Enhance.training

Being able to handle difficult experience and challenges at work (and in life) is a very important ability to succeed, to become good at any skill or job. 

 Learn 7 reasons to build emotional resilience at work plus 7 critical ways to build emotional resilience.

Building resilience, in my view, is incredibly useful in life and definitely useful at work. Managers need emotional resilience to do their jobs well. 

 There are so many challenges, pressures and events that occur everyday in business and when managing teams that without emotional resilience and some mental toughness, you would become swamped. 

 Resilient people have been trough tough patches and know they will come out the other side when faced with a new challenge.

 How do you get through your first big challenge at work?

 To build and develop emotional resilience, you need to learn about yourself, to build self-awareness. When you know what bothers you, what annoys you, what increases the sense of pressure … with awareness you can start working out how to reduce the issues or deal with them in a better way.  

 Why managers need emotional resilience is that they are asked to solve the tougher challenges, turn groups of individuals into teams and improve the outcomes those team deliver. The list of challenges to overcome in doing these is long. 

 Emotional resilience and mental toughness is a key ability to get good at any skill or job. You will have setback, days where things don’t go well. Resilience is needed to keep going at the challenge again and again until you succeed and improve. 

 Maintaining a positive mindset and learning how to reframe situations so you are constantly looking to learn and improve what you do is a key ingredient in building emotional resilience at work. 

 Developing your inner drive gives you strong reasons to stay the course, to overcome hurdles and obstacles to reach your goals. Having goals that matter to you will help you build emotional resilience at work. 

 Finally, don’t forget to celebrate all the little successes along the way, so that you keep yourself going and give yourself the opportunity to celebrate the big success. 

Jess

Enhance.training

There are many signs of a bad employee – learn 12 of them. 4 warning signs of a problem employee give you a much better chance of catching problems early and avoiding difficult and time consuming actions later on.

A stitch in time saves nine really does apply.

One of the key warning signs of poor employees is a lack of openness. Problem employees nearly always try to hide the problems they are creating. When taking on a new team and looking for bad employees, work out who is the least open with what they are doing and start there.

Another of the key signs of a bad team member is a lack of self-honesty and self-awareness. The worst bad staff member thinks they are good and nothing is wrong. If you are not honest with yourself, then how are you going to learn?

The next of the key signs of a bad team member is a refusal to accept corrective feedback. This is like saying – I am not willing to learn or change. It is very hard to have a person like this in your team.

Another of the warning signs of a problem employee is poor communication. Communication is so important in teamwork and driving team performance overall. If they struggle to communicate, they will struggle in their jobs (as a general rule).

I also share a further 8 common signs of a bad employee towards the end so do stay for these.

Don’t ignore the warning signs of bad employees – it is the worst thing you can do. When you see any of the signs, make the time to find out what is happening. Ask questions, listen and understand the situation. Then you can make an informed decision on the best course of action. 

 Good luck,

Jess

Enhance.training

Networking skills for managers become increasingly important as we climb the ranks. I share 4 keys ways to improve your networking both internally within your company and externally.

There are a lot of elements that go into networking skills for professionals and I am covering the 4 key ones that are at the core of being successful at professional networking for managers.

Don’t start networking just focused on getting a sale or getting a new job. Getting results from networking does take time as both parties have to get to know each other, decide they like each other and finally trust each other before the benefits start.

To improve your networking skills plan to build long term friendships as a result of networking. Taking this approach will make you a better person to network with and you will be more successful.

Many people start networking within your company with a mindset focused on what they want and need. While know what you want is important, focusing on giving before asking is much more important. Help others and they will feel obliged to help you – a key part of business networking skills.

Another key networking tips for managers is to plan to follow-up and nurture relationships. This is what so many don’t do enough of. Diarise time each month or week to make phone calls, book in meetings and be helpful to your contacts.

