Afleveringen
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Conflict in teams create a lot of drama and is a big distraction for everyone. I am sharing 4 powerful actions to prevent conflict in teams
A lot of conflict in the workplace can be prevented, and you are in a brilliant position to minimise conflict. Less conflict means better team performance. Great for your team, business and you
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For Resourses to stop conflict = enhance.training/2f2
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Every team and organisation suffers conflicts. In the best teams, these conflicts are minor and very short lived. In underperforming teams, big conflicts hang around and cause major problems.
To prevent conflict in your team, or as much of it as possible, the first action is to create a lot of alignment. This means that everyone in your team knows exactly what is expected of them and each other, where the boundaries of responsibility start and stop. To reduce conflict in your team further, get everyone clearly moving in the same direction with common shared goals. This will reduce conflict between team members.
Communication is another powerful tool to stop conflict in teams and reduce conflict at work. Understand the other person position through talking to them, and incorrect assumptions and unspoken frustrations are reduced or removed.
I share 5 practical steps for conflict resolution in the workplace. This is brilliant for manage conflict between team members and how to manage conflict in a team.
If you have any questions on âStop Team Drama Fast â 4 Powerful Actions To Prevent Conflict In Teamsâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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To turn difficult employees into great employees, interdependent steps are needed. Improving beats removing hands down (less effort, faster, less risky & more). Too many managers have not been taught what to do to get improvement.
Doing a few actions or taking a piecemeal approach does NOT turn difficult employees into good employees, as most managers find out.
Learn what you need to do and why each step is important to building pressure and enabling change and improvement.
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In my experience it is very worth trying to turn difficult employees into good employees. If you start knowing 9 out of 10 people want to do a good job AND that there are 6 main barriers in the way to improvement, then making the effort feels more sensible.
Any time you manage difficult employees, it is not easy. Even having the first conversation is pretty daunting (even after you are used to them!). I have found making these conversations straight forward is all in the preparation. Take a few straightforward steps in the right other, and the team member expects you to speak to them.
How to deal with difficult employees starts with setting expectations. This can feel obvious yet actually setting really expectations is not nearly as straight forward as most managers would expect. Hence, plenty of manager donât set clear expectations when they think they have.
Turning difficult employees into great team members is 100% in your interests and much easier, quicker, more enjoyable and less risky than removing them. Why go through all the extra hassle and pain to get a similar result?
The next challenge is that one or two actions wonât create much change. To get improvement you need to approach your difficult employee with a campaign of interdependent (linked) actions. To turn difficult employees into good team members, I share 8 interdependent actions to take.
If you have any questions on âBrilliant Steps to Turn Difficult Employees Into Great Employeesâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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Zijn er afleveringen die ontbreken?
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The most visible managers arenât just âcompetentâ â they display visible, repeatable behaviours that signal leadership potential and business impact.
I share 6 differentiating behaviours for mangers to be noticed by everyone AND avoid being average as a manager.
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The behaviours to stand out as a manager start with building courage. Managers need to be courageous to stand out. For example, it takes courage to speak up when you have a different opinion from the rest of the room. Be brave to stand out. I explain tips to build that courage.
Group think â where everyone agrees because they donât want to be different is one of example of why being safe makes you invisible. Also average equals invisible in the eyes of senior managers. For how to stand out in your company, be yourself. Have your own ideas, views and opinions and express them.
For how to stand out as a manager, start by owning the bigger picture. That is always keeping in mind the function and company goals and work hard towards achieving those goals with everything you do. This alone is a great for how to stand out at work.
Another important differentiating behaviour that makes you much more effective at work is building strong relationships ACROSS the business. For managers this helps you increase team performance as you get more support for your team, resources when you need them and suffer less blockages.
For all 6 differentiating behaviours for mangers to be noticed by everyone, including practical tips to do each every day, watch the video.
If you have any questions on â6 Differentiating Behaviours For Managers To Be NOTICED By EVERYONEâ please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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Become a great negotiator at work and get what you want and need to be successful. How well you negotiate defines what you work on; what goals, objectives and targets you have to hit; and the resources available to you and your team to deliver what has been asked of you.
Personal and career success is resting on your negotiation skills.
I share 6 tried and tested approaches to improve your negotiation skills and to make getting what you want at work so straight forward it almost feels like cheating.
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** Coaching Options https://enhance.coach/leadership-coaching-directors-managers-culp002/
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To be a brilliant negotiator at work, start with being very clear about what you want. What are the goals or outcomes that you want from the negotiation. Be specific, quantifiable and clear, NOT vague, general or unclear. This is core to be able to get what you want at work.
