Enhance.training

How to lead and motivate managers in your team is different from how you manage employees. Managers have a different range of skills and expertise compared to employees. 

How to lead managers and get the best from your managers takes a few changes to your leadership style. I explain 5 big differences in leadership approach needed for success in leading your managers. 

I cover why leading managers is different from leading employees with practical tips on exactly what to do differently. 

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Resources

Grab our downloadable booklets and help sheets and access our free webinars. Gain more depth of expertise, build greater confidence and be a better manager quicker. Unlock your potential and lead your team to their best performance.  https://enhance.training/team-and-business-management-resources/

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To lead and motivate managers in your team, start by giving them more space. If you manage your managers like you do your employees, chances are that they will not be happy AND you will waste a ton of their talents. For how to lead and motivate managers start by setting really clear goals and direction with them. I share 4 other really effective approaches for leading managers versus employees. 

Next, for how to lead more junior managers, focus on delegating problems not tasks. Maximise use of your managers’ problem solving, organisational, and people skills to solve problems you and your team faces. You also create time to focus on the hard more complex problems which means better solution building across the team as a whole. 

Third, help your managers develop leadership skills through coaching, mentoring, creating opportunities and more. I share tips and tactics that have worked very well in many companies. Another example of the differences in successfully leading managers. 

Fourth, help your managers to think strategically. Strategic thinking or big picture thinking is an increasingly important skill as you rise through the ranks. Starting early will make their progress easier quicker and more successful. You will also get more aligned actions and more focus on the most valuable work which helps drive team performance in the short term. 

Lastly, very important leadership skills for managers include the ability to build and maintain good professional relationships with a much wider range of people and personalities. I share tips on how to help your managers raise their profiles and build networking skills. 

If you have any questions on “Leading Your Managers - 5 Big Differences To Managing Employees”, please email me at [email protected] and I will get back to you. 

Jess Coles 

Enhance.training 

Learn 3 practical approaches to get amazing team results and balance being helpful with being demanding. 

Being too helpful at work damages your credibility, reputation and job security. You can go all out to help your team and NOT be too helpful. Get amazing team results by using a specific approach that maximises the help you give while demanding a lot from the team. 

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 Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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The first approach to get the best team performance is to stop being too helpful as a manager. Being too helpful has little to do with how much you help. You can help your team a bit or you can go all out to help the team be better and do better. Being too helpful happens when you don’t balance enough against the help you provide. I explain 3 ways to stop your team taking advantage of you and potentially create powerful team performance. 

Helping your team get better and realise more of their potential is one of the best ways to get more from teams. Serving your team is a vital part of any manager or leadership role IF you want to get great performance while really motivating teams. 

Secondly, managers stop trying to be liked! Your job is not to win friends or boost your ego. Your key job is to support and direct the team to INCREASE team performance. Of course you need to build connections, to be relatable, to be empathetic and to be authentic. You should not be looking to make friends because doing so will make it a lot harder for you to make the necessary tough decisions and unpopular choices. Stop being taken advantage of at work. 

Instead, aim to be respected. Being respected is a direct outcome of doing a good job as a manager. The more respect you get, the better you are doing your job! 

Finally, demand more by providing more. This is crucial to get amazing team results. If you don’t demand much from your team, it is unlikely you will get anywhere near goals set, let alone smash them. I share 7 example practical actions that you can put into practice quickly to balance demanding more from your team, so you get the best team performance possible. 

If you have any questions on “Get Amazing Team Results: Balance Being Helpful With Being Demanding”, please email me at [email protected] and I will get back to you. 

Jess Coles 

Enhance.training 

Be fair not nice when leading teams and you will effortlessly be a lot more popular and a lot more effective in your job. Getting the balance right is not always easy. You can’t be too nice. You also can’t be a tyrant. 

I share critical skills for managing teams effectively, creating connection, building trusting relationships and increasing team performance. 

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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 Be fair not nice when leading others. This is one of the critical management skills to learn early. Managers are told for team leadership, that they need to create connections and relationships with their teams. The type of relationship has a direct impact of team performance. 

I share 10 examples of getting the wrong balance that stops effective team management. Learning what is not good is just as important as learning what is good. Be fair not nice when managing others. 

Next are six actions to create trusting manager-employee relationships. Building good relationships are essential management skills in business. Be friendly not nice to maintain your authority and the respect others show towards you. 

