If you are not valued by your boss, you want to know about it fast and have a clear plan to quickly change how you are perceived. I am sharing 11 signs you are not valued at work and what to do if any of these signs are what you are experiencing right now.

There are plenty of actions you can proactively take that will quickly improve how others value you at work. Take action today!

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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How we are valued at work is important for our happiness, our confidence and our wallet. When our bosses value what we do, when we are being valued in the workplace, we are much more likely to:

1. Get more interesting work and projects that are more likely to further develop our skills and experience

2. Be given more responsibility and autonomy

3. Get more development opportunities

4. Gain higher social and professional status at work

5. Be paid more and be promoted more often

So when you are not valued by boss, unappreciated by boss or not valued at work, there is a very real personal cost to you.

So you know when you might be under valued at work, I go through 11 signs you are unappreciated at work. When you feel undervalued at work, use these as a checklist to confirm if you really are being undervalued or if you are just having a bad day or week.

[Also use these as signs you are being pushed out of your job if you are unfortunate enough to be in this position]

The most important point to take away if you are feeling unappreciated at work is that there are plenty of actions you can take to CHANGE the situation FAST. Most of these actions very much within your control.

Being unappreciated by your boss or unappreciated at work is horrible. We have all been there at least once. I share 5 common mistakes that lead to being undervalued at work. Make sure that you are not making any of these. If you are making one or more of them, you can quickly improve how you are valued by stopping making these mistakes.

Finally, when your boss doesnt value you or your feel unappreciated at work – take 5 powerful actions to change perceptions of those around you quickly!

If you have any questions on “11 Signs You Are Not Valued At Work Or Not Valued By Your Boss – Change That Now!”, please email me at support@enhance.training and I will get to you.

Jess Coles

enhance.training

Staff pointing out problems with initiatives, plans, activities and solutions can be really frustrating, annoying and sap team morale. Let negativity get out of hand and your team’s motivation and performance will start dropping. Just what any manager doesn’t want. Stopping negativity quicky stops your problems getting worse.

I cover how to stop negativity in teams and how to turn employees pointing out problems into better performance with 3 easy approaches.

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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There are lots of reasons for team members pointing out problems. Why staff point out problems is really important. The 4 main areas I consider with staff who always point out what is wrong are:

1. Staff covering for their own character flaws

2. Staff deflecting attention from themselves or their work

3. Employees subconsciously crying out for help

4. Staff genuinely seeking to help by spotting what could go wrong

Staff pointing out problems is not all bad, especially when you turn it to your advantage. I share 3 key approaches to turn staff pointing out problems into better performance. I have used these for decades very effectively.

With employees who always point out what is wrong, finding out why they focus on the negatives is important. There are ton of potential reasons such as being jealous of others, or trying to deflect blame, or to undermine others. Stop this behaviour by putting in place boundaries and enforcing these boundaries day in day out.

Team members who always point out what is wrong can be really useful to activities, solutions and projects when used in the right way. If their intention is to help the group and those around them, put their negative outlook to the best use of the team by giving them a special role in the team.

When staff always point out problems, they are giving you an amazing opportunity to develop their skills in a very positive way and move their mindset into a more positive place. You can do this while getting better performance from them and the team.

Finally, at the end I share 6 actions that I have found invaluable to stopping negativity in individuals and teams particularly for those covering character flaws or deflecting attention from themselves or their work. Use the techniques on team members who always complain.

If you have any questions on “3 Easy Ways to Turn Staff Pointing Out Problems into Better Performance”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Every manager faces staff who refuse to do what you ask. Staff who don’t take direction cause you a lot of stress, anger, delays and uncomfortable questions from bosses and stakeholders.

I share the winning actions to persuade staff to do as you ask.

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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There are lots of actions you can take to painlessly turn the “No” into a “Yes”, even from the most stubborn of employees. Learning how persuade employees who don't follow instructions to do what you ask will give you a ton of benefits:

· Spend less time delegating work

· Encounter less roadblocks

· Be more relaxed

· Less stress

· More confidence in you from bosses and team members

and more. When employees don't do what you ask, they cause problems for the team – less co-ordination, less collaboration, less teamwork … all lead to lower team performance.

The first critical approach when dealing with employees who don’t take direction is to understand why. Most staff who doesn't take direction when you ask have reasons for their no. Find out what this reasons are by asking questions and listening. I share the principles for asking questions to get employees who don't take direction talking.

