Enhance.training

In “How to Give Performance Feedback to Team Members” I share how to tackle giving really useful feedback – positive and negative - to others on their performance that they will appreciate and that will help them improve what they do.

 Giving performance feedback to employees can be hard to do. If feedback is negative, we are worried about offending the other person, creating resentment, ruining relationships, and making our own lives harder at work. When we are giving positive feedback, how to we make the feedback useful further improve performance or behaviours.

 Giving feedback and constructive feedback is essential to help our colleagues and team members improve what they do. It is also essential for managers and leaders to receive employee feedback to help them improve their performance too. 

 Practicing giving feedback will improve how you deliver feedback. Start with giving positive feedback. Don’t just say “you have done a good job”, practice breaking down why they have done a good job and be specific in your feedback so that the other person understand exactly why you are giving positive feedback. 

 When you are more confident giving positive feedback, you will feel more confident having the more difficult conversations at work. No-one enjoys these conversations no matter how experienced they are, yet if you want performance to improve, you need to provide a balance of positive feedback and negative feedback. 

 With practice you learn how to give feedback and increase your confidence in doing so. I think you should always approach giving feedback with the other person’s development at heart and be honest with your feedback. 

 And lastly, research has shown that to keep an team member happy, you need to give positive feedback three times as much as negative feedback.

 “How to Give Performance Feedback to Team Members” is written to help managers giving feedback to employees and can be used by anyone to improve the feedback that they give.

How to increase accountability in my team is a question that I have been asked many times by clients, team members and colleagues. 

In this podcast, I explain why many managers find holding team members to account difficult and go through what you should do to make increasing accountability in your team much easier. 

 The benefits you get of increasing accountability in your team in terms of team performance and team morale far outweigh the work to increase accountability. Increasing accountability makes managing teams a lot easier and is an essential step in creating high performing teams. 

 How to increase accountability in a team is one of the essential skills of leadership and team management. I take you through my experiences and what has worked for me in many businesses include business turnaround and high growth business were team accountability is vital. 

 “How to Increase Accountability in My Team” has 6 key actions for you to take for creating and increasing accountability. Each will help you create the foundations to improve employee engagement, the team culture and team performance. 

 Setting expectations clearly and then following-up regularly are probably the two actions that are practiced the least by new and junior managers, yet both are vital to creating an accountability culture within your team. 

 I have had to take a team with very low team morale, with low accountability, in a failing business and turn around their performance and morale to deliver results to ensure the company did not fail. I used exactly the steps I go through in this podcast to achieve a dramatic team and business turnaround. 

 Use the tips and examples within this podcast to improve your management skills and leadership skills and enjoy managing and leading your team! 

How to hire a successful team is a critical task for any manager or leader in a growing business. As a manager of a team your performance is closed linked to the performance of your team. Hiring the right team members can make or break a team.  

 In this Podcast “How to Hire a Successful Team - 7 Tips for Getting it Right”, I share my best tips of how to hire the right people for your team to help you deliver great team performance with a team you love working with. 

 When creating a high-performing teams, learning how to hire good employees that have a good cultural fit with existing team members is so important. The team will be more effective, will work together better and deliver great results.

 We share tried and tested advice for hiring managers when thinking about how to hire employees. Build a team in the right way, and your job as a leader or manager will be so much more enjoyable and easier. 

 Looking at the statistics, having the wrong team members is one of the top three reasons for new business failures. And if you think larger businesses can escape poor hires, think again. The quality of the team impacts decisions at all levels. The more senior the decision maker, the larger the impact of those decisions. Plenty of large businesses fail because of poor decisions

 If you listen to interviews or talks with the likes of Steve Jobs or Mark Zuckerberg or in fact any leader from any growing business,  one of the first things they talk about is how they go about hiring the right people to create a high-performance team.

 We know that many managers and companies do an amazing job of hiring their staff. There are many more companies that do not do a great job because they have not taken the right steps to set themselves up for success.

Hiring the right people into your business or team is a critical activity for any growing company. Make sure you spend enough time setting up how you are going to hire well.

How to manage expectations at work are essential skills to learn and improve no matter what you do. Use these 5 tried and trusted steps do a brilliant job of setting expectations at work.

Set and manage expectations well and you will be:

1.            Easier to work with

2.            Colleagues will like you more because you don’t let them down 

3.            You are perceived as 

                 a.            more professional

                  b.            a team player

                 c.            better at your job

4.            And you are more likely to be promoted.

 Set expectations is common piece of advice for nearly any office worker, yet not many managers or colleagues take you through how to do this effectively. 

 As a result, many staff and managers are not effective at setting or managing of those they work with – their colleagues, manager, team members and other stakeholders. 

 Practice these 5 steps at work and build your confidence and your skill in managing expectations. Your happiness, stress levels and career will all thank you for it.

 Setting expectations as a manager or leader is challenging because you have more moving parts and more peoples’ expectations to manage. 

 These 5 steps are super useful in how to set expectations with your boss and with setting expectations with employees. 

 Everyone likes to work with a person that sets and manages expectations and then delivers against those expectations time and time again. Work at your expectation management skills and it won’t take you long to be in these shoes.

How to Motivate a Team is a question many managers and leaders ask. In this video I take you through 10 tried and tested actions you should take to motivate your team.

