Nine leadership qualities1. Being seen to be in charge 2. Drive and initiative 3. Decisiveness and comfort with taking responsibility 4. Clear thinking and good judgement 5. Organisational capability - including routine 6. Ability to listen and gather up other’s ideas 7. Being heard when you need to be 8. Showing appreciation and indicating pleasure 9. Being considerate and aware - showing sensitivityD Wilcox … [Read more...] about Nine leadership qualities
Five rules for coaching high performers
Five rules for coaching high performersQuickly get their attention Demand commitment Connect via a common language Hit hard enough to hurt Engage curiosity and competitive instinctsSource: Ludenes and Erlandson … [Read more...] about Five rules for coaching high performers
Meaning & Symbols
Today I was reading the blog of a young woman who had to take off her 'bling' in order to go snorkling safely. Her reaction was that she felt very different without it. She felt like another person.This got me thinking about our identity as managers, trainers or other professionals. What are the symols that we hold on to for the sake of identity rather than effectivness?These symbols could include technologies like pc's classroom training, methods or policies etc. … [Read more...] about Meaning & Symbols
mikemorrison-102
User #102 is NOT an Accredited BIR user This is to confirm that the owner of membership number 102 is NOT accredited user.Please contact us for an up to date list of users this is a sample page … [Read more...] about mikemorrison-102
mikemorrison-101
BIR Accredited user - Mike Morrison This is to confirm that Mike Morrison is an accredited user this is a sample page … [Read more...] about mikemorrison-101
action-learning-sets
Action Learning Sets Are you looking for action learning sets by reg revens - and how to use this technique for developing your people?This article is not here - please see our article on Action Learning Sets for some reason some browsers are managing the divert - appologies … [Read more...] about action-learning-sets
Top ten training tools or techniques
Ten top training tools or techniques that work:Outcomes, outcomes, outcomes - clarity is everything Manage state transitions - its all very well knowing where we need to be, but managing 'emotional reactions' is the deal breaker Positive emotion increases learning - people learn best when they succeed - not when they fail - the best learning does NOT come from making mistakes Question, question, question, question - we learn through understanding - so do what it takes to … [Read more...] about Top ten training tools or techniques
Intelligent dressing
Came across this site - Intelligent Dressing where the author highlights ways of influencing clients before we even talk to them.Some interesting ideas.It works on the principle that people buy people and we tend to associate with people that like and behave in the way that we do.Have a read and let me know your thoughts. … [Read more...] about Intelligent dressing
Behaviours of the best coaches
They can:Listen fully and with real interest and concern for the learner Communicate a genuine empathy and understanding Adjust to another environment, terminology and work habits Set challenging yet realistically high expectations Diagnose accurately ?what is going on' and see ways forward Develop a shared interest in the learner and their issues Experiment and explore, suspending judgements Find patterns in information and processesFrom: Paul Pohlman … [Read more...] about Behaviours of the best coaches
Seven ways to manage a consultant
Check the consultant's credentials Clearly specify your needs Ensure a positive organisational fit Clarify evaluation arrangements and outcomes Monitor closely - especially new consultants Give clear feedback to the consultant throughout Be prepared to ask awkward questionsSource: Phil Lewis& … [Read more...] about Seven ways to manage a consultant
Seven levels of interest in your own development
I have development needs, but I'm not interested in working on them. I have development needs, but I don't know what they are. I have development needs, I know what they are, but refuse to do anything about them. I have development needs, I know what they are, but I need a push to do anything about them. I know about my development needs, I'm motivated to do something, but I don't know how to go about it. I know about my development needs, I'm motivated to do something, and I'm doing … [Read more...] about Seven levels of interest in your own development
Seven principles when helping people to learn
People know more then they think they know Everyone has resources for improving performance Useful questions are worth more than commands Each person is responsible for their own contribution to the organisation Every set back provides a learning opportunity Experiments precede learning Challenging but achievable goals bring out the best in peopleSource: King and Eaton … [Read more...] about Seven principles when helping people to learn
Seven important coaching skills
Attending Giving and receiving feedback Drawing out Silence Suspending judgement Recognising and expressing feelings ParaphrasingSource: David Megginson … [Read more...] about Seven important coaching skills
Seven coaching competencies
Framing questions that make learners think deeply Being a resource - removing barriers to learning Holding back, not providing all the answers Creating and promoting a learning environment Using analogies, scenarios and examples Engaging others to support the learning application Providing feedback constructivelySource: Ellinger and Bostrum … [Read more...] about Seven coaching competencies
Six musts for a coach
Trust Mutual respect A sense of common purpose Integrity Openness HonestySource: John Burdett … [Read more...] about Six musts for a coach
Six barriers to learning
PerceptualCulturalEmotional-motivationalIntellectualExpressiveEnvironmental Source: Temporal and Boydell & … [Read more...] about Six barriers to learning
Six big problems with training and development
Six big problems with training and developmentA failure to identify the specific needs of learners and for learners to own their own development needs Objectives set by trainers, rather than the learners Little acceptance by learners of the need to take responsibility for their own development Constraints of time for preparation and participation in learning events A failure to follow through learning beyond an event or course Failing to achieve high value via transfer of … [Read more...] about Six big problems with training and development
Six keys to value added development
Six keys to value added developmentAchieve management acceptance of responsibility for a supportive workplace that encourages the application of learning All activities help achieve organisational goals Assessing the readiness of the workplace to support learning skills Everything is driven by business needs Measurable results that can be tracked Providing people with skills and knowledge needed to improve personal performanceSource: Robinson and Robinson … [Read more...] about Six keys to value added development
Six threads for learning
Ambition, which when properly focused, is an asset Adaptability, the ability to work with others and respond to different challenges Resourcefulness, the ability to use good judgement in different situations Faith, both in yourself, and your team Fight - the ability to pick yourself up and try again Patience, reliability, integrity, honesty and sinceritySource: Kaye and Kleiner … [Read more...] about Six threads for learning
Six principles of adult learning
Adults are autonomous and self-directed Adults need to connect new learning with previous life experiences and knowledge Adults are goal-oriented - and will look for this Adults are relevancy-oriented Adults are practical - seeking application of learning Adults need respect and recognition for what they can contribute- Malcolm Knowles … [Read more...] about Six principles of adult learning
