. This is why it is so important to focus a good portion of your time during the recruitment process working out what character traits the candidates have and how positively or otherwise they view the world. If you have any question on “Why You Should Value a Positive Attitude Before Skills At Work”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Successfully managing employees in their first few months is crucial for their success, and have an impact on the success of the team. New joiners first few months are critical to creating a good impression, building positive relationships, getting to grips with their role – all of which set them up for success over the coming years.When new employees are successful, the team is more successful, with reflects very positively on you as the manager.I share 5 tactics that every manager should employ to get the very best from their new employees. ---- --- Managing your new staff successfully has to start with helping them build relationships with team members and then colleagues across the business. Nearly every job relies on teammates and colleagues. With better relationships, you get better teamwork, trust, and interdependency. These in turn produce better results at a team level. During the probation period of a new joiner there is lots you can do to help your new staff member build positive relationships which don't take much time to organise. It is in your interest to help your new employees be successful.Next when managing employees first few months, it is really important to give them very clear direction and set clear expectations and personal goals. This is vital at any point but none more so when managing new employees.  When managing an employee during probation you both need goals to assess performance and progress in a fair and collaborative way. Helping the new joiner be as productive as possible as quickly as possible is in everyone's interests. There is a lot a new employee needs to learn, regardless of how much experience they have prior to joining. Help them get through this learning process as quickly as possible plus remove problems and provide the resources then need to be successful. A good manager plays chess, not checkers. To know what your new employee is capable of and what their real character is like, you need to get to know them. Spend time with them. Work alongside them for a bit. Get to know their strengths, weaknesses, ambitions and interests. I share 7 areas that I want to learn about with any employeeFinally, holding your new joiner accountable for performance and their attitude is also very important. A new employee should be on their best behaviour and working hard to impress. If they don't demonstrate the right level of ability, work ethic and attitude, take action quickly.IF you have any questions on “Successfully Managing Employees In Their First Few Months – 5 Tactics”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Working out what your most valuable work is and do that work! Everyone has the same amount of time. What you do with the time you have is the most important thing to move from okay performance to amazing performance. Work out you most important priorities at work.I share 4 crucial prioritisation tips for managers. ---- ---- How to focus on your most valuable work starts with understanding that increasing team performance is the most important goal for a manager. This is easily the best way any manager can add significant value to the business in which they work. There are a lot of options for how to increase team productivity. The most important will be specific to you and your team. Common routes include removing problems, training and teaching, creating a positive work culture and supporting and helping your team.Prioritisation actions for managers must start with what can I do to increase my team's performance and output. The bigger your team, the more time and effort you should spend directing and supporting your team.The next best time management strategies and for setting priorities at work is to solve problems your team faces that stop them doing their work or slows them down. These might be outdated processes, low value work, problem employees, lack of resources etc.Find and solve your team's biggest problems – a key for how to organize plan and prioritize your work as a manager. This is also a useful approach for how to prioritize tasks at work.Next for how do you prioritize your work – think about alignment. What tasks, activities and projects are directly supporting the business reach its goals and which ones aren't helping as much. Focus as much of your and your team's time and effort on the work that supports the business reaching its goals. When every team in the business aligns their work well, the business performs much better.Finally, one of the best time management strategies for managers is to teach, mentor and coach team members to develop management and leadership skills. Doing this takes the pressure off you, gives you personally more time and increases team performance.If you have any questions on “How To Focus On Your Most Valuable Work - Prioritisation Tips For Managers”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Managers need to improve team results. The main reason a company employs a manager in the first place is to improve team results by more than the cost of employing them. You, as a manager, are in a great position to help your team get the best results.I share 4 practical and very effective ways to help your team to their best results.--------There are lots of ways to help your team to get great results. As a manager, you time is precious and working out what actions and initiatives you take to maximise improving team performance from your actions is really importantYou are in a brilliant position, as manager, to improve team productivity because you have more influence and power to make changes to what the team works on and the problems team members encounter.How you serve your team – that is how you help each individual and the team overall – improve skills, remove problems, guide, direct … is critical to your success as a manager. A manager works through their team, not directly, to create value. It is all about your team and not you. I have found adopting this mindset and the actions and behaviours to support your team, is the quickest and surest way help your team to get great results,Next help your team to improve team results by living your expectations. A well co-ordinated team that is working in a common direction is a lot more effective and produces much higher value than individuals doing what they think is best. Setting and maintaining expectations, standards and goals are essential to help your team to improve team results. Living your own expectations, rule and standards are essential to setting and maintaining expectations. If you don't live them, why should any of your team?The third way for improving team results is to leverage your time intelligently. The work you do should be focused on making each individual more capable, effective and productive. Increasing each team member's performance by 10% creates a lot more value than increasing your own productivity by 20%.Lastly, to help your team get the best results, help your team be a team. I have worked in many amazing companies and most teams I see are not really teams but groups of individuals working alongside each other. Teamwork includes high levels of communication and co-ordination, high levels of mutual support and help, a lot of trust, clear direction and goals and more. Great managers build teams rather than just co-ordinating individuals.If you have any questions on “Improve Team Results – 4 Ways To Help Your Team To Their Best Results, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

