Enhance.training podcast

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

30:55

A secret field that summons lightning. A massive spiral that disappears into a salt lake. A celestial observatory carved into a volcano. Meet the wild—and sometimes explosive—world of land art, where artists craft masterpieces with dynamite and bulldozers. In our Season 2 premiere, guest Dylan Thuras, cofounder of Atlas Obscura, takes us off road and into the minds of the artists who literally reshaped parts of the Southwest. These works aren’t meant to be easy to reach—or to explain—but they just might change how you see the world. Land art you’ll visit in this episode: - Double Negative and City by Michael Heizer (Garden Valley, Nevada) - Spiral Jetty by Robert Smithson (Great Salt Lake, Utah) - Sun Tunnels by Nancy Holt (Great Basin Desert, Utah) - Lightning Field by Walter De Maria (Catron County, New Mexico) - Roden Crater by James Turrell (Painted Desert, Arizona) Via Podcast is a production of AAA Mountain West Group.…

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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.

237 episodes

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updated 6 days ago

Series home•Feed

237 episodes

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

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1
5 Principles To Develop Influence As A Manager 12:23

6 days ago12:23

12:23

Develop influence as a manager, or at any level, and you will be able to do more, deliver better results and be viewed as more valuable in your role. Build your influence at work and the great your effectiveness in your role and the greater your personal rewards. I share 5 principles for influencing others in the workplace. ---- ---- To influence people as a leader or manager, being competent at your job is a must. Do you WILLINGLY follow people you don’t admire and respect? Do you willingly follow people you don’t trust to do their jobs well? I don’t think that I do. Influencing others starts with trust. The more trust you can build with those that you want to influence, the more influence you will have with those people. This is the power of influence and trust. How leaders influence people starts with becoming good at leading themselves. How well you know yourself, how confident you are to reveal weaknesses, how you manage your reactions and behaviours and more … are all part of leading yourself. We follow those that lead themselves better than we do. Work on your own self-awareness, self-management and emotional intelligence to influence more in the workplace. One of the most important principles in the art of influencing others is reciprocity or helping others before asking for help. Helping others creates influence. We like, trust and respect those that help us (generally) without strings attached. So go out of your way to help others, knowing that at some point in the future you will have that help returned. Helping others is an investment in your own productivity and investment. It is much easier persuading and influencing others when they are happy to be influenced by you. Leadership is having the courage to take risks and step into the unknown. A great starting point to building leadership skills for managers and your confidence is speaking up and sharing your opinions, ideas and solutions. Start small and build. Have the courage to use your voice every day and every week. Finally, a very important part of influencing others is building relationships. As mentioned before, we are a lot more open to being influenced by those we like and trust. Build positive personal and professional relationships with your team and bosses. I share who you should target and in which order. If you have any questions on “5 Principles To Develop Influence As A Manager”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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6 Actions for Planning Your Work Week As A Manager -Boost Productivity 11:22

13 days ago11:22

11:22

Planning your work week as a manager is the different between doing a great job and doing an okay or even a poor job. The more people you manage, the more moving parts, demands and deliverables you have to stay on top of. Planning ahead at work gives you a ton of benefits. I share six actions for planning your week as a manager to be really effective in your job. ----- ----- How to effectively plan your week at work starts with be very aware of the team, functional and company goals. Consistently ensuring what you are working on aligns to the wider business goals increases the value of your work to bosses. You also meet more than one goal with the same piece of work – a great way to leverage your time and value creation. Very effective productivity tips and time management tips for managers. How to effectively plan your week as a manager is about prioritisation. You will always have more to do than time permits. How to plan your day week and month must include separating the important and urgent tasks from the unimportant and not urgent tasks. How to be productive at work is not about doing more but about doing more valuable. How to effectively plan your week as a manager also includes what you are going to do yourself and what you are going to delegate. Delegating is not always a time creating activity. I share tips on time management for managers. How to plan your day for success should include how you use your calendar and organisational tools to reduce the number of disruptions you get. The average office work is interrupted every 3-11 minutes. I share tips on how to minimise disruptions which kill productivity. In management roles, the unexpected nearly always happens. Something will come up to disrupt your plans. One of the essential time management tips for work is to build in contingency time to account for requests, challenges and problems that arise. Finally, at the end of every day, take 5 minute to review what was achieved against your plan and what was not. Replan so that you always have up to date weekly plan in place. If you have any questions on “6 Actions for Planning Your Work Week As A Manager -Boost Productivity”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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5 People Skills To Become A Great Leader – Principles That Work 11:26

