Explorez tous les épisodes du podcast Enhance.training

Build great teamwork fast! I share 6 ways to create great teams quickly. This have been tried and tested with many teams, in top companies and when transforming the performance of the worst team in multiple companies. 

Most managers lead a group of individuals, not a team. Groups of individuals typically work alongside each other, doing their own work. There is chat but not a lot of in depth discussion, not much collaboration and little joint problem solving. 

Use these tips to build teamwork in any team, no matter where the level of teamwork is in your team today. 

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The leader or manager is the most effective person in building a great team culture. I share multiple ways to teach teamwork to your team. Each are ways to increase teamwork so you will see a noticeable improvement within weeks. 

The first of my tips to encourage great teamwork is to show you have the team’s back. Trust is one of the most important currencies managers have with their team. Everything you do in front of your team should be to demonstrate you are trustable and have the best interests of the team at heart (rather than you own). I share 6 actions you can take to build trust quickly – essential in building high performing teams. 

The next of my tips for great teamwork is to advertise responsibility and accountability.  To build a strong team, each team member needs to know what is expected of them AND what their team members will be covering. Make this clear to each team member and advertise responsibilities across the team. This is the first important step to holding team members accountable. 

The next of my tips for effective teamwork is to incentivise a lot of communication. Lead from the front. One of the ways to coach teamwork is to demonstrate communication and then help each team member build to build stronger relationships with each team mate. Create the expectation for a lot of talking, discussing and joint work together. 

Another of the really important activities to build teamwork is to find goals that scream success. Choose goals that have a story, that are relevant to team members and that the team can get behind. Don’t just talk about goals in terms of financial targets. Common shared goals are a key part of team building and essential to build a strong team.  I explain how to start finding valuable goals. 

How to build a great team at work is a process that any manager can follow. Chances are you have the skills. You just need to know what to do AND work hard in service of the team. 

If you have any questions on “Build Great Team work Fast – 6 Ways to Create Great Teams Quickly” please email me at support@enhance.training and I will get back to you. 

Jess Coles 

enhance.training 

Making decisions at work and having good decisions making skills are highly prized by all organisations. I have 9 questions to ask yourself when making decisions at work. These form a framework, a decision making process, that will keep you making GOOD decisions at work.

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The first question to ask when making decisions at work is “How much time do I have to make the decision?” With a day, there is lots that you can do and a lot of questions to ask yourself when making decisions. With 5 minutes, the questions you can ask are much more limited. You nearly always have more time to make a decision than you (or the other person) thinks.

How to make decisions quickly, in my view, is about following a process, a framework. Following a framework will feel clunky and slow to start with as you learn the steps. After a few weeks, the process will feel very natural. After a few months, you won’t realise you are following it out of habit. 

The next of the questions to ask yourself to make great decisions at work is “What specifically is the desired outcome?” Being really clear on what is needed is huge in terms of how to make decisions faster. You also get better decisions. Start asking questions to really understand what the decision you are making or being asked to make is really trying to achieve. Once you have this really clear, everything else in the decision making process will be a lot quicker and easier. 

The third of the questions to ask when making decisions is “What is the context of the decision?” The context of the decision will literally change what you decide. Think about authorising a hiring request. In a growing business your decision would be yes. In a struggling company, your decision is very likely to be no. 

The fourth question when making decisions is the last of the core questions that you should always ask yourself regardless of the type of decision you are making. 

Then I share 5 very valuable questions to ask for the more complex decisions, the ones with larger impacts or those with only bad options to choose from. 

The 9th of the questions to ask yourself when making decisions at work is the one missed by many decision makers. Missing this question nearly always causes a lot more problems later on and can be pretty embarrassing. Always ask this question whenever you need to make any significant decision. 

If you have any questions on “9 Powerful Questions to Ask Yourself When Making Decisions At Work” please email me at support@enhance.training and I will get back to you. 

