Start quickly and successfully by implementing 5 actions for first week success as a new manager. Have a good first week and you set the stage for your ongoing success, you feel a lot more confident in yourself and your team will be a lot happier and more confident in you too.  

I share 5 actions to take in your first week – all great first time manager tips

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Start your first week as a new manager by focusing on the new 20%, not the old 80%. Chances are you will be doing a lot of your old role as a new manager. For first time manager success, focus on your new responsibilities – the management part, rather than stay in your comfort zone. I share 5 steps to take to start doing this brilliantly for first time managers.

Next, for first week success as a first time manager understand the goals and expectations for your team. Maybe obvious, yet so few bosses provide clear goals and expectations. I share tips for new managers to work with their boss to get clear goals. 

Third, the next of my first-time manager tips is to start with a team focused attitude. Success to become a manager is all about growing yourself. As a manager, success is growing your team first.

For first time manager in their first week, don’t make changes too soon. There is a lot of pressure on managers to make their mark, impress, and prove that hiring or promotion them was the right choice. Too many managers make the wrong changes too soon as a result. For a first time manager success guide, I share how you should go about making your mark quickly.

The last of my new manager first week tips for success is to focus on building relationships. Probably the most important action for the first few months in any new role, and particularly so as a manager. I share tips on who to focus on first and how to go about building the right relationships in the right way. 

If you have any questions on “5 Actions for First Week Success As a New Manager – 1st Time Manager Tips”, please email me at [email protected] and I will get back to you.

Jess Coles

Enhance.training

Resolving organisational conflict makes everyone’s lives better, more enjoyable and more productive plus it adds significant profit onto the business

I share 4 ways and 10 steps to resolve organisational and inter team workplace conflicts. I also cover what is organisational conflict and provide organisational conflict examples. 

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Learning how to handle organisation conflict (organisational conflict management) starts with understanding how a lot of conflict occurs within the workplace. In my experience, more conflict occurs because of decisions, organisational setup, goals and processes that have not been designed carefully enough. You see the impact through individual getting into conflict, yet the cause is external to them. 

I share 7 classic causes of conflict in the workplace. 

How to resolve workplace conflict starts with understanding what is happening and why it is happening. Separately, speak to both parties is essential, ask lots of questions and listen carefully to what they tell you. Understand what is happening. Figure out why it is happening. Understanding is essential for managing conflict and organisational conflict resolution.  I share 5 steps to practice for this stage. 

Understand what organisational conflict types you are dealing with – conflict between individuals, conflict within a team or conflict between teams. A lot of conflict management in the workplace is redesigning goals, objectives, policies and procedures so individuals and teams are more aligned and not set against each other. 

To resolve workplace conflict, then bring the parties together to get them to create solutions. I share 5 steps to follow for this meeting and process. 

If you have any questions on “4 Ways of Resolving Organisational Conflict: Reduce Workplace Conflict” please email me at [email protected] and I will get back to you. 

Jess Coles
Enhance.training

Use 5 techniques to speak with the confidence of a leader. Communication skills are probably the most important skill set for leaders and managers. At the heart of leading others is building relationships, earning trust and making the lives of those you lead better.  

I share 5 techniques to speak like a leader, so you can feel more confident when speaking with executives, when public speaking or presenting to the board of directors. 

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To sound like a leader you must know your audience. Put in the time to do your homework and think through the challenges, pressures and desires the audience has. To speak like a CEO or leader, speak to the audience’s fears and hopes. This is a key part of confident communication and presentation skills.

To be an effective leader, building and keep trust with the teams you are leading is essential. The same can be said when speaking effectively with executives. The greater the trust levels, the easier it is to do your job without questions and challenge slowing down the results you can produce. Always speak with as much openness, transparency and honesty as you can. 

One of the essential public speaking skills to master is creating clear digestible messages that are easy to understand. Creating concise well-structured communications will help you speak like a leader and are great public speaking tips and tricks.