How to keep your career moving upwards is a question most of us think about. We all want some progress, so we don't get stuck doing the same job for ages. There are a lot of factors in how to keep your career moving. Climbing the corporate ladder starts with working hard and doing a good job. More is needed so you don't lose momentum in your career. I share 4 key approaches that will massively help you in how to keep getting promoted.---- FREE Advanced CV Writing Techniques Webinar. This is ideal for those up against significant competition – for example when going for professional and managerial roles. Learn over 40 actionable techniques that far to few candidates put into practice.  https://enhance.training/lm-lp/write-your-best-cv-webinar-ulp034/--- Climbing the career ladder is a lot easier when you choose a career goal and then stick to this goal. Having a consistent goal means you put a lot more effort and energy into everything that helps you reach your goal and less into other activities which don't help you reach your goal. Being more focused means you get to your career goal faster. This advice is simple to give yet hard to keep putting into practice every month and year through your career. Those that stay focused get a lot further ahead and gain a lot more career advancement.It is hard to make sure you don't lose momentum in your career. There are ever changing hurdles to overcome and developing a learning mindset is a really important way to keep overcoming hurdles and challenges as quickly as possible.Another really important aspect for how to move ahead in career is to ensure you keep a positive attitude at work to as much as you can. Positivity is energising for those around you, great to improve teamwork and looked on very favourably by bosses. Look for the positives in all the situations you can. Very important in career advancement strategies is to be ready to move company when the opportunities at your current company don't materialise. Moving is very important to keep climbing up the corporate ladder, so your career doesn't suffer delays or get stalled. The key to being able to move easily is to invest in learning how to write a knockout CV and be good at passing interviews. Both are skills that can be learnt fairly quickly. See the links above.If you have any questions about “How to Keep Your Career Moving Upwards – Career Advancement Strategies”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

How to influence people who don't report to you is a really important skill to make you more effective at work. As you rise through the ranks, you are increasingly expected to influence without authority to deliver results and desired outcomes. The ability to influence employees who don't report to you and influence people in other teams enables you to be a lot more effective in your job. You can get more help exactly when you need it from colleagues in different teams. Learn 5 important actions to build influence without authority. ---- ----When you manage people who don't report to you, using social influencers is much more effective that trying to rely on the limited power of your position. People like to work with people that are nice, pleasant and easy to get along with. It makes the workday more enjoyable and go quicker. When you manage employees who don't report to you, be nice, be respectful and be useful to them. Another very important action when you lead people who don't report to you is to be interested in them and their world. As a manager you want to get to know them so you can understand their strengths and weaker areas, which enables you to get more from them. Being interested in them also create the bonds and obligations of relationships. The more they like and trust you, the more influence you will have with them. You can influence without authority.Another incredibly important action is the use reciprocity. That is offering them value first. Look for ways to help the other person and help them. Then you can ask for help in return and be much more likely to get that help. A brilliant way to influence at work.People are much more likely to do what you ask when they are sure you are working to help the wider group, which indirectly helps them, rather than if they suspect you are trying to help yourself. Create and communicate clear common goals. Even better is to link those goals back to how achieving them helps the other person. Finally, becoming an influential person builds more influence by itself. Other people know that you are in a better position to help them than less influential people. This gives you more opportunity to influence.If you have any questions on “How To Influence People Who Don't Report To You – Influence Without Authority”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Being confident and self-confident at work is a very big deal – it helps you enjoy your job more, be more effective, be more influential and move your career forward faster. I share 10 actions for you to take to boost your self confidence at work. Some are short term, giving you improvements in days, others are longer term and very effective to build self confidence.  ---- If you are manager, there is nothing better to boost your self-confidence than investing in your skills and learning how to give better feedback, delegate more effectively, be good at setting expectations and saying no, managing difficult employees etc. Visit us at enhance.training and take a look at all the courses we have to boost your self-confidence.https://enhance.training/courses/--- The first action to improve your self confidence is to focus on what you can control and influence. Try hard not to worry about what you can't control. Measure your progress so you can see your own improvements. Next for how to deal with low confidence at work, always focus on the positives. Think about what you did well. What was successful and what worked. Our brains are brilliant filters and when we look for the positives our brains filter out more of the negatives.Third, use mental visualisation exercises to prepare yourself well for actual events. These are brilliant for how to improve your confidence at work. Athletes, speakers and all those who need to perform under pressure use this technique a lot. It works brilliantly.Boost your confidence by comparing where you are now to where you were a week, month or year ago. Don't compare yourself to people around you how you feel are more confident than you. They were in exactly the same position you are now.Fifth, for how to boost self confidence at work – dress well, hold yourself tall and look confident. This will help you feel confident and other people will treat you are more confident. A good self-fulfilling cycle. These are all very good actions to how to build confidence fairly quickly.The best way I know for how to build confidence in yourself is to work to be successful at a number of different things. They can be small through to significant. Success breeds confidence. I share 5 actions to take to help you become more successful quicker, so you can build your self confidence.If you have any questions on “How To Boost Your Self Confidence At Work – 10 Actions To Improve Confidence”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

