Enhance.training

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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. 

  1. -6 dias

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

    Conflict in teams create a lot of drama and is a big distraction for everyone. I am sharing 4 powerful actions to prevent conflict in teams A lot of conflict in the workplace can be prevented, and you are in a brilliant position to minimise conflict. Less conflict means better team performance. Great for your team, business and you --- For Resourses to stop conflict = enhance.training/2f2  --- Every team and organisation suffers conflicts. In the best teams, these conflicts are minor and very short lived. In underperforming teams, big conflicts hang around and cause major problems.  To prevent conflict in your team, or as much of it as possible, the first action is to create a lot of alignment. This means that everyone in your team knows exactly what is expected of them and each other, where the boundaries of responsibility start and stop. To reduce conflict in your team further, get everyone clearly moving in the same direction with common shared goals. This will reduce conflict between team members. Communication is another powerful tool to stop conflict in teams and reduce conflict at work. Understand the other person position through talking to them, and incorrect assumptions and unspoken frustrations are reduced or removed.  I share 5 practical steps for conflict resolution in the workplace. This is brilliant for manage conflict between team members and how to manage conflict in a team.   If you have any questions on “Stop Team Drama Fast – 4 Powerful Actions To Prevent Conflict In Teams”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training

    13 min

  2. 4/06

    Brilliant Steps to Turn Difficult Employees Into Great Employees

    To turn difficult employees into great employees, interdependent steps are needed. Improving beats removing hands down (less effort, faster, less risky & more). Too many managers have not been taught what to do to get improvement.   Doing a few actions or taking a piecemeal approach does NOT turn difficult employees into good employees, as most managers find out.   Learn what you need to do and why each step is important to building pressure and enabling change and improvement.  ---  ---   In my experience it is very worth trying to turn difficult employees into good employees. If you start knowing 9 out of 10 people want to do a good job AND that there are 6 main barriers in the way to improvement, then making the effort feels more sensible.  Any time you manage difficult employees, it is not easy. Even having the first conversation is pretty daunting (even after you are used to them!). I have found making these conversations straight forward is all in the preparation. Take a few straightforward steps in the right other, and the team member expects you to speak to them.   How to deal with difficult employees starts with setting expectations. This can feel obvious yet actually setting really expectations is not nearly as straight forward as most managers would expect. Hence, plenty of manager don’t set clear expectations when they think they have.   Turning difficult employees into great team members is 100% in your interests and much easier, quicker, more enjoyable and less risky than removing them. Why go through all the extra hassle and pain to get a similar result?   The next challenge is that one or two actions won’t create much change. To get improvement you need to approach your difficult employee with a campaign of interdependent (linked) actions. To turn difficult employees into good team members, I share 8 interdependent actions to take.   If you have any questions on “Brilliant Steps to Turn Difficult Employees Into Great Employees”, please email me at support@enhance.training and I will get back to you.   Jess Coles  enhance.training

    15 min

  3. 28/05

    6 Differentiating Behaviours For Managers To Be NOTICED By EVERYONE

    The most visible managers aren’t just “competent” – they display visible, repeatable behaviours that signal leadership potential and business impact.   I share 6 differentiating behaviours for mangers to be noticed by everyone AND avoid being average as a manager.  ----    ----   The behaviours to stand out as a manager start with building courage. Managers need to be courageous to stand out. For example, it takes courage to speak up when you have a different opinion from the rest of the room. Be brave to stand out. I explain tips to build that courage.   Group think – where everyone agrees because they don’t want to be different is one of example of why being safe makes you invisible. Also average equals invisible in the eyes of senior managers. For how to stand out in your company, be yourself. Have your own ideas, views and opinions and express them.   For how to stand out as a manager, start by owning the bigger picture. That is always keeping in mind the function and company goals and work hard towards achieving those goals with everything you do. This alone is a great for how to stand out at work.  Another important differentiating behaviour that makes you much more effective at work is building strong relationships ACROSS the business. For managers this helps you increase team performance as you get more support for your team, resources when you need them and suffer less blockages.   For all 6 differentiating behaviours for mangers to be noticed by everyone, including practical tips to do each every day, watch the video.   If you have any questions on “6 Differentiating Behaviours For Managers To Be NOTICED By EVERYONE” please email me at support@enhance.training and I will get back to you.   Jess Coles enhance.training