Jess Coles

enhance.training

Working with an insecure boss can be very bad news for your development, your happiness at work and your career progress IF you don’t know how to handle the situation. It is easy to find yourself on the end of put downs, criticism, and undermining when you don’t know how to work with an insecure boss.

I share 5 actions of insecure managers and then 5 key actions to take to gain the support and trust of an insecure manager.

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I take you through 5 actions of insecure leaders. Knowing the signs, you can quickly spot an insecure boss and take action that will improve rather than damage your relationship with your boss. For example, A person’s natural reactions to their boss trying to exert too much control is to push them away and communicate less. This type of reaction makes things worse not better. 

Another classic action of insecure managers is be overly concerned about what other people think of them. They take decisions and actions for popularity rather than what is best for the team and business. I share other signs your boss is worried by you. These are each signs your boss is intimidated by you in some way. 

Next, learn about 5 ways for how to work with an insecure manager. These work just as well for how to work with a jealous boss or a boss intimidated by you. 

When you are working with insecure leaders, the first action is to play to what they need from you. Understand what makes them feel insecure or what actions or language creates a negative reaction in them. With understanding you can then plan tactics to avoid their trigger points while giving them what they need to feel more in control and secure. I share practical tips for what to do and how to use language to keep them feeling safer. 

Another very important tactic when working with an insecure boss is to position yourself as a ally and not be a rival to them. Again, use all the practical tips I share to achieve this quickly and with confidence. 

If you have any questions on “5 Actions of Insecure Managers & How to Work with an Insecure Boss”, please email me on support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Creating strong ownership in teams is a great step to significantly improve team performance. Team performance defines a manager’s performance and directly impacts a manager’s personal rewards. 

I share 3 approaches to create strong ownership in teams for great performance in any team.

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The first of the stages to create strong ownership in teams is all about responsibilities. If a team member doesn’t take responsibility, you have little chance of they taking ownership. 

The most important insight to remember – employees will only take ownership if the CHOOSE to. 

How to create strong ownership in teams starts with creating responsibility. I share my best tips for HOW to create responsibilities in teams - the first stage to create high ownership in teams.

The second stage to create high ownership in teams is to build accountability. Creating accountability is undertaking 5 inter-dependant actions, that when put into practice well, will drive strong accountability in any team. I share very practical tips of how to start creating accountability. For example, you can’t hold team members accountable for performance unless they have clear goals and objectives, which they understand.

To create more ownership in teams at work first allocate clear responsibilities and then create accountability for those responsibilities. 

Finally to get your team taking ownership, and creating ownership at work more generally, work on the creating the right environment for ownership to flourish. This absolutely in the control of nearly all leaders and managers in nearly any business. 

To create high levels of ownership in teams put into practice the 5 actions I discuss. Pretty much every manager is able to work on each of these actions to drive team ownership of work.

If you have any questions on “3 Approaches to Create Strong Ownership in Teams for Great Performance”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Building great decision making skills in teams is brilliant for you personally as a leader or manager. Helping team members with how to build better decision making skills will free up your time to focus on the tougher more challenging decisions. More time on these usually means better results and more interesting work. 

I share 4 approaches to build great decision making skills in teams.

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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One of the most important ways to build great decision making skills quickly in a team is to encourage team members to take decisions. Just telling team members or verbally giving permission is rarely enough. Alignment of permission, actions, reactions, safety and skills is required from the manager. 

How to build great decision making skills starts with making team members feel safe. i.e. no repercussions for making poor decisions through inexperience. If team members don’t feel safe, they simply won’t make decisions. They will pass making decisions onto you. Safety is the first of the steps to build great decision making skills.

The next step of how to work on decision making skills in teams is to give them the right decisions to make. No all decisions are the same and breaking down all the different decisions being faced by the whole team and intelligently allocating them is vital to building skills and confidence. 

How to work on decision making skills with team members depends on their current decision making skills and confidence. The impact of decisions is big psychological factor to consider. The bigger the impact, the harder the decision to make for most people. What help and support available is a big factor. Are the decisions going to be reviewed by more experienced colleagues before being actioned is another big factor. 

