Author Archives: Chris Mooney

Chris Mooney

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Could Your LinkedIn Profile Use a Spring Clean?
12 Apr

Could Your LinkedIn Profile Use a Spring Clean?

We work with many people to provide outplacement support and career coaching, which leads to us reviewing a lot of LinkedIn profiles which are becoming just as viewed by employers as the traditional CV.
 

When was the last time you reviewed your LinkedIn profile to make sure it’s really working for you? Gone are the days when the sole need for this was to secure your next position; millions of us across the globe now use LinkedIn on a daily basis for to seek new ideas and opinions, network and help others.

 

That said, if you are looking for your next move, it pays to make sure your profile really sells you in the best way, and that doesn’t mean it simply existing to be a carbon copy of the content on your CV.

 

We love this ‘cheat sheet’ from Leisure Jobs. Even though LinkedIn significantly updated their interface in January 2017, much of the cheat sheet still holds true. Click the image below and put some time aside to work your way through your LinkedIn profile to give it the spring clean that it deserves!

 

Ultimate LinkedIn Cheap Sheet

Get in touch to find out how we can support your people and your business!

Are Managers to Blame for Disengaged Employees?
22 Feb

Are Managers to Blame for Disengaged Employees?

disengaged employees

Managers who don’t know how to meet the engagement needs of their team become a barrier to employee, team and company performance’, suggests a recent Gallup poll.

 

The global poll found that disengaged employees outnumber engaged employees by almost 2:1 (24% vs. 13% respectively), so can we then presume that on a worldwide scale, more people find their working lives dissatisfying rather than delightful?

 

An engaged team is naturally the more preferable option, delivering better results across the board in terms of higher employee retention, customer satisfaction ratings and of course profitability to name but a few benefits.

 

Are managers to blame?

 

In a way. But it’s a tricky one.

 

We can’t levy all of the blame at the manager’s doorstep. Whilst it is undeniable that they have a huge amount of collective influence, we must also consider the impact of organisational culture and the infrastructure in place to support them to be able to effectively manage and lead their teams.

 

After all, if a manager is brought into a company that has little or no concern for their people, should we then be surprised if the manager adopts a similar style? This lack of concern can be seen in many ways such as ignoring suggestions, telling not asking or the mis-match between corporate values and behaviour demonstrated, particularly from senior leaders.

 

Let’s be clear: there is a big difference between a manager who actively chooses not to engage their team and one who is not supported to work in such a way. The former must always be performance managed, but we mustn’t paint all managers with the same brush.

 

‘Appropriately trained and aligned managers are vital to the execution of the company’s mission and to the development and engagement of employees.’

Brian Fielkow

 

disengaged employee
The way forward?

 

There are a huge number of factors that can impact employee engagement levels, but to see a significant increase a few of the top areas to focus on include:

  • As mentioned, organisational culture, including strategy, mission, purpose and values must be aligned to provide a unified direction, and this must be driven from the top.
  • People (not just managers) must feel empowered rather than micromanaged.
  • People (particularly managers) must be invested in and supported, both on-the-job and in the long-term through management and leadership development and training.

 

Coming next week: Part two of our look at the importance of developing Emotional Intelligence as an interpersonal skill.

 

Get in touch to find out how we can help to develop your people and your business. Learn more about our management training.

How to Empower Your Team
08 Feb

How to Empower Your Team

How to Empower Your Team

Being a manager often means that your achievements depend largely on the achievements of your team. It stands to reason then that the more empowered they are, the bigger the benefits for you, them and the business.

 

What is ‘Empowerment’?

Not to be confused with delegating tasks or responsibilities, ‘empowerment’ involves giving the authority or power to do something, which can lead to people becoming stronger and more confident.

 

Why bother?

Just think back to a time when you have felt empowered – either in your personal or professional life. Motivation is high, ambition is a driving force and morale and mindset are focused. Now multiply this impact within a team, a department, an organisation and empowerment suddenly becomes a huge differentiator.

 

Incredible change happens in your life when you decide to take control of what you do have power over, instead of craving control over what you don’t.

Steve Maraboli

 

What are the Influencing factors?

You may be thinking ‘This all sounds great, but my organisation doesn’t allow me to empower my people!’, and you may be right; to a degree. Sure, the culture may not be perfect and the top-down influence of the leadership team may leave a lot to be desired, but don’t underestimate the individual impact that you can make as a people manager!

