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!

Click the image below and request to join now…

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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…

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…

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!

Science or Magic? How to Build Trust Through Openness
17 Aug

Science or Magic? How to Build Trust Through Openness

With openness being one of the top five drivers of trust1, why do so many organisations neglect to develop this essential quality in their leaders and managers? After all, it’s not rocket science…or is it?

 

Openness is considered to be a philosophy or theory that encompasses being accessible and receptive to ideas, opinions and knowledge, whilst being transparent and collaborative in management style and decision-making2. Doesn’t sound too difficult, does it? Yet so many employees feel that openness is not practiced, with issues in the workplace ranging from low confidence, lack of ability or understanding and even the misconception that being open gives the perception of being less authoritative.

 

However, employees become frustrated with this apparent lack of openness and are under no illusions when it comes to organisational challenges and issues; and management appearing closed simply serves to escalate the frustration. Without the transparency or collaboration required for openness, employees will replace these missing elements and fill in the gaps for themselves.

 

There’s just some magic in truth, honesty and openness.

Frank Ocean

 

With this in mind, what can you do to develop your openness?

 

1. Be visible and engaged

Don’t hide behind a hierarchical management structure or bland generalised emails. Get out there with your teams, let them see you and feel your presence and become more personally engaged in them as people. Learn about your people, move away from ‘safe’ banal chit chat and discover them as individuals rather than the tasks or role that they do.

 

2. Be accountable and committed

Never underestimate how important it is to take ownership of your messages and decisions. Employees may not always agree with you, however they will more often than not respect you for owning a message or action. It demonstrates commitment and transparency which helps employees to understand issues and challenges. Most importantly it is a fundamental part in helping people to manage and cope with change.

 

3. Be consistent

Build confidence and trust by ensuring your actions and behaviours are consistent. Employees waste too much time trying to gauge the mood of their manager or which way they will be behave, so take ownership and be consistent.

 

4. Listen and encourage feedback

Your people don’t just want you to hear them but to actually listen and take note of their opinions and feedback. It’s a full time job really listening and understanding exactly what is being said, especially if you consider the amount of change and uncertainty that may be taking place in the current climate. Your employee’s feedback will tell you so much more than any report or survey; after all, they are seeing the business from the front line and their observations can be critical to resolving issues early on or recognising when things are or aren’t working.

 

5. Express your opinion

Whilst it is great that you ask your employees for their feedback, don’t be afraid of giving yours as well. As mentioned earlier, they may not agree but by understanding your thinking process and the bigger picture they can start to appreciate situations a lot more. Be confident in your opinions but not overtly authoritative – remember you’re encouraging a participative style of leadership by asking for opinions and feedback of others so strike a healthy balance of assertiveness.

 

Trust is the underpinning value in creating effective working relationships and has a direct impact in increasing employee engagement and satisfaction. Therefore it is critical that leaders and managers are able to demonstrate trust to their employees, customers and shareholders alike. Hopefully we have shown that this isn’t rocket science, however that doesn’t mean it’s easy although still something that must be invested in.

 

At Right Trax Training, we can help you and your people to develop the key drivers of trust. Get in touch to find out more.


1 ILM

2 Openness

TRUST…Reported AWOL From the Workplace
03 Aug

TRUST…Reported AWOL From the Workplace

trust in management training

If trust is the glue of life, then is it fair to say that we are coming ‘unstuck’ within the world of business?

 

“Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships”

Stephen Covey

 

Every week there seem to be new issues or events being reported where the decisions and behaviours of an individual or an organisation are shown as being unethical or lacking integrity. With recent stories relating to the poor treatment of employees at Sports Direct1, claims of unauthorised access to their offices from the Labour MP Seema Malhotra2 and inquiries into BHS calling for a restoral of public trust3, it certainly appears that levels of trust and integrity are at an all-time low.

