Leading Self – Being Organised

Written by Michelle Mook on . Posted in Sunflower Diaries

We are forever discussing with leaders and teams how to be more organised and therefore more effective and productive. There are various models and considerations but one of the biggest learnings for us is that organisations do not need to be perfect and it’s something that requires consistent effort – the objective here is progress, not perfection.

When we talked about it in the team, we all agreed it is hard! There is never enough time, there are always too many emails and messages, tasks and projects, objectives and goals and a vision to deliver! I’m busy, you’re busy, we are all busy. Tracey shared even her retired neighbours are busy!

There are so many tips and tools; eat that frog, time limits on your work, not being addicted to your mailbox, lists and list solutions, project management solutions, reducing meeting times, setting agendas for meetings, starting the day by visualising what you want to achieve, setting goals, touch things once, delegate where possible, declutter, the list goes on and on.

It’s a fact that there are only 24 hours in a day and no one can work all of them. If you’re constantly working long hours, then you’re more likely to burn out than achieve brilliant results. Think about what you CAN do to make small changes. Think about your mindset and be positive. Be curious about solutions and take small steps towards improvements.

There’s no right answer, no one strategy that works for everyone, ask around and listen to what works for others and think about what you need to focus on and who might be able to help you. Reflect on your current practices and develop an action plan on what you are going to do to improve your organisation and effectiveness.

Here’s a few useful links that can be helpful…

We often cover Stephen Covey’s 7 Habits of Highly Effective People and draw your attention to Habit 3 First things first – Covey introduces us to the ‘Urgent and Important matrix’ which will be worth a look as a starting point.

Quadrant I. Urgent and important (Do) – important deadlines and crises

Quadrant II. Not urgent but important (Plan) – long-term development

Quadrant III. Urgent but not important (Delegate) – distractions with deadlines

Quadrant IV. Not urgent and not important (Eliminate) – frivolous distractions

The order is important; after completing items in quadrant I, we should spend the majority of our time on II, but many people spend too much time in III and IV.




Finally from us, celebrate small wins, use just one calendar, schedule tasks and projects as well as meetings in your calendar, and put a high value on your time; you can’t afford to waste it.

Good luck! And remember, we can help at Pro-Development with skills training for you and your team and you may be eligible for 40% funding towards the cost of any development.

Leading yourself … knowing yourself

Written by Michelle Mook on . Posted in Sunflower Diaries

We’ve been talking a lot about Leading Self over the last few months and how leadership is not a position but a way of being. No matter your role, position, what you do in life, our belief is that we are all leaders. The decisions and choices we make everyday impact on ourselves and others and focusing on leading can really help us to improve our and others everyday lives.

A key element to leading self is to know yourself including your values and your strengths. As Aristotle said, “It’s the beginning of all wisdom”. We have been working hard with many businesses to help build the skills within their teams to help them to improve their knowledge of self. One of these is knowing and playing to your strengths.

You might think that your strengths are ‘just things you’re naturally good at’, but they’re so much more than that! Strengths are something that exist within us, come naturally to us and give us energy. Sometimes we don’t even know we have them!

So beware…strengths can easily be overlooked when it comes to personal development. How many times have you focused on developing your weaknesses rather than using your strengths? More times than you can remember, probably. Sure, if you know what your weakness are you can manage them better and perhaps minimise their use, but surely it is far more energising to use your strengths to compensate for any weakness?

If you’re put on the spot and asked to identify your strengths, a lot of people find it difficult. That’s why it’s great to have an opportunity to understand what they are and then look at ways of playing to them, bringing them to the fore and sharing them with others.

When we use our strengths and live our personal values we feel energised and true to ourselves. It brings about a sense of fulfilment and authenticity. It helps us perform at our best and deliver great results. Sharing your values with each other in a team environment at work also means that you understand each other better and can start to behave in a way that respects what’s important to you all. And, once business owners understand the strengths of the people within their team, they can align tasks and projects with the right people for the best results, both for them and for the business.