Going from manager to director level is a big step and a difficult step. Firstly, there are few board director positions relative to senior manager positions. To secure one of the few director positions available you need to stand out and operate in a different way from your peers in senior manager roles.I share 7 actions to take to get your first director role, going from manager to board director. ---- Additional Resources and Videos you will find useful: For coaching options to position yourself for promotion and prepare yourself to be successful when you get your promotion visit us at https://enhance.coach/ Here is a free booklet explaining exactly how to market yourself internally professionally and skilfully to get the recognition, appreciation and promotion you deserve. https://enhance.training/lm-lp/market-internally-booklet/----   Moving from manager to director is a big jump in responsibility. The impact of decision making goes up plus you now don't have anyone to check your functional decision with before making it. Going from manager to board director also means moving from one job into two jobs – you are joining the team running the company. All of these changes need several mindset shifts to be successful, which are a key part of leadership development. When you are a manager, creating a professional development plan and taking professional development training is very sensible. Being absolutely ready to take on a director role is super important so you will do a good job when you move into that role.How to go from manager to director is a lot easier when you take specific actions to build your skills and demonstrate you are ready. Showing you are good at decision making is a vital starting point. I explain some of key factors to consider.Next, for going from manager to director, show you are good at working cross functionally in your business and able to deliver results while working with anyone. This is a key skill to climb the corporate ladder and one of the key leadership skills for managers. Another very important skill is showing you are good at developing managers in the business. Another part of leadership development skills is showing you think strategically with the questions you ask and the suggestions you make. There are a lot of actions to take and skills to develop to be ready for a director position and then to show you are ready and a good choice to promote. Starting an executive coaching and leadership development programme is a great way to develop the right areas for you, build your confidence and take the right actions at the right time. Do get in touch to discuss how working with me will get you to promotion for director roles. Good luck in getting your first director role.Jess ColesEnhance.training

How to control your nerves when presenting is a big deal when you have to stand up in front of an audience and speak. You might be presenting to a small group, in a team meeting, or giving a presentation on a stage. You worry your nerves during a presentation will make you freeze, make mistakes causing you to look silly. I share 4 brilliant actions for how to control your nerves during a presentation. Make giving a presentation fun not an ordeal. --- --- How to control nerves when presenting starts with are really powerful mental shift. Your physiological reactions to fear and nerves is exactly the same as your reactions to excitement. Your body doesn't know the difference; therefore you can train your mind to think excitement rather than nerves. This is a brilliant mental shift that makes a huge difference to public speaking anxiety. Next when thinking about how to control nervousness when presenting focus on your audience and your message. You are communicating messages and ideas that will help your audience. This is serving your audience in the best way. When you are thinking about what might go wrong and the consequences of things going wrong, you are thinking about yourself. Keep yourself focused on your message and your audience and you lessen the pressure you put on yourself. Another great way for how to calm your nerves during a presentation.Next, for how to overcome nerves when presenting practice visualisation exercises. Picture yourself speaking to your audience, them looking at your and your presentation going brilliantly. Keep visualising success and presenting in the way you want to present. Do this again and again. When you come to the actual presentation, it is just one more visual experience. No big deal. Finally, for anyone that has a fear of public speaking, nearly all your performance is from your practice. Put in a lot of good quality practice and your presentation will go really well. Practice at least 8-10 times over a number of days. Keep practicing until you feel happy and confident. I share public speaking tips for how to practice really well. If you have any questions on “How to Control Your Nerves When Presenting”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

