We're always looking to see how the simple view can benefit people at work. Leadership, management and talent development training often involves identifying the focus of the person in front of you to help with influencing them. Here's an example of just that - thinking of those around you as either task or relationship focused can help influence and engage them. Why? Because if you tap in to what they find interesting, what resonates with them, they'll be more likely to list

Happy New Year! I hope you've had a good break and managed to catch up with friends too. Friends of course, we're told, don't make the ideal manager because the relationship can become confused and crucial decisions delayed for fear of damaging the friendship. But what if we could isolate the good bits of being a friend and employ a few of them at work? Might we be able to increase rapport with our team and improve their engagement? Let's take a look at a couple of the skills

Here are 3 common examples of behaviours to be wary of that can send a conversation down the wrong path along with the corresponding simple alternatives that can help guide you to a more productive outcome. Management, Talent & Leadership Development made easy. 1. Leading questions We often use these when we're consciously trying to coach, to ask more questions and seem more engaged and empathetic. It's a lovely intention, but when we are used to coming straight in with a sol

"What was it like?" A simple, powerful question that can unlock a conversation in many contexts. Let's take a look at why it's useful and when it can be utilised within Management, Talent and Leadership Development. Why is it useful? Asking this question signals your intent to look deeper into a situation, to understand the person in front of you more fully. It shows your willingness to engage with them and their feelings, not just the actions and circumstances around any par

Using Empathy for Management, Talent and Leadership Development "The ability to share someone else's feelings or experiences by imagining what it would be like to be in that person's situation." We know what empathy is, and we know (well, most of us know) how valuable it can be in keeping a team motivated, engaged and productive. Simply put, if you feel your manager puts in the effort to understand your situation, trust is built and you're more likely to put effort in for the

Here's 3 quick, easy tips to help managers this week in their Management, Talent and Leadership Development. Try them out and let us know how it goes. 1. Struggling to get an employee to open up about a problem or to describe their thoughts? RIDE THE SILENCE just that little bit longer than normal. Resist the urge to jump in to suggest an explanation or solution. Wait. Quite often they'll fill the silence for you. 2. Trying to use a coaching style but finding it hard to think

Why use roleplay? Let's take empathy as an example. We often read about how it's an invaluable tool in a manager's arsenal, how it can improve results, motivation and engagement. And of course it can. But knowing about it and putting it into practice are not the same. What might it sound like? How does it FEEL to try it out? What behavioural indicators tell me if it's having the intended result? Very rarely do I see the specifics of the behaviours discussed so that they becom

The new year is often a time we resolve to do things differently, achieve more or change behaviours. With that in mind, here are a few easy, quick changes you can make that we find can most effectively change conversations and open up possibilities for you within your own Management, Talent and Leadership Development. Management, Talent and Leadership Development in 2022 Don't rush to offer solutions We all know the feeling - waiting for someone to stop speaking so we can off