When speak in public, to large audiences, and if you want to sound like a leader, your practice is your performance. That is the more you practice out loud before speaking, the better your performance. I share 4 key mental tricks and practices to reduce your nerves before speaking publicly or to large audiences. 

Finally, to speak confidently, you must master your own non-verbal communication. These are the facial clues, how you use your voice, the pauses, your body positioning etc to convey additional meanings with the words you use. I share 6 areas you need to be aware of and practice improving as you speak. 

If you have any questions on “Speak With The Confidence Of A Leader – 5 Vital Speaking Techniques”, please email me at [email protected] and I will get back to you. 

Jess Coles

Enhance.training

There are lots of people problems managers can’t ignore if they want to have a happy and productive team. People problems in your team usually get worst over time if left alone and they will easily damage team performance. 

I share THE top 5 people problems managers shouldn’t ignore (in my opinion). 

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How to Manager Difficult Employees (1 Day Course) 

Learn how to manage and improve any difficult, underperforming or problematic employees quickly and effectively. 

Find out more here https://enhance.training/lp/manage-difficult-people-usp015/ 

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The first people problem managers can’t ignore is bullying and any behaviour intended to put others down. Any form of bullying that the manager ignores is deadly. No action will destroy team trust, motivation and performance. This drop in performance can be quick and dramatic with these people problems at work.

Always take actions quickly to stop any form of bullying in your team. It is one of the worst people problems that impact performance. 

The second of the people problems to always look out for is individual undermining team members or you. Undermining can take many forms – usually a pattern of behaviour to attack another person credibility, confidence, standing etc. Use an escalating set of steps to make it unappealing for undermining to happen in your team.  

The third of the people problems managers need to spot is individuals taking credit for others work. This behaviour damages trust, relationships and teamwork. For those take credit for others work, they may get short term gains, but they nearly always lose out long term. Demonstrate how to give credit by praising good work, ideas and actions across your team publicly. Don’t put up with team member unfairly taking credit. 

Fourth  of the people problems that kill team performance is no or poor communication. Communication is at the heart of relationships, co-ordination, collaboration, teamwork, solution building and more. I share 7 actions to encourage more communication within your teams. Help coach team members who struggle to communicating and give them opportunities to practice. 

Fifth of the damaging people problems for managers is conflicts between team members. Conflicts can arise for all sorts of reasons. Often it is not the fault of those in conflict. As a manager you are very well placed to help all parties resolve conflicts quickly, fairly and openly. I share steps to take. 

If you have any questions on “The Top 5 People Problems Managers Can’t Ignore For Happy & Productive Teams” please email me at [email protected] and I will get back to you. 

Jess Coles 

Enhance.training 

You are in control of many of the factors that go into how to develop a winning team at work. You don’t need amazing people or big budgets to develop a winning team at work. 

I share 4 development strategies for team success and for developing team capability. 

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 Leadership success depends on growing others because the majority of the value you create in leadership roles is delivered through others. Developing teams becomes a must. 

How to develop your team at work starts with understanding what development is needed. There are three important factors to be considered and balanced, one being what development the individual wants and needs. Planning and delivering staff development is a massive part of motivating staff to work harder and improve the quality of their work. 

There are lots of ways to develop a winning team. Building skills in a team is as important as building knowledge and experience. I explain 3 key reasons this helps you personally and share 6 skills to build in developing teams and effective leadership. I also talk about how to develop a team at work. 

You also have to do you part in building a winning team culture and one of the key strategies is working to remove all the basic repetitive low value tasks the team does. Doing this frees up time for to spend on higher value tasks and provides staff development all by itself. There are 4 main ways to remove these low value tasks – are you working at all of them? 

Lastly, another important of the development strategies and important in how to develop a team at work is to create a team culture where peers develop each other. This reduces the burden on you, giving you development too! I share 5 key activities to enable you to build a great team culture and brilliant for how to motivate your team at work. 

If you have any questions on “How to Develop a Winning Team At Work – 4 Team Development Strategies” please email me at [email protected] and I will get back to you. 