Finally, I give you tips for networking in your company and external to it focused on how to overcome making that first approach to complete strangers. This can be one of the most intimidating parts of networking and with a few simple tips, approaching complete strangers becomes a small step rather than a big deal.  

Jess

Enhance.training

Making mistakes at work is something everyone does. To reduce the mistakes you make and to increase the speed of your learning, we are going through 6 practical ways for how to handle making mistakes at work.

 “Should I admit to my mistakes at work?” is a question many ask themselves. Rather than avoiding admitting mistakes at work, take immediate responsibility for mistakes that you have made. Taking this mental approach gives you many benefits including fostering trust and speeding up your learning. Always take responsibility for making mistakes if you are asked.

 When you make a mistake at work, if you can rectify it quickly, do so. Then you have the option of admitting to your mistake or keeping quiet.

 When you make a mistake at work, always work out the root causes of the mistake. Taking this step is vital for you to learn how to prevent making the same mistake again and to increase your learning following the mistake. 

 How to get over making a mistake at work starts with taking action. Create a multi-pronged action plan to rectify your mistake. Rectify your mistake and then plan out how you are going to avoid making similar mistakes. 

 Communicate with stakeholders as soon as you have plan of how to rectify your mistake. Having a plan means you are bring a solution with the problem. 

 How to recover from mistakes at work should include seeing guidance and support from your manager, team members and experts in the business. Getting help often leads to a better solution to rectifying the mistake. 

 Making mistakes should be an opportunity to learn. Do your best to approach making mistakes at work with a growth mindset – how can I maximise my learning. Mistakes and failures are the stepping stones to success!

 Jess

Enhance.training

Creating a great professional brand at work gives you many advantages in a very competitive workplace. Consciously building your personal branding at work gives you more progress and more control over your reputation. 

 I share 6 factors Create a Great Professional Brand at Work

The first step in actively creating a good professional brand is to define your brand. When you are clear about the brand you want, you will communicate your professional brand more consistently and clearly. Thinking about your values is a great starting point in creating a positive personal brand at work.

 Build a reputation for excellence when building a great professional brand. Being good at what you do gives you options and opportunities. You will be in demand by managers in the business. Marketing your worth internally is important to get full recognition for what you do and to create a strong professional brand at work.

 How well you communicate is at the core creating a great professional brand. Managers and leaders need to know about and understand the value you create for the business and how you can help them. Work to strengthen your communication skills to strengthen your personal brand at work

 Another important factor when creating a great professional brand at work is to network. Managers and leaders provide the best opportunities to the staff members they know, like and trust. Build your network of supporters – I share practical tips of how to do this.

 When planning how to build your brand at work look for opportunities to showcase your expertise. The best opportunities are usually the ones you go looking for. Ask lots of questions and be interested in what is happening around you. Great opportunities will come up and you need to be there to take them.

 Finally, when building your professional brand at work, commit to continuous learning. Little stays still for long in business. How are you going to adapt to the changes in your company and industry?

 Jess

Enhance.training

Actively market your worth to management and you will get ahead quicker than those that don’t market their worth. 

I am sharing 5 reasons to market your worth to management allowing you to get a lot further ahead quicker 

Initially, I found the need to advertise your worth at work more than a little daunting. It didn’t take long before I become comfortable after a little practice. 

There are so many benefits of communicating your worth at work. Most of us start by communicating our worth to our manager. This is essential. As we progress our careers, it becomes more important to market your worth to managers more generally.

The first benefit when you communicate your worth at work is that you increase your confidence and your ability to focus on what is important in your job. Just the process of working out your own worth in terms of how you increase value at work helps you focus. 

When you market your worth at work it is important to make it easy for others to understand the value you create. We are all busy so it is easy for others to miss what we do or forget quickly the great work we do. 

 When you market your skills at work you are much more likely to gain better experience and be asked to join the better projects. Managers and colleagues understand the value you add and know you more. 

 When you market your worth to leaders you tend to get paid more. Companies pay more to those that create higher value for the company. The more you market your value at work the higher you are likely to be paid vs your peer group. 

