Are You On-Track With Your 2018 Development?
01 Jun

Are You On-Track With Your 2018 Development?

Did you know that we are 42% through the year already?! Take some time to check-in with where you are with your development goals and pick up some tips on how to catch-up if you are behind!

 

 

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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If It’s Important To You, You’ll Find A Way!
13 Mar

If It’s Important To You, You’ll Find A Way!

We all have personal goals and ambitions, yet so many of us decide not to take action upon them. If it’s important enough to you, you’ll find a way. If it’s not, then you’ll find an excuse!

 

 

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 Work From Home and Stay Productive and Focused
02 Mar

How to Work From Home and Stay Productive and Focused

With the current snow and adverse weather conditions, more and more of us who are able to will be taking advantage of working from home.

Find out how to work from home and stay productive, focused and organised.

 

 

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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Mentoring 101
14 Feb

Mentoring 101

Mentoring – what is it, why bother and how to approach it!*

 

*Apologies for any sound issues, which have now been resolved!

 

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Managing Your Circle of Influence
31 Jan

Managing Your Circle of Influence

In the remit of change, we have full control over how much or how little we allow it to influence us. We can either choose to focus on the things we cannot control, or we can focus on what we can influence.

 

 

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Managing Change Successfully
29 Jan

Managing Change Successfully

We recently talked about our individual reactions and emotions when faced with change. Now comes further support to help address emotional triggers in how our thoughts impact our feelings and drive our behaviour, for better or worse!

 

 

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How Do You Deal With Change?
25 Jan

How Do You Deal With Change?

We hear it all the time…”I love change!”…but how many of us really do?

With the added bonus of watching us wrangle with the change of some new technology!

 

 

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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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?

 

 

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Feedback – Let’s Get Back to Basics
21 Jul

Feedback – Let’s Get Back to Basics

feedback management training

It’s long been a staple of management training. You may think you are good at giving feedback; but are you? Here we go back to basics to make our feedback powerful and effective…

It’s important not to forget feedback’s true purpose – it’s not about making a person feel better, but about helping them to do better!

 

When people consider themselves to be good at their job, they are often confident enough to gladly receive even quite negative feedback. On the other hand, people new to their role and therefore less experienced, will be more eager to seek out your positive views on their performance.

 

Perhaps an obvious reason for this is that, as people increase in their level of expertise, our feedback serves a different purpose. The lower the level of confidence, the more encouragement is needed.

 

Be specific

 

The basic principle is to offer very accurate, constructive feedback and to suggest specific things that can be done to improve performance. Focus on the most tangible and recent examples of the issue, and try to separate the emotions involved and concentrate on the technical points.

 

“That’s easier said than done,” we hear you say – and no one wants to be percieved as the bad guy.

 

Remember – you can give positive feedback too! However, you won’t be helping anyone if all you do is try to be too much of a crowd pleaser.

Amazingly, if you try that old favourite of the positive-negative-positive ‘feedback sandwich’, people will often only hear the praise; the bread of the sandwich, and miss the filling. Choose one or two clear issues to concentrate on, don’t try to overload with lots of criticism all at once – it’s too much to take in, and can be disheartening.

 

feedback management training
Time is of the essence

 

Always give constructive feedback in private, it can be seen as insentitive if discussed in front of others. Positive feedback can also be a private affair for some people – they can always tell colleagues you have praised them if they choose to.

 

When giving feedback, as well as not giving enough information, another issue can be giving it too late. Take advantage of the situation when the event in question is fresh in the person’s mind.

 

The trick is to make negative feedback precise and timely, in order for it to be helpful – yet not emotive, so that it is not seen as overly critical. Getting to the point quickly is also vital. Remind yourself that the person wants (and deserves) to know how to improve their performance.

 

Feedback, discuss, check understanding – move on

 

Give any constructive feedback on a person’s behaviour with accurate descriptions, and avoid comments about personal qualities and personality. There is also no need to give the same feedback on the same point over and over.

 

Allow time for the person on the receiving end of the feedback to voice their opinion and ask questions. Encourage them to explore their behaviour, this way they can decide what might be done to change it. Don’t compare them with their colleagues, as this can lead to jealousy and resentment. After all, we are all different and are recruited on this basis.

 

Check that they have understood. Perhaps ask “What are your thoughts on what we’ve talked about?” Take the opportunity to review what you’ve agreed.

 

Benefits to you and the team

 

Many of us do not relish the idea of giving or receiving feedback. Remember this in both situations; and try to keep your emotions under control. Feedback given in anger is unlikely to result in a positive outcome for either party!

 

It will make your role much more fulfilling if you are part of a team that is unified and focused on maximum productivity. Even the most successful of team needs regular nurturing to maintain it.

 

At Right Trax Training, we specialise in developing your business through your key asset; your people. Find out more about the management training that we offer or get in touch to talk about how we can help.

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