There are 4 key reasons that stop staff performing at work. Most of the time, the manager of a team can influence or remove the reasons that stop staff performing.Learn different ways to reduce or remove the blockers to employee performance to reduce underperforming employees in your team. --- --- The 4 main reasons why employees under perform are:1.     A lack of direction and expectations2.     Too few resources to do a good enough job3.     Lack of skills4.     The will is missing A lack of direction or far more common – confusion about direction is a classic example of what stops employees performing. When everyone is working in different directions, there will be conflicts and actions helping one employee but detrimental to others. Employees working in slightly different directions reduces co-ordination and with it, team performance. Every employee has to deal with less resources than ideal. Business resources are always going to be constrained. Real problems occur when individuals and teams start hoarding resources which definitely stops staff performing at work.Another key to managing underperformance is to ensure that the staff have the skills they need to do a good enough job. A lack of skills, knowledge and help is among the top factors that stop employees performing. Employees might get the work done but miss deadlines, work slowly or produce lower quality than is needed. All contribute to poor performance. How to manage underperforming employees must address expectations, resources and skills. Cover all these areas and you have removed a ton of excuses that poor performers hide behind. Lastly, a lack of will also stop employees performing. There can be so many reasons for a lack of motivation. They might have character flaws, have difficulties at home, or feel they have been unfairly treated at work. Find out what the issues are and you have a reasonable chance of resolving them. If you care about improving team performance, you must address all the reasons that stop staff performing. Getting improvement is the quickest, cheapest and best way to improve individual and team performance. If you have any questions on “4 Key Reasons That Stops Staff Performing at Work & What To Do About It”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Developing a learning mindset and mastering self-learning at work are critical to developing a management career. Very few managers get formal training which means if you want to get good, a growth mindset is a massive help. I explain what a learning mindset is, why it is so important to develop for managers and give you 5 tips to help you building a growth mindset at work. The will to learn as quickly as possible is key in how to be a better manager. ---- Additional Resources and Videos you will find useful:Michael Jordan on failure leading to success https://www.youtube.com/watch?v=Q_EyPX3CD-g----I think developing a growth mindset for success is a must in leadership and management. There is so much competition, getter better quickly is a key way to stand out. Plus the quicker you learn and improve the more enjoyable managing will become for you and your team. In my experience, the power of a learning mindset is massive. Few managers get taught, even by their own bosses. Most have to rely on self-learning and get their growth mindset motivation into gear.Developing a mindset for successful learning starts with your attitude and your mental approach. A growth mindset vs fixed mindset is one that is open to learning, that looks for opportunities to learn and improve from failures and successes. People with a learning mindset believe - at the core of their being - that when they work to learn and improve, they will keep getting better.Developing a growth mindset does take work. Learning and improving does take work. An incredibly important question – “Do you view the goals you are trying to reach as worth putting in that work?” Is yes, work to build a growth mindset. If no, stop reading. How to develop learning mindset starts with changing the way you think and react to situations. You can absolutely do this. Look for opportunities to learn: from failures and successes; from all feedback no matter how negative or unrealistic; from others around you – their successes and mistakes; from any opportunity you have. Take this mindset and you will build resilience, determination and commitment. All very good qualities to have to be successful in whatever you do at work and outside. I share 5 tips that have been incredibly useful for me to firstly develop a learning mindset and to work at self learning at work; and then to keep putting in the work and effort to find ways to learn from as much as I can. To be successful, a learning mindset and the will to work are both vital attributes.If you have any questions on “How The Best Managers Master Self-Learning At Work”, please email me at support@enhance.training and I will get back to you.Jess Colesenhance.training

The mistakes that lead to burnout at work are pretty easy to make if you are not watching out for them.  Some burnout happens because of specific behaviours of employees. Even more burnout is caused by the mistakes of managers. I share 5 mistakes employees make and 5 mistakes managers make that lead to burnout at work.---- To reduce the pressure on you and reduce your workload while strengthening your reputation and the relationships you hold at work, consider improving how you manage the expectations of all the stakeholders for you and your team. Learn practical expectation management skills here https://enhance.training/lp/skillfully-manage-expectations-usp004-12/--- To avoid the mistakes that lead to burnout at work, I share the common mistakes individuals make and the signs of burnout that are often ignored. Avoiding burnout is important for our mental health and physical health as individuals. It is just as important from the company perspective – burnt out individual can't contribute to the company's success.There are a lot of actions that managers can take to reduce burnout risk in their teams. These are mainly within the manager's control which I will cover in a bit.Some common burnout symptoms include mental and physical exhaustion, lack of motivation and energy, difficulty thinking and more. Spotting the early warning signs are key to avoiding burnout in the workplace.In terms of definition, burnout is the mental and physical exhaustion a person feels when demands being put on them are consistently more than they can deliver. Burnout is usually caused by prolonged periods of high stress levels.A key mistake individuals make that leads to being burned out from work, is remaining poor at saying no. Saying no professionally is a mental state and a skill to develop. Another action for avoiding stress and burnout at work is to learn how to manage the expectations of others carefully and realistically. Managing expectations is learning ask questions, negotiate, challenge, and say no. Managers make all the same mistake individuals do plus they can contribute to workplace stress, anxiety and burnout by making another set of mistakes. Good management practices avoid all of these mistakes so learning how to avoid these mistakes is good from many different perspectives. The mistakes are:1.      Managers ask for and expect too much 2.      A lack of goals, expectation and direction creates stress and reduces output3.      Managers don't provide enough recognition or rewards4.      Not providing enough support for team members 5.      A lack of fairness across the teamFor each, I explain what causes these mistakes to happen and give tips on how to avoid making them. If you have any questions on “10 Mistakes That Lead to Burnout at Work”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training 

