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The So What from BCG

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Re-Recruiting and Other New HR Strategies You Can’t Ignore 18:09

vor 18 Tagen18:09

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HR is no longer just about managing people—it’s about shaping the future of work. Jens Baier, BCG’s HR transformation expert, discusses how AI and shifting employee expectations are forcing companies to rethink talent strategies. From re-recruiting to upskilling employees, HR must adapt to a rapidly changing landscape. Learn More: Jens Baier: https://on.bcg.com/41ca7Gv BCG on People Strategy: https://on.bcg.com/3QtAjro Decoding Global Talent: https://on.bcg.com/4gUC4IT…

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Want to learn and develop more skills to propel your career or business forward? The Enhance.training team share our business knowledge built up over decades of working with top business including Innocent Drinks, Cadburys, Unilever, PA Consulting and many more.

230 Episoden

#MBA #Careers #Entrepreneur #Business #Enhance.training #Entrepreneurial #Interview Questions #Business Management #Job #Interviews

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updated vor 3 Tagen

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230 Episoden

#MBA #Careers #Entrepreneur #Business #Enhance.training #Entrepreneurial #Interview Questions #Business Management #Job #Interviews

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The Top 5 People Problems Managers Can’t Ignore For Happy & Productive Teams 11:18

vor 3 Tagen11:18

11:18

There are lots of people problems managers can’t ignore if they want to have a happy and productive team. People problems in your team usually get worst over time if left alone and they will easily damage team performance. I share THE top 5 people problems managers shouldn’t ignore (in my opinion). --- How to Manager Difficult Employees (1 Day Course) Learn how to manage and improve any difficult, underperforming or problematic employees quickly and effectively. Find out more here https://enhance.training/lp/manage-difficult-people-usp015/ --- The first people problem managers can’t ignore is bullying and any behaviour intended to put others down. Any form of bullying that the manager ignores is deadly. No action will destroy team trust, motivation and performance. This drop in performance can be quick and dramatic with these people problems at work. Always take actions quickly to stop any form of bullying in your team. It is one of the worst people problems that impact performance. The second of the people problems to always look out for is individual undermining team members or you. Undermining can take many forms – usually a pattern of behaviour to attack another person credibility, confidence, standing etc. Use an escalating set of steps to make it unappealing for undermining to happen in your team. The third of the people problems managers need to spot is individuals taking credit for others work. This behaviour damages trust, relationships and teamwork. For those take credit for others work, they may get short term gains, but they nearly always lose out long term. Demonstrate how to give credit by praising good work, ideas and actions across your team publicly. Don’t put up with team member unfairly taking credit. Fourth of the people problems that kill team performance is no or poor communication. Communication is at the heart of relationships, co-ordination, collaboration, teamwork, solution building and more. I share 7 actions to encourage more communication within your teams. Help coach team members who struggle to communicating and give them opportunities to practice. Fifth of the damaging people problems for managers is conflicts between team members. Conflicts can arise for all sorts of reasons. Often it is not the fault of those in conflict. As a manager you are very well placed to help all parties resolve conflicts quickly, fairly and openly. I share steps to take. If you have any questions on “The Top 5 People Problems Managers Can’t Ignore For Happy & Productive Teams” please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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How to Develop a Winning Team At Work – 4 Team Development Strategies 10:36

vor 10 Tagen10:36

10:36

You are in control of many of the factors that go into how to develop a winning team at work. You don’t need amazing people or big budgets to develop a winning team at work. I share 4 development strategies for team success and for developing team capability. --- --- Leadership success depends on growing others because the majority of the value you create in leadership roles is delivered through others. Developing teams becomes a must. How to develop your team at work starts with understanding what development is needed. There are three important factors to be considered and balanced, one being what development the individual wants and needs. Planning and delivering staff development is a massive part of motivating staff to work harder and improve the quality of their work. There are lots of ways to develop a winning team. Building skills in a team is as important as building knowledge and experience. I explain 3 key reasons this helps you personally and share 6 skills to build in developing teams and effective leadership. I also talk about how to develop a team at work. You also have to do you part in building a winning team culture and one of the key strategies is working to remove all the basic repetitive low value tasks the team does. Doing this frees up time for to spend on higher value tasks and provides staff development all by itself. There are 4 main ways to remove these low value tasks – are you working at all of them? Lastly, another important of the development strategies and important in how to develop a team at work is to create a team culture where peers develop each other. This reduces the burden on you, giving you development too! I share 5 key activities to enable you to build a great team culture and brilliant for how to motivate your team at work. If you have any questions on “How to Develop a Winning Team At Work – 4 Team Development Strategies” please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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How Great Leaders Hold Employees Accountable – Use 5 Essential Actions 12:00

