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There is a difference between ‘being direct’ and ‘being unpleasant’ and this is often confused in management practice. Being direct is about stating efficiently and without emotional content what is required. Being unpleasant is where negative emotional content is attached to the message (irrespective of the message) Often, managers are accused of being overly ‘direct’ . . . → Read More: Being Direct Plenty of people in Talent Management circles become extremely vexed when considering this subject. There is no doubt that many companies like to trumpet the message loudly in their literature and in person – yet many of them find it difficult to operate as if it were true. And perhaps, it’s not? Plenty of people . . . → Read More: People are our greatest asset? Sales are the lifeblood of business. This is why many managers say that salespeople are their most vital assets. Professional salespeople are therefore in demand. And underpinning their work is an established communications principle: AIDA. AIDA stands for Attention, Interest, Desire and Action. These four words sum up the process . . . → Read More: AIDA As a manager, you face challenges every day. They may relate to projects, performance or personal development. Setting SMART objectives helps you deal with these challenges. SMART puts issues into context and gives you a model for resolving them in a positive manner. In other words, SMART places you in control and lets you do . . . → Read More: SMART Objectives A frequent complaint by managers and leaders at the moment – but is it true? It’s true that HR departments are often rigorous in the dealings with managers in terms of Employment Law issues, however, this is often due a range of ‘Management Crimes’ ranging from not following process, to punching people during a ‘car . . . → Read More: Does HR prevent Managers from Managing? It’s staggering to us to think that recent research shows that basic errors in interviews still are being reported by hirers and selection panels for promotion…! Areas such as being underprepared seem trivial in comparison with people who have: fallen asleep in the interview; realised they are interviewing for the wrong role; not realizing they . . . → Read More: Interviewing Crimes It’s really important for managers and leaders to think about their personal reputation or ‘brand’. The image or reputation you have will determine a range of factors for you: the respect your team has for you; the speed of promotion and potential job roles in your company; the respect that your boss has for you; . . . → Read More: Protect your Personal Brand |
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