Jess Coles 

Enhance.training 

How great leaders hold employees accountable is an approach, a process and set of actions that works together to create accountability in individuals and teams.

 I share 5 interdependent actions essential for creating a culture of accountability in teams.

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How great managers hold employees accountable starts with creating and maintaining really clear goals and expectations at a team and individual level. Know exactly what is expected is essential in building accountability in teams. I share tips on how to communicate verbally, non-verbally and writing to set really clear expectations and goals your team pays attention to and owns. 

Next in creating a culture of accountability in teams, build team capability. If staff members don’t know how to reach a goal, they are unlikely to reach that goal. Ensure they have the knowledge, skills and resources to be able to achieve goals – a key part of how to hold team members accountable.

Next in how to make my team members more accountable, create a lot of visibility of progress towards goals. Clear goals, objective measurement of progress and visibility is great in creating accountability. Work out how you track progress against team and individual goals and share this progress. 

How great leaders hold staff accountable includes undertaking a lot of follow-up and providing a lot of feedback. Both activities provide a lot of guidance and support and well as communicating exactly where each employee stands. 

Finally, in holding employees accountable, create clear consequences for missing goals and expectations and for beating goals and expectations. If there are no consequences for either, there will be little accountability. 

How to hold your team accountable requires the continuous application of all 5 elements. Miss one and your team and team members will not be nearly as accountable. Don’t let accountability slip through the cracks. 

If you have any questions on “How Great Leaders Hold Employees Accountable – Use 5 Essential Actions” please email me at [email protected] and I will get back to you.

Jess Coles

Enhance.training

5 steps to ask for your next promotion at work takes you through how to prepare to make asking your boss almost a formality. Asking for a promotion is daunting enough. Learn exactly how to prepare so you are confident and much more likely to get a yes.

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Before you work out how to ask for a promotion at work, make yourself ready to be promoted. Think about the skills and experience you need to demonstrate for the role you want to be promoted into.  How do you compare right now? Work out your gaps and close them before going for a promotion at work. I share 5 methods for working the gaps out.

Getting promoted at work is showing you can do a lot of the role before you ask for your next promotion. Think about the tasks, activities and responsibilities of the role and the level at which you need to operate at. Work out how you are going to demonstrate this - key steps to get your next promotion at work. Make yourself ready for a promotion at work!

Next, build your list of achievements and how much value (revenue and profit) you add to your business. This is really important for your conversation with your boss and your bosses conversations with others deciding on promotions. Achievements that make you stand out really help with promotion at work

How to ask for a promotion at work includes preparing for objections. There will be objections: there is not a role available, you are not ready yet, we don’t have budget etc. These can all be big blockers to your next promotion at work. I share tips on how to prepare and overcome objections to your promotion. 

When to ask for a promotion is also important. There is never a perfect time. There are plenty of bad times to avoid which I go through. Choose a good time and book a meeting in with your boss and ask for that promotion. 

Good luck!

If you have any questions on “5 Steps To Ask For Your Next Promotion At Work”, please email me at [email protected] and I will get back to you.

Jess Coles

Enhance.training

Preparing for your first board meeting is daunting. It doesn’t matter if you are a new director or if you are attending the first meeting of the board of directors in a new company. 

I am taking you through 4 key actions you should take in preparing for a board meeting to make sure you create the right impression and allow you to contribute fully.

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How to prepare for board meetings starts with be really clear about what you are bringing to the board team. You will have skills, experience and knowledge that other board members don’t have. To prepare for you first board meeting think through how your differences are can be used in the board meeting to best effect. 

Next, speak to the chairman of the board (or who leads the meetings) and find out what they expect from you during the board meeting. 

Second, I share 4 key areas of background preparation for a board of directors meeting that will increase your confidence and give you good insights to share in the board. You will also be a lot more confident asking questions and challenging other board members. A great way to prepare for a meeting with the other directors.

Third, build relationships or re-calibrate relationships (if internally promoted) before attending your first board meeting. I share tips on how best to do this. Knowing your peers on a professional and personal level is another key step in preparing for board meetings. 

