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  • creating a sense of purpose - motivating people
    Sense Of Purpose August 24 2015 August 24 2015 Whatever jobs people do it is important that they feel their efforts at work are worthwhile and are valued After all nobody enjoys working at what are seemingly pointless tasks day after day Managers and supervisors play a direct role in ensuring the work allocated to their direct reports is seen as purposeful by them Having a strong sense of purpose is central to every human being s psychological well being Having a sense of purpose motivates us it encourages us to meet the challenges we face head on and it acts as a buffer against the pressures and stresses we experience Cary Cooper Professor of Organisational Psychology and Health at Lancaster University says Purpose is vital for individual performance and that s about being connected to the impact of your work and the difference that it can make But having a sense of purpose is not only good for encouraging individual performance it also has a real impact on an organisations financial health This is because of the positive impact a sense of purpose has on absenteeism levels People who feel their work has a real purpose are known to be less prone to sickness and to have lower levels of absenteeism With absenteeism currently costing the UK 29bn each year research by PWC http www pwc co uk human resource services issues the rising cost of absence sick bills cost uk businesses 29bn a year jhtml anything managers and supervisors can do to promote a sense of purpose in their direct reports and so reduce absenteeism adds real value to their organisation One of the fundamental ways managers and supervisors can give their direct reports a clear sense of purpose is by ensuring that each and every person understands

    Original URL path: http://www.spearhead-training.co.uk/blog/a-sense-of-purpose (2016-02-18)
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  • transformational leadership, teamwork and individual motivation
    groups for maximum individual attention focus on the things that matter to you World Class Tutors Our courses are run by experts with proven track records Exceptional level of post course support to maximise your return on investment Recognising the I in Team August 20 2015 August 20 2015 In today s competitive business environment organisations increasingly rely on teamwork to achieve superior results Transformational leadership is known to encourage teamwork The concept of transformational leadership was first introduced in 1978 by James McGregor Burns in his book Leadership In this book he defined transformational leadership as a process where leaders and their followers raise one another to higher levels of morality and motivation The concept was developed further by Bernard M Bass in his book Leadership and Performance Beyond Expectations which was published in 1985 The eight characteristics of transformational leaders according to Bass are They are a model of integrity and fairness They set clear goals They have high expectations They encourage others They provide support and recognition They stir the emotions of people They get people to look beyond their self interest They inspire people to reach for the improbable When people work as a team they develop a shared understanding of their environment including how they interpret their leader s behaviour The effect of a transformational leadership style on the team of those in an executive or senior management position is the creation of a better team working environment throughout the organisation because of fewer role conflicts However in any team situation individual team members will naturally compare themselves against each other One thing they check for is whether their colleagues are getting special attention from the senior manager If a team member believes that their senior manager favours them and so pays special attention to

    Original URL path: http://www.spearhead-training.co.uk/blog/recognising-the-i-in-team (2016-02-18)
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  • Success, perseverance and promotion
    of post course support to maximise your return on investment Perseverance and Success August 14 2015 August 14 2015 At school I was an average student Unlike some of my highly intelligent classmates I found it hard doing the homework that was set and often wanted to just give up When I got to this point of throwing in the towel my mother would say to me If you want to succeed then you must try try and try again Recent studies show that her advice on being successful was spot on for the modern day workplace In the workplace as at school we tend to value people who are intelligent The ability to understand and to deal with complex problems in a rational and purposeful way is without doubt an important business asset These skills help us to deal effectively with the demands and challenges we face However perseverance according to a study by Duckworth et al is just as important Perseverance is the capacity to persist in the face of obstacles or challenges It allows people to work hard towards their long term goals People with high levels of perseverance work harder to overcome the obstacles they face and are more effective Those with low levels of perseverance give up on the task earlier and so fail Perseverance is also crucial for learning new skills and so developing the agility to deal with a fast changing environment Intelligence is important for effective learning because it makes the process of learning much easier but if you lack perseverance then it is unlikely that you will take the time necessary to practice these skills again and again so that you become proficient This can lead to you being less successful in the longer run This is particularly true where the