So, why not consider taking some time as an individual (through coaching) or as a team (through team building) to explore your values and strengths and really focus on knowing yourself. We took a team out for the day to walk one of the 3 Peaks whilst exploring our strengths together, so it doesn’t have to be sitting in a room, it’s a great opportunity to get the team out for the day and do some experiential learning. Here’s what Rachel Goddard, the Managing Director of Intandem Communications had to say:-

“Doing a ‘Yorkshire Peak’ with the Intandem Communications team has been on my bucket list for a while. Thank you Pro-Development for throwing yourself in wholeheartedly to the challenge and for making it such fun! Your thorough planning, thoughtful preparation and amazing insights meant we absolutely got the most possible out of our day. We LOVED every minute and we’ll remember it and what we’ve learned forever!”

Understanding your strengths and values can sound quite deep to some people, or a bit ‘pink and fluffy’ to others, but it has teeth! You can’t dismiss the importance of learning about yourself and others, and we have seen some incredible results with individuals and teams who have spent the time focussing on these.

If you would like to increase your self-awareness, or work with your team to uncover their strengths and values, contact us. You may also be eligible for 40% funding if you are based in Leeds City Region or York, North Yorkshire and the East Riding. We’d be very happy to help you bring out the best in you or/and your team.

Building trust in the Team – communication is the key

Written by Michelle Mook on . Posted in Sunflower Diaries

We are inundated with team building requests at the moment and no surprise really. We are all so desperate to get back together with our teams and with so many people working remotely still or using a hybrid model of working, there is no escaping that team dynamics are suffering as a consequence because of COVID. The good news is, right now, doing this outdoors is perfect as the good weather sees us undertaking a range of activities to support this. And remember, it’s not just about having a fun day out (although of course we always make sure that’s the case 😊), it’s as much about ensuring that you achieve some great learning outcomes together. And that’s where we come in.

Communication sits at the heart of building trust and connection with teams and we see time and time again, the positive impact that focussed team building has on helping to create high performing teams.

We are a big lover of the Patrick Lencioni’s model on the Five Dysfunctions of a team and we find that spending time working through these layers, helps to build blocks to becoming a high performing team. And of course, looking at the model, the key foundation to these building blocks is TRUST. We all know how important it is to any great team and it links very heavily to the next building block which is the ability to have healthy conflict together. Now that is a whole other blog but we know that where teams have high levels of trust, they are much more able to have those honest and open conversations and debate and disagree without big fallouts in the team.

So, back to Trust then. What are we finding are the key communication elements that help a team to bond and build trust together? Here’s our top 5 with some prompts to get you thinking.

Make time – teams build trust when they spend time together

Ask yourself: Do you spend enough time with your team? Do you know your team well?

Listen – remember that age old saying “we have two ears and one mouth, use them in proportion”. Listening is a key communication skills which is hugely under-rated and underused.

Ask yourself: When was the last time you just sat and listened to someone, asked questions and was interested and then listened some more?

Always say thank you – again such an under-rated communication skill and yet so simple. We hear so many people saying “nobody even just says thank you here!”. And not just thank you, but really letting people know the difference they have made.

Ask yourself: Do I make time to say thank you to people for a job well done and let them know what they have done and the difference it has made?

Set and manage expectations – we should be communicating our expectations all the time. Yet so many people say they do not know what is expected of them. Whether it’s about someone’s tasks, project or career, it is so important to have clear expectations.

Ask yourself: Do I find that people don’t deliver what I want or need? Do I set clear expectations with the people I work with?

Invest in your team – we see so many great outcomes from our team building events and sessions. Whether it is a day out walking, a day building a raft or just working on your communication skills as a team and understanding your different styles, it all makes a huge difference to building trust.

Ask yourself: Do we need some time together to build connection, communication and trust?

You might be interested to know that if you are in the Leeds City Region, York, North Yorkshire or the East Riding, you could be eligible for 40% ESF funding towards the investment in any team building. If you are interested in finding our more, just get in touch.