Another way to build great decision making skills in any team is to plan specific activities for individuals and groups to work together on different decisions. Deciding together is often a lot less daunting than deciding alone.

Like all skills, how to improve your decision making skills is through practice. How are you going to get your team members practicing the right level of decision making skills for them. I share my best tips and practices for doing just this. Developing team members is a vital leadership skill for manager to be very successful. 

If you have any questions on “4 Approaches to Build Great Decision Making Skills Quickly in Teams”, please email me at support@enhance.training and I will get back to you. 

Jess Coles

enhance.training

Who likes micromanagement. Next to no-one. Yet nearly everyone has experienced some form of micromanagement. I am sharing 4 tried and tested ways to quickly win over your micromanaging boss. 

Stop micro management quickly! 

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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 Working for a boss that doesn't let you think for yourself is frustrating and career limiting. Turn the situation into one where your boss trusts you and lets you solve problems independently of them by building trust and demonstrating capability. This is great for how to win with micromanaging boss. 

I have 4 tried and tested ways for how to get a micro managing boss to trust you. 

Firstly, it is critical to understand exactly what your boss wants from you. Ask for specific and clear goals and expectations. If your boss doesn’t provide these, then create them yourself and get their approval. This is critical for how to survive a micromanager. I share additional vital tips for how to get really valuable goals to your boss.

Second, start overcommunicating to your micromanaging boss. Tell them exactly what you are doing and what you plan to do. There are ton of ways that you can do this. The more you communicate, the more you alleviate their fears and insecurities (if relevant) and the more trust you build. 

Third, when manager that doesn't give you any autonomy and you are overcommunicating and meeting expectations, start educating your boss on how they can get more from you. This is a particularly good approach when your boss has recently become a manager for the first time. 

If you have a boss that treats you like a robot, the fourth approach is to consistently overdeliver. Doing a good job is only half the battle. To turn performance into trust I share a couple of vital steps too many team members miss out doing. This build trust quickly and reduces micromanagement just as quickly. 

You absolutely can reduce micromanagement. Take the proactive steps I share, and it will happen faster than you expect. 

If you have any questions on “4 Ways To Quickly Win Over Your Micromanaging Boss”, please email me at support@enhance.training and I will get back to you. 

Jess Coles 

enhance.training 

I am sharing 6 ways managers should use numbers to get their best team results possible. Using numbers in your communication, your feedback and to analyse will help you boost your team’s performance – between 20% and multiples of current team value. 

Using numbers every day in your job will transform how well you can do you job as a manager. I share insights and practical tips on how to use numbers very effectively.

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For each for these ways leaders should use numbers to deliver the most value, I touch on how to communicate with numbers to increase team performance and give examples for each. This is not theory but actual practical tips that I have been using for decades in top companies. I explain how to be a better manager and leader using numbers  

6 of the ways managers need to use numbers starts with including them in goals and expectations. This may seem obvious yet so many goals I see (when coaching leaders) don’t have any numbers in them. 

Increasing accountability in teams and individuals in another reason why every manager needs to use numbers. If you have no scale and no way of measuring progress, creating accountability is very hard. 

Another management skill is using numbers in creating specific useful feedback. The better quality your feedback and the more often you provide it, the quicker your team members and the team overall will improve their performance. Feedback is one of the vital communication skills for managers.

Another reason why every manager needs to understand numbers and I would argue – understand financial information – is so they can make better decisions and take better actions. There is not better way than using financial data to ensure your team creates the most profit for a business possible. 

Finally, using numbers and financial numbers is needed to prioritise the most valuable work for you and your team to do. Finance data is the most comprehensive and accurate way to assess the performance of just about anything.

If you have any questions on “6 Ways Managers Should Use Numbers to Get Their Best Team Result”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Being yourself and managing teams very successfully is not straight forward. I explore how to be authentic at work while still keeping your bosses happy and your team performing. 

Learn 3 secrets to being yourself and managing teams that will make you stand out from peer and move your career forward a lot faster. 