20 days ago11:26

11:26

I am sharing 5 people skills to become a great leader. The ones I am discussing today are some of the most important people skills; the ones that every really great leader displays. Great leaders have the leadership skills to bring something out of us. To become a great people leader, encourage, inspire and motivate through how you make people feel and what you motivate them to achieve. --- --- Communication is one of the most important skills for leadership. I share 5 communication skills that I view as essential people skills for leaders and good people skills in the workplace for anyone with ambitions. There are a lot of skills needed for how to become a great leader at work. Leadership is about change. Being courageous is a requirement for leaders. It takes courage to change, to do something different. It takes courage to speak your mind, to share your ideas. Courage is needed for how to become a great team leader. Demonstrating integrity is also a very important skill. I share 8 different ways to demonstrate your integrity (and there are plenty more). Integrity builds trust, it creates safety, it means staff members will be treated fairly. People follow people they admire and who help them bring the best out of themselves. Being yourself, being authentic is needed for people to relate to you, to learn about you. Trust is massive when leading others. If you are not being true to yourself, how can others trust you? Finally, flexibility is a critical skill of many management skills. Leadership skills for managers and leadership skills training focus on different approaches to the massive range of situations and personalities any manager faces at work. Work on the flexibility of your approach because everyone and every situation is different. Work at your people skills training and learning and in particular these 5 core people skills to become a great leader. If you have any question on “5 People Skills To Become A Great Leader”, please leave a comment below and I will get back to you. Jess Coles Enhance.training…

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How To Encourage The Coaching Of Great Management Skills In Your Team 11:01

21 days ago11:01

11:01

As a leader or manager, how do you build great management skills in your organisation? How do you encourage the coaching of great management skills, so you are developing the next generation of managers AND upskilling the managers you currently have? I share tips and actions to help you encourage managers to develop their teams and in particular their manager direct reports, which in turn will drive increasing team and business performance. --- --- To incentivise coaching of management skills, it is really useful to identify which skills leaders should be encouraging their managers to develop. I list out 7 of the key skills which are great management skills training. Next to encourage managers to develop their teams work to create a development culture in your team. There is lots you can without budget to get every team member learning and especially you managers. For example spending time mentoring and coaching your managers is great to incentivise building management skills. To incentivise management skills coaching throughout your organisation, create a management skills development plan for each manager. A development plan provides clear direction, activities and projects for development plus gives you the ability to hold both parties to account (manager and line manager) to deliver that plan. Finally, I share 4 practical actions to encourage coaching of great management skills within your manager population. Each are great in how to develop team lead skills. For of these skills, I list out practical actions to take and activities to encourage the practice of management skills which will improve management performance and the performance of the teams your managers lead. Developing better coaching skills is another way to incentivise managers to coach their teams. Get them to pass on the skills they have learnt. Incentivise management skills coaching! If you have any questions on “How To Encourage The Coaching Of Great Management Skills In Your Team”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training,…

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5 Actions for First Week Success As a New Manager – 1st Time Manager Tips 12:58

5 weeks ago12:58

12:58

Start quickly and successfully by implementing 5 actions for first week success as a new manager. Have a good first week and you set the stage for your ongoing success, you feel a lot more confident in yourself and your team will be a lot happier and more confident in you too. I share 5 actions to take in your first week – all great first time manager tips --- --- Start your first week as a new manager by focusing on the new 20%, not the old 80%. Chances are you will be doing a lot of your old role as a new manager. For first time manager success, focus on your new responsibilities – the management part, rather than stay in your comfort zone. I share 5 steps to take to start doing this brilliantly for first time managers. Next, for first week success as a first time manager understand the goals and expectations for your team. Maybe obvious, yet so few bosses provide clear goals and expectations. I share tips for new managers to work with their boss to get clear goals. Third, the next of my first-time manager tips is to start with a team focused attitude. Success to become a manager is all about growing yourself. As a manager, success is growing your team first. For first time manager in their first week, don’t make changes too soon. There is a lot of pressure on managers to make their mark, impress, and prove that hiring or promotion them was the right choice. Too many managers make the wrong changes too soon as a result. For a first time manager success guide, I share how you should go about making your mark quickly. The last of my new manager first week tips for success is to focus on building relationships. Probably the most important action for the first few months in any new role, and particularly so as a manager. I share tips on who to focus on first and how to go about building the right relationships in the right way. If you have any questions on “5 Actions for First Week Success As a New Manager – 1st Time Manager Tips”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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4 Ways of Resolving Organisational Conflict: Reduce Workplace Conflict 11:31