Written by Michelle Mook on . Posted in Sunflower Diaries

This week sees five inspiring leaders complete our 10th cohort of our Leadership Development Programme, our 7-month programme which is based on a mix of experiential outdoor and indoor learning with 1:1 coaching. The leaders have had so many amazing experiences and challenges both personal and pandemic wise and throughout the programme they have found themselves in situations that have put them outside their comfort zones and into their learning zones.

Watching them willingly engage in activities which at times have pushed them to their limits and observing how they have developed as a strong team leading and supporting each other to overcome the barriers they have faced has really made us think! What does this it mean to live in your comfort zone?

It seems that living in your comfort zone is all about doing what is safe and easy where you know what the outcome will be. It means that you are afraid to take risks and do something that scares you or to try something that you do not know what the outcome will be. It is a lovely safe and secure place to be. We can perform well, have established relationships, and rarely feel out of our depth. Life is relatively risk free and things come easy – so why leave it? It’s safe, right? Or is it ?

NO – comfort zone is dangerous!

The comfort zone frame of mind is settling for who you are today. You will never really understand who you truly are or what you are truly capable of achieving.

Living in our comfort zone often causes us to close our doors to change and progress. We fear the discomfort that change will bring in our life. If you always do what you always did you will always get what you always got!

An unwillingness to go out of your comfort zone blocks your potential progress and growth. As we know, life is constantly changing, and if you are not changing and developing and growing then you are going backwards.

Living within your comfort zone leads to boredom and discontentment which in turn affects motivation and enthusiasm and results in a negative mindset. When you are in your comfort zone, you are part of a set of people who just wait for things to happen. Because you don’t take risks and think outside the box, you cannot grab opportunities ahead of others. Which means that being too comfortable causes you to be left behind.

Living within our comfort zone limits our chance to live our best life to the fullest and achieve our true potential.

If we feel the fear and do it anyway and leave our comfort zones, we step into the unknown and into learning. By doing this we allow ourselves to explore new things, we seek out opportunities, pursue our dreams, face our fears and thus we develop and grow.

It has been a privilege over the last few months to watch our cohort embracing stepping out of their comfort zone into the learning zone and then into their growth zone. Month after month we observe them challenge themselves in new and unfamiliar surroundings and then taking this learning into their day-to-day work, pushing boundaries, challenging the status quo, daring to have honest conversations. As a result, we are seeing their confidence and self-belief grow. They are taking control of situations, sourcing opportunities, and making things happen!

So – Are you living in your comfort zone?

• If the answer is yes. Challenge yourself. What can you do to step out of it?

• What opportunities can you take?

• What dreams do you want to pursue?

• What are you going to commit to today?

• Here are 3 steps to help you on your journey of growth.

Step 1 – Get Information

Anxiety usually comes from a fear of the unknown. Usually, we imagine the worst-case scenario of what could happen when we push past the boundaries of what makes us feel safe. Your goal here is to find out about whatever skill or activity you are pursuing. Talk to people who have done the same thing. (Many of our past attendees would be happy to chat with you 😊). Read books on the subject, check-out articles on the Internet about the subject.

Information is power and the more you know about something, the less scary and more powerful you’ll feel.

Step 2 – Develop a Plan

After educating yourself, you want to create a plan of action for pushing the boundaries on what you think is possible. Write down a step-by-step blueprint for how you’re going to get out of your comfort zone. You start with the easiest thing to do. Then you create a plan to get to each level.

Step 3 – Hold Yourself Accountable

Accountability is another key to breaking through your comfort zone. Start by telling your friends and family about what you’re trying to do. People in your life will keep you on track. You want them to give you that ‘push’ as you’re pushing your boundaries. They will make it hard for you to quit.

The first step to change in your circumstances is a change from within you – we cannot become what we want to be by remaining what we are. We can only change our life, if we are brave enough to be out of our comfort zone.