Next, I share 5 of the best tactics to use to persuade team members who don't take direction. These are practical actions that ANY manager can implement quickly and easily. You don’t need a ton of specialist skills. I have used these for over 20 years with employees who don't take direction and many bosses above me. They work without annoying or upsetting.

Gaining understanding and using the 5 persuasion tactics will get you great results with 90%+ of staff. When you have an employee not doing what you ask even after going through these steps, move into creating attention grabbing consequences. There is an art to creating and communicating consequences that get the right action from difficult staff members. I share the steps I go through to get the support and permission I need to put the consequences into action.

Good luck!

If you have any questions on “Winning Over Staff Who Refuse To Do What You Ask. Painlessly Turn No To Yes”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

How to lead when you are not the expert and deliver impressive results needs another set of skills, a different mindset, and a new approach. The good news is you (and any manager) will be able to learn exactly what is needed for success fairly quickly.

I share the essential mindset changes you should make to be successful and the practical actions to take.

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Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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When you are not an expert, working out who IS an expert is a little tricky. I have come across many “experts” who talk a very good game and when it comes to the crunch, can’t deliver even half of their promises.

I share 4 approaches to help you navigate the expert minefield with confidence, so you find experts to trust. Leading when you are not the expert starts with getting the right experts on your team.

When team members who know more than you , when you are leading experts, there is one responsibility you have that is critical for the success of your team or project. If you get this wrong, the best experts won’t help you. Get this right and managing experts becomes easy plus you deliver much better results. Make the time and ask the right questions to get this right every time when leading those who know more.

When leading employees who know more than you, it can be difficult to work out what you should focus your attention on. How to you give your experts the space and autonomy to fully utilise their expertise, yet still control the direction of their work, and the results they deliver. I share my managing tips and the one thing you should always focus on.

Finally, for managing when you are not the expert, I share 9 actions or approaches that you should use every single day for great team leadership and especially when managing experts who know more than you.

Use all these and you will be very confident in how to lead experts.

If you have any questions on “How to lead when you are NOT the expert & deliver impressive results”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Developing talent in your team is one of the best ways to boost your own personal success as a manager. The more value and profit you can create directly and through your team, the more your bosses will want to give you more staff to manage (promotion).

I will explain exactly how to boost your personal promotability and share 4 clever ways to boost your success by developing talent in your team without needing a big budget.

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One of the best ways of developing talent in your team is to stop providing solutions. You can’t develop the talent in your team if you don’t get them thinking. One of the best management skills is knowing when to ask questions for developing talent in your team.

A great example of developing talent is when a team member comes to you with a problem. Get them to provide you a solution and you improve their problem solving skills.

For the best ways of developing talent at work, focus on 4 core skill groups that all managers need. Improve these in your team and increasing team performance becomes a lot easier. The more you increase team performance, the more people you will be asked to manage and the quicker your career progresses. Improving performance in individuals happens when you develop their skills.

Providing development to employees is also brilliant for motivation, commitment, retention, relationship building … in short a lot of the factors that increase team performance.

How the best managers develop talent, often with very little in the way of budget, includes each of the four actions discussed. Developing talent in the workplace takes a little imagination and some of your time. You have a ton of skills that you can pass on to your team members and you are perfectly placed to create opportunities for them to learn.

Invest your time and the time of others to improve the skills and knowledge of your team and you directly boost your success as a manager.

If you have any questions on “Developing Talent In Your Team - 4 Clever Actions To Boost Your Success”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

How open & transparent should you be when leading and communicating? Management advice is to be authentic for good reason. Authenticity builds connections, relationships and trust, all of which increases performance in pretty much any team.

You can lead and communicate too openly, where respect for you drops, where you damage your credibility and authority and where your bosses become pretty unhappy.

Do you know where this line is and why?

I explain how to balance the need to be open and transparent with maintaining your credibility and authority when leading & communicating.

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Additional Resources

Grab our downloadable booklets and help sheets and access our free webinars. Gain more depth of expertise, build greater confidence and be a better manager quicker. Unlock your potential and lead your team to their best performance. https://enhance.training/team-and-business-management-resources/

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Creating great teamwork starts with know what makes great teamwork. I discuss 6 behaviours that strong teams always display such as high levels of trust. Managing others well, inspire trust in your team, combined with good communication skills and a desire to promote openness in your team will get you a long way towards a strong motivated team. These are essential leadership skills in the workplace.