    Original URL path: http://www.spearhead-training.co.uk/blog/perseverance-and-success (2016-02-18)
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  • Managing flexible workers - 3 keys to success
    to manage when their team has flexible workers in it Since 30 June 2014 almost all employees with at least 26 weeks service have had the right to request flexible working Whilst businesses do not have to grant flexible working a survey by the CBI in 2011 revealed that even before the 2014 legislative changes 96 of UK companies were offering at least one type of flexible working practices and many companies were offering several Flexible working can take many forms part time working term time working job sharing home working compressed hours and flexitime and the benefits of such flexible working from the employee s perspective are clear A better work life balance with more time to spend with the family or doing hobbies Reduced childcare costs Avoidance of rush hour traveling and the reduction in the time and stress this involves Reduced fuel and motor maintenance costs The key business benefits of flexible working include Better staff retention not losing valuable staff members Increased talent pool more people to recruit from Reduced absenteeism no more duvet days Improved productivity increased commitment from employees Opportunity to extend opening hours wider availability of the workforce For the manager tasked with managing a team where some employees work flexibly there can be a number of challenges recruiting monitoring and managing flexibility is not always an easy task Most employees want flexibility but not everyone is suitable for flexible working Some employees find it difficult to work without a supervisor being present to take decisions and provide advice If employees are not personally motivated they will struggle to stay on task and will not devote enough effort to their job Communicating with flexible workers who are working remotely is also challenging and can lead to feelings of isolation in the employee and of losing control in the supervisor There are three keys to successfully manage flexible workers 1 Focus on output rather than input With flexible workers the manager must learn to focus more on individual outputs rather than when or how things are done If the manager trusts and is confident in their team to deliver the work on time and to expectations then where they work and when they do it is not important Give your flexible workers the time and right tools to achieve the outputs you need and avoid micro managing them You may need to adjust your recruitment and recognition systems so that they focus on identifying and rewarding those who achieve the agreed outputs 2 Communicate that working flexibility comes with responsibility With flexible working it is up to the individual to be responsible for managing their flexible working arrangements and to prove that it is working Flexible workers must work hard to be transparent about their movements and response times in order to manage expectations As their manager you will need to ensure that they understand these responsibilities and always deliver in line with expectations If a flexible worker requires their manager to constantly chase

    Original URL path: http://www.spearhead-training.co.uk/blog/managing-flexible-workers (2016-02-18)
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  • Unleashing middle managers full potential
    Our courses are run by experts with proven track records Exceptional level of post course support to maximise your return on investment Unleash Your Middle Managers July 30 2015 July 30 2015 The role of the middle manager is to help the senior management team implement the company strategy they are the oil that keeps everything working However this important level of management is often taken for granted and left under trained Unleashing the potential in your middle managers can inspire them to raise their game so making a real difference to your company s performance and productivity and so take the business to new levels of achievement A study published by Sheffield Business School identified middle managers as the most in need of training and development There are three ways in which middle managers can be helped to reach their full potential 1 Raise the bar Middle managers can become stuck in what they think it is possible to accomplish Senior managers need to work hard to raise their awareness on what the vision and goals are so inspiring them to be bolder 2 Encourage open challenge Middle managers can get bogged down in traditional ways of doing things Senior managers should encourage their middle managers through holding open discussions to challenge conventional wisdom and assumptions By doing this middle managers will start to view things through a fresh pair of eyes and innovative work methods can emerge 3 Empower them Middle managers know they are accountable for delivering on things that have been identified but often fail to recognise that they can and should deliver on things that they identify as missing and essential Empowering them to act to resolve these things increases their engagement and commitment The role of the senior management team in releasing the potential

    Original URL path: http://www.spearhead-training.co.uk/blog/unleash-your-middle-managers (2016-02-18)
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  • re-engaging Disengaged managers
    Engage your Employees July 20 2015 July 20 2015 Disengaged managers create disengaged staff It is well documented that employees are far more likely to be engaged if their managers are engaged However a recent Gallup survey in the US showed that nearly 60 of managers are not engaged or are actively disengaged Whilst the UK may not be as bad as this there is still definitely room for improvement Poor employee engagement has serious financial implications for business For example the cost of low employee engagement in the US has been estimated to cost businesses 319 to 398 billion dollars per year So what do you need to do when your managers are so disengaged that they don t have a clue what s going on in their team The first step is to understand the reasons for managerial disengagement There are many but perhaps the two most common related causes are The manager is blind to the reality of the current situation The manager is afraid to engage with their team The blind manager thinks their employees are engaged but this conclusion is based on false assumptions Typically such managers will hold occasional team meetings where they talk at their team and because their team members fail to ask questions at these meetings and never raise concerns the blind manager thinks that they are happy Managers become blind to the realities their team are facing because they create a barrier between themselves and their team This barrier can be either because of habit such as always running a team meeting a particular way or on purpose where the manager avoids seeking out their teams views and opinions The first step to re engaging the blind manger is to identify whether they are oblivious to the fact that they

