Managing Change in the Workplace
09 Nov

Managing Change in the Workplace

Many of us say that we are okay with change, but when it comes to it our experience can be something quite different!

 

Chris and Yvette from Right Trax Training talk about how to positively experience change at work.

 

Join our private and FREE Facebook group for support with your personal and professional development. With regular posts and Facebook Lives on a variety of topics, there’s always something to get involved with!

 

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The Importance of Self-Development
07 Nov

The Importance of Self-Development

Take 10 minutes to check in with where you are with you development!

 

For support with your personal and professional development, the link to join our private Facebook group is in the comments below…

 

Join our private and FREE Facebook group for support with your personal and professional development. With regular posts and Facebook Lives on a variety of topics, there’s always something to get involved with!

 

Click the image below and request to join now…

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Managing Our Mindset Demons
16 Oct

Managing Our Mindset Demons

Our mindset has the power to make or break our success and our development…so how do we take control and manage it?

 

Watch our short Facebook Live to find out our top tips for mindset management!

 

Join our private and FREE Facebook group for support with your personal and professional development. With regular posts and Facebook Lives on a variety of topics, there’s always something to get involved with!

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How to Develop Stronger Relationships Without Causing Conflict!
10 Aug

How to Develop Stronger Relationships Without Causing Conflict!

Interpersonal Skills

Do you need to develop stronger relationships at work, adapt and connect with others easily and manage conflict more confidently?

 

Who amongst us doesn’t have to try and get along with others at work, a bit like the pen pot you have on your desk, all stuck together in a confined space!

 

When we work together, conflict is inevitable; perhaps with other members of your team, with your manager or even your stakeholders. This can lead to feelings of stress and disengagement, so much so that often it’s not the organisation we leave, it’s the environment.

 

The one thing you can control and influence is the quality of how you communicate and interact well with other people.

 

Catch-up with our free online training session below, delivered from our Facebook Group, to find out how you can develop these vital skills and learn how to change your life for the better!

 

Let us know if you would like any more details on the programme mentioned from 45 minutes in!

 

 

…and as if that’s not enough, download our cheat sheet to help you start making a difference TODAY!

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The Pain of Conflict in Communication
28 Jul

The Pain of Conflict in Communication

Communication at work can often feel like a tug of war where one person must win and the other must lose…but how do we work together with our different styles to successfully work through our conflict?

 

Watch our Facebook Live to find out!

 

Catch-up with our free online training for support on how to develop stronger relationships without causing conflict at work here.

 

Join our private and FREE Facebook group for support with your personal and professional development. With regular posts and Facebook Lives on a variety of topics, there’s always something to get involved with!

Click the image below and request to join now…

Conflict: don’t avoid it – manage it
19 Jul

Conflict: don’t avoid it – manage it

Conflict and disagreement are an inevitable part of working life, so do you have a plan on how to manage it?

 

It is possible to actually benefit from conflict, resolving it in an effective way whilst avoiding damage to relationships. This is a key interpersonal skill – at all levels. Move in the right direction by following three basic principles: respect, negotiate and compromise.

 

Respect yourself, and others

We talk a lot about how we all perceive the world in different ways, and this is what makes us unique. Be honest with yourself and take time to understand the events, behaviours, or topics of conversation that might ‘trigger’ anger or conflict in you. Recognising these triggers is the first step towards helping to control your emotions when these issues arise.

Resist the urge to dismiss opinions and thoughts. Ask people to explain more about their thinking, and if you disagree, suggest they explain what the advantages are. Understanding their motives makes it all the more easy to find a common viewpoint and resolution.

Preventing conflict from escalating can often be done by just acknowledging that there is a disagreement. Stating a simple fact out loud – “We obviously don’t agree on this” – makes everyone stop and think.

It’s important to know when to walk away from a dispute – particularly if you feel like you’re losing control of your emotions. Separating yourself from the conflict gives you time to clear your head, and some space in order to think of a constructive way to respond.

 

Negotiating to work through the conflict

Keep yourself calm by controlling your breathing. In times of anger or stress we often respond by breathing rapidly, which depletes our oxygen and raises our blood pressure, which in turn can cloud our judgement.

It can be difficult, but try to use the “shut up and listen” technique as you breathe slowly. Stay quiet and really aim to listen to what the other person is saying. This will mean you may be able to find something in the other person’s argument that you can actually agree with.