The next negotiation technique is to understand the negotiating field. That is both the boundaries that you have to operate within (imposed by your company) AND what the other party wants. There is a ton you can do to work out the other sides goals. This informs your negotiation strategy and negotiation tactics.
Negotiating at work should involve asking a lot of questions and listening. You want the other party talking about what they want. The more you know about what they want, the better your negotiating approach will become. This is another one of those key negotiation strategies.
How to negotiate must also include trading options rather than just saying yes or conceding. You have a ton of variables to work with, and I explain how to use them to get what you want at work.
If you have any questions about âBecome A Great Negotiator â Be Amazing At Getting What You Want At Workâ, please email at [email protected] and I will get back to you.
Jess Coles
enhance.training
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How to create a hard working team to deliver more is about creating motivating ENVIRONMENTS rather than increasing pressure. More team hours worked often does not move the âvalue producedâ dial much UNLESS you combine it with another important action.
I share 4 approaches that motivate your team to work hard because they WANT to work hard
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The goals and expectations you set for a team determine how hard they will work. It is like telling a runner they have a race the next day or telling a runner they have a 10km race the next day and they need to finish it within 45mins. Goals drive planning, which in turn drives work levels. Goals are part of the picture to persuade your team to work hard. There is a art to setting goals. Setting any arbitrary goal wonât motivate and might even be de-motivating.
You want your team to WANT to work harder. Trying to force them or pressurise them to work hard rarely works on its own. If fact you often get less work i.e. it is counterproductive. A hard working team that creates a lot of value chooses to work hard.
A team will only work as hard as its manager. If you donât work hard, there is zero chance of your team working hard. What you WORK ON is just as important. Show you are working for the team rather than for you.
The leader of a team has a HUGE influence on the success of a team. The leader creates the environment, the rules and the expectations. It is like a micro-climate within a larger climate (or company culture). There is a ton of thing you can do to push your team to work harder while motivating them, keeping them very happy, and significantly increasing the value produced by the team.
Finally, nothing stops a person working harder than when they feel unfairly treated. Balance is really important. In fact, the best managers offer slightly more to the team than they ask from the team.
If you have any questions on âHow to Create a Hard Working Team WITHOUT Demotivating Or Upsettingâ, leave email me at [email protected] and I will get back to you.
Jess Coles
Enhance.training
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âWork hard and you will get promotedâ is a big lie. I am covering why hard work doesnât get you to the top and what to do to get promoted.
In my career, I was promoted 13 times in as many years, from trainee all the way to board director level of a large company. I share how to be promoted as a high performer.
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Firstly, there are three huge reasons why hard workers don't get promoted. Being brilliant at your current job doesnât mean you will be brilliant at the next level. If you donât demonstrate your ability (or potential) at the next level, it is so much easier for your boss to keep you where you are. This is why high performers don't get promoted just because they are good at their current job.
Why top performers don't get promoted can also be about the strength of their relationship with their boss. You need your bossâs support. If you donât have it, that is a classic reason why you are not promoted. This can also be why top performers don't get promoted.
Even more important: 5 actions / tactics you should put into practice today for how to get promoted at work. These are very effective (I was promoted 13 times) and should be used at EVERY LEVEL from trainee to board director.
Hard work doesnât equal success. It is NOT the hours that you put in that count. What you do with those hours DOES count a lot. The more value (/profit) you can create for business, aligned to business goals and needs, the quicker you will get promoted. It is that simple.
I know personally, how valuable moving teams and business closer to their goals are in the eyes of bosses thinking about who should be promoted next. Communication of the value that you create is a very close second to actually creating that value. If bosses donât know about it, they canât appreciate it. Proactively and regularly communicate to bosses to put yourself in contention for promotion.
IF you have any questions on âWhy Hard Work Doesn't Get You To The Top â What To Do To Get Promotedâ, please email me at [email protected] and I will get back to you
Jess Coles
enhance.training
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Facilitating high-output meetings is one of the most important tools a manager has to increase team motivation, culture and performance.
Learn exactly how to facilitate meetings that really drive team performance while saving you a ton of precious time. You can use these group facilitation skills to get the best from any group: facilitate workshops, facilitate groups, facilitate teams at work.
How to be a good facilitator in a meeting starts with being really clear about the purpose of the meeting. Defining and communicating the meeting purpose can easily reduce the meeting time by 20-40% and still get the results you need. When facilitating groups at work this will save you a ton of time over every month and year.
