Enhance.training

How To Make Change Happen Quickly At Work & Much More Successfully

How to make change happen quickly at work and for that change to be successful, is nearly always about how well you manage the people involved. You can do all the organisational things well and still FAIL BADLY at creating quick and successful change if you get the people part wrong. I am sharing actions and approaches that will help you manage the people side of change brilliantly when you do them well. --- --- People expect change. Change in itself is not the problem. Sudden or unexpected change creates problems. Giving people time and space to adapt to proposed changes will make that change easier and more successful To speed up change at work, help individuals and teams through their emotional reactions to change. Fear of being personally worse off is nearly always at the heart of resistance to change. I explain tried and test practical approaches to turn fear into acceptance and support (and it has nothing to do with PowerPoint presentations!) How to make change happen at work must include getting your bosses onside. Without their permission and support, change will simply not happen (outside of your team). How to get permission to create change at work is learning how to position change and create compelling business cases for change. Think about the people benefits as well as the business ones. Another set of ways to make change happen quickly at work is to target a specific people in the group that is affected by change. This same human group dynamic should be used when approaching bosses. Learn what this is and use it. Remember, lasting change is about persuading people, and they will only listen to you AFTER you have listened to them. If you have any questions on “How To Make Change Happen Quickly At Work & Much More Successfully”, please leave email me at support@enhance.training and I will get back to you Jess Coles enhance.training

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8 Critical People Skills for Management Success & How To Improve Them

I share 8 people skills for management success that I think are vital to concentrate on. There are a lot of skills you need but some make a bigger difference to your success than others. Get good at these people skills for managers and you will do a better job, have more influence, create more impact and more your career forward faster. --- --- The first of the people skills needed for success as a manager is to keep your ego in check. Thinking you are better than team members, or you are always right, or you have better solutions than team members … is a sure way to alienate your team and lose trust and respect. Keep your ego in check is one of those vital people skills for leadership success. The next of those vital people skills needed for leadership success is to stay curious and keep learning. Starting as a manager is effectively starting a new career. You have to learn quickly to become good at what you do and get promoted again. The next of the people skills needed for manager success is demonstrating empathy. Empathy is putting yourself in others shoes and communicating your understanding of their position or situation. One of the really good people skills to have. It will also make you better at some many other management skills. I share great tips to be more empathetic. The next of the people skills needed for success as a leader is showing good emotional self-management. The higher you climb the more important this people skills for leaders becomes. If you can’t manage yourself, how are you really in a position to manage others? The next of the people skills you need for leadership success is listening skills. Listening is half of communication. If you only practice speaking, you won’t be as good at communicating. Practice listening every single day to become better as a manager. Another of the people skills needed for manager success is learning to communicate honestly, diplomatically and concisely. It is the combination of these elements that makes your communication effective as a leader or manager. I share practice tips for how to achieve this combination. Being good at all of these skills are vital to improve team performance. If you have any questions on “8 Critical People Skills for Management Success & How To Improve Them” please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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3 Ways To Build Work Relationships To Be Very Effective & Influential

I am explaining the best ways to build work relationships to increase your influence and effectiveness – in professional and management roles. Relationships are hugely important in doing a great job at any level and far too few people focus enough time and effort on their relationships within the workplace. The ones that do usually get ahead a lot faster. --- --- Productive professional relationships increase your effectiveness at work. Very few roles work in isolation. Colleagues provide input work, information and more to enable you to do your own work. Just imagine the difference between dealing with a person that doesn’t know you or worse doesn’t like you, compared to a person who likes you and owes you a few favours. Strong work relationship create a performance differential. Good professional relationships reduce your barriers and speed up how quickly you and your team can complete work How to build work relationships starts with helping others. I share over 15 practical actions that you should take to improve and strengthen the relationships you have with colleagues. Finally, I discuss two of the biggest relationship mistakes that people make in the office. Don’t fall into the trap of making either of these. If you have any questions on “3 Ways To Build Work Relationships To Be Very Effective & Influential”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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The Secrets Of Saying No At Work To Gain Time & Be A Higher Performer

