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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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!

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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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!

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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