    12 min

  4. 21/05

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

    Become a great negotiator at work and get what you want and need to be successful. How well you negotiate defines what you work on; what goals, objectives and targets you have to hit; and the resources available to you and your team to deliver what has been asked of you.   Personal and career success is resting on your negotiation skills.   I share 6 tried and tested approaches to improve your negotiation skills and to make getting what you want at work so straight forward it almost feels like cheating. ---  ** Coaching Options   https://enhance.coach/leadership-coaching-directors-managers-culp002/ ---  To be a brilliant negotiator at work, start with being very clear about what you want. What are the goals or outcomes that you want from the negotiation. Be specific, quantifiable and clear, NOT vague, general or unclear. This is core to be able to get what you want at work.  The next negotiation technique is to understand the negotiating field. That is both the boundaries that you have to operate within (imposed by your company) AND what the other party wants. There is a ton you can do to work out the other sides goals. This informs your negotiation strategy and negotiation tactics.   Negotiating at work should involve asking a lot of questions and listening. You want the other party talking about what they want. The more you know about what they want, the better your negotiating approach will become. This is another one of those key negotiation strategies.  How to negotiate must also include trading options rather than just saying yes or conceding. You have a ton of variables to work with, and I explain how to use them to get what you want at work.   If you have any questions about “Become A Great Negotiator – Be Amazing At Getting What You Want At Work”, please email at support@enhance.training and I will get back to you.   Jess Coles enhance.training

    11 min

  5. 14/05

    How to Create a Hard Working Team WITHOUT Demotivating Or Upsetting

    How to create a hard working team to deliver more is about creating motivating ENVIRONMENTS rather than increasing pressure. More team hours worked often does not move the “value produced” dial much UNLESS you combine it with another important action.   I share 4 approaches that motivate your team to work hard because they WANT to work hard  ---  ---   The goals and expectations you set for a team determine how hard they will work. It is like telling a runner they have a race the next day or telling a runner they have a 10km race the next day and they need to finish it within 45mins. Goals drive planning, which in turn drives work levels. Goals are part of the picture to persuade your team to work hard. There is a art to setting goals. Setting any arbitrary goal won’t motivate and might even be de-motivating.   You want your team to WANT to work harder. Trying to force them or pressurise them to work hard rarely works on its own. If fact you often get less work i.e. it is counterproductive. A hard working team that creates a lot of value chooses to work hard.     A team will only work as hard as its manager. If you don’t work hard, there is zero chance of your team working hard. What you WORK ON is just as important. Show you are working for the team rather than for you.   The leader of a team has a HUGE influence on the success of a team. The leader creates the environment, the rules and the expectations. It is like a micro-climate within a larger climate (or company culture). There is a ton of thing you can do to push your team to work harder while motivating them, keeping them very happy, and significantly increasing the value produced by the team.  Finally, nothing stops a person working harder than when they feel unfairly treated. Balance is really important. In fact, the best managers offer slightly more to the team than they ask from the team.   If you have any questions on “How to Create a Hard Working Team WITHOUT Demotivating Or Upsetting”, leave email me at support@enhance.training and I will get back to you.   Jess Coles  Enhance.training

    11 min

  6. 7/05

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

    “Work hard and you will get promoted” is a big lie.  I am covering why hard work doesn’t get you to the top and what to do to get promoted.   In my career, I was promoted 13 times in as many years, from trainee all the way to board director level of a large company. I share how to be promoted as a high performer.  ---  ---   Firstly, there are three huge reasons why hard workers don't get promoted. Being brilliant at your current job doesn’t mean you will be brilliant at the next level. If you don’t demonstrate your ability (or potential) at the next level, it is so much easier for your boss to keep you where you are. This is why high performers don't get promoted just because they are good at their current job.   Why top performers don't get promoted can also be about the strength of their relationship with their boss. You need your boss’s support. If you don’t have it, that is a classic reason why you are not promoted. This can also be why top performers don't get promoted.   Even more important: 5 actions / tactics you should put into practice today for how to get promoted at work. These are very effective (I was promoted 13 times) and should be used at EVERY LEVEL from trainee to board director.   Hard work doesn’t equal success. It is NOT the hours that you put in that count. What you do with those hours DOES count a lot. The more value (/profit) you can create for business, aligned to business goals and needs, the quicker you will get promoted. It is that simple.   I know personally, how valuable moving teams and business closer to their goals are in the eyes of bosses thinking about who should be promoted next. Communication of the value that you create is a very close second to actually creating that value. If bosses don’t know about it, they can’t appreciate it. Proactively and regularly communicate to bosses to put yourself in contention for promotion.   IF you have any questions on “Why Hard Work Doesn't Get You To The Top – What To Do To Get Promoted”, please email me at support@enhance.training and I will get back to you   Jess Coles  enhance.training

