Coaching to Success

Our business is your success

Leadership

You can have your heart set on Dull or Boring but it might not quite seem to be what it sounds like?

How true is it, that we make assumptions by what may be written alone? Professor Albert Mehrabian’s communications model illustrates how we generally communicate … and word’s, such as you are reading now, are only one very small part.

His studies cited the following:

7% of message relating to feelings and attitudes is in the spoken word.

38% of message relating to feelings and attitudes is the way in which the words are said, tonality).

55% of message relating to feelings and attitudes is in expression, body language.

So how does this relate to the earlier paragraph? Newspapers, during early August, wrote articles on how a town called Dull in Perthshire had been twinned with another in Oregon, USA called Boring. So, with just a little further explanation, a different perspective can be seen.

Much as with business, often we lack the true ability to ‘Communicate’ well. All too often we receive blunt texts that can be read in so many different ways.

Try this line for example “I didn’t say you stole my money” , now repeat it 6 times but each time put the stress on each of the words in turn, ie ‘I’ the first time you say it, ‘didn’t’ on the second, and so forth. Now do you get the idea about how tonality plays such an important part? People put the emphasis on whichever word they chose when reading it without experiencing the other elements of communication.

Often, if our only form of communicating important messages, is via email, text or other written methods, the message can be lost. Worse still, if there is an element within that could be taken personally, no matter what mood you were in when you wrote it, the recipient WILL read it in whatever mood they are currently in when it is received.

When making changes within your organisation it is imperative that you try to communicate the message at all levels to insure that there is no ambiguity as to what is meant. If you have a large team, create spokespersons, to pass the message on themselves through personal contact to promote the tonality and body language as well as the words.

Follow up with the written word rather than put the word out first as people will read into it whatever they see to be the case and it’s difficult to correct thereafter.

Not all communication needs to follow these guidelines but when announcing major changes, it is imperative that the same message gets communicated frequently and in as many different ways to insure the intention and information is clear.

Coaching to Success have seen many cases where structured, planned and delivery of important information has been handled poorly even though the best intention was meant and caused grievances that remained for long periods of time.

Should you or your organisation be looking to make changes where clear communication is important, then start by speaking to Coaching to Success by giving Neila shout on 07761 187238 or email info@coachingtosuccess.co.uk to arrange an informal ‘discussion’ around how we can help.

 

Is your business ‘mentality’ much like the 17% of UK homes that DON’T use the internet?

We were reading an ‘Office of National Statistics’ article that stated that 4 million homes in the UK are still not connected to the internet.

Imagine that, in today’s society, people still don’t use the internet when just over half of the adult population accessed web browsing over their mobile phones! Internet access plays such an important part in all our lives both for social and business needs.

To add to this, there are interesting questions being posted on legal LinkedIn groups inquiring the validity of electronic signatures.

So all of this got us thinking. How many businesses out there are still using old fashioned accounting systems, the equivalent of using the abacus when calculators became the latest gadget. Do people still use facsimiles to send documents? Are we locked to the desk with stand-alone PCs rather than laptops or tablets?

Times have rapidly moved on and maybe now is the time to look at how your organisation works. If you’re stuck doing the same thing in the same way but don’t like where it’s taking you, you can be assured, unless you change, your final destination remains set.

Much as technology continues to rapidly move on, so must you engage new ideas (and the hardware if you still use the abacus!) here’s some food for thought to boost that workplace productivity level and change your destiny!

  1. Focus on the ‘Team’ – We once worked with a distribution firm who wanted the sales force to work together to win contracts only then to promote that the highest ‘individual’ achiever of the year would win a family break in Euro Disney!! How contradictive is that? Getting your team to work ‘together’ toward a common goal certainly boosts productivity as well as relationships thus removing the chance of conflict.
  2. Avoid Micromanaging – Yes, you could do it better! (think of it as differently!) but micromanagement leads to stress, despondency, lack of trust, contempt or even fear. Management adds the structure, good leadership lets people thrive. Learn to let go and treat people like adults. Accuracy and retention of good workers will then be gained.
  3. Scramble Monotonous Tasks – make sure you don’t allow those tasks to continually land on the same people’s desks. Share tasks around. This aids communication, keeping fresh ways of achieving them flowing and the tasks, as they’re not always done day in, day out in become less tedious!
  4. Laughter – One of the biggest forms of learning and high productivity is gained from simply having a laugh. If adopted already, loosen the “it’s not the way we do things around here” attitude as when people enjoy what they do, knowing that they can laugh without reprimand, productivity soars.

