Tag Archives: Staff development

Learn from Mistakes

Mistake Photo by Estée Janssens on UnsplashDay 9 in my 12 days of Christmas mini blog series

9. Learn from Mistakes

In any business there are times when things don’t go according to plan.

Review some of the things that have not gone to plan over the past year or even the past few weeks.

Rather than dwelling on the negatives, reflect on what you and the team have learnt from these events. Even if you think it was a one off and unlikely to happen again your team might be aware of other ‘near misses’ or situations that are almost an accident waiting to happen!

Your team invariably know how to prevent these. So listen to them and flush out any other potential risky situations. Then agree what steps you can take to avoid them or minimise their impact, so they are confident they will be better prepared next time!

 



New challenges

challengeDay 8 in my 12 days of Christmas mini blog series

8. New challenges

Not everyone wants to progress, but that doesn’t mean you let them stagnate.

We often think of development as grooming people for promotion. Although this might be one intention or outcome it shouldn’t stand in the way of development. Even those who have reached the limits of their capability or have no desire for more responsibility shouldn’t be left to stagnate.

A bored employee is unlikely to shine and even less likely to wow you or your customers!

Look for opportunities to stretch team members within their current responsibilities or in areas where they’re already strong. Discuss how you can add variety, set new challenges or stretch them.

Maybe give them

– responsibility for training others,

– giving them ownership over the procedures,

– looking for ways to make efficiencies or refine a process.

By giving individual team members ownership over particular tasks we create a sense of pride and responsibility.  And with this comes the desire to get things right.

When they have one or two areas to focus on specifically it encourages them to go deeper and develop their expertise. You’ll be amazed what people can achieve when their strengths are recognised and they’re given the authority to apply them.

This can also take the pressure off you as that person then becomes the go to person.



Seeing strengths

Strengths cyril-saulnier-250098Day 7 in my 12 days of Christmas mini blog series

7. Seeing strengths

January is often a time to catch up on staff training.

Rather than merely trying to fix weaknesses (which makes everyone mediocre in everything) look back at where individual team members have shown specific strengths. By focusing on people’s strengths we’re able to tap into opportunities to enable them to really excel – in the same way you might expect an athlete to work on honing their skills in the areas in which they already perform well.

You might need to look for the capabilities in others that they themselves may not see and help them to see these for themselves. Focusing on strengths not only boosts confidence, it enables people to shine and excel. It means complementing potential shortcomings of others in the team, contributing unique value in the eyes of colleagues and customers.

And in most cases

…the tasks we’re good at are those we enjoy more, excite us and keep us engaged.


Sitting on a Goldmine

Gold (1600x1066)I believe many businesses are sitting on a potential untapped goldmine.

Most managers think of team development to achieve one of two things:

  • to fix someone’s weaknesses
  • as a way of grooming somebody for promotion

Fixing faults v seeing strengths

Rather than making everyone mediocre in everything by trying to fix weaknesses, by focusing on people’s strengths we’re able to tap into opportunities to enable a person to really excel.

If you think about a football team or an athlete they work on honing their skills in the areas in which they already perform well. A football team where everyone is trained to be a striker, goalie and a midfielder is unlikely to go places. Instead the focus is put on where they are already strong so that they can excel in those positions.

Look for the capabilities in others that they themselves may not see and help them to see these for themselves. Focusing on strengths not only boosts confidence, it enables people to shine and excel. It means complementing potential shortcomings of others in the team, contributing unique value in the eyes of colleagues and customers. And in most cases the tasks we’re good at we enjoy more, excite us and keep us engaged.

Stagnate v stretch

Grooming for promotion might be one intention or outcome for development, but even when we know that a team member has probably reached their peak, or we know full well they are not interested in progressing; it doesn’t mean to say we let them stagnate.

A bored employee is unlikely to shine and even less likely to wow you or your customers!

So look for opportunities to stretch team members within the current responsibilities or in areas where they’re already strong. Maybe give them responsibility for training others in that area, giving them ownership over the procedures, looking for ways to make efficiencies or refine a process or improve that task. By giving individual team members ownership over particular tasks we create a sense of pride and responsibility.  And with this comes the desire to get things right.

When they have one or two areas to focus on specifically it encourages them to go deeper and develop their expertise. You’ll be amazed what people can achieve when their strengths are recognised and they’re given the authority and autonomy to apply them. This can take the pressure off you as this person then becomes the go to person instead of you.

Most businesses I talk to are blissfully unaware of the potential goldmine sitting right in front of them within their team.

Are you sitting on an untapped goldmine?



Personal development

Here’s part 9 in my 12 blog series onstock-2

how to engage and motivate your team on their return from their Christmas break

9. Personal development

The new year is a good time to take stock of the team’s development needs.

Not everyone wants to progress, but that doesn’t mean to say they don’t want to be stretched or given opportunities for new challenges. Add variety so they don’t become stagnant; a bored employee is unlikely to wow your customers!

Give them exposure to other aspects of your business and opportunity to experience different tasks which all leads to better understanding of your business as a whole and in turn creates confidence – for your team and your customers.

Identify and utilise people’s strengths, providing further development when needed to bring out the best in these areas.

Delegate and give some control and ownership, such as making people champions for specific areas. This gives them pride in what they do and they will appreciate that you’ve recognised where they do a good job, providing of course you’re careful not to overburden or just dump these tasks on them.

 

Download my Free Guide7 reasons 3d image clear
“7 Reasons why Customer Service Training Fails”

 

 

 


Regular one to ones

Do your hotel staff know the score? ~ Part 4

Never under estimate the impact of sitting down with each member of staff on a one to one basis. Note here the term regular. These should be scheduled so staff can plan for them and around them. And nothing smacks more of “I’m not valued” that one to one meetings being continually cancelled for the slightest reason.

One to ones should be more than just a review of performance. Yes, that’s a part, but they should also be an opportunity to:

  • Giving feedback on specifics (see https://www.naturallyloyal.com/products-rescources/ for a full article on feedback)
  • Talk about their ideas
  • Where they need support and development
  • What you want from them, and they want from you in future
  • Setting goals and direction for the coming weeks and beyond

However these will only be valued if you are true to your word and honour any promises made and can back up your feedback (good or bad) with timely examples. If people’s previous experience of one to one meetings up till now has been bad or at best just a waste of time, it can take time to build trust before these can be totally honest exchanges.

 

Tomorrow we’ll cover spur of the moment meetings.

 

One to one’s are a key to effective leadership, and the skills needed will be covered in detail in my forthcoming online leadership coaching programme