    15 min

  7. 30/04

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

    Facilitating high-output meetings is one of the most important tools a manager has to increase team motivation, culture and performance.  Learn exactly how to facilitate meetings that really drive team performance while saving you a ton of precious time. You can use these group facilitation skills to get the best from any group: facilitate workshops, facilitate groups, facilitate teams at work. How to be a good facilitator in a meeting starts with being really clear about the purpose of the meeting. Defining and communicating the meeting purpose can easily reduce the meeting time by 20-40% and still get the results you need. When facilitating groups at work this will save you a ton of time over every month and year.  The next part of how to facilitate group discussions is to create clear structure for the discussion. Without structure the discussion and meeting will drift, go off on tangents and waste time and energy. I share 5 important sections to include when facilitating group discussions.  When you facilitate group problem solving, or facilitate group discussions, how you start the meeting will determine if attendees believe the meeting will be useful or just another waste of time. I explain exactly how to start meetings to instantly get attendees focused, energised and moving in the direction you need. Very important for effective meeting facilitation.   To become a great facilitator or be a great facilitator, I share six vital techniques to control the meeting and to keep the group focused and moving towards achieving the meetings goals. These meeting facilitation tips will help any manager or leader get more from each meeting.   If you have any questions on “The Time‑Strapped Manager’s Guide to FACILITATING High‑Output Meetings”, please email me at support@enhance.training and I will get back to you.   Jess Coles enhance.training

    16 min

  8. 23/04

    Best First Time Managers Tactics - New Manager Success Guide

    I am sharing the best first time manager tactics I know. I wish I had been more aware of and more focused on these tactics from the start of my management career. I would have progressed faster, with a lot less effort and stress.   Included are over 30 practical actions that you can put into practice today in this new manager success guide.  ---  ---  In this first time manager success guide, we discuss how your new role is more about enabling others to be successful than focusing on doing the work yourself. This is one the best new manager leadership tactics you can employ.   You will still have a lot of work to do directly yourself – you probably still have most of your old job. To enable you to manage, delegate as much as you can and help others do as good a job as you did. This is some of the best new manager advice to give.  Another of the essential new manager actions is to focus on building trust. This is even more important to consciously do for first time managers. When others trust, they are much happier to follow your lead.   Another of my best new manager tips is to focus on creating clear goals and expectations for the team. This takes courage, confidence and working with your boss. The clearer the goals and expectations you can communicate, the safer, more engaged and better performing your team will be.   Communication is another key area. Far too managers don’t communicate enough. New managers should aim to communicate twice as much as they think they need to. How you communicate is also vital. I share a ton of my best new manager tips on communication.   Another of my  best first time manager advice is to focus on feedback for your team. Employees love and desperately want feedback. Feedback provides safety, development, and another communication tool to your team. Aim to provide feedback at least every day to team members.   Finally, I have 7 areas you should find out about for each of your team members. Get to know your team well. The better you know your team, the more likely you will be able to get team performance increasing. I explain why.  If you have any questions on “Best First Time Managers Tactics - New Manager Success Guide” please email me at support@enhance.training and I will get back to you.   Jess Coles enhance.training

    15 min
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Sobre

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. 

Informação

  • Autoria
    Enhance.training
  • Anos em atividade
    2020 - 2026
  • Episódios
    294
  • Classificação
    Para todos
  • Copyright
    © 2026 Enhance.training
  • Site do programa
    Enhance.training

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