Being Brave and Asking for Feedback
22 Jan

Being Brave and Asking for Feedback

We often talk about the need for feedback, but how often do we really seek it and what’s the best way to get ourselves into a great frame of mind for receiving it?

 

 

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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Who Inspires Your Development?
18 Jan

Who Inspires Your Development?

We can find our inspiration from all walks of life, which in turn can motivate us to develop ourselves. Who’s on your list?

 

 

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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Let’s Banish Corporate Jargon!
15 Jan

Let’s Banish Corporate Jargon!

Watch us get our ducks in a row and take it online rather than offline, to discuss our most loathed corporate jargon and how we can all help to banish it from the workplace!

 

 

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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Let’s Talk Introverted Energy Levels!
09 Jan

Let’s Talk Introverted Energy Levels!

How are your energy levels, and are you checking in enough with what your body and your senses are trying to tell you?

 

 

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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New Year’s Resolutions…why do we bother?
03 Jan

New Year’s Resolutions…why do we bother?

The whole ‘what’s your resolution’ thing is being done to death at the minute, but let’s talk about whether they really help us to get focused for they year, or if they are a complete waste of time!

 

 

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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Why You MUST Invest in Your People, or Face the Consequences
06 Jul

Why You MUST Invest in Your People, or Face the Consequences

There is more uncertainty within the workplace than ever before. Are your people equipped with the skills and knowledge to successfully take your organisation into the future?

 

Many organisations will be trying to anticipate the future which for many will mean reviewing budgets and expenses until the economic environment becomes more stable. All too often this will have a direct impact on training and development budgets and unfortunately many development events will be reduced or even stopped. This can leave employees feeling disengaged and even more uncertain of their future and just as importantly, may impact on their overall capability.

 

An investment in knowledge, pays the best interest

Benjamin Franklin

 

The focus must remain on investing in your people, however it may mean prioritising differently or looking at alternative solutions. Review the Learning and Development strategy to ensure that it is aligned to the business objectives and it includes a clearly defined plan on developing a talent pipeline that will deliver your organisational goals.

 

Remember that whilst strategies, plans and decisions are being made your employees are still working hard to achieve the goals and objectives of the business. Take this time to show commitment to your teams and support them during this time of change, whether through management training or perhaps a range of relevant interpersonal skills workshops. Provide development opportunities that will give them the knowledge and skills to not only withstand the new world but to be more resilient and able to embrace the potential changes that may lie ahead.

 

You don’t build a business, you build people and the people build the business

Zig Ziglar

 

Before you strike a line through the training plan, stop and think of the long-term cost and ask the question: can we really afford not to invest in our people’s development?

 

At Right Trax Training, we can help to make your training an investment rather than a cost. Find out more about the management training and interpersonal skills workshops that we offer or get in touch to talk about how we can help.

 

Are YOU Taking Control of YOUR Learning and Development?
04 May

Are YOU Taking Control of YOUR Learning and Development?

employee training and development

It is very easy to expect organisations and managers to provide everything for employee training and development needs, but do we do enough to take control for ourselves?

 

A recent survey by Penna Consultancy shows the disparity between managers’ and employees’ opinions about how they feel they are supported in their career.

 

“91% of managers agree that they support employees with opportunities, definitely or sometimes, despite 29% of employees saying that they don’t.“1

 

This means that one out of every three employees don’t feel supported – not a great place to be. Realistically though, regardless of where your support comes from, who should be owning your learning and development and providing suitable opportunities…you or your manager?

 

How many of these statements do you recognise?

  • I’m waiting to have my review with my manager.
  • There are no training courses I can sign up to at my company.
  • The sign-off process for training is really complicated.
  • There is no budget for development or training courses.
  • I don’t have the time to focus on my development.
  • I don’t know what I can / should do.

 

We can easily pass the buck to someone else; it’s much more difficult to face the truth and take control for yourself. So, what can we do to break these bad habits? How can we start to take back the control?

 

Try these three simple steps:

 

  1. Take some time for self-reflection:
  • Ask yourself what opportunities did you take advantage of and have you created any for yourself? Try completing a SWOT analysis – this is a process of self-analysis and personal reflection of your Strengths, Weaknesses, Opportunities and Threats to personally evaluate your development needs. Download our SWOT template to get started!

 

  1. Identify your goals and aspirations:
  • Consider the goals that are important to you and think about what skills, knowledge and experiences you will need to get there. Find some help on this here in one of our recent blogs.

 

  1. Create your own personal development plan
  • We don’t mean a PDP that you only pay lip service to! Pull everything together to create your own tailored plan. Keep it simple using a straightforward format that can be easily referred to and updated.

 

So the next time you think you haven’t had any development or support from your manager, remember it’s as easy as 1, 2, 3. After all “If you aim at nothing, you’ll hit it every time.” Zig Ziglar

 

At Right Trax Training, we are passionate about helping you to take control! Find out more about our employee training and development and get in touch to discuss how we can help.