 

Identify the blockers and barriers, then work out which you can address and influence yourself. We see a lot of managers espousing the virtues of empowerment, however they refuse to relinquish control for various reasons such as fear of failure – a valid risk – but consider the benefits of a controlled risk, and if things do go wrong, what can be learned for next time?

 

Where to start?

Here are our top 5 tips to get you started!

1. Build Trust (over time)

Developing a sense of empowerment within your team will take time; there is no silver bullet and it won’t happen overnight. Spend time with people and support them both professionally and personally (where appropriate). Ask questions and really listen to what they have to say. Learn what makes each person tick and tune in to how they each communicate and adapt your style accordingly to build relationships with trust as the foundation.

2. Give Them Boundaries

We should all know where the boundaries and parameters are. What do you expect people to get on with, without permission or input from you and where should they check-in? Build up and extend the boundaries gradually and generously.

3. Believe In Them and Provide Challenge

As trust builds and boundaries are established, you must also demonstrate a belief in people and their abilities. This is an excellent time to highlight the importance of coaching and feedback to pinpoint all the strengths that can be leveraged and what can be built on and developed going forward. Create an open and constructive environment for progression and challenge, and encourage people to challenge you back.

4. Invest in People and Their Development

You need to speculate to accumulate! Invest both money and time in formal and informal development. Think about 70:20:10; how can people develop on-the-job, from others and formally? Yes, it may be easier for you to take charge and control in the short-term (“If you want something done right, do it yourself!”), however it doesn’t help you or the team in the long-term. We all know and appreciate this, but often don’t act upon it.

5. Remember the Interpersonal / Soft Skills

Following on from number four, it’s all too easy to focus on the technical training needs of your team and overlook the importance of interpersonal skills. When you’re deciding on where to invest in, consider a rounded approach and provide development in key areas such as communication, presentation skills and resilience (to name but a few!).

Good luck empowering your team!

 

Get in touch to find out how we can help to empower your people and your business. Learn more about our interpersonal skills workshops.

Two Minute Tips VLOG: How to Develop a Growth Mindset
28 Jan

Two Minute Tips VLOG: How to Develop a Growth Mindset

Growth Mindset employee training and development
A ‘growth mindset’ describes an underlying belief that we can have about learning and our development. When we believe that we can improve, we begin to understand that effort and commitment allows this to happen. Take two minutes to watch our vlog on how to develop this important attribute.
 

 

Find out more about our employee training and development and get in touch to discuss how we can help your people and your business to develop a growth mindset.

Why We Must Adapt and Change
11 Jan

Why We Must Adapt and Change

management training

‘Adapt or die.’ We hear it time and time again, directed at businesses in danger of extinction, but how often do we look at our own need to change in order to survive?

 

We can all reel off a list of organisations who did indeed ‘die’, as well as some who have brought it back from the brink or who are still clinging on to the edge, for now at least. What we hear less about is our individual and personal need to adapt. Sure, we may make the right noises about changing to become more effective and some of us will do it and enjoy it, but how many of us carry on blithely stuck in our comfortable ruts on autopilot?

screen-shot-2017-01-06-at-11-17-19

 

The lessons from high profile examples of failing to adapt are important because each of these businesses employed many people who individually or collectively failed to do just that. Perhaps one of the most common examples being the video rental company Blockbuster. They successfully made the transition from VHS to DVD but failed to recognise how popular streaming services would be. The result: they got left behind and have long since been out of the race. In fact, Blockbuster was offered the chance to buy Netflix in 2000 for a snip at $50 million, considering the $41 billion it is worth at the time of writing. The reason? It was seen as a “very small niche business.”

 

Some seem to be taking notice and learning from the mistakes of others, with Kodak emerging from bankruptcy in 2013 to look at new technological ideas to survive and Sega, once a dominating gaming and software force to be reckoned with, admitting that they made the wrong decisions for 20 years.

 

dead

This link between organisations needing to adapt and our own need to change makes complete sense. As the demand for new ways of working, creative ideas and management training forces business to adapt to compete and stay ahead, so too must we develop our own skillset to stay not just current, but ahead of the curve.

 

“It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change.”

Charles Darwin, 1809

 

The beginning of a new year is the perfect time to consider: how do you need to change and adapt? Switch off autopilot for a second, lift your head and re-evaluate the big questions that you may not have even asked yourself yet. There’s no doubt that 2016 was a shaky year for many of us, so do yourself a favour and get yourself ready for 2017 and beyond.