The next part of how to facilitate group discussions is to create clear structure for the discussion. Without structure the discussion and meeting will drift, go off on tangents and waste time and energy. I share 5 important sections to include when facilitating group discussions.
When you facilitate group problem solving, or facilitate group discussions, how you start the meeting will determine if attendees believe the meeting will be useful or just another waste of time. I explain exactly how to start meetings to instantly get attendees focused, energised and moving in the direction you need. Very important for effective meeting facilitation.
To become a great facilitator or be a great facilitator, I share six vital techniques to control the meeting and to keep the group focused and moving towards achieving the meetings goals. These meeting facilitation tips will help any manager or leader get more from each meeting.
If you have any questions on âThe TimeâStrapped Managerâs Guide to FACILITATING HighâOutput Meetingsâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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I am sharing the best first time manager tactics I know. I wish I had been more aware of and more focused on these tactics from the start of my management career. I would have progressed faster, with a lot less effort and stress.
Included are over 30 practical actions that you can put into practice today in this new manager success guide.
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In this first time manager success guide, we discuss how your new role is more about enabling others to be successful than focusing on doing the work yourself. This is one the best new manager leadership tactics you can employ.
You will still have a lot of work to do directly yourself â you probably still have most of your old job. To enable you to manage, delegate as much as you can and help others do as good a job as you did. This is some of the best new manager advice to give.
Another of the essential new manager actions is to focus on building trust. This is even more important to consciously do for first time managers. When others trust, they are much happier to follow your lead.
Another of my best new manager tips is to focus on creating clear goals and expectations for the team. This takes courage, confidence and working with your boss. The clearer the goals and expectations you can communicate, the safer, more engaged and better performing your team will be.
Communication is another key area. Far too managers donât communicate enough. New managers should aim to communicate twice as much as they think they need to. How you communicate is also vital. I share a ton of my best new manager tips on communication.
Another of my best first time manager advice is to focus on feedback for your team. Employees love and desperately want feedback. Feedback provides safety, development, and another communication tool to your team. Aim to provide feedback at least every day to team members.
Finally, I have 7 areas you should find out about for each of your team members. Get to know your team well. The better you know your team, the more likely you will be able to get team performance increasing. I explain why.
If you have any questions on âBest First Time Managers Tactics - New Manager Success Guideâ please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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Keeping your team engaged through change is not easy. The longer the change takes to implement, the harder it is to implement or the less clear the benefits of changing, the harder it is navigate your team through change successfully.
I share 5 ways to keep your team engaged through change & performing well.
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Leading a team through change starts with explaining why change is being made. The why reduces resistance, increases acceptance and motivates. Changing takes effort. Explaining the why is essential when taking teams through change. I share a lot of tips on how to do explain the why at the start of the change process.
To keep teams engaged through change it is really important to find out and understand their fears. Every person in your team will have something to gain and something to lose personally. Find out what these are. This is a really important part of the change management process. I share tips on how best to find their fears.
To successfully create change in the workplace, tackle the teams fears openly and honestly. This part of navigating change at work is daunting. In most cases, this part of managing a team through change is easier than many managers fear. Do a lot listening and you will be halfway to succeeding when making a change at work.
To keep a team focused through change break down every big change into a number of smaller changes. This is psychologically much easier to deal with.
Finally, when managing teams through change, keeping them accountable for the change needed is pretty important. I share how to do this effectively.
If you have any questions on â5 Ways to Keep Your Team Engaged Through Change & Performing Wellâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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To be more visible at work, I am sharing 10 practical senior leadership visibility tips. To stand out at work, to get noticed at work, you need more than hard work.
Use these tips to increase your visibility at work by creating a clear and effective plan and put this INTO ACTION.
This is how to stand out at work, regardless of your current position â trainee all the way through to senior management.
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Before we talk about how to be more visible at work, it is important to know and believe that in general better visibility in the workplace means more influence, more impact and faster promotion.
Creating visibility at work, to be more visible with senior leaders, is about developing specific communication skills. Anyone can become more visible at work. You donât need to be super confident or have a special set of skills to start improving your visibility. You just need to know what to do and then take action.
To increase your visibility with senior leadership, focus on the work, activities and projects they actually care about. This may seem obvious yet so few managers really put this into practice in reality. Find out exactly what you bosses care about. I share tactics and tips on how to achieve this.
Next in how to build visibility at work, aim to solve your leadersâ problems. This is a brilliant way to be noticed at work for all the right reasons. I share how you should go about finding and solving your bossâs problems.
