Don’t come to me with problems….

“Don’t come to me with problems, come to me with solutions” – This is a common manager saying, but for us, we feel it stops people coming forward if they do have a problem but they don’t have any solutions!

In this short video Mike explains why you might want tweak what you say and how you say it 👊  

Skill v Will – Do you have a ‘Janet’?

As a Manager, your life is made much easier if you have a team you can delegate to.  But, in reality, this can be a challenge if your team don’t have the skills to take on the task, or worse still they don’t have the desire or the will.  

In this clip, Mike introduces you to five members of his team and the challenge he faces when he has too many who aren’t high skill/high will 

Click here for Mike’s video

Superstar Trainers…

New trainer, still trying to find your feet?

Or experienced trainer who wants to brush up on your skills and learn about the latest, up-to date L&D methods?

Either way, our newly updated ‘Train the Trainer’ programme may be just what you need!

Delivered over 4 one-day, face to face modules, we’ll focus on each key part of the training cycle; TNA, Design, Delivery & Evaluation, with opportunities in between each module to consolidate, hone your skills and put into practice what you’ve learned.

This is a brilliant, highly interactive programme for all trainers old and new!

But don’t just take our word for it – here’s what one of our wonderful delegates had to say… 😉

 

 

 

3 Top tips for new managers

Rachel thought long and hard before applying for the management position in her team. She knew she was ready for the next step, but getting the job would mean Rachel would have to manage some of her close friends, not to mention two fellow colleagues who were also going for the same job. “It’s now or never” she thought.  Rachel took a massive glug of wine and began to update her CV.

Two interviews later and a stone lighter with worry, Rachel was offered the position of Team Manager within the Clinical Negligence department.

If I were to meet Rachel, I would take her for a brew and explain to her that a few things were about to change over the coming months. Here are just a few:

1) She will almost immediately stop getting invited to the pub on a Friday afternoon.
2) She will have to start making all her own brews. (Who knows what the team are dipping into her brews).
3) She will have to either sit on her own for lunch or move to the boring ‘Big Wigs’ table.
4) She was once the one telling all the jokes but from now on, she’s likely to be the butt of them (never to her face though, always behind her back).

Of course, I’m only joking, well, apart from 1, 3 and 4.

Are you currently feeling like Rachel? Here’s some tips from me to help you cope with your first three to six months in a new management role:

• Don’t dive in –Use the first few weeks/months to observe and listen to the team. You’ll have your own ideas about how things should run but don’t jump in. Not only do you have to adjust to your role, but everyone else does too. You’ll get peoples backs up if you do things too soon.
• HELP! –Don’t be scared to ask for help from the other members of the management team. Asking for help isn’t a sign of weakness and they’ve all been where you are now at some point. Tap into their knowledge and experience and keep an open mind.
• Teamwork –Don’t push your team away. Use them to come up with ideas and suggestions about how the team should move forward. Tapping into your team for ideas is a great way of building trust and credibility.
• Trust them –Don’t feel like you must micromanage everyone. Let them crack on. By micromanaging them you will undoubtedly create a culture of distrust.
• Be Patient– Rome wasn’t built in a day. Don’t expect too much too soon. Implementing your methods will take time and lots of patience.

Here’s wishing you all the very best of luck if you’re currently finding yourself in the same position as Rachel.

Here’s our very own Mike who provides 3 tips to help you survive those early days 👊

3 Tips for new Managers 

Do you need a hand with your Away Day?

Are you planning an away day for your team? Or maybe you fancy getting your hybrid team together for a day to discuss future objectives, plans and to let their hair down?!

Whatever your scenario, we can support you!

We’ll work with you to create a fantastic event that ticks all the boxes. Here’s how we can help:

🎯 Facilitate team activities that highlight the importance of working together, sharing knowledge & building mutual trust.

🎯 Lead thought provoking discussions around how your team can work better together practically & increase team collaboration, while reducing any friction.

🎯 Facilitate activities that gives your team the opportunity to learn more about each other (-especially beneficial in a hybrid or remote setting).

🎯 We give you the opportunity to communicate key updates and changes whilst everyone’s in the same room, so you can have open and honest discussions about them in a neutral, safe environment.

Interested in learning more? Why not get in touch for a chat.

In the meantime, here’s what Rebecca thought of their most recent session 

“I’ve worked with Mike on several occasions in higher education and the NHS and he’s delivered great sessions for us on management development and team away days. Potential Unearthed are really straightforward to work with and bring ideas, warmth and humour to the table. If you’re looking for professional facilitation and training delivered in an enjoyable way, I’d recommend Potential Unearthed.”

 

Rebecca Coles; Head of Organisational Development (OD) & Engagement

The Christie NHS Foundation Trust

Difficult Conversations – Don’t dive in with both feet

Sometimes a discussion with a member of your team can spiral out of control due to you diving in with both feet.  In this short video, Mike explains why you need to slam the brakes on and give the recipient some air time 👍

Have you got a minute?

Time is precious for all of us so when a member of your team comes up to you and says “Have you got a minute?”  you just know that it won’t take a minute 😃

In this short clip , Mike shares a great tip that will help people get straight to the point.

 

Ode on the Road 😃

Mike’s been back out on his travels and in this episode he finds himself in Manchester ahead of delivering a course on managing change – always a hot topic! In this short clip, Mike chats about how you might want to manage your team when it comes to change. Do you have a Change Survivor Susie? Or maybe you have a Change Resistor Reggie? Follow this link to listen to Mike’s top tips. PS – Feel free to follow or connect with Mike after you’ve watched the clip.

Managing the quiet ones

All teams are made up of different personalities and characteristics. It would be pretty boring if everyone was the same 😊

Managing these differences can be a challenge at times. In our sessions, managers quite often say that the most difficult personality to manage is the team member who is generally quiet. They don’t really say much. They don’t contribute in meetings and as a result, managers don’t really know how to manage them properly. Some say it’s like walking on egg shells.

There’s nothing wrong with being quiet. Sometimes people are reflecting and thinking about how to respond and contribute.

The PU View

Mike has put together this short clip to help you managers out there who have to manage the more introverted employees in your team.

Follow this link to watch his 2min clip.