 

At Right Trax Training, we are passionate about helping your people to adapt and change. Find out more about the management training that we offer or get in touch to talk about how we can help.

Two Minute Tips VLOG: Looking Back on the Year
19 Dec

Two Minute Tips VLOG: Looking Back on the Year

Finishing off our series on how to build trust, we take a look at the final key element: competence…and we can’t build competence without taking the time to look back on the year and consider what we want from next year!
 

 

 

Get in touch to find out how we can help your people and your business to develop their competence.

Two Minute Tips VLOG: Communication
05 Dec

Two Minute Tips VLOG: Communication

Remember when we said that building trust needs five key drivers? Take two minutes to watch our vlog on how to develop another of these drivers: communication.
 

 

 

Get in touch to find out how we can help your people and your business to develop their communication skills.

Personality Profiling: Do Opposites Really Attract?
03 Nov

Personality Profiling: Do Opposites Really Attract?

At Right Trax Training, we use personality profiling to support our own, often opposing styles…which can be ‘fun’!

 

Personality profiling is something that we feel passionate about. For us, we deliver much in the way of MBTI and Insights Discovery training and workshops. Tools like these can benefit the workplace and relationships immensely, if used in the ‘right‘ way.

 

Here’s an overview of how we differ:

CHRISYVETTE
Conscious preferenceIntroverted ThinkingExtroverted Feeling
Myers-Briggs Type Indicator®ISTJENFP
MBTI Personality Types®
Insights Discovery® conscious colour order
We’ve gained great value from completing various personality profiles, which have helped us to understand that we are very different in our styles, approaches and preferences. This in turn has allowed us to develop the areas we may need to ‘turn up’ or focus on and leverage what comes really naturally to us.

 

Perhaps the biggest benefit however, is using the information to show us where each other is stronger (yes: and weaker), so that we can bounce off each other – which works great whether we’re deep in the detail of a proposal or facilitating events at fast pace!

 

All too often, we hear that opposites clash, and that we will lock horns with anyone very different to us. Of course, that may be true sometimes, but truly understanding our own preferences allows us to adapt and connect much more effectively with those around us, so that we easily complement and synergise with those who are opposite to us.

CHRISYVETTE
Tendency to…Focus on detail and pragmatismFocus on the intuitive and possibilities
Aim for perfectionKnow when good is good enough
Might say…“Have you proofread this?”“I gave it a quick scan!”
“But how is it going to work?”“We’ll cross that bridge when we get to it.”
Key strengthAnalytical and systematicInteractive and inspirational approach
Key weaknessImpatient with others he sees as having lower standardsCan over-react to relatively small issues
When communicating, do…Respect his values and principlesBe alive and entertaining
When communicating, do not…Dismiss his thoughts or ideas as negativeAssume that her sunny disposition means that she agrees with everything you say
Can easily leverage…Critical analysisGenerating quick ideas
Consciously focuses on turning up…Energy for training delivery and facilitationAttention to detail

Get in touch to find out more about the MBTI and Insights Discovery training and workshops that we offer and how they can help your people and your business!

Why Choose Right Trax Training?
14 Oct

Why Choose Right Trax Training?

training consultancy right trax training
With so many providers out there, how can you really know that you are choosing the best training consultancy for your organisation? Take some time to get to know how we can help your people and your business.
 

A simple Google search for ‘training providers uk’ delivers over 60 million results, so where on earth do you start?!

 

Of course, word of mouth, referral and customer testimonials are important, but you still need to make sure that the ethos and approach of the training consultancy that you choose will be the best fit for your business culture and development need.

 

At Right Trax Training, we pride ourselves on approaching development in a different way to most. We offer a learning and development consultancy service that matches if not exceeds the quality of other big players in our marketplace through our personal approach.

 

Taking the time to get to know you, your business and your challenges, we create tailored interventions that support your people but ultimately, grow your business and the bottom line.

 

right trax training consultancy about us

Want to know more? We’d love to hear from you so get in touch to find out how we could be the training consultancy for you!

FREE WEBINAR
HOW TO DEVELOP YOUR PERSONAL BRAND TO SECURE THE JOB YOU WANT!
1. Build your own personal brand value statement.
2. Learn how to influence your brand through social media (particularly LinkedIn).
3. Understand best practice for your job search, cover letters and CV's.
4. Take away our free e-book on 'Getting the Job You Want!'