Fourth, for how to prepare for a board meeting, plan out how you will contribute to each agenda point in the meeting. Prepare well and you can demonstrate your strong communication skills and leadership skills to peers. Setting the right impression will make working with peers a lot easier, more productive and more enjoyable. 

If you have any questions on “Preparing For Your First Board Meeting – 4 Actions For A Knockout Performance”, please email me at [email protected] and I will get back to you.

Jess Coles

Enhance.training

To go from manager into your first executive level position is a big jump up in responsibility, pressure, influence and impact on the business you work for. Getting your first executive level position requires you to operate in a different way from your peers. 

I share 6 key areas to focus on to get your first executive position, to enable you to go from manager to leader. 

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To book a call in to discuss a coaching programme with me to land your first executive level position or to make a bigger impact in your first six months of a new executive role, click on this link https://bit.ly/40y8gLW 

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In executive level positions, you are part of the team running the business. You will need to put the company first and think at a strategic level. When getting your first executive level job do your homework so you can demonstrate you can and do think at a strategic level. I share 5 areas you should focus on to build your knowledge and confidence. 

Getting your first executive level role is much easier when you focus all the activities and actions that generate better profitability for the company. Profitability is the comprehensive measure of performance and a great way to demonstrate all the value you are adding to get promoted from manager to director. 

Next, in getting your first executive level role, it is essential you get the best from the teams you manage. The higher you go, the more you have to work through others. I share 8 different ways to encourage more from your team. 

As senior manager, show you are able to deliver great results when working on cross functional projects for getting your first board director role. Executive level positions have to work across all departments and manage conflicting goals to get the best results for the company. This demonstrates your leadership skills and is great leadership development. 

For how to become an executive spend a significant amount of your time building good relationships with as many colleagues and co-workers as practical. This increases your influence and enables you to deliver a lot more in your role. Essential skills to go from manager to leader. 

Finally, for your career development, it is essential that you build good relationships with the current executive team. Working hard and delivering amazing results is not enough. The executive team want to know about you, if you will fit in with their group and if they will enjoy working alongside you.  I share tips for how to create opportunities to build your relationships with the current executive team. 

If you have any questions on “Go From Manager to Leader: Getting Your First Executive Level Position”, please email me at [email protected] and I will get back to you. 

Jess Coles

Enhance.training

I share 6 brilliant ways to encourage more teamwork at work. Most of us work in jobs where we depend on others to enable us to do our jobs well.  Most company leaders and managers want more teamwork in the workplace because they know the company will be a lot better off.

Learn more about how to create and encourage teamwork at work with any team.
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The first of the ways to increase teamwork is to set clear team goals. This is standard advice, yet I coach a lot of managers that don’t set clear goals or they set them and then forget about them. I explain methods to set and remind the team of the team goals for how to make your team work better.

The second of my tips for effective teamwork is to think of ways to teach teamwork to your team. Great teamwork can absolutely be demonstrated to a team by you to improve their teamwork skills and improve teamwork and collaboration in the workplace.

Third, effective teamwork in the workplace needs clear responsibilities and accountabilities throughout the team. Work to give everyone a clear role and activities and projects. Spend time with individuals to ensure they understand exactly what they need to do and also communicate this to the team. 

Fourth, for how to build teamwork in the workplace, work on building trust between team members and yourself and between team members. Without trust, relationships do not strengthen, nor does reliance on each other. There are different types of trust so work on building personal and competence based trust. 

Fifth, encourage lots of open and honest communication between all members in the team. This is one of the essential ways to coach teamwork and to get each team member focused on helping their colleagues. 

Finally, align the personal rewards that you offer to team members with how well they personally work within the team. I share 6 different ways to reward team members so do stay for this. 

If you have any questions on “6 Brilliant Ways to Encourage More Teamwork – 6 Ways to Teach Teamwork”, please leave a comment below and I will get back to you.

Jess Coles
Enhance.training