Managers use power and authority in so many different ways. The power and authority you gain from a position is only one type of power and I would argue, increasing ineffective - on its own - in today's workplace. How managers and leaders use power and authority are a huge part of their effectiveness in their rolesI explain how great managers use power and authority for the benefit of their team, not for themselves; including lots of practical tips for how to best use power as a manager or leader and 7 actions for how to build power as a manager.--- ---Power itself is not good or bad. How you use power and authority is good or bad. Managing power in leadership is one of many incredibly important leadership skills and a real test of character.Managers and leaders need power to enable them to do their jobs. Power and authority is part of the job description. There are many types of power, and a manager should aim to build several different types to be truly effective in their role. Some power and authority comes from their position. A key management skills in business is learning how to use this power and build others.Think about “What is the role of leadership?” and “How should you use power and authority in leadership?”. To build happy, motivated, trusting and high performing teams, I believe you must use as much of the power and authority you have to help the team, to help others improve and perform better. As a manager or leader, there are so many ways you can use your power for the good of the team (rather than yourself). I share 10 great uses of power and authority, that will gain you appreciation, respect and loyal followers, not to mention a great performing team. Using power wisely will gain you more leadership power. Team member happily follow leaders that use their power to help the team. These team members work hard and intelligently to support the team. Employee reluctantly, grudgingly follow leaders who use their power to help themselves. These employees do the minimum. Managers are assessed on the performance of their teams, which is why it is so important to use your power for the good of the team. The power of leader ship comes through all the different ways a good leader builds power and authority. I share 7 practical tried and tested ways to build different types of power in the workplace. Power is neither good nor bad. How you use power is critical in building high performing teams.If you have any questions on “How Great Managers Use Power And Authority – Fundamental Principles”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

The goal of every manager should be to build a high performing team or at least a higher performing team. Team performance is how managers are assessed, and it is the core purpose of a manager's role. I share 3 must do's to build a high performing team based on my experience of turning around multiple underperforming teams and winning multiple “Best Team” prizes, again with different teams.--- --- How to build a high performing team starts with being there for your team. Building high levels of trust is a huge part of high performing teams. Being there for your team day in day out, even when it costs you personally, is a great way to build high levels of trust with your team. I share 7 practical approaches to demonstrating you are there for your team which will all contribute to create a high performing team. Implementing any of these 7 approaches will have a positive impact on the performance of any team.The second must do to enable high performance in teams is to set really clear direction. Nearly every management book says this, yet the majority of managers send very mixed messages to their teams resulting in confusion, uncertainty and lower team performance. Most managers tell their team what they want. Very few managers align their decisions, actions and behaviours to fully reinforce those verbal and written directions and expectations. I give you tips on what to work in for help create a high performing teams culture with very clear direction and expectations. Setting and communicating direction and expectations without causing confusion etc is one of the key leadership skills for managers to practice.The third must do to build a high performing team is the celebrate the differences. Team become great because they use to the maximum the differences between team members. To build high-performing teams play to team members strengths so two plus two really can equal six rather than four. Recognising and celebrating the differences within your team is a key part of team performance management. I share 6 practical approaches to demonstrate to your team that you accept and appreciated the different views, approaches, backgrounds, skills etc within your team. Building a high performing team is possible with nearly any team. Put into practice all the leadership development tips in this video and you will significantly increase the performance of your team. If you have any questions on “3 Must Do's to Build a High Performing Team”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Promoting an employee to manager is a very big deal. A great manager enables and increases team performance. A poor manager reduces team performance and increases team costs. Choosing to promote the right person is a very big deal for you, the team and the business.Learn 7 behavioural signs to look for when thinking about who to promote to manager plus more great employee promotion best practices.--- The skills needed to be a great employee or contributor are very different from being a great manager.  The employee to manager transition is not easy and many don't make this transition successfully. Having a good employee promotion process to identify the most suitable management candidates will save you a lot of time, costs and frustration.Business success and the success of the teams you look after depends on the strength of your managers. People are at the heart of every business. Becoming a great manager is very much a personal journey as it is a professional journey. Having good manager skills is only part of the picture. Knowing how to use those skills to get the best from teams is a much more important to increase team performance. As part of employee promotion evaluation, I suggest you look for 7 behavioural signs your potential manager should be displaying before they are promoted. If several of these are missing, I suggest delaying promoting or not promoting at all.Good energy levels are also important as being a manager is a tough job and to be good needs hard work. I also think to be a good manager, you need good self-awareness. Without good self-awareness it is very hard to manage yourself well. Good self-management gives you an important platform to be able to manage others well.Another essential for potential managers to look for is their ability to self-learn. The quicker and more independently they can learn, the more likely they will build the management skills they need. Finally, good organisational awareness is very important to be a good manager. We all work with others, other team and departments. A manager needs to coordinate and prioritise work and support other areas of the business. Good organisational awareness enables them to be a much better job as a manager.Promotion at work is a big deal for anyone. Promoting an employee to manager, and getting it right is very much in everyone's best interests, particularly yours!If you have any questions on “Promoting an Employee To Manager – Who to Choose & Why”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