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Firstly, authentic leaders are held up as great or successful leaders. Why is this the case? How does managing and being authentic impact team performance? Does being yourself and managing others create that big a difference to results? I explore these questions and explain the link between authenticity and team performance. 

Secondly, what does being yourself and leading or being an authentic leader really mean in today’s workplace. 

There are a ton of pressures from all directions that work to prevent leadership authenticity. For example, there are the group pressures to conform (present in every group, in every culture). There are the pressures to tow the company line regardless of what you think and value. 

How do you navigate these and remain authentic? How do you keep your bosses happy while still being yourself? Getting this balance right makes or breaks careers and reputations. Be too much yourself and you lose the trust of bosses. Conform too much and you lose the trust of your team. I explain how to find leadership identity and get the right balance to maintain trust, team performance and career momentum. Successful authentic leaders are brilliant at this.

Lastly, to create an authentic leadership style through being yourself at work, you need to build a few things first. Creating leadership authority and leadership integrity takes a bit of time and undertaking the right actions to demonstrate you will improve the group and business. 

If you have any questions on “3 Secrets To Being Yourself And Managing Teams Very Successfully”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Being engaging and clear when speaking and presenting to groups increases your influence and impact. Increasing your impact makes these speaking skills for managers a brilliant investment of your time. 

I share 4 speaking skills for managers, including 7 actions to deliver a clearer more engaging message to any group.

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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 The first of the speaking skills for leaders is to know your purpose. To build influence and impact you need something from your audience, even it is just understanding. When you know what you want you can structure your messages to get the outcome you are looking for. Essential communication skills for managers.

When you articulate your thoughts clearly, you are much more likely to sound confident. Building confidence and conviction about what you are saying is a process which takes a little preparation. Anyone can go through these steps and feel and sound a lot more confident. When you believe, your audience is much more likely to believe. 

How to communicate clearly and concisely needs structure. Good communication skills for leaders includes knowing how to structure your message for best effect. I share three simple structures anyone can use – each for different types of communication. Message structure is also a big part of how to speak clearly and concisely. 

Finally, I share 7 actions for how to speak more clearly and concisely in any group setting. How to talk more concisely is a really important communication skills for managers and supervisors. The higher your position, be better at speaking concisely you need to be. 

If you have any questions on “4 Speaking Skills for Managers - Supercharge Your Influence and Impact”, please email me at support@enhance.training and I will get back to you. 

Jess Coles

enhance.training

If you are not valued by your boss, you want to know about it fast and have a clear plan to quickly change how you are perceived. I am sharing 11 signs you are not valued at work and what to do if any of these signs are what you are experiencing right now.

There are plenty of actions you can proactively take that will quickly improve how others value you at work. Take action today!

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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How we are valued at work is important for our happiness, our confidence and our wallet. When our bosses value what we do, when we are being valued in the workplace, we are much more likely to:

1.      Get more interesting work and projects that are more likely to further develop our skills and experience

2.      Be given more responsibility and autonomy

3.      Get more development opportunities

4.      Gain higher social and professional status at work

5.      Be paid more and be promoted more often

So when you are not valued by boss, unappreciated by boss or not valued at work, there is a very real personal cost to you. 

So you know when you might be under valued at work, I go through 11 signs you are unappreciated at work. When you feel undervalued at work, use these as a checklist to confirm if you really are being undervalued or if you are just having a bad day or week.

[Also use these as signs you are being pushed out of your job if you are unfortunate enough to be in this position]

The most important point to take away if you are feeling unappreciated at work is that there are plenty of actions you can take to CHANGE the situation FAST. Most of these actions very much within your control. 

Being unappreciated by your boss or unappreciated at work is horrible. We have all been there at least once. I share 5 common mistakes that lead to being undervalued at work. Make sure that you are not making any of these. If you are making one or more of them, you can quickly improve how you are valued by stopping making these mistakes. 

Finally, when your boss doesnt value you or your feel unappreciated at work – take 5 powerful actions to change perceptions of those around you quickly!