I share ways to say no without offending – a clear formula plus 5 examples of how to say no at work. Saying no well is ESSENTIAL to be happy at work, to delivering what you promised and to progress your career faster. Learn exactly how to say no to gain time and space to do a great job. --- --- Saying no at work can feel risky, can annoy bosses, can damage relationships and can do bad things to your career prospects … IF you do it BADLY. Many people think that saying no creates the impression or reputation of being a bad team player, of being difficult and disruptive. Saying no in the right way and at the right times is an ESSENTIAL part of doing a GOOD job and being able to deliver great results. So learn to say no at work, learn how to say no to my boss and learn how to say no professionally at work. This a vital workplace skill no matter what your level. As you get more senior, you are expected to get better and better at saying no without offending. Put into practice the tips and action we suggest. Use the examples we share to develop your own way of saying no at work so you enjoy work more, deliver what you promise and progress your career faster. If you have any questions on “The Secrets Of Saying No At Work To Gain Time & Be A Higher Performer”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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Master internal networking to do a better job and be promoted faster

When you master internal networking, increased number of and better relationships within your organisation enable you to do a better job AND help you get promoted much faster than peers. How to master networking for top personal performance – I am sharing 5 practical actions I have been using for years. I got 13 promotions all the way up to board level, in part, because of how I networked internally. You can gain the relationships and reputation to achieve similar levels of success with good intelligent networking. --- --- How to network brilliantly starts with knowing and believing how important relationships are to your success. The more relationships and the stronger those relationships are, the more influence you will hold within your organisation. Master internal networking in your business to increase your influence. Next, for how to network brilliantly in your business avoid 3 key networking mistakes that many make. Networking is not the same as intelligent networking with purpose. You are probably time poor, so maximising the time and effort invested is sensible. Then I share 5 key actions for networking in the workplace. For effective networking at work, you should be systematic and authentic to build your network. Networking is another vital communication and relationship building skill that will help you improve personal and team performance. If you have any questions on “Master internal networking to do a better job and be promoted faster” please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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Diplomatic Communication – Speak Directly & Be Appreciated By Everyone

Learning diplomatic communication has a very direct impact on your ability to manage and lead teams and do a good job. Master the art of diplomatic communication and you can speak directly and be appreciated by everyone. I share 5 diplomatic practices that any manager and leader should work at getting good at for being diplomatic, to improve communication skills, to build stronger relationships and to increase team performance. Building diplomacy at work is vital to win promotion quicker and get a lot more done compared to less diplomatic peers. --- --- Being diplomatic or build diplomatic skills - at heart - is about maintaining constructive relationships and preserving trust and cooperation. Very few people work in isolation. How to be diplomatic at work starts with understanding the other parties’ interests, ambitions, motives and pressures. When you understand, you can tell it how it is without offending or speak your mind without upsetting or offending. Being diplomatic at work is NOT about being nice, buttering people up, always agreeing etc. How to speak diplomatically is avoiding taking sides too quickly. Find out the context of requests, of complaints, of decisions before taking sides. Diplomacy at work is learning how to disagree without upsetting, offending, causing offense or angering. How to talk diplomatically is using neutral language rather than works or statements that inflame, annoy, or push hot buttons. Finally diplomatic communication is learning how to communicate your emotions in a constructive and aligned way to support your message rather than conflict with it. If you have any questions on “Diplomatic Communication – Speak Directly & Be Appreciated By Everyone”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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BEST Actions To STOP MISTAKES At Work + How To Overcome Your Mistakes

If you are worried about making mistakes at work, these 12 actions will help you stop making mistakes at work and overcome your fear of making mistakes at work. Making mistakes it NOT a problem in itself. WHEN you make mistakes and WHAT you do about those mistakes is the difference between being perceived as reliable, dependable and producing high quality work and being the opposite. --- --- Firstly, to stop making mistakes at work, you need to create time or prioritise time to do one very important action. How you create time to reduce mistakes is important. You don’t want to annoy or create a reputation for being difficult to work with. If you are thinking “How do I stop my mistakes?” I share the best actions I know to end mistake making for good, or at least the mistakes that damage reputations and relationships. You will make mistakes. Everyone does. The best performers know that not all mistakes are equal – in fact they are usually very unequal! Limit you mistakes to the areas that have low impact, low visibility and low knock on consequences. Areas with high impact, high visibility and significant consequences – you have to stop making mistakes. Another really important fact - making mistakes leads to success IF you LEARN from each of your mistakes and do something better the next time. Real success is built on mistakes. Mistakes are part of the learning process. If you have any questions on “BEST Actions To STOP MISTAKES At Work + How To Overcome Your Mistakes”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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Resilience Transforms Leaders – How To Become an Unstoppable Manager

