When coaching an individual or working with a group of managers, I always look for a number of key behaviours. This is undertaken by observing them in their work environment and by asking the ‘right’ questions of them. These behaviours provide me valuable insight into their ability to demonstrate effective people management skills.

I believe that the job of a great manager is to develop the competency of their people.  I also believe that by developing someone’s competence, there is a subsequent lift in a person’s self-esteem and confidence. The flywheel effect of this is a greater belief in the value that this person provides to the organisation.

My business is about closing the gap between the behaviour expectations that we insist on from our people and what we observe in their individual performance. If you’re not sure if my services will be of benefit to you, consider the 10 Topics to think about, before you consider training your team and select ‘yes’ or ‘no’ to the statements that you have thought about or observed.

If you have selected ‘no’ to all of the statements then things are on track within your group. If you have selected ‘yes’ to one or two, understand that these symptoms may lead to staff disengagement and create the potential for a steady decrease in productivity.

If you selected ‘yes’ to more than two, let’s talk about conducting a Performance Factor “Discovery Session” with your team. The outcome is that I will provide specific recommendations to address certain behaviors which may be contributing to a lack of performance. This will take the risk out of selecting the most cost-effective training topics for your team. This tailored approached to up-skilling your staff will not only have greater appeal to your people, but will also provide the team guidelines for continuous improvement.

So before you allocate your training budget, let’s make sure we are targeting the right individuals with the right education and training.