6 weeks ago11:31

11:31

Resolving organisational conflict makes everyone’s lives better, more enjoyable and more productive plus it adds significant profit onto the business I share 4 ways and 10 steps to resolve organisational and inter team workplace conflicts. I also cover what is organisational conflict and provide organisational conflict examples. --- --- Learning how to handle organisation conflict (organisational conflict management) starts with understanding how a lot of conflict occurs within the workplace. In my experience, more conflict occurs because of decisions, organisational setup, goals and processes that have not been designed carefully enough. You see the impact through individual getting into conflict, yet the cause is external to them. I share 7 classic causes of conflict in the workplace. How to resolve workplace conflict starts with understanding what is happening and why it is happening. Separately, speak to both parties is essential, ask lots of questions and listen carefully to what they tell you. Understand what is happening. Figure out why it is happening. Understanding is essential for managing conflict and organisational conflict resolution. I share 5 steps to practice for this stage. Understand what organisational conflict types you are dealing with – conflict between individuals, conflict within a team or conflict between teams. A lot of conflict management in the workplace is redesigning goals, objectives, policies and procedures so individuals and teams are more aligned and not set against each other. To resolve workplace conflict, then bring the parties together to get them to create solutions. I share 5 steps to follow for this meeting and process. If you have any questions on “4 Ways of Resolving Organisational Conflict: Reduce Workplace Conflict” please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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Speak With The Confidence Of A Leader – 5 Vital Speaking Techniques 11:58

7 weeks ago11:58

11:58

Use 5 techniques to speak with the confidence of a leader. Communication skills are probably the most important skill set for leaders and managers. At the heart of leading others is building relationships, earning trust and making the lives of those you lead better. I share 5 techniques to speak like a leader, so you can feel more confident when speaking with executives, when public speaking or presenting to the board of directors. --- --- To sound like a leader you must know your audience. Put in the time to do your homework and think through the challenges, pressures and desires the audience has. To speak like a CEO or leader, speak to the audience’s fears and hopes. This is a key part of confident communication and presentation skills. To be an effective leader, building and keep trust with the teams you are leading is essential. The same can be said when speaking effectively with executives. The greater the trust levels, the easier it is to do your job without questions and challenge slowing down the results you can produce. Always speak with as much openness, transparency and honesty as you can. One of the essential public speaking skills to master is creating clear digestible messages that are easy to understand. Creating concise well-structured communications will help you speak like a leader and are great public speaking tips and tricks. When speak in public, to large audiences, and if you want to sound like a leader, your practice is your performance. That is the more you practice out loud before speaking, the better your performance. I share 4 key mental tricks and practices to reduce your nerves before speaking publicly or to large audiences. Finally, to speak confidently, you must master your own non-verbal communication. These are the facial clues, how you use your voice, the pauses, your body positioning etc to convey additional meanings with the words you use. I share 6 areas you need to be aware of and practice improving as you speak. If you have any questions on “Speak With The Confidence Of A Leader – 5 Vital Speaking Techniques”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

Enhance.training

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

8 weeks ago11:18

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

9 weeks ago10:36

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…

Enhance.training

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

10 weeks ago12:00

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…

Enhance.training

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

11 weeks ago11:58

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…

Enhance.training

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

12 weeks ago10:11

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

13 weeks ago12:11

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…

Enhance.training

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

14 weeks ago11:26

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…

Enhance.training

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5 Ways Quickly Build Great Relationships at Work 10:58

15 weeks ago10:58

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

16 weeks ago7:19

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

17 weeks ago12:57

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…

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

18 weeks ago9:17

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…

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

19 weeks ago10:53

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…

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

20 weeks ago10:16

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…

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How To Give Corrective Feedback To An Employee 10:10