Building resilience gives you a huge advantage if you want to become good at anything in life. With a lot of resilience, you reach tough demanding goals. Resilience transforms leaders because leading others is a hard, tough job where you get plenty of knocks, setbacks and disappointments. Learn 4 practical approaches to INCREASE your resilience. Give yourself multiple paths or routes to making all the challenges, setbacks, disappointments and failures feel a lot less daunting and be less painful --- --- Build resilience to be a successful manager! As a manager, all the knocks are magnified and multiplied. Resilience helps you get back on your feet, dust yourself down AND it helps you learn quicker. For these reasons, resilience for managers is a huge competitive advantage. You will simply pull ahead of your less resilient peers. The path to becoming good at something involves disappointments, setbacks and failures. Without resilience you give up because carrying on feels too hard, too painful. Build resilience for management success How resilience transforms leaders is the mindset and approach to challenge, adversity and setbacks. Resilient leaders do get down, stuck or defeated for long. Leader resilience at work shows in the speed at which these managers and leaders learn, improve and get on with their jobs in a positive way. Build resilience to enable you to become great at what you choose in life! If you have any questions on “Resilience Transforms Leaders – How To Become an Unstoppable Manager”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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How To Unlock Faster Career Progression – Get Promoted Way Faster

How To Unlock Faster Career Progression Without Needing To Work Crazy Hours? Getting Promoted Way Faster Than Your Competition Is NOT About Putting In More Hours, Or Being Better Than Them, Or Sucking Up To Your Boss. I share 5 brilliant approaches that will speed up your next promotion and your career progress for years to come. --- --- The first critical strategy for faster career progression is to create and capture your achievements. If you do the same as everyone else you will be average at best and invisible in terms of promotion. Be proactive. Don’t be passive. I share key actions you can take to build up impressive achievements for your specific level. The second critical strategy to unlock faster career progression is develop your successors. Far too many managers don’t have the confidence to take this step and it hinders them getting promotion. This is key to getting promoted, give you more time AND to improve team performance. Succession planning is critical. Next to be promoted ahead of all your peers you need to win your boss’s support. Your boss can be any amazing advocate for your promotion, or they can absolutely kill your promotion prospects. I share 5 key actions to win your boss’s support. Next, you do need to actively market yourself. The more senior you become the more vital this stage is. I take about how to do this without appearing self-serving, crass or too obvious. Finally, the last approach is probably the most important of all. If you don’t do this step well, getting promoted simply will not happen. If you have any questions on “How To Unlock Faster Career Progression – Get Promoted Way Faster”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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5 Powerful Changes That Instantly Gets Your Team Listening To You

Teams and people don’t listen to job titles. They listen to leaders they know, like, trust and want to follow. I am sharing 5 powerful changes that instantly get your team listening to you. These 5 powerful changes work so effectively because they play directly to human behaviour and group dynamics. --- --- Why isn’t my team listening to me? It is frustrating, painful and insulting when a team or team members don’t listen to what you tell them or ask them. To get team members listening to you, one of best actions you can take immediately, is invest some time to listen more to your own team members. Listening is a basic curtesy. Listen to them and they feel obliged to listen to you. This simple investment works brilliantly. This is a key leadership listening skills Why staff don't listen to you might be because how you communicate is hard to follow and understand. I have listened to many managers and leaders who are NOT concise, take a long time to say their key point, with rambling statements. If this is you, it is probably why team members don't listen to you. It is too much hard work. I share 5 key tips to change this situation for you. The third change is a very simple change. It takes about 10 seconds after you have said your piece, and it produces great results. Over time it changes behaviour, builds authority and helps build trust with teams. The fourth change is providing the clear context with everything you say. This has a ton of benefits for the listener and makes it a lot more likely they will listen to you. Developing the skill to get teams and team members listening carefully to you and then taking action will help you massively in increasing team performance. If you have any questions on “5 Powerful Changes That Instantly Gets Your Team Listening To You”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