How well do you deal with uncertainty at work? We all have to deal with uncertainty – businesses are always changing and adapting, so we do too. Yet humans hate uncertainty. Our brains translate it into a treat and our natural reactions are often unhelpful. I share 8 different ways to deal with uncertainty at work – 4 for you personally and 4 to help your team through uncertainty.--- It is not easy to manage uncertainty at work, particularly when the pace of change is much faster than we are used to. Change means learning new things and adapting – all of which takes effort and work. Good reasons why many don't like dealing with uncertainty at work.How to deal with uncertainty starts with accepting that change is needed and expected at work. It is part of modern life. Accepting a level of change is a good way of coping with uncertainty.How to deal with uncertainty at work also include not worrying about what you can't control or influence. Worry will not change the outcomes. Not worrying will massively improve your mental state. Another of the good tips for dealing with uncertainty is to focus on the present. Focus on what you can do today, what the next task or activity needs to be. Don't think too far ahead. Keep yourself busy – another good tip for how to cope with uncertainty.Another best way to deal with uncertainty is to create contingencies and action plans. Planning is 100% in your control. Work out what you are going to do if a certain situation happens rather than worrying about if the situation will happen. I also share 4 very valuable approaches for how to deal with change and uncertainty when you are leading a team. Imagine a group of individuals worry about uncertainty and the rumour mill working around the clock … how would you keep your team focused and delivering even in period of significant change. I have 4 great approaches for you, tried and tested in workplaces experiencing huge amounts of change.If you have any questions on “8 Ways to Deal With Uncertainty At Work”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

I know how to ask for and get a raise, yet I hate asking for a raise. Asking for a pay rise is an emotional big deal for most of us.Make sure you are using the best approach to absolutely get the pay rise you deserve – increase your salary today!---- Additional Resources you will find useful:Get more FREE example scripts for how to ask your boss for a raise here: https://enhance.training/lm-lp/salary-raise-example-conversations-ulp028/ ----  How to ask for a pay rise starts with know two fundamental requirements to get a pay rise. 1 you are adding more value than last year. 2 you are a good employee and team player who your boss wants to keep.When you are definitely doing both, when you ask for a raise, you should get it. The best way to ask for a raise is to do 3 vital bits of preparation first. You are much more likely to get a salary increase when you have done you job market research, can show your value and demonstrate your performance relative to your peers. Negotiating a salary raise with good research is a lot more successful and you are much more likely to get a bigger raise.How to ask and get a pay rise must include looking at job adverts for your job and also speaking to recruitment consultants. You get great information AND you also hint to your boss that you could leave for another job. Without realistic market information you are very much on the back foot for how to negotiate a raise.Another great tactic for how to ask for a raise and get it is to translate your top achievements over the last year into financial figures and compare these to your salary. The more value you can demonstrate you add to the business, the more likely asking for a raise at work will be successful. I have also include an asking for a raise example which walks you through what to say to your boss for how to get a salary increase.Lastly, I include what you should expect after you have had the pay raise conversation.If you have any questions on “How to ask for and get a raise - increase your salary today”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