21 weeks ago10:10

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…

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

22 weeks ago10:44

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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Why You Should Value a Positive Attitude Before Skills At Work 9:34

23 weeks ago9:34

9:34

You should value a positive attitude before skills at work. I am going to explain why this is so important as an employee and as a manager thinking about who to promote and who to recruit. Work on your positive attitude. I share lots of tips of what to do and what to look for to build positive team cultures and get the best from your team in the process. --- Courses for Managers to Increase Team Performance & Results The quickest, easiest and cheapest way to improve team results is to improve the management of the team. Learn the management skills and approach that created multiple high performing teams, won “Best Team” prizes and added millions in value. https://enhance.training/msa-usp006/ --- Most team members appreciate a teammate with a positive attitude at work. Positivity lifts everyone up and creates a nicer working atmosphere. It is so important to develop and maintain a positive attitude at work. This is great for teams and for individuals. I share 5 signs or behaviours that indicate a positive attitude plus plenty of tips of how to be positive at work and stay positive at work. The more you have a positive mindset at work, the more likely colleagues will be positive towards you. Being positive is more likely to result in better relationships and receiving more help from those around you. This is brilliant recipe for being personally more effective at work. In addition, those that have a positive attitude are much more likely to get promoted at work. It pays to develop a positive attitude before skills at work. Next, for managers, it pays stay positive at workplace to demonstrate how you would like your team to behave and operate. Creating a positive team culture starts with the leader and their decisions, actions and behaviours. Always focus on being positive at work. I also share 7 key benefits you will have from creating a positive team culture. Take a look at the links above for more details on how to motivate teams. Finally, when recruiting staff - put attitude before skills at work. You can teach skills. It is very hard to change a person’s attitude. This is why it is so important to focus a good portion of your time during the recruitment process working out what character traits the candidates have and how positively or otherwise they view the world. If you have any question on “Why You Should Value a Positive Attitude Before Skills At Work”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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Successfully Managing Employees In Their First Few Months – 5 Tactics 10:33

24 weeks ago10:33

10:33

Successfully managing employees in their first few months is crucial for their success, and have an impact on the success of the team. New joiners first few months are critical to creating a good impression, building positive relationships, getting to grips with their role – all of which set them up for success over the coming years. When new employees are successful, the team is more successful, with reflects very positively on you as the manager. I share 5 tactics that every manager should employ to get the very best from their new employees. ---- --- Managing your new staff successfully has to start with helping them build relationships with team members and then colleagues across the business. Nearly every job relies on teammates and colleagues. With better relationships, you get better teamwork, trust, and interdependency. These in turn produce better results at a team level. During the probation period of a new joiner there is lots you can do to help your new staff member build positive relationships which don’t take much time to organise. It is in your interest to help your new employees be successful. Next when managing employees first few months, it is really important to give them very clear direction and set clear expectations and personal goals. This is vital at any point but none more so when managing new employees. When managing an employee during probation you both need goals to assess performance and progress in a fair and collaborative way. Helping the new joiner be as productive as possible as quickly as possible is in everyone’s interests. There is a lot a new employee needs to learn, regardless of how much experience they have prior to joining. Help them get through this learning process as quickly as possible plus remove problems and provide the resources then need to be successful. A good manager plays chess, not checkers. To know what your new employee is capable of and what their real character is like, you need to get to know them. Spend time with them. Work alongside them for a bit. Get to know their strengths, weaknesses, ambitions and interests. I share 7 areas that I want to learn about with any employee Finally, holding your new joiner accountable for performance and their attitude is also very important. A new employee should be on their best behaviour and working hard to impress. If they don’t demonstrate the right level of ability, work ethic and attitude, take action quickly. IF you have any questions on “Successfully Managing Employees In Their First Few Months – 5 Tactics”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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How To Focus On Your Most Valuable Work - Prioritisation Tips For Managers 10:25