To be a good leader, manager, being authentic is really important. To build trust and good relationships with team members, they need to get to know the real you. In contrast, instinctively we want to keep our weaknesses, our less useful characteristics etc hidden. On top of this, there are a lot of expectations that come with the position placed on us. How do we get the right balance of revealing ourselves with maintaining our credibility and authority and inspire openness in your team. We share our experiences and approaches.

Providing feedback is essential to managing teams well. How open and honest do you make your feedback? If the feedback is not open and honest how will the team members improve? How will you increase team performance? How open and transparent should you be with what you think? Will being frank be counterproductive and damage relationships. Will they get upset? Will they stop listening. There is a lot to balance in giving feedback. We explore how to get this balance right.

Finally, you are communicating with team members and others every single day. Using a transparent leadership approach will build trust quickly. How much do you communicate and when do you keep silent? I share 7 questions to help you filter what you should share and what you should not.

If you have any questions on “Leading & Communicating – How Open & Transparent Should You Be?”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

How to lead and motivate managers in your team is different from how you manage employees. Managers have a different range of skills and expertise compared to employees.

How to lead managers and get the best from your managers takes a few changes to your leadership style. I explain 5 big differences in leadership approach needed for success in leading your managers.

I cover why leading managers is different from leading employees with practical tips on exactly what to do differently.

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Resources

Grab our downloadable booklets and help sheets and access our free webinars. Gain more depth of expertise, build greater confidence and be a better manager quicker. Unlock your potential and lead your team to their best performance. https://enhance.training/team-and-business-management-resources/

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To lead and motivate managers in your team, start by giving them more space. If you manage your managers like you do your employees, chances are that they will not be happy AND you will waste a ton of their talents. For how to lead and motivate managers start by setting really clear goals and direction with them. I share 4 other really effective approaches for leading managers versus employees.

Next, for how to lead more junior managers, focus on delegating problems not tasks. Maximise use of your managers’ problem solving, organisational, and people skills to solve problems you and your team faces. You also create time to focus on the hard more complex problems which means better solution building across the team as a whole.

Third, help your managers develop leadership skills through coaching, mentoring, creating opportunities and more. I share tips and tactics that have worked very well in many companies. Another example of the differences in successfully leading managers.

Fourth, help your managers to think strategically. Strategic thinking or big picture thinking is an increasingly important skill as you rise through the ranks. Starting early will make their progress easier quicker and more successful. You will also get more aligned actions and more focus on the most valuable work which helps drive team performance in the short term.

Lastly, very important leadership skills for managers include the ability to build and maintain good professional relationships with a much wider range of people and personalities. I share tips on how to help your managers raise their profiles and build networking skills.

If you have any questions on “Leading Your Managers - 5 Big Differences To Managing Employees”, please email me at support@enhance.training and I will get back to you.

Jess Coles

Enhance.training

Learn 3 practical approaches to get amazing team results and balance being helpful with being demanding.

Being too helpful at work damages your credibility, reputation and job security. You can go all out to help your team and NOT be too helpful. Get amazing team results by using a specific approach that maximises the help you give while demanding a lot from the team.

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Resources

Access all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hub

https://enhance.training/management-skills-hub-ulp000/

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The first approach to get the best team performance is to stop being too helpful as a manager. Being too helpful has little to do with how much you help. You can help your team a bit or you can go all out to help the team be better and do better. Being too helpful happens when you don’t balance enough against the help you provide. I explain 3 ways to stop your team taking advantage of you and potentially create powerful team performance.

Helping your team get better and realise more of their potential is one of the best ways to get more from teams. Serving your team is a vital part of any manager or leadership role IF you want to get great performance while really motivating teams.

Secondly, managers stop trying to be liked! Your job is not to win friends or boost your ego. Your key job is to support and direct the team to INCREASE team performance. Of course you need to build connections, to be relatable, to be empathetic and to be authentic. You should not be looking to make friends because doing so will make it a lot harder for you to make the necessary tough decisions and unpopular choices. Stop being taken advantage of at work.

Instead, aim to be respected. Being respected is a direct outcome of doing a good job as a manager. The more respect you get, the better you are doing your job!

Finally, demand more by providing more. This is crucial to get amazing team results. If you don’t demand much from your team, it is unlikely you will get anywhere near goals set, let alone smash them. I share 7 example practical actions that you can put into practice quickly to balance demanding more from your team, so you get the best team performance possible.

If you have any questions on “Get Amazing Team Results: Balance Being Helpful With Being Demanding”, please email me at support@enhance.training and I will get back to you.

Jess Coles

Enhance.training