#fridayfive – Your Personal L&D

June 16, 2017

This week’s Friday Five looks at your personal learning & development.

I work a lot with L&D departments – committed teams focused on providing the very best growth opportunities for staff across their business. In many ways though, it’s a thankless, hopeless task.

The reason?

Individual attitudes to learning.

No matter how good the L&D programme and support structures, the single biggest factor in the success of any investment of this type will always be the attitude of those engaged in the process.

Positive, self-motivated people with great attitudes will learn and develop themselves regardless of what the organisation does or does not provide. Here are five things to consider in the context of your own personal growth:

1. Master growth list – write down everything you can think of where learning new skills or developing a character quality would be beneficial to you in your work (& life more generally). Keep this as a master list. Add to it whenever you can.

2. Create & maintain your own PDP – lots of organisations encourage a personal development plan. In my experience, it’s the exception rather than the rule if these are current, active and influencing someone’s behaviour. Regardless of the degree to which your company helps with this, take responsibility for your own development. Own your PDP! Take the most important two or three things from your master list and make those your current growth priorities. If this is done in collaboration with your manager or coach, so much the better.

3. Set a goal – turn those priority areas into goals. Very specifically, what are you going to do and how much of it and by when exactly? Make it visual. Put it somewhere you are continually reminded of it. Best way I know to do this is the LMI Goal Planning System (if you don’t have a great system for planning & tracking your goals, drop me a line and I’ll be glad to share it with you).

4. Take systemised action – I would say ‘take action’, but it’s such a common story that we learn something (we go on a course…read a book…do some online learning etc), go away and do something as a result, which is great, but then fail to build the infrastructure around that action so that it keeps on being done. For example, a manager learns about how to have an effective one-to-one with their team members, goes away and does nine brilliant one-to-ones in month 1….and it never happens again! Systemised action means booking those meetings into the calendar as recurring appointments for the next 12 months! Learnt something new on Excel? Set a reminder every day at 9.27am to review and practice that action for as long as it takes to never forget it!

5. Review & share – the very best way that any learning and development is cemented is when you review and share it with others. Simple stuff. Rarely done.

“How was that course / book / webinar?

“Great, thanks.”

“That’s good. See ya.”

Or…

“Could we grab a coffee and take 15 minutes to review what I learned on that course, what I’m planning to do differently as a result and how best I might be able to share that with the rest of the team?”

I hope that’s prompted some useful reflection about your own learning & development. Have a great end to the week and if you have any suggestions for topics in this #fridayfive series, I’d love to hear them.


The Friday Five – “I want my manager to…”

June 9, 2017

Five quick and easy things to digest on a Friday!

This week it’s five things I hear most often that people want from their manager.

  1. Consistency
  2. Communication
  3. Clarity
  4. Involvement
  5. Feedback

1.  Consistency – this includes handling problems and mistakes, treatment of different team members & general mood. We like to know that our leaders uphold consistent standards and to feel that we are treated fairly and with respect.

2. Communication – in a nutshell, nearly every conversation I have on this subject contains the sentiment, “I want my manager to communicate more.”

3. Clarity – I read a survey a while back that suggested one of the greatest causes of stress at work was unclear boundaries. We like to know what’s expected. We like to know what success looks like & to have something concrete to aim for. We like to know our roles & responsibilities, & those of our teammates. Strive for clarity wherever possible.

4. Involvement – On a recent day of staff interviews in preparation for designing a line-manager development programme for a company, the appreciation for managers who were present, visible, approachable and who understood what their team actually did day-to-day was huge. NB. This does not mean micro-management!

5. Feedback – for goodness sake, let us know how we’re doing! Are we on track? Are we doing great? What needs changing? Few things stir unrest like the negative annual appraisal that comes out of the blue. Make feedback regular and routine. Both positive and negative.

That’s your Friday Five for this week. Do you agree? Anything else that you’d have in your top five?


We Buy Any Hour

March 1, 2017

Have you seen the latest WeBuyAnyCar.com adverts? They are very interesting.