If you have any questions on “11 Signs You Are Not Valued At Work Or Not Valued By Your Boss – Change That Now!”, please email me at support@enhance.training and I will get to you. 

Jess Coles

enhance.training

Staff pointing out problems with initiatives, plans, activities and solutions can be really frustrating, annoying and sap team morale. Let negativity get out of hand and your team’s motivation and performance will start dropping. Just what any manager doesn’t want. Stopping negativity quicky stops your problems getting worse. 

I cover how to stop negativity in teams and how to turn employees pointing out problems into better performance with 3 easy approaches. 

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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 There are lots of reasons for team members pointing out problems. Why staff point out problems is really important. The 4 main areas I consider with staff who always point out what is wrong are: 

1.      Staff covering for their own character flaws 

2.      Staff deflecting attention from themselves or their work 

3.      Employees subconsciously crying out for help 

4.      Staff genuinely seeking to help by spotting what could go wrong 

 Staff pointing out problems is not all bad, especially when you turn it to your advantage. I share 3 key approaches to turn staff pointing out problems into better performance. I have used these for decades very effectively. 

With employees who always point out what is wrong, finding out why they focus on the negatives is important. There are ton of potential reasons such as being jealous of others, or trying to deflect blame, or to undermine others. Stop this behaviour by putting in place boundaries and enforcing these boundaries day in day out. 

Team members who always point out what is wrong can be really useful to activities, solutions and projects when used in the right way. If their intention is to help the group and those around them, put their negative outlook to the best use of the team by giving them a special role in the team. 

When staff always point out problems, they are giving you an amazing opportunity to develop their skills in a very positive way and move their mindset into a more positive place. You can do this while getting better performance from them and the team.  

Finally, at the end I share 6 actions that I have found invaluable to stopping negativity in individuals and teams particularly for those covering character flaws or deflecting attention from themselves or their work. Use the techniques on team members who always complain. 

If you have any questions on “3 Easy Ways to Turn Staff Pointing Out Problems into Better Performance”, please email me at support@enhance.training and I will get back to you. 

 Jess Coles 

enhance.training 

Every manager faces staff who refuse to do what you ask. Staff who don’t take direction cause you a lot of stress, anger, delays and uncomfortable questions from bosses and stakeholders.

I share the winning actions to persuade staff to do as you ask.

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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There are lots of actions you can take to painlessly turn the “No” into a “Yes”, even from the most stubborn of employees. Learning how persuade employees who don't follow instructions to do what you ask will give you a ton of benefits:

·        Spend less time delegating work

·        Encounter less roadblocks

·        Be more relaxed 

·        Less stress

·        More confidence in you from bosses and team members

and more. When employees don't do what you ask, they cause problems for the team – less co-ordination, less collaboration, less teamwork … all lead to lower team performance. 

The first critical approach when dealing with employees who don’t take direction is to understand why. Most staff who doesn't take direction when you ask have reasons for their no. Find out what this reasons are by asking questions and listening. I share the principles for asking questions to get employees who don't take direction talking. 

Next, I share 5 of the best tactics to use to persuade team members who don't take direction. These are practical actions that ANY manager can implement quickly and easily. You don’t need a ton of specialist skills. I have used these for over 20 years with employees who don't take direction and many bosses above me. They work without annoying or upsetting. 

Gaining understanding and using the 5 persuasion tactics will get you great results with 90%+ of staff. When you have an employee not doing what you ask even after going through these steps, move into creating attention grabbing consequences. There is an art to creating and communicating consequences that get the right action from difficult staff members. I share the steps I go through to get the support and permission I need to put the consequences into action. 

Good luck!

If you have any questions on “Winning Over Staff Who Refuse To Do What You Ask. Painlessly Turn No To Yes”, please email me at support@enhance.training and I will get back to you. 

Jess Coles

enhance.training

How to lead when you are not the expert and deliver impressive results needs another set of skills, a different mindset, and a new approach. The good news is you (and any manager) will be able to learn exactly what is needed for success fairly quickly. 