vor 17 Tagen12:00

12:00

How great leaders hold employees accountable is an approach, a process and set of actions that works together to create accountability in individuals and teams. I share 5 interdependent actions essential for creating a culture of accountability in teams. --- --- How great managers hold employees accountable starts with creating and maintaining really clear goals and expectations at a team and individual level. Know exactly what is expected is essential in building accountability in teams. I share tips on how to communicate verbally, non-verbally and writing to set really clear expectations and goals your team pays attention to and owns. Next in creating a culture of accountability in teams, build team capability. If staff members don’t know how to reach a goal, they are unlikely to reach that goal. Ensure they have the knowledge, skills and resources to be able to achieve goals – a key part of how to hold team members accountable. Next in how to make my team members more accountable, create a lot of visibility of progress towards goals. Clear goals, objective measurement of progress and visibility is great in creating accountability. Work out how you track progress against team and individual goals and share this progress. How great leaders hold staff accountable includes undertaking a lot of follow-up and providing a lot of feedback. Both activities provide a lot of guidance and support and well as communicating exactly where each employee stands. Finally, in holding employees accountable, create clear consequences for missing goals and expectations and for beating goals and expectations. If there are no consequences for either, there will be little accountability. How to hold your team accountable requires the continuous application of all 5 elements. Miss one and your team and team members will not be nearly as accountable. Don’t let accountability slip through the cracks. If you have any questions on “How Great Leaders Hold Employees Accountable – Use 5 Essential Actions” please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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5 Steps To Ask For Your Next Promotion At Work (And Get It!) 11:58

vor 24 Tagen11:58

11:58

5 steps to ask for your next promotion at work takes you through how to prepare to make asking your boss almost a formality. Asking for a promotion is daunting enough. Learn exactly how to prepare so you are confident and much more likely to get a yes. --- --- Before you work out how to ask for a promotion at work, make yourself ready to be promoted. Think about the skills and experience you need to demonstrate for the role you want to be promoted into. How do you compare right now? Work out your gaps and close them before going for a promotion at work. I share 5 methods for working the gaps out. Getting promoted at work is showing you can do a lot of the role before you ask for your next promotion. Think about the tasks, activities and responsibilities of the role and the level at which you need to operate at. Work out how you are going to demonstrate this - key steps to get your next promotion at work. Make yourself ready for a promotion at work! Next, build your list of achievements and how much value (revenue and profit) you add to your business. This is really important for your conversation with your boss and your bosses conversations with others deciding on promotions. Achievements that make you stand out really help with promotion at work How to ask for a promotion at work includes preparing for objections. There will be objections: there is not a role available, you are not ready yet, we don’t have budget etc. These can all be big blockers to your next promotion at work. I share tips on how to prepare and overcome objections to your promotion. When to ask for a promotion is also important. There is never a perfect time. There are plenty of bad times to avoid which I go through. Choose a good time and book a meeting in with your boss and ask for that promotion. Good luck! If you have any questions on “5 Steps To Ask For Your Next Promotion At Work”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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Preparing For Your First Board Meeting – 4 Actions For A Knockout Performance 10:11

vor 4 weeks10:11

10:11

Preparing for your first board meeting is daunting. It doesn’t matter if you are a new director or if you are attending the first meeting of the board of directors in a new company. I am taking you through 4 key actions you should take in preparing for a board meeting to make sure you create the right impression and allow you to contribute fully. --- --- How to prepare for board meetings starts with be really clear about what you are bringing to the board team. You will have skills, experience and knowledge that other board members don’t have. To prepare for you first board meeting think through how your differences are can be used in the board meeting to best effect. Next, speak to the chairman of the board (or who leads the meetings) and find out what they expect from you during the board meeting. Second, I share 4 key areas of background preparation for a board of directors meeting that will increase your confidence and give you good insights to share in the board. You will also be a lot more confident asking questions and challenging other board members. A great way to prepare for a meeting with the other directors. Third, build relationships or re-calibrate relationships (if internally promoted) before attending your first board meeting. I share tips on how best to do this. Knowing your peers on a professional and personal level is another key step in preparing for board meetings. Fourth, for how to prepare for a board meeting, plan out how you will contribute to each agenda point in the meeting. Prepare well and you can demonstrate your strong communication skills and leadership skills to peers. Setting the right impression will make working with peers a lot easier, more productive and more enjoyable. If you have any questions on “Preparing For Your First Board Meeting – 4 Actions For A Knockout Performance”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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Go From Manager to Leader: Getting Your First Executive Level Position 12:11