Still unsure? Well if you are still on that same road, what have you to lose? Be brave, step away from your comfort zone and see what difference will be had from making a difference and believe in what you’re doing.

Should you be looking to change the way you currently do things, Coaching to Success specialise in change management and the affects it has on people, call Neil on 07761 187238 or email info@coachingtosuccess.co.uk to arrange a free, no obligation consultation

Managers, or even Middle-Managers! … Do we ‘Really’ need them?

Having recently read an interesting article (http://www.bbc.co.uk/news/magazine-23462290) by Lucy Kellaway (Author and Financial Times columnist) she addresses how ‘Management’ only really came into existence in the 20th Century.

Now I’m a great believer that management is critical for any organisation to work effectively and efficiently but I have also noted that since the 1980s, the title of manager springs up for all tasks. It then simply becomes a title rather than a position!

As Lucy wrote, “A conductor is a train manager. An administrator is an office manager. A technician is an IT manager” and so the list continues. How many people do you know hold the title of ‘Manager’ but don’t actually manage people under direct government? In turn, it belittles the role of those who are managers while opening floodgates for distrust and even dislike to others in the workplace.

So here are 10 tips to become a ‘Great’ manager with both title and responsibility…

  1. Adaptable style – Communicate according to the style of the people you are addressing without forcing your own preferred management style on them. Understand before being understood!
  2. Unnecessary obstacle removal – Cut back on un-necessary admin or paperwork. For example, do you need a written report for everything?
  3. Pareto principle – Focus mainly on the 20% of your time on what generates 80% results.
  4. Step by step – Rome wasn’t built in a day so neither will your empire! Set small milestone goals for the individuals/teams and celebrate each success.
  5. Delegate – One of the most empowering tools around. Let go of processes that others are capable of doing. Concentrate on what is relevant to your level.
  6. Share facts – And dispel rumours. Frequently inform others any communication that is relevant no matter how trivial you think it is.
  7. Feedback – People expect to know how they are doing, both good and bad. Make sure everyone receives feedback to avoid any misguided thoughts that they or others create for them.
  8. Lead by example – All too often I hear of managers complaining about staff being on Facebook and then just check it themselves! This goes for workload too, don’t ask them to work until 8pm while you leave at 5pm.
  9. Gratitude – A little sign of appreciation goes a very long way. Physically write a ‘Thank you’ note or at least email them while cc the boss or other members in too.
  10. FUN!!! – Introduce an element of fun into the proceedings. A happy person is a lot more productive than an unhappy jobsworth! Think of some innovative ideas, or, better still, get your team to think of some fun activities (some to be carried out in work time) to creative some positive energy

This is just an overview so whether you want to become a better manager yourself

or are looking to improve the management skills of those within your team, Coaching to Success knows how to improve the skillset of existing or recently appointed managers. Simply contact Neil Nutburn on 07761 187238 or send an email to info@coachingtosuccess.co.uk to arrange a free, no obligation consultation to prove that management within your organisation is a necessity and not just a title.  

Bring the sunshine into the office!

Isn’t it amazing how wonderful we feel once that star at the centre of the Solar System breaks through and the clouds part to let it shine? People reach out to each other and smile.

Much like the sun, a bright positive environment within the workplace brings about not just smiles but also opens the creative right side of our brain. It allows you and your teams to think laterally and creatively, exploring new.

So how do we bring sunshine into the workplace? Often, as Leaders we expect others to do as we have been led by example. It’s difficult to break the mould but if you’re organisation is heading down the same path, then change is a must and ‘old’ ways need to be re-visited.