    Original URL path: http://www.spearhead-training.co.uk/blog/engage-your-managers-to-engage-your-employees (2016-02-18)
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  • managing your emotions - some tips to help
    courses are run by experts with proven track records Exceptional level of post course support to maximise your return on investment Managing Your Emotions July 13 2015 July 13 2015 Good managers it is often said must keep their emotions out of any situation But research shows that suppressing your negative emotions is likely to make things worse rather than better When we try to suppress our emotions the amygdala which is the brain s emotional centre is actually stimulated So rather than suppressing our negative emotions we should learn to positively manage them Many managers find it particularly hard to remain emotionally distant in situations where they have to address the poor performance of one of their team members These difficult conversations can be particularly emotionally fraught Learning how to reappraise why the difficult conversation needs to happen and why it needs to go well is the first step in managing your emotions Let us take our example of addressing the under performer in our team Giving this person critical feedback on their inadequate performance may seem cruel but it is even crueler to leave them in the dark about their poor performance until the point at which it becomes impossible to for you to ignore it If after reappraising the why of the difficult situation you still find it hard tackle it try using one of the techniques of NLP neuro linguistic programming In this technique you learn to recognise your current emotional state and turn this round so you can tap into a mental and physical state that will support you in having the difficult conversation To do this when faced with having a difficult conversation take a few seconds to think about the state of mind which will serve you best in having this discussion Then

    Original URL path: http://www.spearhead-training.co.uk/blog/managing-your-emotions (2016-02-18)
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  • Improving Productivity at Work - Four management actions
    on the radio about the latest ONS statistics that the productivity of the UK workforce is too low Indeed the official statistics show that other G7 countries are on average 17 more productive than the UK Managers and supervisors are judged on the productivity of their team So how can we encourage greater productivity in the people we manage There are many distractions in the modern work place from emails social media and phone calls to name a few So staying productive can be a challenge Here are four tips to help you boost the productivity of the people in your team 1 Encourage Effective Information Capture One of the most effective ways to boost your team s productivity is to encourage the habit of capturing the information they need to act on effectively This means capturing it at the point it is given to them and then transferring all the key actions they personally need to take into a single task reminder system i e a to do list Capturing actions into a single place makes it easier for people to decide which tasks to do After all our brains are best used for problem solving and decision making not as filing cabinets By encouraging your people to capture actions correctly you will make it easier for them to carry out their commitments and to focus their efforts on tasks which are genuinely important 2 Environmental Empowering To do our best work we need to be in the right environment and doing it at the right time and be in the right state of mind Most office environments are good if you are doing focused decision making tasks but not so good for tasks requiring creativity For creativity based tasks you get better results if you work in a more information rich environment like a café or a park rather than at their office desk Encouraging your team to think about the kind of work they will be doing and selecting an environment accordingly improves productivity Your team members moods are just as much a part of the working environment as the physical space in which they work The work they will produce when tired or low is different to that they will produce when happy and full of energy Sometimes people need to take a break to refocus and refresh Train them to make best use of this non prime time for work that needs minimal concentration such as some routine admin tasks By helping your people to think strategically about the kind of tasks and the best working environment for those tasks you can empower your people to make the most of their working situations to achieve results 3 Educate them on Using Email Your team probably send and receive a high volume of email High volume often low urgency emails are best processed as a batch as this is the most efficient way to deal with them Get your team into the habit of using methods

    Original URL path: http://www.spearhead-training.co.uk/blog/improving-team-productivity (2016-02-18)
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web-archive-uk.com, 2016-10-23