Remember: “If we’re growing, we’re always going to be out of our comfort zone.” – John Maxwell

If we can help you step into your learning zone, please get in touch, we’d be happy to discuss options that will help you achieve this. And, there might even be funding available for you too.


Written by Juan Brooks on . Posted in Sunflower Diaries

A few days ago, I was chatting with my brother-in-law, who is the MD of an SME working in the office design and fit out field. At some point in the conversation, we got onto the subject of Covid and how it had affected his business. I was quite surprised how adamant he was to bring all his team of 12 back from homeworking as soon as possible and back to the office. At first, I wondered if it was a trust ‘thing’ but I have known him for many years and this didn’t ring true. We chatted about the issues of communication and team engagement when his team worked remotely and how Teams and Zoom fill a gap, but only short term. Being in the office works for many people.

I thought about my own situation. Furloughed back in April 2020 and later in the year I faced redundancy. After 6 months of being out of work, I was given a lifeline! Following some phone calls and a successful Zoom assessment day I got to meet the MD (in person) for an informal chat. What was intended to be a one-hour chat at most went well beyond 2 hours. I apologised a number of times for talking so much, it felt like I was opening a flood gate. I had 18 months of thoughts and ideas about one of my big passions, making a difference. With the option of flexible or ‘hybrid’ working, I still choose to go to the office every day. Being in the office works for me.

You read every day about companies who have given up the leases or sold their offices, and all employees now work from home. In a recent report The British Property Federation found that 3% of employees surveyed say they will not return to the office once the pandemic is over. For many, it gives them a work-life balance which they never had before. Working from home or remotely works for many people.

Simply having a communal space where colleagues and clients can meet face-to-face has considerable benefits, such as the role an office plays in supporting staff development, mental health and wellbeing. The other day I came across an interesting article about how proximity in the office increases communication. This research or the Allen Curve, is an illustration of how, ’in an office setting, people who are stationed within 10 meters of one another have the highest probability of communication’ (Allen, 1977). This research is over 40 years old, so how can it still be relevant today? Recent studies show that it’s still valid and that ‘when face-to-face communication increases the potential for team successes are improved’ (Stryker & Santoro, 2012). Working closely helps to improve performance.

So where do these options leave you as a leader? As with most things in life it’s about finding the right balance that works for everyone and financially. It’s about speaking with employees and finding out about their individual needs and preferences. It’s about getting the team together and having those conversations about great communication and the best way to reach their goals. It’s about weighing up the pros and cons of using tech for communication and the benefits of reducing office costs. It’s about what works for the business.

If you need any help around these areas, we are here for you and have lots of opportunities through funding to support team and individual development to improve how you work as a team and as an individual.

So which profiling tool?

Written by Tracey Flannery on . Posted in Sunflower Diaries

Team development and leadership coaching is teaming with interpretive frameworks, profiling tools and diagnostic instruments designed to help understand people better to support performance improvement.

Due to the diverse nature and purpose of each profiling tool or model, the choice of the right one will depend on many factors, such as the business case, your development programme requirements, management / team expectations and your desired learning outcomes.

In our view the right tools used in the right ways can have immense value and are often undervalued. Many teams and leaders we work with have found them to be helpful ways to think about leadership, team dynamics and organisational principles all with improvements in employee performance, engagement, and effectiveness in mind.

Here’s some of the reasons why incorporating profiling tools can add real value to targeted team or individual development:

• They create a common language across teams

• They can help to build synergy and more effective teamworking

• There is the opportunity to understand differences, respect and value them in self and others

• Increase awareness of individual and collective strengths and development areas

• They help teams and leaders think about biases and blind spots

• Add real insight to targeted team development

• Support active engagement of employees

• Some tools can be used alongside recruitment processes for selecting candidates

• They can support better decision-making, conflict resolution and even make for more effective selling. Profiling isn’t about pigeon-holing people or sticking someone in a category or box. Each individual is continually changing and is always free to choose how he or she responds in the future. In fact, simply understanding a framework or profiling report is often enough for some people to make the changes required to be more effective.