What should a manager do? What is the purpose of a manager? There are two fundamental outcomes a manager needs to deliver for the company that pays their salary. Deliver both well and you will have a great career in management. Don't deliver either and you won't last long.Learn what a manager needs to deliver, and I share some of the best ways to achieve each that I have learnt in my 20+ year management career in many top companies. ------Most know that both good and bad managers make decisions, organise work, manage communications and look after teams - their approach and intentions very different.  The crucial role of a manager is to increase team performance. This is one of the fundamental reasons a manager is employed. The easiest, quickest and most reliable way to have a very positive impact on your team members, and increase team performance,  is to help them, to support them and to serve the interests of the team.I share 5 of the best ways for how to increase team performance that I know. Each of these crucial manager skills will increase team performance quickly and keep it high over the long term. This also covers the very core manager functions roles and skills you must focus on every single day to be successful. The second vital part of what do managers do is to help increase the performance and success of a business in which they work. Business success is a key set of manager roles and responsibilities. If there is no business, no-one has a job. I share 4 key tips on how to put yourself in the best position to be able to increase the success of any business regardless of your exact management role.If you are asking yourself “As a manager what should I do?”, this video gives you a great starting blueprint for success in a management career. If you have any questions on “Understanding The Purpose Of A Manager – What Should A Manager Do” or how to be a manager, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

How to get more respect as a manager or leader from the team you lead is an awful lot easier when you follow 3 hugely important principles. You can put these into practice immediately, whether you are a new manager or have many years' experience.Learn a ton of practical tips to get the respect of your team quickly-------How to get your team to respect you starts with how you as a manager make their lives at work better. If you can't or won't try to make their lives better - more enjoyable, more productive, more successful – then you won't get their respect. It is a core human requirement – we want leaders that help the group and us.  How to gain respect from your employees is about how well you deliver against this human need and how you go about it.Learn 6 very good ways to publicly demonstrate to your team as a whole and to each team member your ability to help them. All are great for how to gain respect as a manager. These are also great tips for how to be a good new manager.1.      Set Really Clear Goals & Expectations2.      Proactively Solve Problems for your Team3.      Protect Your Team4.      Live your Rules5.      Communicate Progress & Provide Support6.      Help Team Members Learn FasterThe second principle for how to gain more respect at work as a manager or leader is to think partnership rather than boss-employee. After all, you need you team members as much as they need you. Learn 6 useful ways to foster a partnership approach that gives you and your team real tangible benefits.The mental transition from directly controlling your success as a worker to indirectly influencing your success as a manager or leader is a difficult shift for many. For any manager, making this shift is crucial for how to get respect at work.How to gain respect at workplace as a manager – improve the performance of your team. Improving team performance is the core reason to employ a manager.The last principle for how to make people respect you at work is to use the power of your position to help others and the company, not yourself. This is huge! It is very easy to be tempted to use power to make your own life easier at the expense of others. Do this and you quickly damage the respect others have for you.If you have any questions on “How To Get More Respect As A Manager – 3 Vital Principles”, please email me at support@enhance.training and I will get back to you.Jess ColesEnhance.training

Every manager wants to keep their high performing staff longer. High performing employees deliver a lot more value for relatively little more in pay. Keep enough high performers in your team, manage them well and you are nearly guaranteed at least good team performance. I share 5 actions to keep high performing staff longer ----How to keep high performers starts with your approach and attitude towards them. Treating your high performing staff as partners will1.      Make them feel more valued and appreciated2.      You will utilise more of their talents 3.      The right mindset will create more development opportunities for them4.      They will get more autonomy and responsibility from a partnership approach Plus you and they get a ton more benefits. You want to get the most you can from your best staff so cultivate a great partnership mindset from the start. Next, proactively create good development opportunities for your high performers at work. This is easy to say yet quite a bit harder to do in practice. I share the 5 best ways I have come across for getting the most high-value development to your high performers in the workplace.Third, provides lots of honest and structure feedback to your high performance individuals. High performers want to know what they are not doing well probably more than what they are doing well. Learn tips on giving corrective feedback without offending and how much positive feedback is needed to keep high performing employees happy. Another massive motivator for high performing staff is minimising distractions and pain points which reduce their output and annoy them. This is an essential priority to create high performing teams. Learn about how to mitigate 4 common problems that always come up in nearly every company that such time and motivation from team members and particularly the high performing staff. Lastly, pay your high performing staff well. There are common barriers to paying enough salary in practice to make moving more difficult for high performers. Learn how to overcome these issues without causing problems in the rest of the team. The actions to keep high performing staff for longer must not annoy or upset the rest of the team. Getting the right balance is really important. Learn how to do this. If you have any questions on “5 Actions To Keep High Performing Staff Longer”, please email me at support@enhance.training and I will get back to you.  Jess Colesenhance.training