25 weeks ago10:25

10:25

Working out what your most valuable work is and do that work! Everyone has the same amount of time. What you do with the time you have is the most important thing to move from okay performance to amazing performance. Work out you most important priorities at work. I share 4 crucial prioritisation tips for managers. ---- ---- How to focus on your most valuable work starts with understanding that increasing team performance is the most important goal for a manager. This is easily the best way any manager can add significant value to the business in which they work. There are a lot of options for how to increase team productivity. The most important will be specific to you and your team. Common routes include removing problems, training and teaching, creating a positive work culture and supporting and helping your team. Prioritisation actions for managers must start with what can I do to increase my team’s performance and output. The bigger your team, the more time and effort you should spend directing and supporting your team. The next best time management strategies and for setting priorities at work is to solve problems your team faces that stop them doing their work or slows them down. These might be outdated processes, low value work, problem employees, lack of resources etc. Find and solve your team’s biggest problems – a key for how to organize plan and prioritize your work as a manager. This is also a useful approach for how to prioritize tasks at work. Next for how do you prioritize your work – think about alignment. What tasks, activities and projects are directly supporting the business reach its goals and which ones aren’t helping as much. Focus as much of your and your team’s time and effort on the work that supports the business reaching its goals. When every team in the business aligns their work well, the business performs much better. Finally, one of the best time management strategies for managers is to teach, mentor and coach team members to develop management and leadership skills. Doing this takes the pressure off you, gives you personally more time and increases team performance. If you have any questions on “How To Focus On Your Most Valuable Work - Prioritisation Tips For Managers”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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Improve Team Results – 4 Ways To Help Your Team To Their Best Results 12:20

26 weeks ago12:20

12:20

Managers need to improve team results. The main reason a company employs a manager in the first place is to improve team results by more than the cost of employing them. You, as a manager, are in a great position to help your team get the best results. I share 4 practical and very effective ways to help your team to their best results. ---- ---- There are lots of ways to help your team to get great results. As a manager, you time is precious and working out what actions and initiatives you take to maximise improving team performance from your actions is really important You are in a brilliant position, as manager, to improve team productivity because you have more influence and power to make changes to what the team works on and the problems team members encounter. How you serve your team – that is how you help each individual and the team overall – improve skills, remove problems, guide, direct … is critical to your success as a manager. A manager works through their team, not directly, to create value. It is all about your team and not you. I have found adopting this mindset and the actions and behaviours to support your team, is the quickest and surest way help your team to get great results, Next help your team to improve team results by living your expectations. A well co-ordinated team that is working in a common direction is a lot more effective and produces much higher value than individuals doing what they think is best. Setting and maintaining expectations, standards and goals are essential to help your team to improve team results. Living your own expectations, rule and standards are essential to setting and maintaining expectations. If you don’t live them, why should any of your team? The third way for improving team results is to leverage your time intelligently. The work you do should be focused on making each individual more capable, effective and productive. Increasing each team member’s performance by 10% creates a lot more value than increasing your own productivity by 20%. Lastly, to help your team get the best results, help your team be a team. I have worked in many amazing companies and most teams I see are not really teams but groups of individuals working alongside each other. Teamwork includes high levels of communication and co-ordination, high levels of mutual support and help, a lot of trust, clear direction and goals and more. Great managers build teams rather than just co-ordinating individuals. If you have any questions on “Improve Team Results – 4 Ways To Help Your Team To Their Best Results, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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How to Keep Your Career Moving Upwards – Career Advancement Strategies 8:25

27 weeks ago8:25

8:25

How to keep your career moving upwards is a question most of us think about. We all want some progress, so we don’t get stuck doing the same job for ages. There are a lot of factors in how to keep your career moving. Climbing the corporate ladder starts with working hard and doing a good job. More is needed so you don’t lose momentum in your career. I share 4 key approaches that will massively help you in how to keep getting promoted. ---- FREE Advanced CV Writing Techniques Webinar . This is ideal for those up against significant competition – for example when going for professional and managerial roles. Learn over 40 actionable techniques that far to few candidates put into practice. https://enhance.training/lm-lp/write-your-best-cv-webinar-ulp034/ --- Climbing the career ladder is a lot easier when you choose a career goal and then stick to this goal. Having a consistent goal means you put a lot more effort and energy into everything that helps you reach your goal and less into other activities which don’t help you reach your goal. Being more focused means you get to your career goal faster. This advice is simple to give yet hard to keep putting into practice every month and year through your career. Those that stay focused get a lot further ahead and gain a lot more career advancement. It is hard to make sure you don’t lose momentum in your career. There are ever changing hurdles to overcome and developing a learning mindset is a really important way to keep overcoming hurdles and challenges as quickly as possible. Another really important aspect for how to move ahead in career is to ensure you keep a positive attitude at work to as much as you can. Positivity is energising for those around you, great to improve teamwork and looked on very favourably by bosses. Look for the positives in all the situations you can. Very important in career advancement strategies is to be ready to move company when the opportunities at your current company don’t materialise. Moving is very important to keep climbing up the corporate ladder, so your career doesn’t suffer delays or get stalled. The key to being able to move easily is to invest in learning how to write a knockout CV and be good at passing interviews. Both are skills that can be learnt fairly quickly. See the links above. If you have any questions about “How to Keep Your Career Moving Upwards – Career Advancement Strategies”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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How To Influence People Who Don’t Report To You – Influence Without Authority 9:07