We have spent years developing our skills and abilities using the tools and matching the right ones, in the right scenarios with the right teams and leaders. This will continue to be tweaked with our continued experience and practice.

Our work demonstrates time and time again how dialogue around team and leadership dynamics using good profiling frameworks and tools can be both enlightening and liberating. We never underestimate the human capacity for adaptability and growth.

We can help you to come up with a profiling strategy, clear any misconceptions, help you to follow up regularly so that reports are not left to gather dust. Used and understood correctly, profiling can be a key differentiator for your business: a way to maximise your success.

We offer a wide range of tools and techniques to suit the needs of you, your team and your business, helping you and your team improve how you work together.

• DiSC Workplace, DiSC for Leaders, DiSC 363, DiSC Productive Conflict

• Thomas International – Personal Profile Analysis (PPA), High Potential Trait Indicator (HPTI), General Intelligence Assessment (GIA), Trait Emotional Intelligence Questionnaire (TEiQ)

• TMS Development International Magerison and McCann – Team Management Profile, Opportunity Orientation Profile QO2, Window on Work Values, Leadership Behaviours Profile

• Strengths Profile

• VIA Institute on Character (values in action)

We use them in our coaching practice, in development programmes for leaders, teams and individuals, in team building events and in consultancy and other support. Contact us today if this piques your interest.


Written by Michelle Mook on . Posted in Sunflower Diaries

Having been involved in Engage for Success for many years, I was as proud as punch to be invited to become the Area Network Ambassador towards the end of 2020 and keen to run our first event. My first thought was delight and excitement, my second, how on earth will I find the time for this when I’m running a small business in the midst of a global pandemic! Then, as always, the adventurer in me along with my passion for learning kicked in, and I thought, come on young lady (I live in a world of rose-coloured spectacles), you can do this Michelle. One thing I knew I could do, based on how we had changed in our own business, was do this online and make it accessible! So, I got to work in putting something together.

Having run our first event only a couple of weeks ago, I have taken some time to reflect on the event and thought it was worth sharing some of my insights so far.

My first reflection is sometimes we just need to get on with it and not over complicate. Once I had got my head in gear, it was just a matter of getting some ideas together and pulling them into a plan. I decided to keep focussed on the opportunity presented which was to connect like-minded professionals across the region to share, learn, lead and inspire together.

On the subject of inspire, having had the pleasure of listening to David MacLeod and Nita Clarke speak at various events and sitting next to David at an Engage for Success event 7 years ago, I knew that people would want to hear straight from the horse’s mouth too! So, having the opportunity to hear them at our launch event, for me, was a real highlight. No matter how often I hear them speak, I always come away feeling inspired – one person left a comment “Really inspiring” – so job done as far as I was concerned.

My second reflection has been the importance of asking for help. Because people are amazing when we do this! I was overwhelmed with the support from the Core Team at Engage for Success and Jonathan Henwood was excellent at pointing me to people and ensuring I got the support I needed. The other Area Network Ambassadors were also incredibly helpful, in particular, Sarah Pass, who kindly offered to be my wing woman on the day and both Sarah and Tess Shannon who shared insights from what they have been doing in their region – what a difference they made. And then to one of our clients, local PR agency, Partners Group, and the lovely Karen Tinkler who offered to run some local PR for us and got us some local coverage. Another big thank you to each and every one of you.

And then, finally, so proud of the support in our local community for Engage for Success. I had hoped to get around 40 people at our first event and we had over 80 people registered which was fantastic. The 53 people who attended were fantastic and over half put themselves forward to support and volunteer at future events. With feedback such as “Great initiative looking forward to getting involved” and “Fantastic session and I really hope our organisation will be able to learn from your knowledge and experience”, what more could we want at this stage.