Build strong relationships with the team and between team members and you foster teamwork, co-ordination, trust, communication, collaboration, problem solving and more. It is an amazing feeling to be responsible for transforming a quiet caution team into a lively banter filled environment with great teamwork and high levels of motivation. 

Lastly, I go through 10 example behaviours for how to be nice but not too nice. Each of these behaviours are brilliant actions to take at any point and will help you build a good team environment, encourage your team to work hard and smartly, and to value the work that you do for the team. These behaviours translate into increasing team performance which is great for any manager at any level to be responsible for. 

If you have any questions on “Be Fair Not Nice When Leading Teams + 10 Team Performance Tactics”, please email me at [email protected] and I will get back to you. 

Jess Coles 

Enhance.training 

Make change easier for any team by using 6 actions to reduce fears, provide purpose and help individuals learn and adapt to what is changing. If we don’t pay enough attention to the human side of change management with teams, the changes planned are going to be painful for everyone 

I share 6 key actions to make leading teams through change easier. 

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 Here is a link to all our downloadable booklets and help sheets and our free webinars. These all provide you more depth and will help you develop your management expertise that much faster. Build your confidence so you can lead any team to their best performance! https://enhance.training/team-and-business-management-resources/ 

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 How to lead teams through change starts with explaining the why. The why provides context and the purpose behind the change. Team members can then decide for themselves if the change will make them, colleagues and the business better off or worse off.  Not knowing the why is one of the classic reasons why people resist change in the workplace. 

Next, explain clearly what is in it for them – a key part of how to help teams through change. Everyone wants to know the impact on them of the change. Helping teams through change is clearly explaining the upsides without ignoring the downsides. 

Third for how to lead through change, break down the change into manageable tasks and activities for each individual in the team. This takes away a lot of the fear element. Staff also know what to do rather than having to try to work it out themselves. 

Whenever you are managing staff through change always spend a lot more time listening than talking. Listen to concerns, issues, challenges, ideas and solutions from team members. You will get amazing insights into how they are thinking and get a ton of useful ideas and solutions to boot. Listening a lot is key in change management. 

When managing teams through change, teach team members how to change. Teaching them what is needed to change will speed up making the change plus you are more likely to get the change you are expecting. Always train and teach your staff through change. 

Finally, when leading teams through change, hold teams and team members accountable for making the changes needed. There are 5 key actions to take in parallel to hold team members accountable during change – make sure you are taking each one. 

If you have any questions on “6 Actions to Make Change Easier for Any Team”, please email me at [email protected] and I will get back to you. 

 Jess Coles 

Enhance.training 

Develop influence as a manager, or at any level, and you will be able to do more, deliver better results and be viewed as more valuable in your role. Build your influence at work and the great your effectiveness in your role and the greater your personal rewards. 

I share 5 principles for influencing others in the workplace. 

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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 To influence people as a leader or manager, being competent at your job is a must. Do you WILLINGLY follow people you don’t admire and respect? Do you willingly follow people you don’t trust to do their jobs well? I don’t think that I do. Influencing others starts with trust. The more trust you can build with those that you want to influence, the more influence you will have with those people. This is the power of influence and trust. 

How leaders influence people starts with becoming good at leading themselves. How well you know yourself, how confident you are to reveal weaknesses, how you manage your reactions and behaviours and more … are all part of leading yourself. We follow those that lead themselves better than we do. Work on your own self-awareness, self-management and emotional intelligence to influence more in the workplace. 

One of the most important principles in the art of influencing others is reciprocity or helping others before asking for help. Helping others creates influence. We like, trust and respect those that help us (generally) without strings attached. So go out of your way to help others, knowing that at some point in the future you will have that help returned. Helping others is an investment in your own productivity and investment. It is much easier persuading and influencing others when they are happy to be influenced by you. 

Leadership is having the courage to take risks and step into the unknown. A great starting point to building leadership skills for managers and your confidence is speaking up and sharing your opinions, ideas and solutions. Start small and build. Have the courage to use your voice every day and every week. 

Finally, a very important part of influencing others is building relationships. As mentioned before, we are a lot more open to being influenced by those we like and trust. Build positive personal and professional relationships with your team and bosses. I share who you should target and in which order. 

If you have any questions on “5 Principles To Develop Influence As A Manager”, please email me at [email protected] and I will get back to you. 

Jess Coles 

Enhance.training 

Planning your work week as a manager is the different between doing a great job and doing an okay or even a poor job. The more people you manage, the more moving parts, demands and deliverables you have to stay on top of. Planning ahead at work gives you a ton of benefits.