I always felt that the more that I could do to improve the team, to train and coach them and get them thinking and involved in decisions then their motivation would increase, and this would encourage them to perform at their best. When this happens, everyone is a winner – the individuals, the manager, and the business.

How do you motivate your team?

There are many ways to motivate your team at work – it is important that you try different approaches that work with your style of management. Being genuine and authentic is a very important starting point. 

Motivate your team as a leader by setting direction and goals. This gets everyone moving in a similar direction and is pretty essential if you want to achieve a lot and achieve the right results. I take you through practical tips on how to motivate a team to achieve results. By setting expectations and creating a plan of how each person can achieve the results, the team is well placed to deliver. 

Another key action to take to motivate your team members is to say no and protect the team. I always appreciated a manager or leader who would look after the team and ensure that everyone had the best chance to do their work well.
 
And finally, positive reinforcement works so much better than criticising work not done as well. Find out how often you should complement staff vs criticise if you want to keep them happy – it is more than you think.

Enjoy leading and motivating your team!

How to Develop Your Best Team Members take you through 9 actions that you should take to get the most from your best team members and keeping them within your team.  

How to develop your best team members is a pretty tough challenge as a manager. So if you are lucky enough to have one or more star performers on your team, how do you go about managing and developing them? 

There are lots of options available, as I share lots of tips from my 25 years of managing and leading teams, in corporates and household names through to SMEs.  

Keeping your star performers is a key team management goal and providing personal development to each team member is one of the best staff retention strategies I know. I view team development as one of key team management skills to learn.

Get more from your team by going through each of the 9 actions I recommend you consider implementing soon. Support the development of all team members and encourage them to develop their skills. I have found this a great way to motivate employees and get the best out of them.

Your best staff members will want responsibility and autonomy. I take you the Do’s and Don’t’s of giving responsibility and autonomy to your team members, giving you practical tips of how to do this. 

Spend a portion of your time coaching and mentoring your direct reports to pass on your knowledge and expertise and develop problem solving skills in your team.

8 Ways to Improve Managing Teams Through Change shares 8 ways to improve managing teams through change, giving you a list of proven practical steps that you can put into place straight away.

 Change is constant in today’s workplace, so managing staff through change is also a fairly constant job for anyone managing teams in business. 

 Managing teams is not easy at the best of times and during periods of change, even harder. Use the experience I have build up in over 25 years of managing teams through significant change to improve how effectively you are managing your team and particularly through periods of change. 

 Communicating with and managing the relationships with your team members remains at the heart of being an effective manager. Periods of change draw even more heavily on the skills of managers to keep teams effective and happy.

In “How to Motivate Teams Through Change” I take you through 8 factors - that if you get right – make a huge difference in motivating teams through change (and are very useful in day to day management)

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Leadership coaching – to increase your impact, your confidence and your team’s results

Bespoke, flexible and confidential personal development for middle managers to board directors. To transition to more senior roles, to improve skills, to increase influence, to get more from those you lead … explore how leadership coaching will help you and your managers https://enhance.coach/

Courses for Managers to Increase Team Performance & Results

The quickest, easiest and cheapest way to improve team results is to improve the management of the team. Learn the management skills and approach that created multiple high performing teams, won “Best Team” prizes and added millions in value. https://enhance.training/msa-usp006/

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If you have any questions on How to Motivate Teams Through Change, please email me at [email protected] and I will get back to you.

Jess Coles
enhance.training

In “5 Steps to Manage Difficult Employees” I take you through 5 tried and tested steps to make managing difficult employees easier.

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In this podcast “5 Steps to Manage Difficult Employees” I explain why, as a manager, doing nothing about difficult employees is the worst option for all concerned. You must take action no matter how difficult it is. 

 Taking action can be daunting and it is certainly emotionally and energy draining. So use these 5 steps to make taking action easier and fairer for you, your team and the difficult employee. 

Jess Coles
enhance.training

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Gain Career Changing Management Expertise

Access over 200 articles, podcasts and videos dedicated to helping you gain people and management expertise to lead any team to their best performance. Get access to downloads, webinars, live workshops, offers and more. Click here to learn more https://enhance.training/management-skills-hub-ulp000/ 

In this podcast “How do I Prepare for a Management Interview” we take you through 5 key areas you must include in your preparation if you want to get that job offer.  

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Leadership coaching – to increase your impact, your confidence and your team’s results

Bespoke, flexible and confidential personal development for middle managers to board directors. To transition to more senior roles, to improve skills, to increase influence, to get more from those you lead … explore how leadership coaching will help you and your managers https://enhance.coach/

Courses for Managers to Increase Team Performance & Results

The quickest, easiest and cheapest way to improve team results is to improve the management of the team. Learn the management skills and approach that created multiple high performing teams, won “Best Team” prizes and added millions in value. https://enhance.training/msa-usp006/

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In this podcast “How do I Prepare for a Management Interview” takes a look at 5 key areas you need to consider and prepare for other than just answering all the typical interview questions a manager might expect.

 The more senior the management role you are applying for, the more the skills of management and leadership become important. Learn how to bring these skills out in the best way during the interview, what examples to prepare, what questions to ask and more.