1 http://www.penna.com/news-and-opinion/news-details/2016/03/23/mind-the-perception-gap

Have You Asked Yourself These 5 Questions About YOUR Development?
13 Apr

Have You Asked Yourself These 5 Questions About YOUR Development?

employee training and development

We get so swamped in the day-to-day that our own personal development is often the first thing to fall by the wayside. It’s time to ask yourself some tough questions!

 

We all have hopes, dreams and ideas for the future; what we would like to be doing, things we would like to have or places we’d like to be, but how often do we actively develop ourselves towards these goals? Or stop to reflect just how near, far or realistic they are?

 

Ask yourself these questions. They’re written in no particular order and we’d love to hear your thoughts on your favourite or other questions that you ask yourself!

 

  1. How much time do you spend developing yourself?

It sounds brilliantly simple in practice: put aside a set amount of time each week / month for your employee training and development…and it is! However, how many of us actually do this? Then, if we do it, how easy it is to keep nudging it back in our calendar when something else needs to take priority! If you have found yourself in this situation, look at other options for self-development, such as great books to dip into when you can, opportunities to develop on-the-job or simply by asking those around you for feedback. How often do you spend some time half-aimlessly meandering the Internet to seek out new ideas? Or take time-out to reflect on how your week has been?

 

  1. Where do you want to get to?

What are you trying to achieve? This is a big question that too few of us seem to contemplate. Once you know what this is, you can then build your goals and targets against this. You can begin to measure your progress against these goals to see a demonstrable shift in your development and your achievements. Understand that we are each in control of our own development; no-one else is going to do it for you. Be empowered to get yourself to where you want to be rather than over-relying on others.

 

  1. How do you best learn?

We see so many people shoe-horned into other people’s way of thinking or learning, rather than simply tuning in to how we each like to learn in different ways. For some, reading a textbook at bedtime will work wonders, sure, but it’s not for everyone. Similarly, many people are fired up by academic study whereas others will find this an extreme challenge. Try to integrate your preferred ways of learning into your approach: whether that’s getting stuck in, reflecting on your approach or searching for valid arguments and counter-arguments to back up your thinking.

 

  1. What’s really important to you?

Our personal values are the characteristics and qualities that form the rules we live by. When we consider our own development, we often forget about our values, leading to many people feeling the need to develop in a way that goes against the grain for them. It’s important to identify your values so that you can make good decisions, otherwise you will lack the drive and motivation to really develop at all.

 

  1. What can you do today that will scare you?

We loved these ‘12 Uncomfortable Things…’ that we recently shared on social media, and it’s true: how often do we truly push our comfort zone to the point of discomfort or fear? As long as we aren’t pushing ourselves to breaking point, this is where the great stuff (i.e. learning) happens!

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What will you do today to take back control of your development and your future?

Find out more about our employee training and development and get in touch to discuss how we can help to support (not own!) your development.

Performance Management – a Proactive Partnership, or a Positive Pain?
20 Jan

Performance Management – a Proactive Partnership, or a Positive Pain?

It’s often seen as a laborious and unnecessary ‘tick box’ exercise – preceded by lots of last minute scurrying around for evidence – and little else…but if this is the case for you then you’re missing a trick!

It’s that time of the year, often towards the end of one or at the beginning of the next, when the dreaded performance review looms. Even the most developed PM systems won’t work if your managers and employees aren’t held accountable for their part in the process. Investing the right amount of time, energy, and resources in to how your people manage their performance will yield results.

Firstly, it’s vital that you have a sound system that the whole organisation is committed to. If your company culture doesn’t reflect this commitment, then performance management will be doomed to fail.

The whole business needs to understand that the process of PM happens throughout the entire year – rather than done as a one-off or annual event coordinated by either the manager or the HR department.

Of course, it’s about supporting the business’ objectives and aligning them with those of its employees; so it helps if it’s based on both increasing performance and learning and development, in order to make the most of a high performance workforce.

Dynamic organisations of today – and the future – need to be more responsive. There is a recognised shortage of key talent, and success will rely on a business’s ability to offer the best coaching, engagement, and continuous employee development as part of a holistic approach to how performance is managed.

 

Download our PM Checklist for Managers and make sure your PM process matters!

 

At Right Trax Training, we specialise in developing your business through your key asset; your people. Get in touch to find out how we can help your managers to more effectively support and manage performance.

How Do Your Meetings Measure Up To Our FREE Checklist?
02 Dec

How Do Your Meetings Measure Up To Our FREE Checklist?

Last time, we helped you to make your meetings matter and we’re back with some more tips and a FREE checklist to benchmark your meetings against.

 

Keep these three things in mind for your meetings:

  1. The meeting should achieve its objective – so it’s best to be clear what that is before you start.

3

  1. The meeting should take up a minimum amount of time – so use time wisely.
  2. The meeting should leave participants feeling that their attendance was worthwhile – so make sure they feel included.

4

Download our handy checklist for planning and facilitating better meetings and let us know how your meetings measure up against it!

 

Meeting Checklist from Right Trax Training

 

At Right Trax Training, we specialise in developing your business through your key asset; your people. Get in touch to find out how we can help you and your people to get more from their meetings!


*Source: https://www.atlassian.com/time-wasting-at-work-infographic

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