Being more persuasive at work gives you a ton of personal benefits plus can make you a lot better at your job.  Anyone can become more persuasive at work using 4 specific actions without needing to be a smooth talking extrovert or a born salesman. Learn exactly how to convince others at work to do what you need.----How to be more persuasive starts with understanding the person or team you are trying to persuade. What are the wants, desires, pains, obstacles etc. If you can't put yourself in the other person's shoes, persuading them to do what you need is very much an uphill battle. Ask questions and listen to put yourself in a good position with how to persuade people. The more you understand the other person the better you can work out how to convince people to do what you want.Showing empathy and demonstrating have taken the time to understand the other person is the next step for how to be persuasive at work. Showing you are receptive to them and are interested in their position will make them a lot more receptive to you and your position. A key part of being persuasive skills at work.Then you can work to create a solution that helps the other person get at least a part of what they want while they are helping you or aligning with what you want. Always look for a win-win solution when persuading others. We all do what is in our own best interests first. Finally, I cover how to build the trust shortcut which will slash the time and effort you need to put in to convince other. Trust makes how to convince employees a whole lot easier and quicker. In my opinion a very worthwhile investment. If you have any questions on “4 Actions For Being More Persuasive At Work – How to Convince Colleagues” please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

Why improving self awareness will make you a better leader – leading others is all about relationships. When you have a great and honest relationship with yourself, you are much better placed to have similar relationships with others. Better relationships increase trust, teamwork, motivation, enjoyment … in a work context the list is long. Increase all these elements and you get significantly increased team performance, and in turn company performance. There is a lot at stake. We start with what is self awareness? I pose a ton of questions for how to improve your self awareness and get you thinking about what steps you can take today.---Why self awareness is important at work?  Becoming a good manager and leader is a personal journey as much as a professional journey. How well we know ourselves and can manage ourselves, in my view, is directly related to how well we can manage other. Being more self aware is an essential step to self improvement and personal development. Become a better leader at work by first leading yourself better.There has been a lot in the business press in recent years about self awareness and emotional intelligence for very good reason. A lack of self awareness is a huge blocker or barrier to good management of others. Increasing the performance of any team through better management (rather than changing the team members) is an incredibly valuable skillset and delivers hundreds of thousands plus of extra value to companies.I pose a ton of questions for you to consider answering to yourself about what is self awareness and why is it important in a leadership context.I then explain why it is so incredibly valuable for you to put in the effort and time to become more self ware, to learn more about who you are, what you want and what makes you tick. Be a better leader at work. Work on know more about yourself.If you have any questions on “What Is Self-Awareness And Why Improving It Will Make You A Better Leader”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training

A great project business case creates excitement and anticipation within the business for the benefits promises. In addition to the upsides, a project business case should carefully set expectations about the effort, resources and change needed to achieve those benefits.I share 8 reasons why you should write a business case for a project, 4 damaging mistakes to avoid plus 8 key sections to include. --- Project Business Case Checklist – write a more persuasive business case and set your project up for success. https://enhance.training/lm-lp/project-business-case-checklist-ulp027/---Writing a project business case is a key starting point for project planning and what I would consider project management basics. I share 8 really valuable reasons to write a business case for a project. For example, do you really want to put your reputation on the line with a half thought through project plan. It would not be a good way to start persuading others to allocate resources and staff time ahead of other business opportunities.Avoid 4 damaging mistakes when writing a business case in project management. Being realistic, doing your research and analysis and thinking through different scenarios and the problems that might arise in each are good project planning and management skills.Classic mistakes are made by project managers when writing project business cases to try to get the project signed off and started. Inflating the upsides and downplaying costs are two. When you have a good project business case, you should be able to do the opposite and still have the business keen to sign off and start the project. A key test of project manager skills is setting realistic expectations or even expectations that the project team are happy they will exceed. This sets a project up for success from the start rather than trying to climb a mountain of expectation set with a poor business case.How to write a great project business case must start with a good summary that covers all the key points - the goals, the benefits for the business, the ROI, the timeline, key project risks and mitigations and the key resources needed. Learn all about the remaining 7 sections to writing a great project business plan which will allow you to be more persuasive, start your project earlier and set much more realistic expectations across the business. If you have any questions about “How To Write A Great Project Business Case - 8 Key Sections To Include”, please email me at support@enhance.training and I will get back to you. Jess ColesEnhance.training