Top Delegation Skills – Achieve More In Less Time Than 9/10 Managers

Build top delegation skills and you will achieve more in less time than 9/10 managers. To have a successful management career you have to learn how to produce your best work through others. Learn top delegation skills and you will be managing more and more people and they will be doing the work. Don’t learn delegation skills very well and you will be stuck doing a lot of the work yourself as a junior manager. Which appeals to you more? I share 5 great actions to delegate brilliantly --- To assess your delegation skill and for more resources on improving your delegation skills quickly, type enhance.training/2c2 into your browser --- To delegate better than 90%+ of managers you have to get to know your team well. Not just their birthdays and interests outside of work. I share 7 areas you should assess your team in to enable you to treble your delegation effectiveness. This is the first step to improving team performance in any situation with any team. Next, to delegate better than 90%+ of managers it is very important to think carefully about what to delegate to whom. There is not a formula for how to delegate effectively, but you should consider 6 important factors. Improve in this area alone, and team performance will increase. Good effective delegation increases speed of work and quality standards which is how you achieve more in less time vs 90% of managers. Next to delegate better than 9/10 of managers, carefully define the goals and more importantly plan how to achieve them. I give you tips on both. Next for how to delegate work as a leader, I talk about context and resources should be used to improve your delegation and the outcomes your team produces. Finally, I cover the art of following up, which is an area far too many managers struggle with for a variety of reasons. If you have any questions on “Top Delegation Skills – Achieve More In Less Time Than 9 out of 10 Managers”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

Stop Team Drama Fast – 4 Powerful Actions To Prevent Conflict In Teams

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 --- For Resourses to stop conflict = enhance.training/2f2 --- 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 “Stop Team Drama Fast – 4 Powerful Actions To Prevent Conflict In Teams”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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Brilliant Steps to Turn Difficult Employees Into Great Employees

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. --- --- 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 don’t 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 won’t 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 “Brilliant Steps to Turn Difficult Employees Into Great Employees”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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6 Differentiating Behaviours For Managers To Be NOTICED By EVERYONE

The most visible managers aren’t just “competent” – 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. ---- ---- 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 – where everyone agrees because they don’t 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 “6 Differentiating Behaviours For Managers To Be NOTICED By EVERYONE” please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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Become A Great Negotiator: Be Amazing At Getting What You Want At Work

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. --- ** Coaching Options https://enhance.coach/leadership-coaching-directors-managers-culp002/ --- 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 “Become A Great Negotiator – Be Amazing At Getting What You Want At Work”, please email at support@enhance.training and I will get back to you. Jess Coles enhance.training

How to Create a Hard Working Team WITHOUT Demotivating Or Upsetting

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 “value produced” 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 --- --- 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 won’t 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 don’t 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 “How to Create a Hard Working Team WITHOUT Demotivating Or Upsetting”, leave email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training

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Why Hard Work Doesn't Get You To The Top – What To Do To Get Promoted

“Work hard and you will get promoted” is a big lie. I am covering why hard work doesn’t 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. --- --- Firstly, there are three huge reasons why hard workers don't get promoted. Being brilliant at your current job doesn’t mean you will be brilliant at the next level. If you don’t 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 boss’s support. If you don’t 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 doesn’t 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 don’t know about it, they can’t appreciate it. Proactively and regularly communicate to bosses to put yourself in contention for promotion. IF you have any questions on “Why Hard Work Doesn't Get You To The Top – What To Do To Get Promoted”, please email me at support@enhance.training and I will get back to you Jess Coles enhance.training

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Become A Great Facilitator: Actions For Facilitating High-Output Meetings

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 “The Time‑Strapped Manager’s Guide to FACILITATING High‑Output Meetings”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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Best First Time Managers Tactics - New Manager Success Guide

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. --- --- 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 – 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 don’t 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 “Best First Time Managers Tactics - New Manager Success Guide” please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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5 Ways to Keep Your Team Engaged Through Change & Performing Well

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. --- --- 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 “5 Ways to Keep Your Team Engaged Through Change & Performing Well”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

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