If not, here’s 30 seconds that will put you in the picture:

https://youtu.be/p10Oiwe7MdM?list=PLTci7XJwYZCkOuOqKbOdTaxPY61D5hCPM

There’s a whole series of these. In one, the lady on the sofa tells us that she happily sold her car with this company even though she could have got a better price selling privately, then adds:

“Yeah, they just let me say that in an ad for WeBuyAnyCar.com… cos they know quite a lot of us value our time more than a few extra quid.”

timecartoonlinkedinTime-pressure is consistently one of the greatest challenges most of the people are facing. In fact, it’s becoming a national epidemic and yet, despite the continual frustration of not having enough time to do everything we want to do, we can still invest significant amounts of our precious 168 hours each week doing things that really aren’t that important.

This is what WeBuyAnyCar.com have tapped into. What they are saying is, “Your time is the most valuable thing that you have. Spend it on important things, with important people, not in doing something you don’t like, you aren’t very good at and, at the end of the day, isn’t worth much anyway.”

One of the most helpful things I think you can do to help with this is to settle on a fixed figure, yes an actual amount – in pounds, of how much one hour of your time is worth.

How you come to this figure is not so important. You can divide your earnings by the hours you work. You can divide the amount you aspire to earn by the amount of hours you’d like to work. You may just come up with a number based on what someone would have to pay you to take you away from doing something very important and give them that time instead.

Let’s say you settle on £50/hour. Now write that figure down and carry it with you for a week. Put it in your wallet, your purse on in your pocket. Now consciously live with it and see how it affects what you do with your time, inside and outside of work.

Is an hour round the dinner table with my family or good friends worth it? Yes. How about an hour watching something rubbish on tele? Perhaps not.

This is what these adverts are tapping into. Is an extra 150 quid worth half of your weekend and all that hassle?

I’m not one who advocates living at high intensity all the time. The truth is that if we spend enough of our time concentrating on the most valuable activities in a focused and productive manner, the likelihood is we will have plenty left to relax and enjoy the things we value most.

If some more insight on this subject would be helpful, I ran a webinar called ‘Who Stole My Day?’ and it’s available here as an on-demand reply. It’s a better use of your time than watching adverts on YouTube!


The critical importance of a lasting change process

September 9, 2016

We often define change that we’d like to see, even implement change in a positive way. But how many times do things waver or even completely disintegrate so that 2 years, 2 months, even 2 weeks later, the initial enthusiasm and adherence of the new way has evaporated and things are back the way there were before.

In this video, taken from the Foundations of Success Workshop, I share one of LMI’s foundational concepts – the critical importance of securing lasting change through spaced repetition.

 


Fortnightly half-hour leadership & management webinar / workshops

June 22, 2016

backgrnd

Leadership and Management are big subjects. Important subjects.

Learning essential skills in these areas can be complex and take years to master. There are, however, some simple concepts & really practical ideas which underpin great leadership and management and which everyone who is seeking to lead and manage well can benefit from. That’s what this is all about.

Every fortnight I will be hosting a 30 minute live webinar / workshop focusing on just one leadership & management keyword. This way you’ll know what to expect by way of subject matter and can come ready with your questions, thoughts and ideas to share.

The first half will be presentation. The second half discussion and action. 15 minutes of each and then back to work. 

This means you won’t be in ‘sit back and listen’ mode for any more than 15 minutes. The goal is your engagement, participation, learning and action. Every session will include one activity or template that you can take away and use straightaway.

The focus is on the practical ideas and actions relating to these subjects that will help people currently in leadership and management roles do their job better.

Here is the latest list of live dates, with the leadership and management keywords we’ll be exploring:

Thursday 30th June – Vision

Wednesday 13th July – Alignment

Thursday 28th July – Engagement

We use Skype for Business to host these live meetings which you can access via PC, Mac and on just about every kind of mobile device. You will receive the meeting link in your registration confirmation email.

REGISTER HERE – join as many or as few sessions as you like.

Suggestions for subject keywords that you’d like covered welcomed.


#FreeMyFriday – Start with a list

February 13, 2015

It’s Friday, which, in my world immediately poses one question: is my Friday free?

