Posts Tagged ‘Management Development Programme’

The Advantages Of A Calm Approach

Written by Michelle Mook on . Posted in Sunflower Diaries

breathe pictureIt’s been another great weekend for British sport with Geraint Thomas winning the Tour de France and Lewis Hamilton the Hungarian Grand Prix. Followers of Formula One may have detected that Hamilton appears more calm and measured than he has in earlier seasons. In a recent interview (Beyond the Grid, F1 website) he talked about the impact of the highs and lows of F1 racing. In the early years this caused him to have extreme highs and lows of emotion. He has learned that the calmer he can be when racing, the better it will be for him. He refers to the calm approach of Serena Williams and Muhammad Ali and suggests that it’s like shooting at a target, but you are moving around; if you can breathe and calm it down you will be much more likely to hit the target.

This reminded us of a recent management development cohort. One of the delegates was an experienced shot but when he was trying to hit the target, adrenalin was taking control of his body and hindering his performance. He was able to relate this to other areas of his work life and we worked with him to help calm down his automatic, adrenalin filled response. This has helped him to be calmer and more measured in his approach.

The outcomes from our management development programme are much wider than a traditional leadership programme because of our unique mix of theory, experiential activities and coaching.

Do you have any managers/leaders who would benefit from developing and fine tuning their leadership skills?

Click here for more information.

Why Should Anyone be Led by Gareth Southgate?

Written by Michelle Mook on . Posted in Sunflower Diaries, Uncategorized

football 2018 It’s been reported that businesses are clamouring to secure the services of Gareth Southgate to share his views on leadership, with offers of £100k plus for speaking events. We wrote last month about Gareth Southgate’s ability to hold honest conversations, but what other leadership qualities does he demonstrate, and what can we learn from him?

Here at Pro-Development we regularly ask leaders, ‘why should anyone be led by you?’. This can be a scary question, but in the same way that Gareth Southgate needed the England team to follow him, we need our people to follow us. Goffee and Jones carried out extensive research in this area and found that, in addition to vision and energy, leaders need 4 other qualities. What are they, and how do you and Southgate measure up?

First, inspirational leaders selectively show their weaknesses. Following the semi-final defeat, Southgate admitted that the England team are not in the top 4-5 in the world yet. He has been very honest about the weaknesses of the team as a whole and the work they still need to do together without singling anyone out for praise or criticism, it’s all about the team.

Inspirational leaders dare to be different, Southgate openly hugged his players, demonstrating that he really cares for them as people. He doesn’t stand on the touchline and shout at his players, he speaks quietly and trusts his players to execute his plans, very different from the shouty, aggressive approach of some ‘old style’ football managers.

Leaders who are inspirational demonstrate ‘tough empathy’. They empathise and care intensely about their people and the work they do. Southgate released Fabian Delph mid-tournament so that he could attend the birth of his third child. Tough empathy can include having the courage to let people go in a sensitive way, he was not afraid to drop experienced players such as Wayne Rooney. Inspirational leaders also rely heavily on intuition and collect and interpret soft data. Southgate consoled the Colombian player Uribe after his missed penalty. In his team’s moment of triumph, and his personal redemption, Southgate displayed an understanding and empathy that is often lacking in football.

To what extent do you selectively show your weaknesses, dare to be different, demonstrate ‘tough empathy’ and use your intuition? If you need help in developing as a leader or manager, our management development programme and coaching will help you to develop and grow your unique abilities as a leader.

The power of self-awareness

Written by Michelle Mook on . Posted in Sunflower Diaries

self awarenes 3 Increasing self-awareness is a very powerful tool. What’s great is that ANYONE can do it at ANYTIME. There is just one key rule, you need to be open to it!

There are many ways that we can increase our self-awareness – we can seek feedback from others either verbally or non-verbally, we can work on being more present and in the moment so we spot what is going on around us and how we are feeling/behaving and from reflecting on situations, conversations and their outcomes. In a recent Chartered Institute of Personal and Development article, there is reference to a large company who has invested in a Leadership Programme to “help managers increase their self-awareness and deliver more effectively” and they are seeing great results.

Managers and leaders having great self-awareness is important. How many of you have worked for a manager whose lack of engagement has impacted on the whole teams’ motivation to deliver, or the manager who delivers key business messages starting “this isn’t me saying this, its them” leaving the team disengaged from the content of the message. Managers and Leaders need to have an awareness of their impact on others which in turn impacts on engagement levels and ultimately business results.

Questions for you…

• How engaged are your managers/leaders?

• How self-aware are your managers/leaders?

• How often do you provide feedback to your managers and leaders?