 Communicating your worth is an essential part of getting promoted. There is a lot that goes into winning promotion. Working hard alone is a starting point - not more.

 As you progress through the management ranks building a positive professional brand is a vital part of maintain career momentum and being considered for the increasingly scarce senior positions. 

I touch on how you need to change how you market your worth as your career progresses.

Jess

Enhance.training 

Every manager hates having bad staff members in their team. I am sharing 5 actions for bad staff members at work to build trust, not fear. 

 Maintaining team trust is super important to keep team motivation and performance high.

Taking any action with problem employees is difficult enough. Even worse is the action you take is going to impact your teams trust, motivation, and performance – hopefully positively rather than negatively.

 Many managers when facing a bad team member take actions that negatively impact trust, motivation and performance of their teams.

 Problem team members could be underperforming employees, disruptive employees, negative team members … you must take action to limit the impact of a bad employee on the team.

 Make the action you take to tackle a problematic employee fair and reasonable and escalate step by step. This gives bad team members plenty of chance to improve. 

 How to manage problematic employee must start with you being clear on why you are taking action. Take action to help the team overall and the business. Don’t take action is your mindset in on retaliation, revenge, using your position to control etc. The time will find out and trust will be seriously damaged. 

 With problem employees in the workplace, you must make it easy to them to improve. Make the time to coach and mentor them and show they how they can improve. This makes the corrective action you take a lot fairer.

 I have found coaching underperforming employees a great way to encourage the majority of bad employees to improve and become productive happy team members. This is great to build trust with the team members watching what is happening.

 It is rare that you can take staffing decisions on your own. Being fair towards problematic employees makes it a lot easier to build support with your manager, HR and other stakeholders. This in turn makes it a lot easier for you to take effective action with the bad staff member.

 Lastly, any action you take must mean the team wins overall. If you are putting in a lot of time and effort, you want the team to be better off afterwards. This helps everyone and it helps you.

 Good luck and remember, be fair and reasonable without be “too nice”.

Jess

Enhance.training

How managers build trust in teams matters. Being able to build trust quickly is more than a skill. Building trust starts with your approach to the team, what you believe in and how you display this to your team as much as what you do and say. 

I am taking you through 5 key principles for how managers build trust in teams.

How to build trust in teams starts with what you think and what you believe. Both influence your decisions, your actions and your behaviours which is what the team see day in day out. 

 Creating trust at work is driven by the messages your decisions, your actions and your behaviours communicate about who you are and more importantly how you are going to treat the team.

 As a manager, building team trust is so much easier if everything you do is focused on helping the team do their best. Contrast to how hard it would be  winning team trust if your decisions and actions focused on helping you personally rather than the team.

 Adopt the mindset that your job as a manager is to help and support the team to do their best and you will find gaining trust at work from your team a lot quicker and easier. 

 The principles I share in this video build trust in teams, because they are honest and follow timeless social rules such as reciprocity. You can tell you team what you are doing and the result will be the same – trust will be built with the team.

 The first principle for how leaders build trust in teams is to practice what you ask for. If you want the team to tell you the truth and be realistic, then you much tell them the truth and be realistic. Do you best to live the rules you set within the team. Team pay a lot more attention to your decisions, actions and behaviours than what you say.

 The second principle to get your team to trust you is to tell it how it is. This is being trustworthy yourself and ensuring that everyone in the team knows where they stand. This is super powerful in building trust in teams when combined with diplomacy, tact, and empathy.

 The third principle for how to build trust in your team is to build personal connections. Create the conditions that make it easy for the other person to trust you as a person. Demonstrate consistently that you have their back for example. This is a different level of trust than the team trusting in your professional competence (which is also important).

 The fourth principle for how to build team trust is to champion transparency and openness. Being open is incredibly powerful when building trust within your team and between teams. There are no suspicions about being used, about fear of being hoodwinked etc. The facts and data show that what the team is being told is the truth. 

