People Management
Team, task and individual: the three core concerns of management
In his famous Action-Centred Leadership model John Adair says managers should have full command of the team, task and individual roles and be able to focus on each according to the situation. In my experience, managers often know their technical field well but feel less confident about their responsibilities in delegating, supervising, giving effective feedback or clarifying strategy. We are expected to coach team members to reach the standard expected; have difficult conversations with peers, seniors and assistants; intercede on behalf of our staff with others in the company and pay attention to the overall welfare of the team. All this in addition to ensuring the day-to-day operational job gets done.
It’s so easy to put off tasks we find difficult, and this is where a person from outside the organisation can really help to move things along, by advising on good practice, introducing new techniques and helping you map out your role.
Mentoring
Volunteer mentoring for charitable organisations.
Mentoring is a form of development whereby a trusted and respected person - the mentor - uses their experience to offer guidance, encouragement, and support to another person - the mentee.
The aim of mentoring is to facilitate the mentee's learning and development, to enable them to discover and develop their capability and potential, and ultimately to enhance their performance and realise their ambitions for the future. I volunteer as a mentor for young people through the Social Mobility Foundation, for managers through the Chartered Management Institute scheme, and for individuals in the workplace through their own organisational programmes. I have also helped to design and implement mentoring programmes.
“Believe me I get coached regularly and it isn’t often that new information comes up but I genuinely saw something I’m doing that I hadn’t noticed before. Thank you.” Management Consultant
Coaching
Can be developmental, or for enhanced performance, skills, management techniques, career change or progression.
Coaching is a flexible, focused series of confidential discussions in which the coach helps an individual to develop and explore their personal and business skills.
I often find I am working with people who are feeling out of their depth, due to a new or different situation that is outside their experience.
You may be being asked to implement change for the first time; looking for promotion to a managerial role; coping with a difficult individual or disruptive team; managing redundancies or wanting to develop your people, or keen to leave and start your own business.
Whatever the starting point, I have the breadth and depth of experience to help you expand your capabilities.
“Thank you for helping me unravel all the knots!” Area Senior Team Manager
Building Resilience During Organisational Change
Change can be challenging, but building resilience within your team can make the process smoother. Encourage a culture of adaptability by providing support and training to help employees navigate new systems and processes. Celebrate small wins to keep morale high and reinforce the benefits of the change. By fostering a resilient mindset, organisations can not only weather changes more effectively but also thrive in the face of new challenges.
The Importance of Clear Communication in Change Management
Effective change management hinges on clear communication. When introducing changes, it’s vital to keep everyone informed and involved. Transparency about the reasons for the change, the steps involved, and the expected outcomes helps in reducing resistance and anxiety. Regular updates and open channels for feedback ensure that employees feel heard and engaged, paving the way for a smoother transition and successful implementation.
Understanding Neurodivergent Communication Styles
Neurodivergent individuals often have unique communication styles. Some may prefer direct and clear instructions, while others might communicate more effectively through written words rather than verbal conversation. It's essential to recognize and respect these differences. By adapting our communication methods and being patient, we can create a more inclusive environment where everyone feels understood and valued. Understanding these nuances is key to effective collaboration and support.
Embracing Neurodiversity in the Workplace
Neurodiversity is a strength, not a challenge. Embracing neurodivergent individuals—those with autism, ADHD, dyslexia, and other cognitive differences—brings diverse perspectives and innovative problem-solving skills to the workplace. To foster an inclusive environment, companies should provide tailored support and flexible working conditions. By valuing neurodiversity, businesses can unlock untapped potential and drive creativity and growth.
Clarity is Key
Clarity is crucial in effective communication. Avoid jargon and be concise to ensure your message is easily understood. Before you speak or write, take a moment to organise your thoughts and define your main points. This not only helps in conveying your message clearly but also shows respect for your audience's time and attention. Remember, simplicity often leads to better comprehension and fewer misunderstandings.
The Power of Active Listening
Effective communication starts with active listening. This means fully concentrating, understanding, responding, and then remembering what is being said. It's not just about hearing words but grasping the complete message. Next time you’re in a conversation, put away distractions, maintain eye contact, and give the speaker your full attention. You'll be amazed at how this simple shift can transform your interactions and build stronger relationships.