I share six actions for planning your week as a manager to be really effective in your job.

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How to effectively plan your week at work starts with be very aware of the team, functional and company goals. Consistently ensuring what you are working on aligns to the wider business goals increases the value of your work to bosses. You also meet more than one goal with the same piece of work – a great way to leverage your time and value creation. Very effective productivity tips and time management tips for managers. 

How to effectively plan your week as a manager is about prioritisation. You will always have more to do than time permits. How to plan your day week and month must include separating the important and urgent tasks from the unimportant and not urgent tasks. How to be productive at work is not about doing more but about doing more valuable. 

How to effectively plan your week as a manager also includes what you are going to do yourself and what you are going to delegate. Delegating is not always a time creating activity. I share tips on time management for managers.

How to plan your day for success should include how you use your calendar and organisational tools to reduce the number of disruptions you get. The average office work is interrupted every 3-11 minutes. I share tips on how to minimise disruptions which kill productivity. 

In management roles, the unexpected nearly always happens. Something will come up to disrupt your plans. One of the essential time management tips for work is to build in contingency time to account for requests, challenges and problems that arise. 

Finally, at the end of every day, take 5 minute to review what was achieved against your plan and what was not. Replan so that you always have up to date weekly plan in place. 

If you have any questions on “6 Actions for Planning Your Work Week As A Manager -Boost Productivity”, please email me at [email protected] and I will get back to you. 

Jess Coles

Enhance.training

I am sharing 5 people skills to become a great leader. The ones I am discussing today are some of the most important people skills; the ones that every really great leader displays. 

Great leaders have the leadership skills to bring something out of us. To become a great people leader, encourage, inspire and motivate through how you make people feel and what you motivate them to achieve.

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Communication is one of the most important skills for leadership. I share 5 communication skills that I view as essential people skills for leaders and good people skills in the workplace for anyone with ambitions. 

There are a lot of skills needed for how to become a great leader at work. Leadership is about change. Being courageous is a requirement for leaders. It takes courage to change, to do something different. It takes courage to speak your mind, to share your ideas. Courage is needed for how to become a great team leader.

Demonstrating integrity is also a very important skill. I share 8 different ways to demonstrate your integrity (and there are plenty more). Integrity builds trust, it creates safety, it means staff members will be treated fairly.

People follow people they admire and who help them bring the best out of themselves. Being yourself, being authentic is needed for people to relate to you, to learn about you. Trust is massive when leading others. If you are not being true to yourself, how can others trust you?

Finally, flexibility is a critical skill of many management skills. Leadership skills for managers and leadership skills training focus on different approaches to the massive range of situations and personalities any manager faces at work. Work on the flexibility of your approach because everyone and every situation is different.  Work at your people skills training and learning and in particular these 5 core people skills to become a great leader.

If you have any question on “5 People Skills To Become A Great Leader”, please leave a comment below and I will get back to you. 

Jess Coles

Enhance.training

As a leader or manager, how do you build great management skills in your organisation? How do you encourage the coaching of great management skills, so you are developing the next generation of managers AND upskilling the managers you currently have?

I share tips and actions to help you encourage managers to develop their teams and in particular their manager direct reports, which in turn will drive increasing team and business performance. 

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To incentivise coaching of management skills, it is really useful to identify which skills leaders should be encouraging their managers to develop. I list out 7 of the key skills which are great management skills training.

Next to encourage managers to develop their teams work to create a development culture in your team. There is lots you can without budget to get every team member learning and especially you managers. For example spending time mentoring and coaching your managers is great to incentivise building management skills.

To incentivise management skills coaching throughout your organisation, create a management skills development plan for each manager. A development plan provides clear direction, activities and projects for development plus gives you the ability to hold both parties to account (manager and line manager) to deliver that plan. 

Finally, I share 4 practical actions to encourage coaching of great management skills within your manager population. Each are great in how to develop team lead skills. For of these skills, I list out practical actions to take and activities to encourage the practice of management skills which will improve management performance and the performance of the teams your managers lead. 

Developing better coaching skills is another way to incentivise managers to coach their teams. Get them to pass on the skills they have learnt. Incentivise management skills coaching!

If you have any questions on “How To Encourage The Coaching Of Great Management Skills In Your Team”, please email me at [email protected] and I will get back to you.

Jess Coles

Enhance.training,

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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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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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