Quite simply, to get the most out of those around you, become a better boss or role model for peers to follow. Consider the following:

    1. Set an enjoyable environment – Do things differently from the norm. Have a ‘Fun’ day or a dress down day once a month. Issue equipment relevant to the tasks being performed, ie are you still using Word 97-2003? Daily, place a joke or cartoon where everyone can see it. Above all else, ask those around you what they consider would help towards an improved environment, where feasible, act on it.
    2. Praise in Public, Reprimand in Private! – Too many times I’ve seen the opposite. A Shop manager disciplining a member of staff not only in front of their peers but customers too! People remember ‘praise’ and seek to receive the same reward. Reprimanding in public will only alienate potentially brilliant ideas as individual’s fear of humiliation being thrown in their direction.
    3. Communication

 

– Walk & Talk is by far the best way. Every day, as a leader, walk around your team and spend just a couple of minutes actively listening to them without distraction of emails or phones. Squash the likelihood of office gossip or rumours by insuring the team know what’s happening. Hold regular weekly or monthly meetings. Invite people from all levels involved. Allow everyone to address areas of success, concern or puzzlement. Keep it truly open without hidden agendas and take criticism as an area to improve, not to launch a counter-attack.

  1. Become a better leader – Read articles, go to seminars, get a coach, take up evening studies or open university courses (that worked for me some 14yrs ago! Break the ‘habit’ mould). Lead through enjoyment rather than despondency. Think about any occasion where you’ve walked into another working environment and I bet the atmosphere is a result of the leader and not the business!

This is just the start, imbed these ideas into your workplace and after a few months, we guarantee you’ll see a noticeable and positive difference.

Coaching to Success encourages change allowing teams to bond and thus increase growth/productivity. If you’re looking to get the best out of your team(s), start by contacting Neil Nutburn on 07761 187238 or email info@coachingtosuccess.co.uk to arrange a free, no obligation consultation. The first step to a positive outcome is in your hands, act on it or simply continue the way things are.

Four steps to effective decision making…

The CBI and British Chambers of Commerce (BCC) want tens of 1000’s of new homes to be built, creating new jobs and providing affordable homes! Ok, but then there’s the issue of WHERE! Nobody wants loads of new homes built on their own doorstep! But we can all see the benefit of how this will help commerce and firms in general.

So, much like in your own business, it’s down to making difficult decisions. How do you make these important decisions?? Read on to gain Four steps to effective decision making:

Constructive environment.

  • What are you hoping to achieve from this? – Define it clearly
  • How is the decision going to be made? Yourself? A team? What’s the best way of deciding? Ascertain this.
  • Who needs to be involved? Contact all relevant stakeholders and allow them to have input
  • Why are you doing this? Encourage people to step up with their opinions for the better of the whole. (It’s not a competition just to see who can have their idea adopted)

Positive alternatives.

  • Many heads working together create ideas that you simply may have not considered. Use those around you to Brainstorm to generate fresh ideas. (Henry Ford realised the strength of his engineers and used them, as they were hands on, to come up with solutions)
  • Grab a different perspective! Get your team members to swap hats. Sales to look at it from the accountant’s point of view. Logistics from the customer. Solicitor’s language for the client etc.
  • Consider the ‘KJ method’ (Kawakita Jiro). The what? Allow everyone to make random suggestions then group each idea under a title banner (eg. Not enough time to have a break, don’t feel appreciated, get teams together to meet more frequently under ‘Staff Morale’ etc). Then ascertain which topic needs addressing first due to comments made.

Choose the best alternative. 

  • Consider the Grid Analysis tool. Taking Options and Factors and creating a matrix that weighs them together to obtain a strong result where many areas are needed to be considered.
  • Another is ‘Nominal Group Technique’ for decisions across a number of people. Often with outcomes such as spending finance. All ideas are listed. each person puts these in their preferred order, ie favourite is #1, least is #7 (if there are 7 headings etc). When all are received and tallied, the overall decision will be for the item with the ‘lowest’ score.

Communicate your decision, and take action.

  • Critical to any success. Talk about why that particular decision was made (this is no longer open for debate). Openly discuss the potential benefits as well as risks involved, make it balanced. From this point, check out articles on ‘Change Management’ on our web to cover this subject.

These are but an informal way of introducing ways to help decision making. Coaching to Success utilise these and many other tools to help you with the process of this and invites you to contact us to open conversations on how we can assist in this or other areas that you, your company or firm are wishing to excel at.

Please contact Nutburn on 07761 187238 or send an email to info@coachingtosuccess.co.uk to arrange a free, no obligation consultation.

Our business is about your success and your future successes are in your hands so give us a call so we can help you turn the ideas into reality.