• Do you your managers and leaders ask for feedback?

• How well do your managers/leaders understand and manage their own emotions?

Now reflect and answer the questions on yourself!

Pro-development offer programmes and coaching to build self-awareness Click Here to find out more. If you would like further information or to speak to us then call us on 01904 628838.

Cooking up a storm

Written by Michelle Mook on . Posted in Sunflower Diaries

This month our fearless Management Development Leaders got hot under the collar in our cookery extravaganza.

What can you learn about leadership in a kitchen we hear you cry? Well quite a lot as our Management Development delegates will tell you. Having to perform under pressure, in unfamiliar situations, providing direction, clarity and communication can be a regular feature of a leader / manager’s role. In the kitchen we simply re-create the business environment and observe people lead.

cook 1 march 18 So, what did the kitchen teach us?

• Keep your eye on the goal

• Spend time up front planning

• Take the time to observe what’s going on

• Use the skills and talents of those around you

• Listen to people and ideas

• Ask questions to understand

• As a leader, try not to get stuck in the detail

• Define the roles and responsibilities of those in the team

• Celebrate the success and reap the rewards!

And reap the rewards we did!

Can you handle the heat of leadership? Would you like to understand more about your style and the impact it has on those who you lead?

To find out more about our Management Development Programme CLICK HERE or give us a call on 01904 628838 for a chat about the programme and how it can help you and your business.

Managing the Transition

Written by Michelle Mook on . Posted in Sunflower Diaries

leadershipOver the last few months we have come across numerous managers who have struggled with their transition to manager. This isn’t the first time we have written about this; however the issue of transition doesn’t ever seem to go away.

For some reason, when we get promoted up the leadership ladder we have a tendency to focus on the technical aspects of the role and we step up to provide support and guidance on getting the job done. However, we don’t afford ourselves the same luxury to allow time for ourselves to lead the team and have conversations with team members on a 1:1 basis to help them develop and grow.

So why is this? We asked some managers why they didn’t afford the time and here is what they told us:

“I still have my own work to do as well as managing the team, I need to complete my tasks.”

“I never seem to have the time.”

“It’s never really been explained to me what is expected of me.”

“I didn’t realise there was so much to it”.

“The team are alright, they just get on with it. They know what they are doing”

However, let us not forget that 62% of people leave their job because of their manager, so it is important to give this important role the time and focus it deserves.

Challenge Yourself

Have you / your managers received any management development?

Are you / your managers finding the time to lead?

Are you delegating tasks to have more time?

What can you do that will make a difference to you and your team?

We have a number of solutions that can help your transition through management and leadership which include leadership programmes and coaching. If you would like to discuss your requirements and how we can support you / your businesses then why not get in touch.

How good are you at delegating?

Written by Michelle Mook on . Posted in Sunflower Diaries

delegate At a recent session we shared some recent research on delegation. In 2016 it was reported that only 30 percent of managers think they can delegate well, and of those, only 1 in 3 were considered to be a good delegator by their team members. This means that only about 1 in 10 managers are good delegators. This statistic didn’t surprise us as it’s one of the most common areas we address in coaching. What did surprise us was other research that found that there are gender differences in the willingness to delegate. Female leaders find it more difficult to delegate than their male colleagues; they have negative associations with delegating and feel greater guilt about delegating than men. As a result, females delegate less than males. However, there is good news. Reframing delegation as a social interactive task reduces negative associations. And we know that great delegation is a fantastic opportunity to work closely with someone to help them to grow and develop in their role, and in turn, this links to increased employee engagement. So, it is a win-win activity.

Do your managers need training or coaching on delegating well? If so, you may want to consider our Management Development Programme, more details can be found here.

Go on, look at your to do list and think about what you can delegate and what opportunities there are to enable others to shine!

Leadership…Bah Humbug!

Written by Michelle Mook on . Posted in Sunflower Diaries

Ebenezer Scrooge, was a cold-hearted miser who despised Christmas. So, what was he like as a leader we wonder? The words difficult and challenging spring to mind and that’s being kind! His behaviours towards poor old Bob were dire, to say the least! He showed Bob very little respect, not even providing the basic resources needed to enhance performance such as heating or good light (having said that, it’s been a bit nippy in Pro-Development Towers recently!) He was totally inconsiderate, work life balance was pitiful, 1:1’s and honest conversations were non-existent as were any performance and development conversations. And forget creativity and innovation, the negative culture would have stifled that!

However, throughout all this, Bob continued to work hard and provide for his family, but we would suggest he wasn’t engaged in his work!