28 weeks ago9:07

9:07

How to influence people who don’t report to you is a really important skill to make you more effective at work. As you rise through the ranks, you are increasingly expected to influence without authority to deliver results and desired outcomes. The ability to influence employees who don’t report to you and influence people in other teams enables you to be a lot more effective in your job. You can get more help exactly when you need it from colleagues in different teams. Learn 5 important actions to build influence without authority. ---- ---- When you manage people who don’t report to you, using social influencers is much more effective that trying to rely on the limited power of your position. People like to work with people that are nice, pleasant and easy to get along with. It makes the workday more enjoyable and go quicker. When you manage employees who don't report to you, be nice, be respectful and be useful to them. Another very important action when you lead people who don't report to you is to be interested in them and their world. As a manager you want to get to know them so you can understand their strengths and weaker areas, which enables you to get more from them. Being interested in them also create the bonds and obligations of relationships. The more they like and trust you, the more influence you will have with them. You can influence without authority. Another incredibly important action is the use reciprocity. That is offering them value first. Look for ways to help the other person and help them. Then you can ask for help in return and be much more likely to get that help. A brilliant way to influence at work. People are much more likely to do what you ask when they are sure you are working to help the wider group, which indirectly helps them, rather than if they suspect you are trying to help yourself. Create and communicate clear common goals. Even better is to link those goals back to how achieving them helps the other person. Finally, becoming an influential person builds more influence by itself. Other people know that you are in a better position to help them than less influential people. This gives you more opportunity to influence. If you have any questions on “How To Influence People Who Don’t Report To You – Influence Without Authority”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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How To Boost Your Self Confidence At Work – 10 Actions To Improve Confidence 10:31

29 weeks ago10:31

10:31

Being confident and self-confident at work is a very big deal – it helps you enjoy your job more, be more effective, be more influential and move your career forward faster. I share 10 actions for you to take to boost your self confidence at work. Some are short term, giving you improvements in days, others are longer term and very effective to build self confidence. ---- 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/ --- The first action to improve your self confidence is to focus on what you can control and influence. Try hard not to worry about what you can’t control. Measure your progress so you can see your own improvements. Next for how to deal with low confidence at work, always focus on the positives. Think about what you did well. What was successful and what worked. Our brains are brilliant filters and when we look for the positives our brains filter out more of the negatives. Third, use mental visualisation exercises to prepare yourself well for actual events. These are brilliant for how to improve your confidence at work. Athletes, speakers and all those who need to perform under pressure use this technique a lot. It works brilliantly. Boost your confidence by comparing where you are now to where you were a week, month or year ago. Don’t compare yourself to people around you how you feel are more confident than you. They were in exactly the same position you are now. Fifth, for how to boost self confidence at work – dress well, hold yourself tall and look confident. This will help you feel confident and other people will treat you are more confident. A good self-fulfilling cycle. These are all very good actions to how to build confidence fairly quickly. The best way I know for how to build confidence in yourself is to work to be successful at a number of different things. They can be small through to significant. Success breeds confidence. I share 5 actions to take to help you become more successful quicker, so you can build your self confidence. If you have any questions on “How To Boost Your Self Confidence At Work – 10 Actions To Improve Confidence”, please email me at support@enhance.training and I will get back to you. Jess Coles Enhance.training…

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Going From Manager To Director – Actions To Get Your First Director Role 12:49

30 weeks ago12:49