Posts Tagged ‘developing teams’

The business of rugby – Part 2

Written by Michelle Mook on . Posted in Sunflower Diaries

legacy book 1 2019Last week we shared our tips for developing yourself and your team following reading a great book, Legacy by James Kerr all about how the All Blacks became one of the world’s most successful sporting teams! We were quite excited that much of what we read is how Pro-Development approach individual and team development.

This week, in part 2, we focus on the steps that leadership teams need to take to engage your teams and ensure they help them to be their most productive and become a winning team.

Leading through change and Responsibility

The need for a strategy for change is crucial. The ability to adapt to the environment and not just accept what is, sets your business and leaders apart from the rest. But then, taking people with you on the journey providing a clear sense of purpose, vision and values and deliberately handing over responsibility will create an engaged team who are able to adapt to the change around them.

Do you have an inspiring purpose, vision and values? Is everyone in your team connected to this?

Create the right Environment

Successful teams create a learning environment where people are encouraged to take risks and try things out. This is what empowers people to give their very best every day. The key is to support your teams to have honest and healthy conversations with each other and you.

Do you empower people and support risk taking?

Are your teams sharing feedback and helping each other to develop?

Rituals and stories

What rituals do you have? What’s your Haka??

Our approach to employee engagement help to establish if your vision and purpose are inspiring your teams and we can help you to understand if your environment and culture are bringing out the best in people. If you are interested in finding out more, why not come along to one of our monthly workshops on the 1st May or 18th June.

The business of rugby – part 1

Written by Michelle Mook on . Posted in Sunflower Diaries

legacy book 1 2019 Following a cheeky holiday at the start of the year, I had the opportunity to read a book I have been wanting to read for ages, and with the 6 Nations over the last few weeks, it felt timely to share some insights. What I found most exciting about Legacy by James Kerr was how much of what we do at Pro-Development was reflected in how the All Blacks became one of the world’s most successful sporting teams!

This week, in part 1, we share the areas that are all about developing yourself and your team and then next week, we focus on the steps that leadership teams need to take to engage your teams.

Knowing yourself

The key to great leaders and teams is knowing yourself, well. Having a strong sense of identify and respect for yourself creates great character and a level of authenticity that inspires others!

Do you and your team really know yourselves? Are you all authentic and inspiring to each other?

Expectations

Then, all of you, aim high! Aspire to world class and be ambitious. Inspiring leaders and teams help each other to achieve things you didn’t even think were possible. But also, embrace the fear of failure – it’s not always a bad thing and use this to positive affect.

Are you all supporting each other to aim high? Do you talk about this in 1:1s and team meetings?

Mastery

What gets in the way for many teams is a lack of resilience when things do get tough. Prepare yourself and your teams to be emotionally resilient. Make a long-term commitment to develop and train your teams to win. Give people the tools to control their attention and help them to notice the right things by being in the moment (mindfulness). Do you find your teams crumble under pressure? Are you developing emotional resilience? Our approach to our coaching and leadership programmes, are all based on these leadership lessons. If these have resonated with you, then call us and we would be happy to discuss how we could help.

Are you on Santa’s Naughty or Nice list?

Written by Michelle Mook on . Posted in Sunflower Diaries

naughy or nice pic 2018 Why not have a look at completing our naughty or nice questionnaire… tick the ones that are true

Communication

O Do you have regular team meetings?

O Do you have regular 1:1s?

O Do you read all your emails?

Performance

O Do you spend enough time thinking about your performance at work?

O Have you got a personal development plan?

O Are you working towards your career aspirations?

Feedback

O Are you always honest?

O Have you delivered all the feedback you should this year?

O Do you spend time thinking about and offering positive feedback?

Environment

O Do you load the dishwasher?

O Is your desk tidy?

O Do you clean your food out of the fridge?

Teamwork

O Do you share your sweets?

O Do you play to your strengths?

O Do you make tea and coffee for people regularly?

O Do you find time to have fun at work?

Did you know

All the things listed above are real issues that have been raised in our Employee Engagement reviews this year? As you can see, some of these things are easy to put right, but only if you know about them in the first place. If you don’t know what the issues are in your workplace, maybe you could consider undertaking an Employee Engagement Review in your business. Click here for more.

To find out which list you are on this year, tot up your score and see if you’re on the naughty or nice list for 2018.

Your scores

If you scored 5 or below you are on the “Naughty list”. Why not make 2019 the year to be nicer to yourself and others? Think about some of the actions you can take and make a commitment that will make a difference.

Score 5 – 10

Ummm. Room for improvement. You need to look after yourself and your career a bit more. You’re not on the naughty list… well, not yet anyway! What can you do to improve you score before the big day?

Over 10

Well done you are on the ‘Nice list’. Keep up the good work!

Thank you for the…team event!

Written by Michelle Mook on . Posted in Sunflower Diaries

team Kanyu pic 2018 This month the team at Pro-Development achieved a wonderful thing and we’re so grateful and proud and all we want is to say it out loud. Yes, we went to the Kanyu Escape rooms near Wetherby and made it out (eventually, with a lot of clues). Now, team events are a bit of a busman’s holiday for us, but how interesting when the tables are turned! So how did we get on?

Well, very well…surprisingly! Although we needed an extra 12 minutes to achieve the task, we got there in the end.

What did we get from the event?

• We worked well as a team, all bringing different strengths and applying them effectively

• It was so good to spend time together without thinking about workloads and deadlines

• Everyone had a voice and was listened to

• When you don’t know what to do, ask for help (we had a lot of help!)

• We are fairly good at sharing information and communicating

• We need to do it more often

If it’s been a while since you have had a team event, we can highly recommend it. If you would like some help, get in touch with us. We design and deliver bespoke events especially for your team so you can get the most our of it too, just like we did.

