Keeping Clarity4D Alive!
19 Sep

Keeping Clarity4D Alive!

We meet so many people who (thankfully) leave our Clarity4D 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 Clarity4D development, we think / feel (geddit?!) that it’s our responsibility to give a few pointers on how to keep the learning 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 Clarity4D profile continues long after the learning event.

 

Communicating with Impact

A great follow-up activity to any Clarity4D 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 Clarity4D

Lots of teams ask us “How can we keep the focus on Clarity4D 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 Clarity4D 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 Clarity4D alive. Find out more about the Clarity4D training that we offer.

Personality Profiling: Do Opposites Really Attract?
03 Aug

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 Clarity4D 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:

 

Chris & Yvette Overview
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.

 

Get in touch to find out more about the MBTI and Clarity4D training and workshops that we offer and how they can help your people and your business!

Personality Profiling: How To Use Not Abuse
19 May

Personality Profiling: How To Use Not Abuse

mbti insights discovery training workshops

At Right Trax Training, we’re into personality profiling to support personal development…but we often see them mis-used and abused!

 

We provide many people with development in the form of Clarity4D and MBTI training and workshops. If you’ve had experience of such types of personality profiles, you may be familiar with a few (understandable) misconceptions. Such as:

 

  • Being subjected to receiving a profile from someone with limited knowledge of what they’re talking about…
  • …which can lead to being ‘told’ that you are in a certain box and forever that way it shall be… (a quick online search through the forums easily confirms this)
  • …which can lead to nervousness and suspicion about these profiles, particularly when they’re used for non-developmental purposes.

 

Let’s be clear – we regularly see that they can be abused and they can be mis-used. For example, we are always adamant with our clients that they are not used for recruitment, selection or de-selection purposes; there are plenty of great competency and capability tools out there, but personality profiles measure our preferences rather than our ability. We only wish some of our competitors were as scrupulous.

 

When used in the right way, the learning from personality profiles can open our eyes to how we are all different. We look at the world in different ways and this understanding of perception is the cornerstone to then being able to adapt our approach to connect more successfully with each other.

 

Sure, we all have our preferences – our modus operandi – yet we each have the capacity to adapt our style and approach depending on the situation…if we so choose to.

 

At Right Trax Training, we’re also careful to avoid the common mistake of assuming those with very different or opposite preferences will automatically clash. It’s something we work hard to educate on and live up to day-to-day.

 

Read more on how we work through potential clashes at Right Trax Training to use our opposing preferences to compliment each other!

 

Get in touch to find out more about our approach to personality profiling and how it can help your people and your business!

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. You can significantly multiply your profile views, connection requests and messages by taking some simple steps, such as having a great profile picture, a good balance of interpersonal skills / technical expertise and optimised keywords.

 

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!

Refresh Your Coaching
09 Mar

Refresh Your Coaching

coaching management training

Life moves at such a pace that it’s easy to get stuck in a rut in all sorts of ways; including how we coach and support our people.

 

When was the last time you considered the quality of your coaching?  If your people were asked to rate the quality of the coaching you deliver out of ten, how would you score?  Chances are, if you average any lower than a seven, you could do with brushing up on your technique.

 

Coaching, in the context of a professional workplace is about supporting, encouraging and unlocking.  What it is not is doing, telling or counselling.  Successful coaching should provide development as a result of guided conversation and questioning that helps the person being coached (i.e. the coachee), to find their own solutions.

 

10 Tips for Better Coaching

  1. Be human Always keep it real.  Don’t apply a process or shoehorn the coachee into your preferred coaching structure.  Use structure to keep the conversation guided and on-track whilst having a natural conversation.
  2. You’re a passenger Just like a driving instructor, the coachee is in the driving seat and you are next to them, perhaps using the dual controls at certain points to guide and steer, but ultimately it is them that is in control.  If any coaching is to be successful, the coachee must take ownership; only they can make the change and you can only be there to support that change.
  3. Questions are the answer Coaching should feel like a bit of an exploration for the coach, and like any true explorer, you don’t always know where you will end up when you set off.  As the coach, you don’t have to know the answers to all of your questions – gone are the days when the coach was expected to know it all.  Set off on the exploration together and use good quality questions to get to the destination together.
  4. Listen up    Our top 10 list would be incomplete if the next tip following great questions wasn’t about great listening.  Forget about what’s going to come out of your mouth next, what happened in the last meeting or what you’re going to have for lunch: just listen.  Which questions are easy for the coachee to answer and which ones put them on the spot?  Listen to what they are saying and what they’re not sayingand use your intuition to guide you.
  5. Do your homework Spend some time preparing for the coaching conversation.  What do you know already?  Where were they last time you talked?  What have they been doing recently?  Where do you think they want or need to be?  Don’t over think this stage and make sure that you can still ‘be human’ and flexible in the conversation.
  6. Think ‘mindset’ Naturally, coaching must address knowledge and skill however don’t underestimate the power of attitude and mindset.  When all is said and done, we must want to develop or change our approach.  Remember: no will, no way!
  7. Look who’s talking Most of us know that the coachee should be doing most of the talking, although that’s easier said than done.  Sometimes, when we get going we do just love the sound of our own voices.  It’s natural enough for us to want to takeover, after all we are trying to help the coachee and give them the benefit of our wealth of knowledge, aren’t we?  Always aim for that golden rule of 70 / 30, with them doing 70% of the talking and use your great questioning and listening skills to get there.
  8. What can they do The conversation should be all about positive action that they can take, rather than what they can’t do or what is the responsibility of someone else.  Consider the responses to asking this question in different ways: What can they do?  What can they do?  What can they do? What can they do?
  9. Lay your cards out If you are having a natural and open conversation, it should be easy for you both to lay your cards on the table when you come to a brick wall or a stumbling point.  Sometimes, if you’re not getting anywhere it just takes you to say so and ask what’s going on for the coachee.  Where are they right now?  What aren’t they telling you?
  10. To be continued And finally of course, you can both have a great coaching conversation, but it still needs you as the coach to follow up on what was agreed to keep things moving.  Agree with them what this follow-up looks like (remember: they decide), and always keep your side of the follow-up bargain.

 

Put some time aside to consider how your approach to coaching needs to develop; what are you already doing brilliantly that you can leverage even more, and where are the areas you want to develop?

 

At Right Trax Training, we can help your people to be better coaches. Find out more about the management training that we offer or get in touch to talk about how we can help.

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!

Take the survey

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.

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.

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

Two Minute Tips VLOG: Looking Back on the Year

rtt vlogFinishing 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

rtt vlog
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 interpersonal skills.

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