For some time now I’ve been really focused on helping managers and leaders to seriously improve their productivity to the extent that they have a whole extra day each week, typically Friday though sometimes taken in a couple of half days or shorter regular slots, to concentrate entirely on the the important development work that will improve or move things forward in significant ways. The key to this is the implementation of proven techniques and finding innovative new ways to get the usual five days’ work done in four so our heads can emerge from the day-to-day and consider the bigger picture.

Don’t we all face the massive challenge of handling the myriad of stuff that comes our way every day, spinning those plates as best we can just to keep our heads above water?

Doesn’t that continually leave us with that irritating (sometimes downright depressing!) feeling that genuinely important work that would make a big difference if we could only get time to do it, lies untouched for yet another week?

This is what #FreeMyFriday is all about and it starts with making that list.

Start with writing a really clear and concise list of the things you would love to get round to doing – things like going after new customers, training your team members, taking your team out to lunch, designing some new product or service offering, reading more, perhaps even finishing early and taking the kids out after school…the list will be specific to your role and the demands of the business you’re in. But do – for goodness sake – go ahead and write it!

It’s just the beginning, but it’s a super-important beginning. Being clear about where you want to go has an incredible way of enabling you to find solutions to the challenges that prevent you from getting there.

Have a fantastic Friday…and maybe now even you could start writing the list of what you’d like to be doing this time next week?


I’m still being WAY too reactive (& so are you, probably)!

November 26, 2014

There is a certain conversation I often have with people attending the Effective Personal Management workshop, and sometimes even those seeking to take their productivity to a seriously higher level through our Effective Personal Productivity programme,

I say, and almost everyone agrees, that we do our best work and achieve loads more – typically three to four times more – when we are in the ‘non-urgent / important’ quadrant of the famous time-management matrix, compared to when we’re reacting to people and things shouting loudly at us that draw us into the urgent side of the matrix.

But then the objections and qualifying circumstances are raised. This kind of thing:

Workshop

“That’s great Nick,but our industry is really reactive….”

“I understand what you’re saying, but in my role I have to be super-responsive to the customers.”

Whether it’s external – customers, typically – or internal – the boss, department heads, finance etc – we all have those things going on in our work that make what seem like super-urgent demands upon us that we just can’t ignore.

You know what, sometimes that’s exactly right. We should respond because it’s really, really important and definitely requires immediate attention. But how many times can we say that is genuinely the case? One in ten? One in fifty?

The vast majority of what comes my way in the usual week can be predicted, generally speaking at least if not the exact detail, planned for and provision made to schedule the appropriate time to deal with. The same is probably true for you too.

I’ll end with a quick example that illustrates what I’m saying.

One particular manager I was working with on our Productivity programme was having a lot of trouble getting things done on time because of the incessant demands of a few of the company’s best customers. “We can’t afford not to respond to these….the customers pay the wages”. However, the constant interruptions by phone and email were having a seriously negative impact on the business as a whole.

The solution: In seeking to apply the ideas in the programme, the manager in question approached the biggest culprits and said something like this:

“You’re great clients of ours and we really appreciate your business. In fact, I’m so keen to make sure that we’re giving you the attention and levels of service you deserve, I wonder if we could try something that I think will help. Rather than me responding haphazardly to your needs and requests, i’d like to be certain that I give the work we do for you 100% focus. Would you mind if we set up a regular conference call, twice a week for half an hour to begin with, where we go over everything to do with our current projects and anything you need to share with me… and vice-versa?”

Far from being annoyed, the client loved it! No-one had ever shown them so much consideration. The manager in question freed up about half a day per week as a result of being less reactive. It was definitely a Win:Win scenario. A similar approach to the above can often work interally when, for example, it’s your boss who’s your biggest source of urgent interruptions.

I could tell dozens more stories like this, but the simple truth is that I, and perhaps you too (!), are still being WAY TOO REACTIVE.

I’m on a mission to help busy leaders and managers find an extra day a week for the important work (and pleasure) activities that they don’t currently have time for. If you’d like a gentle kick up the backside to get you going with this, drop me a line – I’ll be glad to have twenty minutes on the phone or Skype to assist with kickstarting your own major productivity boost…perhaps to the tune of a whole extra day per week!