The Trouble with Change
29 Oct

The Trouble with Change

Think of the last big change that you went through at work. Maybe a new system was introduced or there were changes to the structure of the organisation. Perhaps you were either involved and so pretty comfortable with what was happening or didn’t know what was going on until an email arrived.

 

All too often in any change programme, the focus is on the systems and processes. These are hugely important to the success of any change initiative, however one line on a project plan for ‘communication and training’ does not mean that people have truly been accounted for.

 

Let’s consider a restructure or organisational design, which most of us will have been affected by somewhere in our careers. How many times do roles change, workflows streamlined or at worst people made redundant with no real thought or upfront plan on how the ways of working will need to be different? Add to this a lack of communication throughout and it’s a race to catch up after the changes are made, to get to a place where people know what’s expected of them and how to meet those expectations.

 

 

 

It’s time to start putting people first. No news isn’t good news during organisational change (or any change for that matter). People want to know what is happening, and that includes even when there isn’t really much to tell them. If there isn’t much that people can be told at that point, tell them that!

 

The impact of appearing closed and guarded is dangerous. People become distrustful and cynical, opening the door to stress and anxiety. Some will look around for their next role and make the move, leaving those who stay to face even more uncertainty and pressure. Others won’t consider leaving, instead feeling disengaged long after the change has been implemented.

 

We’re often asked to support clients by helping their people to manage stress or build resilience, more often than not because of recent organisational changes – such as the restructure. This is always a great sign that they want to provide support, but it can be perceived as an afterthought once the horse has bolted. Provide people with the communication, opportunity to collaborate and above all, the skills or mindset development that they need before and during the changes, not just afterwards.

 

Leaders: you all need to step up and help people to get to the ‘why’ behind the change, not just the ‘what’. Seek views, get input and involve people during the process. You’re called a ‘leader’ for a reason, and people will look to you through turbulent times. Positivity, resilience and adaptability will not go unnoticed.

 

The next big change you’re involved in, ask yourself: “What about our people, how will this impact them?” If you’re not controlling any part of the change, it’s easy to feel like things are being put upon us, yet it’s still in our control to speak up, offer to get involved or find out more about what is going on.

 


 

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Time Management and Productivity Hacks
03 Aug

Time Management and Productivity Hacks

This week’s Guest Spotlight interview features Tracey Minutolo. Tracey is a Coach who helps people to create space and time to focus on what’s important to them: specifically in developing their own side business.

 

Lack of time has to be the number one reason for not focusing on our own development, so we grilled Tracey for her top tips on time management and productivity – and she had a great time-blocking approach that she took us through, with free template giveaways.

 

 

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Conflict Mediation and Mindset Management
07 Jun

Conflict Mediation and Mindset Management

We’re joined by Tonya Howe, who is a certified mediator and trains others who want to become one (including Judges and Attorneys). She is also a coach and helps people to navigate the insecurity and overwhelm of change to become empowered and in control.

 

 

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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!

 

 

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Building Strong Relationships
05 Apr

Building Strong Relationships

In this Guest Spotlight we’re joined by Robert Malka, who is full of value amassed from years of experience both in management and as a business director.

 

We talk about how to build strong relationships, the importance of continuous development for personal and professional growth and tips Robert uses most to stay productive.

 

 

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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!

 

 

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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.

 

 

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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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How to Find Your Mentor and Why You Need One
04 Nov

How to Find Your Mentor and Why You Need One

No matter who you are or how good you think you are, a mentor can be an invaluable asset to your personal and professional success.

 

What do Google’s Larry Page, Virgin’s Richard Branson and Apple’s Steve Jobs all have in common? They all received guidance from mentors. Yes – even the legendary Apple founder needed a little help, advice and support from time to time.

Belief is so important to mentoring. American author and businessman Zig Ziglar once said, ‘A lot of people have gone much further than they thought they could simply because someone else believed they could.’

Ask any truly successful business person and, if they are honest about it, they will almost certainly admit to having benefited from the advice of a mentor at some point in their career. It’s a big part of why there are so many prosperous family businesses – parents mentor their children to emulate (or even exceed), their own success!

Mentoring is often confused, mainly with coaching. One of the key differences between mentoring and coaching is simple: mentors give advice and suggest solutions.

From this simple fact, it is easy to see why finding the right mentor can often make or break the process. It really is important – so choose wisely.

 

Finding the right mentor

A good mentor is someone who agrees to speak truthfully, but constructively, about weaknesses and problems. A person who will not shy away from discussing emotionally charged issues. The mentor is a critical friend who, more often than not, is of a more senior level to the mentee. They should also be on-hand to listen, ready with considered advice, able to provide the mentee with support and willing to share the benefit of their experience.

One crucial aspect is selecting someone whose skills and experience complement the mentee’s own. It’s essential that the partnership is between two individuals who can also connect with each other on a personal level. So actually liking one another is a good place to start!

Both parties need to appreciate that they are committing for the long-term. Mentoring needs to be available on an ongoing basis, with meetings often arranged at the last minute if the need arises. It’s a very real obligation – so neither party should go in to the process if they aren’t prepared to give their all.

That said, there is an immense amount of mutual benefit to be had – and hopefully some fun times too!

 

We’ve provided some food for thought here, however mentoring is a big topic.

Get in touch with us to talk through it in more detail, or if you need a sounding board or some ideas on how to enter into a mentor / mentee relationship.

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