To become more visible at work, consciously and deliberately educate your bosses and leaders on the work you do and the results you achieve. Be proactive. Plan out how you are going to educate and take action. I share the methods and tactics I have used over two decades and 13 promotions to achieve this. This is great for career advancement.
I also share 10 practical actions that you should be using every week to increase your visibility with senior leadership. Each of these has worked brilliantly for me.
If you have any questions on âBe More Visible At Work â Practical Senior Leadership Visibility Tipsâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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How to be confident in work meetings is what we are covering. Use these 5 actions so you become very happy to contribute in work meetings and stand out in work meetings.
You will have a clear path to gain the confidence for speaking up in work meetings, with really practical actions you can start using immediately.
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How to contribute in meetings start with being clear on the value you can bring. There will be a least one or two areas (probably a lot more) that you will know a lot more than anyone else. When you are clear on the value you will be much clearer on how to be more confident in business meetings. I share 7 questions to ask yourself to find your high value areas to add to work meetings.
Next, I take you through the preparation to be confident in business meetings. Most people donât or canât do much or any preparation before the meeting. A little preparation goes a long way as a result. I share 5 more questions you can ask yourself â another of the ways to be more confident in meetings at work.
After doing your preparation, to be confident in meetings, and to impress in work meetings, how you deliver your information is important. A few minutes practice before the meeting will massively boost your confidence in work meetings and develop your speaking skills.
Finally, I take you through 8 important techniques to speak well and demonstrate your confident in work meetings. Do each of these actions and you will present very well even when you are nervous or slightly intimidated by important people in the room.
IF you have any questions on âBe Confident In Work Meetings â How To Speak Up, Stand Out & Impressâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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Shout about your team wins at work. Praise your team to your boss. Too many managers stay silent and hope their bosses notice their good performance
If you donât communicate your team wins at work, you are going to get lost amongst the sea of hard working people.
Shout about your team achievements and your team progress.
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Some managers shout too often and too loudly about themselves. This creates more problems and creates visibility for the wrong reasons. Instead shout about your team at work. Everyone appreciates managers shouting about team members.
Very importantly â a managerâs performance is their teamâs performance. Shouting about team wins to your boss and others is indirectly shouting about yourself. A much better route to self-promotion.
Create a plan about how to shout about team progress at work and action it. Bosses and stakeholders expect you to shout about your team wins. This is part of good communication in a business. Create opportunities to shout about how your team has done.
I would suggest you communicate wins to boss and team a few times a week. How you do this is important.
I share 5 really important actions to take to carefully and clearly shout about your team wins without coming across as promoting yourself. It is really important bosses and stakeholder LINK actions taken by your team to the success and results they deliver. How you communicate and shout about your team creates those links.
If you have any questions or comments on âShout About Your Team Wins At Work â Praise Your Team To Your Bossâ, please email me at [email protected] and I will get back to you
Jess Coles
enhance.training
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Passive team management is damaging to team performance. In my experience, over 50% of managers are TOO passive, and as a result their teams struggle to reach targets.
I share 5 actions every manager should do well to improve team performance and be show active team management.
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Many passive team managers feel like that are adopting a hands off approach to empower the team yet their passive behaviour leaves the team confused, unsupported and disengaged.
I have worked alongside plenty of board directors that display passive leadership and a very passive management style whose teams struggled to improve in any meaningful way. My point â passive team management happens throughout the management ranks. There are too many passive managers, in part because they have not been taught what good active management looks like.
I share 10 signs that you might have too much of a passive management style. By reducing these behaviours you join the group of more active team managers.
There are a lot of dangers of passive team management, such as lower co-ordination and teamwork. These dangers stop your team performing nearly as well as they might. Active managers avoid these dangers by having a much more involved team management approach.
Finally, I take you through 5 actions you should do more of right now for better active management. These actions are a great starting point and ANY manager can do them. The better you do these actions, the more likely your team will beat targets.
If you have any questions on âPassive Team Management â Why Your Team Is Struggling to Reach Targetsâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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I share 3 methods to improve strategic thinking skills for managers. Demonstrating strategic thinking skills, as a manager, opens doors and elevates you in your bossâs eyes. You can help them solve some of their biggest problems.
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The first of the methods to build strategic thinking skills starts with the patterns around you. The more you work to understand the context of the team, function and business that you are in â big picture thinking if you will â the more equipped you will be for how to improve strategic thinking skills. Think about your company strategy and how it fits into this landscape. Does your company strategy enable the company to win? Does it provide clear advantage? How do you and your team help support and implement the company strategy?