Bring on our next event, is all I can say! We have a meeting set up in June with those people who said they were keen to get more involved in volunteering so I can’t wait to meet everyone then and start looking at plans for our next event and getting going with our aspiration to share, learn, inspire and lead together in the months and years ahead.

For anyone who missed the event, we recorded the session and this can be found on the Engage for Success website under the Yorkshire and Humber Area Network group using the link below.

Yorkshire and the Humber Launch Event – April 2021

If anyone wants to be added to circulation for future events, please drop an email to steph.edwards@pro-development.co.uk

Ingredients for great Leadership

Written by Tracey Flannery on . Posted in Sunflower Diaries

We love cooking and one thing that’s really essential is the quality of the ingredients we use to cook up a gastro extravaganza and it’s no different for the ingredients for really great leadership. Here’s our take on those important ingredients needed to become an authentic and inspiring leader.

A tablespoon of talent

Some people are born with an innate ability to achieve in the area they want to work in and some have to work ten times harder for the same success. Great leaders have an eye for talent and surround themselves with good people. The other good thing is talent can be enhanced and it’s not the only ingredient of success and leadership!

Here are some tips for even those with a natural talent:

• Know what your superpower is, what you bring to the table.

• Continue to learn more, read books, articles, videos, podcasts, anything you can get your hands on “Great vision without great people is irrelevant.” – Jim Collins, Good to Great

A cup of coaching

Coaching can help take you and your people to the next level. Working with a coach can show you a new perspective or mindset, learn something new, push you that little bit further. If you are looking to enhance your leadership or your success we highly recommend a coach or mentor; allowing you to enhance your skills, perspective, and impact. Leaders build up other leaders through coaching, sharing the big picture, enhancing skills, complementing, giving constructive insight, and motivating.

An ounce of ownership

Taking ownership and knowing what’s right and what’s wrong is important when leading a team to ensure strong work ethics and values are in place. Also, a leader should never be afraid to own up to their mistakes.

A forkful of forgiveness

Good leaders are forgiving and focus on coming up with better ideas to beat the competition rather than seeking revenge. Be kind and encourage people to try new things. Never blame and always create a culture where people learn from mistakes.

A cookbook of continuous learning

Leaders who stop learning will never have an edge over others. Leaders have to be humble and constantly willing to learn new things to stay relevant.

A spoonful of selflessness

By acting in the best interests of others, a leader will have gained plenty of faithful followers along the way. Good leaders appreciate talents and know what is best for people’s career progression even if it means letting them venture to different companies or industries.

A tumbler of teamwork

Respect and trust are crucial components to make any type of relationship work, especially a mutually beneficial one. True leaders will never take absolute credit for all the good work that the team has put together.

An ice cream scoop of Innovation

Leaders who do not innovate will be in danger of falling behind competitors who dare to take risks. Create an environment where people and teams are encouraged to come up with ideas and always feedback on them so people know their contributions are valued.

Whisk up with Work Ethic

Great leaders make time to grow and evolve. They understand work-ethic means you’re willing to consistently set aside time to evolve your skills. Be the role model for your team!

A true recipe for success! Why not find your own recipe to be the ultimate leader!

And if you need any help at all, we have a range of support from an amazing 7-month experiential Leadership Programme with coaching to a one-day People Fundamentals event. All of our leadership programmes attract 40% funding for SMEs in the York, North Yorkshire East Riding region and any business in the Leeds City region. Get in touch to find out more.

The Power of Experiential learning and coaching

Written by Michelle Mook on . Posted in Sunflower Diaries

We often get asked about why we are so keen on experiential learning and particularly in the outdoors. There are so many reasons, where to start.

Having been involved in training and coaching through a combined 60 years, when setting up Pro-Development, we looked back at our best learning experiences, and they were all through experiential learning. So what contributes it being the best.