When you have an open style in terms of your communication, you build trust in the team much more easily. 

 The fifth principle for how to build trust in a team is to listen and action on what your team provides. Your team members have a lot of knowledge that you don’t. They are likely to be closer to the action that you, which means they will spot problems you won’t . They will have great ideas about how to solve those problems. You won’t find any of this out without listening to them carefully. This approach is amazing for building trust at work. 

Jess

Enhance.training

How to gain respect from your team is on the mind of every manager taking on a new team. I share 10 practical tried and tested approaches making gaining respect from your team a lot easier.

I am sure you want to be respected by your team. I certainly did. I learnt early in my management career that team respect managers that help them. Help them a lot and they respect you a lot.

 When thinking about how to earn your team’s respect, don’t focus on underhand techniques or quick fixes. They rarely work and certainly don’t work for long. 

 The 10 ways to make your team respect you I am taking you through work quickly – in weeks – and then will be working just as well in 5 years with the same team. You can tell them exactly what you are doing, and it will not harm your efforts in how to get your team’s respect. 

 Core to a manager role is their work to help team member do better. Work smarter, learn new relevant skills, deliver more impressive results etc. How to gain the respect of your team is tied directly with how well you help the team. Help them a lot and you get a lot of respect in return.

 How to get respect from your team is also directly linked to how well you build your respect for your team members. They will have something that you can genuinely respect and admire.

 For managers, being friendly but not necessarily friends, will you to get respect at work.

 Another great approach to make your team respect you is to match your actions and decisions with what you ask of the team.

 One of the best approaches for how to win your team’s respect is to listen to their ideas and solutions and implement the best ones. Give them the credit due and they will be delighted with you.

 Another approach for how to earn respect as a leader is to be prepared to change your mind. This demonstrates your respect for them and your pursuit of what is best for the team.

 You can absolutely implement any and all of these approaches. You will have most, if not all, the skills needed already. Put in some work and effort. Implement one approach until you are comfortable it is working well and then add the next one.

 It won’t be long before you gain respect from your team and quickly gain the respect of any future team you manage.

 If you have any questions about “How to Gain Respect from Your Team – 10 Tried & Tested Approaches”, please email me at [email protected] 

Jess

Enhance.training

Persuading others at work to help you, to provide you information, to join a meeting is probably an everyday event for you. 

 I take you through 8 winning approaches for persuading others at work and include practical tips so you can implement each. 

Nearly every job will involve using persuasion skills at work. Those that learn how to be more persuasive save a huge amount of their time each day and get what they want more often.

 You start to convince people to agree with you from an early age. Yet not many people stop and consciously analyse and reflect exactly what they are doing and not doing when they are using their influencing and persuading skills.

 Take the time to think about each of these 8 approaches for how to be more persuasive at work compared to what you are doing now. Improve the areas which are not as strong.

 When you are persuading your manager or even persuading groups, do your homework and put yourself in their shoes. Think through their pressures, their desires and what they want and need. The better you understand the other person, the more persuasive you will become.  

 When thinking about how to convince others try to answer what is in it for them. If you can position what you want in terms of how it helps them, they are much more likely to agree.

 Show your confidence when persuading a manager or persuading your boss. If you believe, then they are much more likely to. I share tips of how to build your confidence to enable you do show confidence.

 Use facts more than opinion – a key tactic in how to convince the boss or anyone else. Everyone has an opinion. Few have a reasoned argument backed up by data and facts.

 Do you best to prepare counters to objections when planning how to persuade someone. 

More advanced tactics to convince people include introducing scarcity and exclusivity. 

 Finally, what medium you use when convincing other matters. Face to face is a lot more effective than using just the phone. Email, chat and texts are great for conveying information but poor when trying to persuade others at work. 

If you have any question on “8 Winning Approaches for Persuading Others at Work”, please leave them in the comments section below and I will get back to you. 

 Jess

Enhance.training