The second of the methods to build strategic thinking is all about your mindset. The more curious and open you are to others ideas, views and outlooks the more equipped you will be to deal with the uncertainty and ambiguity of strategic thinking. How to improve strategic thinking is in part how to improve your openness and willingness to see the world through different eyes.
Lastly, in how to think strategically, and to actually influence and impact company strategy, structured thinking and problem solving is pretty vital. You have to bring a lot of people with you. Creating clear structure to your thinking and to the build up of your strategy ideas and direction will massively help you get agreement and alignment behind your ideas.
If you have any questions on â3 Methods To Improve Strategic Thinking Skills For Managersâ, please email me at [email protected] and I will get back to you
Jess Coles
enhance.training
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I am sharing 5 proven practical ways to build collaboration in your team. The higher the collaboration in your team, the higher the team performance. There is a lot you can do to build team collaboration.
I take you through the actions for cultivating collaboration in teams.
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If you donât have trust, you donât have a team. To create team collaboration you first have to build trust. I share 8 proven ways to build trust in teams to get high levels of team collaboration. The leader of the team has a huge influence on the levels of trust in a team.
Next, to improve team collaboration and get great team collaboration you need a lot of communication. Without communication there is not collaboration. Show the team how to communicate. Demonstrate what you expect of them and keep encouraging high levels of communication.
The next of the actions to improve collaboration in teams is to help or persuade the team to work together. Create lots of opportunities for team members to work with each other. Ge them talking, problem solving, planning etc.
The next of the actions to build collaboration in teams is to build a helping team culture. There is a process to achieve these which needs a bit of work and discipline. Creating a helping team culture is one of the best ways to build collaboration in your team.
The final of the actions to encourage collaboration in teams is to remove conflicts in teams quickly. Conflict stops collaboration in the team. Step in to resolve conflicts quickly.
If you have any questions on â5 Ways To Build Collaboration In Your Team To Step Change Performanceâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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Top managers create clear direction in their teams to be able to consistently beat team targets. How top managers create clear direction is exactly what I am sharing today.
As I am sure you have worked out, creating clear direction in teams in not straight forward or easy. It takes work to set clear team direction. What you get back in improved performance is worth every single minute spent.
Learn the top six ways for how top managers create clear team direction
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How top managers create clear team direction starts with choosing one way (or less than 5) to measure or define direction. Most companies have a lot of data. There are so many different ways of measuring progress, it can be tempting to follow lots. Donât. To create clear team direction choose one.
Next for how the best managers create clear direction, managers translate company strategy into simple language. People donât follow what they donât understand. Jargon or corporate speak is not useful. Make sure each individual in your team has targets and goals they can relate to aligned to company and team direction. Essential for setting team direction.
In communicating clear team direction, you canât say your message once and expect it to be enough. People lead busy lives and there are a ton of distractions every single day. Keep repeating your message to set clear direction and for instilling team direction
Next in giving direction to teams work to foster engagement and buy-in from the team. I share really practical tips on how to achieve this fairly quickly.
Always keep your direction and any KPIs you use visible. Keep reminding the team every day and week about progress and the goals.
If you have any questions on ÂŁHow Top Managers Create Clear Direction To Consistently Beat Targetsâ please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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I am sharing 7 great ways to handle employee push back on ideas, solutions and requests.
It can feel like a massive drag, difficult and even undermining when you get challenge from employees. Team member push back sucks up your energy and time. Turn what could be a hassle into incredibly valuable feedback that can easily double the value you create as a manager.
I share the best ways to deal with team member push back â constructive AND undermining
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How to deal with team member push back starts with thinking about all the different reasons employees push back. Sometimes they do it for negative reasons. MOST of the time it is because they donât understand, they have different idea or solution, or they have spotted something wrong.
There are loads of ways to handle team member push back really constructively, so you and they get something from the exchange.
You should never let a team member damage manager authority through publicly undermining you or trying to make you look silly. Towards the end I share 4 vital ways to stop employees undermining manager authority.
I think as a manager you WANT challenge from employees and constructive push back. I know helps you do a much better job as a manager. To ensure you get the right kind of push back, I share what you should do to encourage it WHILE in parallel stop employees undermining your authority. The more negative push back you prevent, the less you have to deal with.
I share 7 straight forward steps to handle constructive challenge confidently. These are practical actionable steps that I have been using for decades.