vor 5 weeks12:11

12:11

To go from manager into your first executive level position is a big jump up in responsibility, pressure, influence and impact on the business you work for. Getting your first executive level position requires you to operate in a different way from your peers. I share 6 key areas to focus on to get your first executive position, to enable you to go from manager to leader. --- To book a call in to discuss a coaching programme with me to land your first executive level position or to make a bigger impact in your first six months of a new executive role, click on this link https://bit.ly/40y8gLW --- In executive level positions, you are part of the team running the business. You will need to put the company first and think at a strategic level. When getting your first executive level job do your homework so you can demonstrate you can and do think at a strategic level. I share 5 areas you should focus on to build your knowledge and confidence. Getting your first executive level role is much easier when you focus all the activities and actions that generate better profitability for the company. Profitability is the comprehensive measure of performance and a great way to demonstrate all the value you are adding to get promoted from manager to director. Next, in getting your first executive level role, it is essential you get the best from the teams you manage. The higher you go, the more you have to work through others. I share 8 different ways to encourage more from your team. As senior manager, show you are able to deliver great results when working on cross functional projects for getting your first board director role. Executive level positions have to work across all departments and manage conflicting goals to get the best results for the company. This demonstrates your leadership skills and is great leadership development. For how to become an executive spend a significant amount of your time building good relationships with as many colleagues and co-workers as practical. This increases your influence and enables you to deliver a lot more in your role. Essential skills to go from manager to leader. Finally, for your career development, it is essential that you build good relationships with the current executive team. Working hard and delivering amazing results is not enough. The executive team want to know about you, if you will fit in with their group and if they will enjoy working alongside you. I share tips for how to create opportunities to build your relationships with the current executive team. If you have any questions on “Go From Manager to Leader: Getting Your First Executive Level Position”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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6 Brilliant Ways to Encourage More Teamwork – 6 Ways to Teach Teamwork 11:26

vor 6 weeks11:26

11:26

I share 6 brilliant ways to encourage more teamwork at work. Most of us work in jobs where we depend on others to enable us to do our jobs well. Most company leaders and managers want more teamwork in the workplace because they know the company will be a lot better off. Learn more about how to create and encourage teamwork at work with any team. --- --- The first of the ways to increase teamwork is to set clear team goals. This is standard advice, yet I coach a lot of managers that don’t set clear goals or they set them and then forget about them. I explain methods to set and remind the team of the team goals for how to make your team work better. The second of my tips for effective teamwork is to think of ways to teach teamwork to your team. Great teamwork can absolutely be demonstrated to a team by you to improve their teamwork skills and improve teamwork and collaboration in the workplace. Third, effective teamwork in the workplace needs clear responsibilities and accountabilities throughout the team. Work to give everyone a clear role and activities and projects. Spend time with individuals to ensure they understand exactly what they need to do and also communicate this to the team. Fourth, for how to build teamwork in the workplace, work on building trust between team members and yourself and between team members. Without trust, relationships do not strengthen, nor does reliance on each other. There are different types of trust so work on building personal and competence based trust. Fifth, encourage lots of open and honest communication between all members in the team. This is one of the essential ways to coach teamwork and to get each team member focused on helping their colleagues. Finally, align the personal rewards that you offer to team members with how well they personally work within the team. I share 6 different ways to reward team members so do stay for this. If you have any questions on “6 Brilliant Ways to Encourage More Teamwork – 6 Ways to Teach Teamwork”, please leave a comment below and I will get back to you. Jess Coles Enhance.training…