 

With each fresh ethical scandal comes a huge amount of tension and hostility in the workplace, with companies paying the price both financially and reputationally. Therefore it is vital for employers to step up and confront these issues head on by committing to developing the cultural integrity within their organisations.

 

Trust-Definition

A study from Chartered Management Institute has revealed more than one in three managers admit they ‘bent the truth at least once a day’ and almost 30% ‘regularly ditched’ ethics at work4. If trust is about reliability, truth and ability, how do employees equip their managers and leaders to re-focus on principles and not personal gain?

 

The answer is not rocket science…research5 has shown that there are five fundamental skills and qualities that leaders and managers need in order to drive trust:

  1. Openness
  2. Communication
  3. The ability to make decisions
  4. Integrity
  5. Competence

 

“Never trust a man, who when left alone with a tea cosy… Doesn’t try it on.”

Billy Connolly

 

Trust underpins relationships within the workplace and impacts on an employee’s perception of the organisation as well as their manager. By focusing on developing these five drivers of trust, partly through management training, employee engagement will increase which in turn will drive performance.

 

Therefore it is vital that organisations start leading by example and invest in some ‘glue’ to create environments which reward integrity and ethical behaviours – after all, if trust is the foundational principle that holds all relationships, why wouldn’t you?

 

At Right Trax Training, we can help your people to develop the key drivers for trust. Find out more about the management training that we offer or get in touch to talk about how we can help.


 

1 People Management

2 BBC News

3 RetailWeek

4 Daily Mail

5 ILM

The Art of Being (and Staying) Humble
13 Jul

The Art of Being (and Staying) Humble

Let’s just put it out there: none of us are perfect – no matter what you might think!

 

We all have our quirks, idiosyncrasies and downright obvious areas of improvement…and that’s okay because developing is as much about being aware of and working on these areas as it is about leveraging what you are already great at.

 

“The cost of not being humble is extremely expensive.”

– Dale Partridge

 

The problem is that so many people don’t admit to what they need to work on, often for fear of appearing inadequate or unfit for the task. This thinking is damaging; you run the risk of creating stress for yourself or those around you, taking on much more than you can reasonably handle or simply appearing to others as a know-it-all fool! We tend to respect those who are open and honest about what they see as their inadequacies, so get good at being humble.

 

How to be (and stay) humble:

 

  • Become adept at reflecting: Look back on your successes, achievements, challenges, mistakes and failures. What happened? What did you learn? Why did it work or go wrong? What will you do the same or differently next time?
  • Acknowledge your flaws: Whether it’s in how you communicate with others, your outlook and attitude or the way you approach things; give time to consider what could be done in a different and sometimes more effective way. An easy way of doing this can be to step into the shoes of those around you to consider how they see you. What works for them and what drives them up the wall?
  • Be open to feedback: It takes a lot for people to give you feedback, particularly if it’s relating to something that doesn’t work for them. Much of the time, they will have thought about it long and hard before even bringing it up with you. You may not always like how it is packaged or delivered, but you have to accept it as their way of seeing things.
  • Ask for help: One of the best ways to avoid being humble is to isolate yourself to the point of feeling unable to ask for help. No man is an island and no-one can do it all on their own. Asking for help demonstrates strength, not weakness.

 

Summary

  • No-one is perfect
  • We all have areas of improvement
  • We’re often scared of appearing inadequate
  • Become adept at reflecting
  • Acknowledge your flaws
  • Be open to feedback
  • Ask for help

 

At Right Trax Training, we can help you and your people to stay humble, leverage strengths and build on development areas. Get in touch to find out more.

How to Successfully Manage Change
15 Jun

How to Successfully Manage Change

Two things are certain in life: death and taxes. Another to add is constant change in the workplace, which has now become the new normal.

 

It’s fair to say that, in one way or another, we are constantly supporting our clients to help their businesses and their people through times of significant change.