The Diana Award

Written by Michelle Mook on . Posted in Sunflower Diaries

Diana award Here at Pro-Development we’re proud to be working with the Diana Award, mentoring a group of young people to help instil citizenship, improve workplace readiness and develop resilience and determination. The Diana Award was founded in 1999 as a legacy to Diana, Princess of Wales, and her belief that young people have the power to change the world and inspire those around them. Through the Mentoring Campaign, young people are encouraged and empowered to take positive actions in their school, local and even global communities by undertaking a social action project and skills training.

The young people we work with are full of energy, enthusiasm, and a belief that they can make a difference. Although we became involved with the Diana Award to give something back, we come away after each session with a renewed sense of positivity and a belief that if young people are empowered and given the skills they need, they do have the power to make changes in the world and to be inspiring role models.

If this sounds like something you would be keen to get involved in, The Diana Award are currently signing up individuals and teams of mentors across York, Leeds, Sheffield and Birmingham to start in mid-November, or at the end of March 2018. As a Mentor you would work in a team with other volunteers, giving a group of students an insight into your role and world of work and supporting them to develop a social action project around a topic of their choice. If you are interested in finding out more please email: Danielle.gourlay@diana-award.org.uk.

13 Ideas to increase employee engagement

Written by Michelle Mook on . Posted in Sunflower Diaries

witch Inspired by the recent Friday 13th and with Halloween just around the corner, here are 13 ideas to increase employee engagement. Some say 13 is unlucky, others say lucky for some. All we know is that employee engagement isn’t down to luck, it comes from having a clear strategy that focuses on bringing out the best in your people. So don’t leave it to luck…what can you do more of to make a positive change?

1. Remind people your company’s mission and values – People need to be reminded of why they are doing what they’re doing.

2. Celebrate achievements – Big or small, they are the solid proof that the work people are putting in has meaning. Refill their energy tanks with some recognition and celebrate their hard work.

3. Celebrate people – Birthdays, promotions, retirements, newcomers welcoming, there are plenty of important moments where people can be put at the forfront of the company. Show them they matter!

4. Give and receive feedback – Keep it simple. Offer a framework or a system that employees can use with confidence and honesty. Let them know you value their opinion and most importantly, act on that feedback.

5. Show respect – This should be the cornerstone for every office interaction.

6. Empower your employees – Nothing creates a greater sense of responsibility and ownership like having the decision power. Don’t be afraid to let people be their own leader.

7. Assign a buddy/mentor for every newcomer – An important part of the onboarding process is having some really important questions answered. Questions that someone would be hesitant to simply ask a manager.

8. Recognise and encourage innovation – Reward your creative team members. Recognise them for going the extra mile.

9. Encourage learning – Challenge and support employees in learning and developing their skills.

10. Get social – Go out, have fun, have teambuilding sessions, join sports competitions and encourage team activities.

11. Make sure that people have all the resources they need – Equip your employees with the tools and systems that will make their job easier. This way, you’ll get them to invest their energy into doing great work, instead of wasting precious time.

12. Understand your level of engagement – Understand and analyse your employees, your teams and the overall workspace. You’ll get some essential pointers into what works and what you can improve.

13. Build long-term engagement – Don’t settle for a quick fix. Develop a long-term employee engagement strategy with clear objectives and action steps for more than a year, then re-evaluate and build on it.

This list has been extracted from Engage for Success 25 engagement ideas Click here to see the full list.

If you would like to know more about employee engagement click here or if you would like to know the level of engagement in your business or would like help building an engagement strategy then contact us.

How we’ve been helping our clients Play to Strengths

Written by Michelle Mook on . Posted in Uncategorized

Discover Your Strengths

Discover Your Strengths

We’ve been focussing on playing to strengths with a couple of our clients recently. Here’s how we’ve been doing it.

Jack’s story

Jack had worked for a financial organisation for nearly 30 years, and had recently been made redundant. He hadn’t been happy in the organisation for a number of years, and was relieved to be leaving. Jack spent his time looking for similar roles, as he felt that was where his skills lay. His appetite and energy for looking for new work were low, and he was struggling to see the new and exciting opportunities redundancy can bring.

We talked to Jack about his personal values, strengths and what motivated him to be his best. His values included humour, kindness, judgement and fairness. Through our work with Jack, he realised that he had many strengths – caring, building esteem and connecting with people – which he wasn’t using. As a result of taking the time to learn about himself, Jack is now embarking on a brand new career in a completely new sector: healthcare. He is retraining, and has a new energy and lust for life and work.

“I had become institutionalised in my mindset and my perceived skill set. Pro-Development gave me guidance and the relevant tools to undertake a personal evaluation and open my eyes to the wider abilities and talents I had gained during my working life.”

Jack, May 2015

The Partners Group story

We spent time with the team at PR and communications agency The Partners Group identifying and discussing strengths, learned behaviours, weaknesses and values on an individual basis to help them each understand what motivates, energises and engages them at work.

Following the one-to-one sessions, we ran a half-day workshop bringing all of that information together and helping the team appreciate and value the richness and diversity they each bring. The team openly discussed ways in which they could continue to use their strengths and also identified opportunities to build on the strengths they were not currently using to help them achieve the business vision and goals.

Looking at the overall team profile collectively meant that we could identify potential gaps and challenges, which in turn enabled the team to address anything that could get in the way of achieving their vision.

“We had a good sense of many of the strengths within our team, but what we found really valuable from our work with Pro-Development was uncovering people’s unrealised strengths – the things they’re brilliant at but, for whatever reason, aren’t getting the opportunity to use. We’re now actively looking for opportunities for people to play to those strengths to help us achieve our goals for the business.”

Karen Tinkler, Director, May 2015