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5 Ways Quickly Build Great Relationships at Work 10:58

vor 7 weeks10:58

10:58

We all want to build great relationships at work because great relationships make work enjoyable and enable you to deliver a lot more in your role. Quickly build great relationships at work and you get a ton of benefits personally and you help your team just a much. I share 5 ways quickly build great relationships at work. These principles and actions also keep your relationships strong year after year. --- --- Relationship building starts with making yourself a nice person to work with. Be friendly, smile, be positive etc – these are things that most people do already. I share 6 traits of those that build great relationships with coworkers. We should all work at improving these to improve workplace relationships. Next, think about how you quickly build great work relationships. Spending time with the person face to face is the best way. I explain exactly why and give you tips for this. Taking these steps needs a bit more time and effort with the benefits gained far outweighing this investment. Another way to quickly build strong relationships is to seek to proactively help co-workers who reciprocate. When you help most people do a better job, get resources they need or help them solve a problem, they will be much more willing to help you in return. When you help others, you also help build good trusting relationships – a double benefit. Help others were you can for building relationships at work. Next for how to build relationships at work always deliver what you say you will. The most important part of this is setting and managing expectations so that you don’t let others down. Of course you need to put in the work too. Finally, work on building personal relationships as well as professional relationships. It is all the personal stuff that creates strong connections and shared interests. Connections and feeling the other person is interested in us and gets us are really important parts of building great relationships. If you have any questions on “5 Ways Quickly Build Great Relationships at Work”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

Enhance.training

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How to Praise Staff At Work – Show Your Appreciation to Your Team 7:19

vor 8 weeks7:19

7:19

Knowing how to praise staff at work and being able to show your appreciation to your team is brilliant to build team motivation, a positive culture and help increase team performance. Everyone wants to be appreciated and valued. Learn exactly how to praise employees at work to maximise motivation and action. --- Course Links To learn exactly how to give really useful positive and corrective feedback to team members without upsetting and to maximise the chances of action, take a look at our course on giving powerful feedback https://enhance.training/lp/how-to-give-powerful-feedback-usp007/ --- Learning how to compliment staff at work and regularly showing employee appreciation with massively help you increase employee engagement. Praising staff at work by saying “Good job” and “Well done” is a great start. This type of general praise in not memorable and does not inspire repeat action nearly as much as more considered praise. Firstly, praising staff is great for you as a manager. Giving praise creates positive reinforcement and action. Praise demonstrates your appreciation and that you value them. Happier, motivated teams are much more likely to work harder. Use your praise to guide your team to work smarter. Use praise as employee recognition and for how to show your appreciation. The more you appreciation your team members, the more they are likely to appreciate you. To give praise intelligently, you need to be on the lookout for good work, good actions and events to give praise about. I explain what type of actions you should be looking for and what to praise and what not to praise. Learn how to show appreciation at work while reinforcing your expectations. To make your praise standout, remain memorable and maximise the chances of repeat action, make your praise specific. I explain exactly how to do this. Learn how to show employee appreciation and get more action. Finally, we cover where to give praise and how to use private and public praise to motivate team members and the team overall. Learning how to give intelligent praise are great leadership skills. If you have any questions on “How to praise staff at work – show your appreciation to your team”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

Enhance.training

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Productivity Tips for Managers – 4 Winning Actions to Take 12:57

vor 9 weeks12:57

12:57

How to boost your productivity as a manager is different because your team’s productivity is more important, and you have a big influence over that productivity. I share 4 winning productivity tips for managers. These are the best actions you can take for how to be more productive at work as a manager. ---- ---- To boost your productivity at work an obvious tip is to put time and effort into planning and organising. To boost your productivity as a manager, what is a lot less obvious is what do you plan and organise, plus what less obvious steps do you take to be great at this. I share 4 actions every manager should be taking every day to increase manager productivity at work. Second, investing the time into managing expectations and saying no creates a huge amount of time for you and your team. Vital for time management at work. Increasing productivity at work with your team and to boost your productivity working on the highest value tasks and projects is a must. Third, for how to increase your productivity at work as a manager, intelligently delegate and leverage your team. Once you are organising and planning, you can start intelligently delegating – matching the best skills and experience available to the tasks, activities and problems you delegate. From personal experience, this alone will easily boost productivity 10%+ because people work faster and better doing tasks that play to their strengths and interests. I share 5 other key ways to leverage your team to boost productivity at work. Fourth, one of the best productivity tips for managers is to invest time in relationships and reciprocity. Very few people can do their job well without the help of other people. For managers the help of other people is essential to even do an okay job. The better your relationships with others, the more productive you will be at work. You spend less time persuading, explaining and waiting for help. As a result you get a lot more done in same timeframe. If you have any questions on “Productivity Tips for Managers – 4 Winning Actions to Take”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