I share the essential mindset changes you should make to be successful and the practical actions to take. 

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Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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 When you are not an expert, working out who IS an expert is a little tricky. I have come across many “experts” who talk a very good game and when it comes to the crunch, can’t deliver even half of their promises. 

I share 4 approaches to help you navigate the expert minefield with confidence, so you find experts to trust. Leading when you are not the expert starts with getting the right experts on your team. 

When team members who know more than you , when you are leading experts, there is one responsibility you have that is critical for the success of your team or project. If you get this wrong, the best experts won’t help you. Get this right and managing experts becomes easy plus you deliver much better results. Make the time and ask the right questions to get this right every time when leading those who know more. 

When leading employees who know more than you, it can be difficult to work out what you should focus your attention on. How to you give your experts the space and autonomy to fully utilise their expertise, yet still control the direction of their work, and the results they deliver. I share my managing tips and the one thing you should always focus on. 

Finally, for managing when you are not the expert, I share 9 actions or approaches that you should use every single day for great team leadership and especially when managing experts who know more than you. 

Use all these and you will be very confident in how to lead experts. 

If you have any questions on “How to lead when you are NOT the expert & deliver impressive results”, please email me at support@enhance.training and I will get back to you. 

Jess Coles 

enhance.training 

Developing talent in your team is one of the best ways to boost your own personal success as a manager. The more value and profit you can create directly and through your team, the more your bosses will want to give you more staff to manage (promotion). 

I will explain exactly how to boost your personal promotability and share 4 clever ways to boost your success by developing talent in your team without needing a big budget. 

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 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. 

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 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/ 

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 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. 

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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/

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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. 

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 Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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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. 

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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 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. 

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 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/ 

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 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. 

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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 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.

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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 Coles

Enhance.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.

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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 Coles

Enhance.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. 

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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 Coles

Enhance.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

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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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 Coles

Enhance.training

Resolving organisational conflict makes everyone’s lives better, more enjoyable and more productive plus it adds significant profit onto the business

I 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. 

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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 Coles
Enhance.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. 

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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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 Coles

Enhance.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). 

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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/ 

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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. 

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 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.

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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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 Coles

Enhance.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.

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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 work

How 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 Coles

Enhance.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.

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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 Coles

Enhance.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. 

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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 

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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 Coles

Enhance.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.
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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 Coles
Enhance.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.
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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 Coles

Enhance.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.
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Course Links
To 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 feedback
https://enhance.training/lp/how-to-give-powerful-feedback-usp007/

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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 Coles
Enhance.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. 

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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 Coles
Enhance.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.
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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 Coles
Enhance.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 more

Take these 8 actions to keep asking better and better questions as a leader at work

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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 Coles

Enhance.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.
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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 Coles
Enhance.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 attempts

If you don’t provide critical feedback, then it will be: 

1.         Harder for the other person to improve quickly

2.         They may not realise that they are missing expectations

3.         You are not really treating them fairly if they are underperforming or have poor behaviours

I share 4 key ways to give negative feedback without offending or upsetting the other person which maximised the chances they will take action. 

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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 Coles
Enhance.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

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Gain Career Changing Management Expertise

Access over 200 articles, podcasts and videos dedicated to helping you gain people and management expertise to lead any team to their best performance. Get access to downloads, webinars, live workshops, offers and more. Click here to learn more https://enhance.training/management-skills-hub-ulp000/ 

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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 Coles
Enhance.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.

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Courses for Managers to Increase Team Performance & Results

The 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/

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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 Coles

Enhance.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. 

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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 employee

Finally, 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 Coles
Enhance.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. 

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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 Coles
Enhance.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.

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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 important

You 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 Coles
Enhance.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.

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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/
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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 Coles

Enhance.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. 

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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 Coles

Enhance.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. 

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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 Coles
Enhance.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. 

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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/

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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 Coles

Enhance.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. 
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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 Coles
Enhance.training