We have invited Mr Scrooge onto our next Employee Engagement workshop on 23rd January however he is yet to accept the invitation! However we feel that once he sees into the future of how an engaged workforce can increase profit and productivity, he might change his mind!

We have also suggested he might want to join one of our next Leadership Development Programmes commencing in January or March 2018. He said he’d sleep on it. We do hope he has a good night’s sleep.

If you know of anyone who has Scrooge like characteristics, why not point them in our direction. We can help them move from the past, reflect on the present and feel hopeful about what’s yet to come!

scrooge

The Journey of Authentic Leadership

Written by Michelle Mook on . Posted in Sunflower Diaries

2017-12-05 16.20.31 This month we said goodbye to another cohort on the Leadership Development Programme. It’s a strange time as on the one hand we are filled with sadness as we say goodbye to people whom we have built strong connections and emotional bonds with, yet on the other hand we see people who have been on an incredible journey over the last seven months and we know they will continue to be great and inspiring leaders in their respective workplaces.

On the last day of the programme we hear from the delegates what have they learnt throughout the programme, what have been their greatest achievements, we even want to hear about their biggest challenges as we believe we learn a lot from these.

Their personal stories are incredible! A couple of examples, yesterday was one individual stated how she had been described as going from ‘zero to hero’ whilst on the programme, this was a colleague describing the difference they had seen in her confidence and self-belief. Another individual had asked for feedback from a team member and both opened it for the first time and read it out loud to us. The feedback stated how this team member felt very disengaged with work and his manager, however went on to share how this has changed over the course of the programme and how he had seen his manager change his style to one which built a relationship of mutual trust and respect. Our delegate wasn’t surprised by the content of the feedback as he knew, through having regular honest conversations, what the feedback would say. All the same, a very brave thing to do and we admire him for it.

So filled with sadness and joy we say goodbye to this cohort knowing that we made a difference, and that is all we can ask for. The Leadership Development Programme is truly a remarkable programme, we are very proud of it and the difference it makes. It’s special, it’s different and it’s powerful. If you know of anyone who you think would benefit, then get in touch, we’d be happy to discuss the programme to see if it’s right for them.

We have a programme starting early 2018…Click here for more information and watch our video of a past delegate describing his journey through the programme.

How productive are you and your employees?

Written by Michelle Mook on . Posted in Sunflower Diaries

engaged-workplace Have you seen the recent news about the productivity of UK workers, or rather lack of it? Output per hour is 16% lower than other G7 countries and a French, US or German worker produces more in 4 days than a UK worker can produce in 5

We had the pleasure of attending an event run by HSBC this week where the Bank of England Agent for Yorkshire and the Humber, Juliette Healey shared her concerns about lack of productivity and how this will make it difficult for UK businesses to compete globally. Part of the issue is reported to be lack of investment in buildings, machines, tools and computers. But there’s no doubt that we need our workers to be more productive as well.

At Pro-Development we’re passionate about helping businesses across Yorkshire and the Humber to increase their productivity through people engagement. To find out more about our approach to employee engagement, click here. Or, why not come along to our next workshop on the morning of the 22nd November, click here for more information and to book your place.

The CIPD identify management development as a solution, with Ben Willmott, CIPD Head of Public Policy advising, “If policy makers are serious about addressing the UK’s long-standing productivity deficit – particularly among the nearly 1.3 million small businesses that employ between 1 and 50 people – then they have to start seriously thinking about how to improve management quality, which the Bank of England’s Chief Economist, Andy Haldane has identified as a key area for focus”.

Our experiential management development programme focuses on the importance of holding honest conversations and managing performance. We have one place left on our next programme commencing in January, click here for more information, or contact us.

Do you spend time working outdoors?

Written by Michelle Mook on . Posted in Sunflower Diaries

autumn picDo you hold meetings outside? We told you about a recent study from the University of Warwick demonstrating that happy and engaged staff are 12 percent more productive. One aspect of the study we love is the reported importance of spending time outdoors when we’re working. This can improve self-esteem and mood, help concentration, and increase creative thinking. A lot of our development activities include an outdoor element so it’s great to have academic backing for what we’ve found with our delegates. We spent a day in the beautiful grounds of Hazelwood Castle with our lovely management development cohort. Using a range of fun and creative activities they were developing skills in managing performance, holding honest conversations, dealing with underperformance, and managing talent. Our programme provides our delegates with the opportunity to practice lead and learn through a range of experiential activities, many of them outdoors. Click here to read more about our management development programme. Try holding your next one to ones whilst walking outside. It’s amazing how this encourages creative thinking and honesty. Let us know how you get on…