Staff who do not take the initiative are very frustrating and time consuming to manage. There are a number of reasons that stops staff taking the initiative. The manager is in a great place to remove these reasons and encourage staff who don’t take the initiative to be a lot more proactive.

I share 4 powerful ways to energise employees who do not take the initiative

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Staff who don't take the initiative are a real anchor on team performance. As a manager you can almost see your bonus shrinking. There are a number of factors that stops staff showing initiative. Some of these are environmental which the manager can change. The others are to do with the individual. Either of these stops staff being proactive.

To encourage staff to be proactive, it is really important the manager doesn’t make classic mistakes like micromanaging or punishing mistakes. I list more mistakes managers much avoid that stops staff thinking for themselves.

To encourage proactivity, the manager should take several actions to build and maintain psychological in their teams. Trust and safety are key starting points. I list more actions for the manager to undertake.

When managers don’t align their actions with what they ask staff to do – this create confusion and damages trust, which in turn will stop employees being proactive.

On the positive side, there are lots that a manager can do to develop confidence and capability in staff who do not take the initiative. Often this can be because staff simply don’t know what to do. To build real confidence quickly, I suggest you take 4 key actions with staff who are not proactive.

Finally, towards the end, I share how you should adapt your management style to the person and situation to encourage any staff not taking the initiative to be a lot more proactive.

If you have any questions on “4 Powerful Ways To Energise Staff Who Do Not Take The Initiative”, please lemail me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

I am sharing 5 proven actions to transform poor teams at work quickly & effectively. That is take the WORST team in a company and transform it into one of the BEST teams.

Any manager with people skills can implement these actions to significantly improve team performance. I share lots of practical tips that you can put action straight away.

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How to transform the worst team in a company? It has to start with building team trust in you, the leader. In your capabilities and how you are going to help the team. I share 9 practical actions that are great to start transform underperforming teams.

I have transformed the worst team into the best team, in multiple different companies, generating £’millions in additional profits in the process for the business employee us.

It does take confidence to improve the worst team at work. One of the best first actions is to identify what is holding the team back. I share 6 areas that I nearly always investigate in transforming poor teams. These will give you plenty of ideas for what to do to transform the worst team in a company.

Next, invest your time, and resources, into removing problems publicly and privately. The more problems you remove, the more able the team is to improve their performance. Without some time investment at least, it is very hard to improve poor teams at work. I share how you should approach prioritising your time.

Next, plan a path to achieving team goals and walk with the team. The better and clearer the plan of HOW to achieve goals, the more likely goals will be achieved. The HOW part is vital. Poor performing teams often lack the expertise to perform well. Teach and coach the team.

Finally, doing great work and NOT shouting about it within the company is doing yourself and your team a disservice. Make the time to market and communicate your team’s achievements and successes. I share a lot of options for how to do this.

If you have any questions on “5 Proven Actions To Transform Poor Teams At Work Quickly & Effectively”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Struggling with Boss? I share 3 vital approaches to transform your most important work relationships

The worst mistake in boss relationships is to do nothing or try to ignore the situation. Taking the right action will transform their perception of you. Want more respect, more appreciation, more praise, better development opportunities, a bigger bonus, a promotion … take these actions to transform your most important relationship at work.

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When you are struggling with manager relationships, the first vital approach to transform the relationship is to be perceived as good at your job. This is not about working harder (another common mistake in boss relationships). WHAT you work on and HOW you communicate it is vitally important. i.e. your boss’s perception of you

I share 5 core things you must work on to ensure you are perceived as good at your job. Doing these are vital if you are not getting on with your boss or you have problems with your boss.

To improve your relationship with your boss you have to communicate. Relationships are built on communication. Don’t make the biggest mistake in relationship with boss – communicating less when things are not going well. I explain how to do this and give a ton of practical tips plus discuss frequency of communication.

Another vital action to take to improve your most important work relationship is to find your boss’s pains and help reduce them. I have been using this technique for over 20 years, and it works brilliantly. (13 promotions demonstrate its effectiveness). I talk you through how you can find out your boss’s pain points and give you ideas for how you might create solutions to reduce common pain points.

Always make the time to look after the relationship with your boss. There is not other more important relationship nor one that will have a bigger impact on your success and enjoyment of being at work.

If you have any questions on “Struggling With Boss – Transform Your Most Important Work Relationship”, please leave a comment below and I will get back to you.

Jess Coles

enhance.training