 

Change come in many shapes and guises; whether it’s downsizing, finding new ways of working, shrinking budgetary demands or a desire for increased effectiveness. It seems that we only manage to bring ourselves over that sometimes illusive hill of the change curve before *SMACK* another comes to throw us off kilter.

change
The startling truth is that 70% of all change initiatives fail to achieve the targeted impact, often driven by a sub-standard approach by leadership and management, unsurprisingly resulting in overwhelmingly negative employee attitude.

 

Change isn’t going to stop, and we all have a personal responsibility for how we manage ourselves, support others and make any organisational change a success.

 

Managing Ourselves

  • Is your glass half full or half empty? If you fear or dislike change for whatever reasons, you may respond negatively to each and every change that comes along. This is unhealthy for both you and those around you (especially if you are a people manager with this outlook!).
  • Learn to view each change with an open mind. It’s human nature for any change to make us ask the WIIFM question (“what’s in it for me?”), but rather than focus on the potential negatives, look for the opportunities that exist for you, your people and / or the organisation as a whole.
  • Challenge, but do it constructively. There’s nothing more demotivating than the death-knell of the “We used to do it like that 15 years ago and it didn’t work then.” Sure, that may well be the case, but use this experience to suggest alternative approaches to refine the change rather than find reasons why it’s doomed to fail in the first place.

 

Supporting Others

  • Communicate, communicate, communicate! Even if you have nothing or very little to tell people – in reality, no news is rarely good news and if you do nothing, people will form their own conclusions based on the limited information they have.
  • Use a variety of methods. Whether it’s face-to-face, briefings, bulletins, newsletters, Intranet, team meetings…put the information out there in a number of ways so that people can find and digest what they need when they want and need to.
  • Honesty is the best policy. Even if you are unable to discuss certain things, say as much rather than avoiding people’s concerns and worries. Aim to win people over to make them champions of your change and allies, not foes.

 

Making Organisational Change a Success

  • Last but never least, follow a structure to plan, implement and evaluate the change. There are a myriad of options and whatever structure you choose should be tailored and regularly reviewed to ensure there is room for flexibility.

structure

Get in touch to find out how our approach to learning and development can help you to successfully manage change in your organisation.

Keeping Insights Discovery® Alive!
18 May

Keeping Insights Discovery® Alive!

insights discovery training

We meet so many people who (thankfully) leave our Insights Discovery training events having had a fantastic learning experience, yet they then get sucked back into the manic day-to-day of working life.

 

Sound familiar?

 

As we work with many of you to deliver Insights Discovery® training, we think / feel (geddit?!) that this is a great place to give a few pointers on how to keep Insights alive for you and your team.

 

The following links contain simple instructions to a few activities you can carry out with your team to make sure that learning from the Insights Discovery® profile continues long after the learning event.

 

Communicating with Impact

A great follow-up activity to any Insights Discovery® event. Ever wondered how you could better tune in for even more effective communication with your team? Or how to tell those around you exactly how you’d prefer them to communicate with you? Well now’s your chance to find out! Get in touch if you’d like us to send you the PowerPoint version of the template so that you can make your own communication matrix for the team.

 

Talking About Insights

Lots of teams ask us “How can we keep the focus on Insights once the initial buzz dies down?”…and the answer is often to simply keep talking about it! In this activity, you’ll find 10 talking points to use during your team time; either all at once (although that might take a while), or you could pick out a couple to put on each agenda across a few team meetings.

 

Your Value to the Team

This is one of our ultimate favourites, because it gives each and every team the opportunity to do something that they seldom do: offer each other positive and constructive feedback! Find out what your team sees as your biggest value…chances are, you’ll be surprised.

 

Dig in and have fun keeping Insights alive! You can keep up-to-date on new activities and materials that are added from our resources page.

 

Get in touch if you would like to discuss the activities in more detail, or if you would like some ideas on other ways to keep Insights alive. Find out more about the Insights Discovery training that we offer.

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