The Path Of Conflict
This is a good time to tell them that you agree with them on that particular point, and shows them that you are trying to understand their point of view. Hopefully, in turn, they may be more willing to listen to you. Think of the conflict in terms of the issue – not the person – and try to keep the focus on one issue at a time.

If you can – try to forget about the concept of winning, or losing. Working together to find a resolution means you stop trying to “defeat” the other person and are receptive to each other’s good ideas!

 

Compromise and move on

Remember, you can’t force others to agree with you. You must have an open mind, and (if necessary) be willing to admit that you are wrong. This helps to prevent any possibility of lingering hostility; and may mean that others will feel more comfortable admitting their own mistakes in future.

After having a disagreement with someone, it can be helpful to acknowledge that you’ve both been part the resolution to the conflict by thanking them for their willingness to reach a solution.

If appropriate, arrange a time to catch-up again in the future. Some time to reflect on the conflict and the resolution can be useful and meeting up again helps to preserve and develop the relationship. You don’t need to specifically talk about the conflict, but move on to learn more about each other to help you work together going forward.

 

Watch our two minute tips video for more support – it was inspired by and published around the time of the EU referendum…which was a time of some ‘interesting’ conflict!

 

 

At Right Trax Training, we specialise in developing your business through your key asset; your people. Find out more about our interpersonal skills workshops and get in touch to find out how we can help you and your people to effectively resolve conflict.

Managing Conflict…is this the biggest key?
14 Jul

Managing Conflict…is this the biggest key?

Wherever there are people working together, conflict in inevitable, and it’s no wonder when we all have differences in personal styles and objectives to achieve.

 

Watch our short Facebook Live to find out our top tip for managing conflict!

 

Join our private and FREE Facebook group for support with your personal and professional development. With regular posts and Facebook Lives on a variety of topics, there’s always something to get involved with!

Click the image below and request to join now…

Complete Our Webinar Survey and Win a FREE Coaching Session!
06 Mar

Complete Our Webinar Survey and Win a FREE Coaching Session!

We promise to keep it brief with just a few questions and then give you a chance to tell us any other webinar-thoughts at the end!

 

Be sure to tell us your name and email address if you’d like to be in with the chance of winning a free developmental coaching session

We need your response by Friday 17th March to be entered into the draw and the lucky winner will be contacted by email.

 

Click below to take the survey!

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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.

Integrity….a Lost Cause or a Desirable Quality?
15 Dec

Integrity….a Lost Cause or a Desirable Quality?

Integrity is the fourth most effective driver of trust, which is amazing when you consider the ethical failures of leadership during this year alone, never mind over the past decade!

 

Integrity is considered an increasingly important attribute for the modern manager and is seen as a must have for senior leaders. Leaders with integrity have more concern about their character than their achievements. After all, reputation is what others think about you whereas character represents who you really are.

 

“Integrity is doing the right thing. Even when no one is watching.”

CS Lewis

 

This year alone, we’ve seen serious abuse of integrity, insider trading, false accounting practices, inappropriate behaviour and tax avoidance to name just a few. Most recently, two pharmaceutical companies received record fines for overcharging the NHS by 2600%.1 This begs the question: if you cannot count on a leader to conduct themselves consistently with high ethical standards and with honesty, how can you trust them?

 

It appears integrity is a potential blind spot for many people and whether this occurs from over-confidence or arrogance, many senior leaders really need to get back to basics and consider what is at the heart of integrity.

 

For many, this can be challenging as integrity has many definitions and can vary between cultures. There is also the issue of having the ability to rationalise behaviours2 as most of us are presented with integrity-based choices every day. However it doesn’t have to be that complicated and for most of us, we can build our integrity by remembering these five simple points3:

 

  1. Consistency – in our words and actions
  2. Morality – expecting high standards of behaviours from ourselves
  3. Trustworthy – taking responsibility for our own feelings and actions
  4. Honesty – speaking the truth
  5. Authenticity – being genuine and sincere

 

A really simple way of testing integrity is to ask yourself: would your actions or behaviours meet the approval of someone that you want to gain the approval of? If not, why would you continue with this behaviour or action if it will cause concern or disapproval?

 

At Right Trax Training, we are passionate about helping your business and your people to develop. Get in touch to find out how we can help.

 

 

1 Pharmaceutical companies receive record fines

2 Why integrity is never easy

3 The irony of integrity

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