Enhance.training

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Reasons Staff Perform Badly – How To Handle Poor Performers 9:17

vor 10 weeks9:17

9:17

In my experience, there are 4 main reasons that staff perform badly. To learn how to handle poor performers and to be a lot more successful in managing teams, the actions you take should address each of these reasons. Remove poor performance from your team fairly, quickly and cheaply. --- --- Most workplaces are so busy with so many initiatives happening at any given time, it is really easy for team members to be unsure of what exactly they should be focusing on. An equal number of employees receive very confusing or contradictory messages from bosses about what is expected of them. Too few managers spend enough time communicating to their teams exactly what they expect of their employees and reinforcing those expectations with their own decisions, actions and behaviours. Spend more time that you think you need communicating goals and expectations to both the team and individuals. Another of the reasons staff perform poorly is they don’t know or accept they are under performing. 43% of managers find giving corrective feedback to employees stressful and an unpleasant experience (2700+ leaders surveyed). I also know from personal experience that really good managers provide feedback all the time – every single day. Providing useful specific feedback means that every staff member knows exactly what their boss thinks of their performance and why. This reduces the reasons why employees perform poorly. Staff are grateful for their bosses feedback, even when they are below expectations. A key part of performance management is to make sure your team know exactly what they are doing well and not so well, week in week out. Another of the reasons why employees perform badly is that employees don’t know how to improve what they do. Ideally staff would be good at self-learning and good at motivating themselves to improve and you would have good employee performance. A key action when managing poor performing employees is to teach them exactly what they need to do to improve. If staff don’t really know exactly how to improve, this could be why you have poor performing employees. Finally, on of the reasons why you have poor performing employees might be they don’t want to perform better. There are so many reasons that drive anger and frustration that lead to lack of will to do better as well as a multitude of character flaws that can also stop an individual improving. An important action when managing poor performance at work is to find out why a person doesn’t want to improve. When you know what the problem is, you have a much better chance of improving the situation. If you have any questions on “Reasons Staff Perform Badly – How To Handle Poor Performers”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

Enhance.training

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How To Ask Great Questions As A Leader – Ask Powerful Questions 10:53

vor 11 weeks10:53

10:53

How to ask great questions as a leader is a skill that you can absolutely build no matter where you are today. Asking great questions as a leader gives you knowledge, insights, action, direction, opportunity, feedback, trust, and more Take these 8 actions to keep asking better and better questions as a leader at work ---- --- How to ask good questions? What are great questions to ask? Great questions get the other person thinking. There is a good pause before they speak, and you can see them deep in thought. Great questions give you the information or insights you seek. Ask great questions and you often get action in the other person, or you feel you can now take action. As a leader, you cannot and should not know everything nor be an expert in everything. Even if it were possible, it would be a long way from sensible. A leader harnesses the skills and expertise of others to create better results or outcomes for the group. To enable the leader to harness the skills of others and do it very well, that leader needs to know a lot about the person, their skills and how best to use them in a given situation. Being able to ask great questions is how they gain all this information. Good leaders ask great questions all the time. Leaders and managers are ten times more likely to ask good questions if they develop a curious mindset. Be interested in everything going on in your team and you will naturally ask a lot of questions. Asking questions is one thing. Asking great questions with a purpose is another. Make the time to figure out what are the main levers for business success or what are the main issue behind team member behaviour and actions. Then ask questions with these in mind. Great questions are usually a series of related questions. One builds on the previous question. You are digging into the detail or situation so you can try to understand what is going on and more importantly why. How you ask questions matters. The words you use are important. Your tone and pace of voice, your facial expressions and body language are even more important. Be conscious of how your non-verbal communication is impacting the other person. Asking questions is only useful if you listen to what you are being told. Listening is a lot more than just hearing the words being spoken. Finally, asking great questions is a skill and to get good at skills, you need to practice. If you have any questions on “How To Ask Great Questions As A Leader” please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

