Ever wondered what the best way is to deliver constructive feedback?
Or how about managing a difficult team member to do something they're
not keen on? We've got some top tips for you, plus the chance to ask
one of our expert trainers your burning question...
FIVE WAYS TO...MANAGE YOUR MANAGER
Your boss is only human. Here are some tips to promote workplace productivity from one of our new courses,’Managing upwards ‘.
1. Timing is everything. Work around their schedule if you want their undivided attention.
2. Keep communication flowing by establishing whether they're a listener or a reader. Some people prefer to discuss issues; others respond better to communication by email.
3. Understand what motivates them; what are their key goals and priorities. Don‘t wait to be told find out!
4. Understand their management style. For example, if your boss focuses on results, be sure to approach them with details of anticipated outcomes.
5. Manage expectations and never agree to the impossible.
FIVE WAYS TO...MAKE EFFECTIVE DECISIONS
1. Start with hard facts: Weigh up the known risks associated with each option based on certainties about your objectives and the resources of your organisation.
2. Draw on your experience: Whether that‘s from your personal life, work experience or training. Put the issue in context and consider what you‘ve seen happen in the past.
3. Listen to the voices in your head: Use your intuition. Where there is no time for a full analysis your subconscious mind can help by making links between the situation you are in and your past experiences.
4. Brainstorm some solutions: Forget analysing, common sense and practicalities. Make a long list of ideas.
You may reject most of these later, but the solutions you come up with may surprise you.
5. Make mistakes: Admit to your errors, then go back and try something else.The greatest mistake you can make in life is to continually fear you will make one (Elbert Hubbard).
Download our new MP3 training module 'Making effective decisions‘
FIVE WAYS TO...GIVE FEEDBACK
Giving feedback to individuals in your team can be a risky business if done recklessly. Here are five key points to consider before you begin:
1. Be specific: offer examples to make what you‘re saying easier to relate to
2. Remain neutral: give feedback on the behaviour, not the person
3. Make it immediate: arrange a discussion as soon after the event as possible
4. Be practical: make sure you offer practical ways to move forward
5. Keep it private: be sure to give negative feedback away from colleagues
From 'Introduction to management‘,
FIVE WAYS TO... PERFORM BETTER UNDER PRESSURE
1. Stop, look and listen: When hit with an unexpected question or problem, make sure you understand. Look directly at the questioner, ask for clarification if you need to, don‘t be afraid to pause and gather your thoughts
2. Focus on one thing to avoid freezing up: This prevents your brain from spinning with possible responses and you will sound more direct and confident. When you‘ve made your point, stop talking don‘t ramble
3. Know your objectives: To perform effectively when there are conflicting demands or moving goal posts, you need to make clear judgements about where to focus. Insist on clarification if your purpose or priorities are uncertain
4. Quit any unproductive habits: People often find it comforting to maintain the same methods and the same pace. By being bold enough to make changes you become more open to creative and innovative ways of working during pressurised situations
5. Don‘t let pressure become stress: Ask others for help, take a short walk if you can, and direct your energy towards things where you can affect the outcome
For more advice on performing under pressure, download our new MP3 ’Thinking on your feet‘ here >
EIGHT WAYS TO...IMPROVE YOUR COMMUNICATION SKILLS
Never enter any kind of communication in a bad mood. Whilst it is only natural to get fed up from time to time, try not to enter into formal business communications when you‘re angry. Your ’bark‘ may come back to ’bite‘ you!
From Effective Communication
If managers can‘t communicate, they can‘t manage. That doesn ‘t mean talking at staff, writing mission statements and sending emails. It means listening, empathising, socialising and developing trust. The great leaders have the ability to make every single person they communicate with feel that for that moment no-one else matters more.
David White, Trainer (courses include 'Introduction to management‘)
Want to be more persuasive? Tell a story. We‘re all hard-wired to love a good story (books sell by the billions). Stories convey
a message in metaphor format or by highlighting a similar situation. These two elements are not only convincing, they make the listener think of their own story, thereby convincing themselves.
James Borg, Trainer: Persuasion Masterclass and author of bestselling book Persuasion
Create a more dynamic communication style through action verbs, visual language, emphasis and expression, volume, speed, energy, movement, pausing, gestures, eye contact, body language and visual aids.
Terence Mauri, Trainer (courses include 'Communication excellence‘)
When presenting to an audience, don‘t fidget. If you find yourself betraying your nerves by wandering the floor, focus on keeping still by squeezing your toes in your shoes. This will keep you from distracting your audience by excessive walking around, you‘ll appear more in control, and no-one will know how you‘re doing it.
Rachael Moorhouse, Trainer (courses include 'Professional presentation skills‘)
A tip for difficult situations with clients, customers, colleagues: Sit up, speak up, look them in the eye and really engage with them as human beings.
Mark Doyle, Trainer: Delivering beyond yourself
The skill of active listening is the foundation of effective communication. Active listening means focusing on what the other person is saying through their words, tone of voice, facial expression and body language and responding in ways that demonstrate an attempt to understand the speaker. It conveys respect and implies that what the speaker is saying deserves to be understood.
Mike George, Trainer (courses include 'Liberating Leadership‘)
Don‘t assume other people are psychic! Often, when we are upset or unhappy with a situation, or how we are being treated by other people, we assume they must know how we feel about it. We even ’punish‘ them for it sometimes and the other person doesn‘t even know what they have done wrong! It really is good to talk - you‘ll be amazed at how often simple misunderstandings get sorted out.
Zak Khan, Trainer (courses include 'Assertiveness at work‘)