How to manage staff who undermine your authority through push back? That starts with asking them questions about why they are challenging or pushing back. I share 3 other really effective steps that will make any team member think twice before they attempt undermining manager authority.
If you have any questions 7 great ways to handle employee push back on ideas, solutions and requests, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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Every time you speak at work, people judge you. By getting into these habits for clearer communication and improving the confidence you display EVERY TIME you talk, you change and improve their perceptions of you
I share 5 habits for clearer speaking, teaching you how to express your thoughts clearly.
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The first great habit for clearer communication is to say less. A lot of people say too much. They write or speak what is their head without organising it first. For clearer communication just think about the core message you want to send and focus on that. I share a set of steps to go through to condense down for how to express yourself clearly at work.
The next of the habits to speak coherently is about structuring what you say or write. I share several very simple structures that will help you do just this. Structure helps the other person take in and understand your message without their brain having to run a mental marathon. This is one of most important actions to speak clearly.
The next of the actions to speak coherently is to be explicit. This is obvious yet so much of our speak is not direct or explicit. We hedge. We add in emotional or provocative language. We ask permission. We show deference. Etc etc. We speak unclearly because we are worried about upsetting. Being explicit is a core part of communication skills and one of the great communication tips to focus on and PRACTICE.
Next to communicate clearly create emotional predictability for your audience. This is about reducing distractions, so your audience only has to concentrate on your message.
Put all these communication skills into practice and you will speak with confidence and speak clearly all the time.
If you have any questions on â5 Habits For Clearer Communication. Actions To Speak Like Top Leadersâ please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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Learn exactly how to sound assertive at work. When you speak confidently and assertively, you are more likely to communicate clearly, constructively and get your message heard, taken in and understood.
To help you sound assertive quickly, I am sharing 11 tips to speak confidently at work.
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How assertively you speak at work has a direct impact on everyoneâs perception of you. The more confident and assertively you speak and communicate, the more willing others will be to do as you ask and follow where you lead.
Being confident and assertive, when backed up by being good at your job, is going to help you progress your career faster than those who are not as confident.
Communication in any job matters more than most people think!
How to be assertive and speak powerfully starts with being very aware of your intend behind the communication. I cover 4 different communication styles. For how to be assertive and confident you want to stick to the assertive style and not use the others. Your mindset drives the styles used.
The first of the tips for confident communication is all about what you do with your message before you speak it. Some mental preplanning is needed. The next of my tips to speak confidently, is to keep the emotional language to a minimum. The next of my tips to instantly sound more confident is use a lot of âIâ language. The last of my tips to talk confidently is to remove most (/all) of the deference in your language.
How to be assertive when communicating is also about how you deliver your message. I share 7 tips to talk confidently at work. All of these will help you with how to communicate assertively.
IF you have any questions on âHow to sound assertive quickly â 11 tips to speak confidently at workâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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How to establish authority as a manager quickly and effectively without annoying, alienating or upsetting. The more manager authority you have, the quicker you get work done, the quicker others do what you ask, the less push-back you get and more able you are to influence and impact team performance.
I share 5 super important approaches to how to earn authority as a manager quickly, regardless of your job title or confidence levels.
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Why increase authority as a manager? In short â it enables you to do a much better job, be more influential, have a great impact and get a ton of personal rewards ⊠when used in the right way.
How to build authority as a manager, without relying on your job title or position, starts with building trusting relationships. With good relationships, you will be a lot more persuasive to those people, get a lot more help, get a lot more done, ⊠in short be much more likely to have a performing team. This is massively important to gaining authority as a manager.
To increase your authority as a manager make the time to understand the team and the situation in depth. When you really understand the problems being faced, you can create good solutions. Jump into action too fast and you risk making poor decisions or making things worse. Exactly what you donât want when getting authority as a manager.
Publicly removing problems that impact the team is a brilliant way to increase manager authority. You demonstrate 4 key areas of expertise and show you can help the team. This is great for building authority as a manager.
I explain why consistency of direction and expectations is so important for gaining manager authority. A lot of managers make easily avoided serious mistakes that damage your attempts at getting manager authority. Learn how to avoid these mistakes.
Finally, for how to establish authority as a manager a lot quicker, borrow credibility from your boss, peers and leadership team members. I explain how this dynamic works and give you 5 practical tips you can implement right away to gain authority through your boss and other managers.
If you have any questions on âHow to Establish Authority As A Manager Quicklyâ, please email me at [email protected] and I will get back to you.
Jess Coles
enhance.training
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