Retention and embedding of learning

Experiential learning is personal and effective because it influences both feelings and emotions as well as enhancing knowledge and skills. It ensures that there is high level of retention, thereby delivering exceptional RoI over a traditional learning program. Just “talking” and “sharing” what we will do, doesn’t necessary result in a change in underlying behaviours. This is because the learner plays a relatively passive role, and research suggests that after 3 months, only 10% of what is learned is remembered, a depressing statistic for any trainers and coaches out there (Whitmore, 2008).

We learn more when we are having fun

Because our brains are wired to find learning fun! Every time we’re interested and engaged in a subject, our brains get a shot of dopamine. The feelings of pleasure that follow make us want to keep learning, exploring and pushing ourselves to find out more.

But what’s more, dopamine not only motivates us to learn, but it also helps us retain that new information. Research shows that dopamine can act like the “save button.” When dopamine is present during an event or experience, we remember it. But when it’s absent, nothing seems to stick. The more interested we are in an activity, the more dopamine is released and the better we remember it.

Learning outdoors

We’re not built to be sitting on a chair at a desk for hours on end. Our brains always function better when we are in nature. Directly engaging with the outdoor environment brings enormous benefits. It helps people reflect and learn about themselves, each other and connect with their environment. We know that being outdoors supports our mental health and wellbeing. And we see time and time again, people being more mindful and in the moment when they are learning in the outdoors.

So, if you want to ensure a return on investment for the training and coaching your people attend, consider experiential learning in the outdoors. And we have plenty of programmes that can support this and many attract funding too. Get in touch if you would like to know more.

Learning at Work week

Written by Michelle Mook on . Posted in Sunflower Diaries

Every year Pro-Development supports and promotes Learning at Work Week, and this year is no different. If you have not been involved in Learning at work week before, this is an annual event to build learning cultures at work. It aims to put a spotlight on the importance and benefits of continual learning and development. The focus of this year’s learning and work week is “Made for Learning” exploring our human capacity to learn, be curious and make connections!

To support this week, we would like to invite you to FREE workshops exploring these subjects and support your business in having a culture of learning and growth.

Workshop 1 How we learn – Developing a Learning Mindset

17th May 2021 : 12noon – 12.45pm

Learning is a human thing. We learn constantly, adapting our understanding and behaviours, building on what we already know and can do. Here at Pro-Development, we are huge advocates of learning and are always looking at new approaches and ways to help develop and embed learning.

Developing the essential skills, attitudes and approaches to creating the right mindset for learning is key to both personal and team success.

In this session we will explore:-

• Overcoming barriers to our learning

• The power of a Learning Mindset

• Having fun and the importance of experiential learning

• Techniques and habits to help create and embed learning so it sticks

Click here to book

Workshop 2 – A curious mindset

19th May 2021 : 12noon – 12.45pm

Lifelong and life-wide learning brings many benefits. We gain new ideas, knowledge and skills for work. We can follow our passions and use learning to achieve our aspirations and goals. Having a curious mind can help you unlock your true potential. As active, curious learners we are more likely to be healthier and happier! In this 45-minute session we will explore how can generate curiosity at work that can lead to innovation, growth and improvement in employee engagement.

In this session we will explore:-

• Why having a curious mind can help you unlock your true potential

• Why developing a culture of curiosity in a team is important

• Discuss tips on how to develop curiosity

• Look at questions you can use to prompt curiosity in the face of adversity

Click here to book

Workshop 3 – How to network to support your development

20th May 2021 : 12noon – 12.45pm

By connecting with others, we learn things that enrich our lives. We can share our talents and skills, discover different perspectives, and understand better how our organisations work. In this 45 minute session we will explore how you can network to support your development.

Developing the essential skills, attitudes and approaches to networking is key to both personal and business success.

In this session we will explore:-

• Why networking is important

• Mapping and developing your network

• Engaging with your network and adding value

• How to network effectively

• Techniques and habits to help boost confidence

Click here to book

If you would like any help with your learning and development strategies, plans or interventions why not be curious, connect and explore learning with us at info@pro-development.co.uk

Funding may be available too…click here for more.