Enhance.training

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6 Ways To Get Your Best Employees To Stay 10:16

vor 12 weeks10:16

10:16

Get your best employees to stay and you are likely to have a better performing team and a happier team. Your best employees stay because of relationships and loyalties as much as being in a good working environment where they feel they are progressing and developing. I explain 6 ways to get your best employees to stay. --- --- 6 ways to get good employees to stay starts with who you bring into your team. Recruit for fit, culture and values as much as technical skills. New joiners that enjoy a similar culture to your team are much more likely to be happy, successful and stay longer. The rest of the team will be happier and more productive too. Another great way of making it easy for employees to stay is to find out where they want their careers to go and who they want to be. When you understand each team members interests, ambitions and strengths, you can then organise work that plays to strengths and interests. This keeps employees happier and more successful, plus develop the skills to meet their ambitions. An important way to retain your best employees. Third, for retaining employees, spending time with each team member, listening to them, using their ideas and making them feel valued is another of the brilliant strategies for employee engagement and retention. Another key way to stop good employees leaving and improve employee retention is to empower your employees. Empower employees through the frameworks you create as well as your decisions, actions and behaviours within the team. A great way to provide a fair exchange for hard work from the team is to work hard to develop staff. There is loads any manager can do – delegating work intelligently, personally mentoring and coaching team members, buddy systems and more. Help your team improve their skills in any way you can. Development is vital in how to retain employees. Lastly, work hard to create a positive team environment so employees have the best chance to do great work and are motivated to do so. I share 7 practical actions you can take to create a more positive working environment. If you have any questions on “6 Ways To Get Your Best Employees To Stay”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

Enhance.training

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How To Give Corrective Feedback To An Employee 10:10

vor 13 weeks10:10

10:10

How to give corrective feedback to an employee is a scary prospect when you don’t know how to do it or when you have had bad reactions with previous attempts If you don’t provide critical feedback, then it will be: 1. Harder for the other person to improve quickly 2. They may not realise that they are missing expectations 3. You are not really treating them fairly if they are underperforming or have poor behaviours I share 4 key ways to give negative feedback without offending or upsetting the other person which maximised the chances they will take action. --- --- How to give feedback has to start with your mindset and approach. The whole purpose of giving corrective feedback to get action and improvement from the other person. To do this, they need to listen to what you say, take it in, understand it and then be committed to actioning it. You massively improve the chances of all this happening when you give feedback with the genuine aim of helping and improving the other person. Next, we go through what to cover when giving feedback to employees. You have to make your negative feedback as useful as possible. You also want to avoid having lots of difficult conversations. How to give critical feedback to an employee starts with being specific. You must describe what the employee did in some detail, so they know exactly what they did wrong. Giving critical feedback doesn’t have to be an ordeal for both parties when you know how to approach the conversation. I share key ways to give critical feedback. Don’t make the corrective feedback about the person. Make the critical feedback about what they did or didn’t do. Finally, try to avoid stating your opinion when giving feedback effectively. Aim to use examples and evidence rather than you opinion. I explain how to do this so you are clear on the difference and provide examples. If you have any questions on “How To Give Corrective Feedback To An Employee”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

Enhance.training

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5 Steps to Speak with Clarity and Confidence at Work 10:44

vor 14 weeks10:44

10:44

To be able to speak with clarity and confidence at work makes you more effective in your role and you are seen as more successful. To speak with confidence at work takes a little know how and some practice. That is all. I share 5 steps to help you speak with clarity at work. Speaking to others are key communication skills for any role and job ---- Gain Career Changing Management Expertise Access over 200 articles, podcasts and videos dedicated to helping you gain people and management expertise to lead any team to their best performance. Get access to downloads, webinars, live workshops, offers and more. Click here to learn more https://enhance.training/management-skills-hub-ulp000/ ---- To speak confidently and clearly knowing your audience really helps. Make the time to think through what the other person might be thinking and feeling right now. How does their role influence their viewpoint and what pressures does it create. The better you understand your audience, the more clearly you can speak to others so they listen, understand and take in your message. Preparing in advance, even if it is only a few seconds to think through how you are going to structure your points gives you confidence and enables you to speak clearly. Rambling, long and overly detailed talks or emails are very hard to follow and understand. Create a structure to what you say so that it is easy to follow and easy to communicate. How you speak or your speaking style can be improved quickly with a little practice. This will help you speak confidently in meetings and with groups. I share tips on how to practice to speak confidently and clearly. The four step in making your communication more concise – that is having the same meaning in a lot less words. Even those that ramble a lot right now can become concise in how they communicate. I share an simple exercise to practice regularly that will build your conciseness skills quickly. Finally, your body language, particularly your facial expressions and how you hold yourself communicate a lot of meaning alongside the words you use. Focus on how you use your body language when communicating more than the words you say. Both are important. When you look confident speaking, you will feel a lot more confident. If you have questions on “5 Steps to Speak with Clarity and Confidence at Work”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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Enhance.training

Enhance.training

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