Archive for the ‘Know How’ Category

Tips on Making Training Effective

The situation of demotivated and resentful employees arriving on courses whose objectives are not contextualised into the employee’s development plan is a recipe for wasted investment and a missed”

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Ensure Your Training is Effective

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Leadership Activities for Effective Change

For large organisations strategies for change are driven from a corporate or global perspective and require huge effort to redirect resources. This is the realm of large consultancies providing extensive research and coaching services and may take years to develop and implement. The reality of many business environments however is that leaders often need to make smaller process, structural and cultural changes to their teams or business’s without the benefit of combined consultancy best practice and support. For these leaders working with real people at the front line of the business these smaller incremental changes provide a more personal and visible challenge to their leadership skills.

Read the full article Leadership Change Activities

This article aims to identify steps to thinking through and implementing change on a local level although the approach could provide a template for larger process. The focus is on the leader and their people. There is no way this approach can be described as rocket science or groundbreaking however it covers the areas that have contributed to or stalled success over some of the projects I have worked on. It provides more of a thinking template than a tick list.

How to Manage Conflict Positively

When leaders talk of conflict they usually position it in negative terms with the goal being to minimise the repercussions rather than manage the process. Unless autocratic leaders or aggressive individuals always make the best decisions then this has to be viewed as a mistake. Respectful conflict management can lead to better decisions that have the engagement of all parties and be a route to better relationships and broader modes of thinking.

For the full paper click on the link 

Dealing with Conflict Positively

for more information contact

Andrew Semple

orginspire@btinternet.com

07970 646895

Measuring Intangible Assets

Here’s a paper i wrote on how companies might approach measuring their intangible assets ie those other than premises / plant and capital. Although it is a couple of years old it might serve as an introduction to the topic – comments are welcome

Measuring Intangible Assets

Executive Summery

This paper uses existing research on intangible assets and creates a generic framework that can be used for comparing other models. It defines intangible assets as including many definitions such as Human Capital and Intellectual Capital and focus’s them into three areas, Leveraging Internally / Leveraging Externally and Leveraging People and Knowledge. This approach is used to compare other bespoke models. The paper explores the reasons for and benefits of measuring intangibles before exploring four different methods.

 

  • The Italian Intellectual Capital Value method uses a bespoke method to define and measure assets.
  • The Swedish Intellectual Capital Rating method uses a tool box approach which is comparable to other companies.
  • The Technology Broker method attempts to measure the value of intangible assets on a financial basis
  • The Standard Accounting approach attempts to use agreed accounting methods to put a financial value on intangibles.

This paper provides an explanation and comparison of these tools as well as some example of their approach. Each tool is critiqued for its strengths and weakness and conclusions drawn. The paper then explores the options the organisation may need to consider in embarking on measuring intangibles before providing a basis for a best practice approach featuring a facilitated workshop that could be used within an organisation for exploring the themes.

The paper ends with a series of conclusions drawn from an analysis of the material.

 

 

 


 

Lead your People through Change

At The Great Training Company we know that the real success of any process is dependant on the personal drive and engagement of employees to make the new approach work. This calls for leaders to understand their people’s personal position to the change and the approach they are to take to help implement it. Only with this knowledge can they truly communicate about what is happening and develop individual coaching strategies to help their people manage the process for them selves.

Our approach helps you develop an individual and personalised approach to help you Lead_ your _people_ through_ Change to find out more click on the link

This approach can be part of specific change process or be included in a wider Management Development intervention.

For more information on this and over know how contact

Andrew Semple at greattraining@btinternet.com or 07970646895

Visit us at orginspire.com

The Great Training Company is part of Orginspire People Development

The Leadership Difference

We all say leadership makes the difference but here is the proof. A development process linked to employee survey results show just what a difference can be made by a few focused leadership actions – see the reults for yourself. Also achieved were increased savings and productivity that would be welcome in any company.

Here are the results taken from the ongoing case study

Survey Results

Case Study Snip

 

 

 

 

 

 

 

Maximise your Employee Survey Results

Many companies use employee surveys to find out more about their companies culture but few really maximise their investment by ensuring they have the highest response rate and interpreting all that data into management information.Here Orginspire shares ideas from companies that do that little bit extra and provides a template for those who want to find out more about whats really going on.

Get the best response rate

Improving_Employee_Survey_Results

Turn data into information

Making the most of your Employee Survey

Where does all that Time go?

Whilst every one wants to perform at their best it is evident from my work with clients that many feel they could achieve more from their day.In a world where performance and achievment is monitered closer than ever before many leaders would benefit from a more detailed understanding of where their time goes and how to reduce both stress and increase performance.The excellent artice by E M Hallowell outlines many of the most common symptoms of overload. Go to http://hbr.org/hbr-main/resources/pdfs/comm/philips/overloaded-circuits.pdf The first step is to understand the issues and a personal time log is probebly the only way to do this.This short document outlines an approach that can create real personal understanding of your personal issues and form the basis of a plan to change behaviour in managing yourself and working with others.It is often said that simple things can provide the most effective results – this is a simple tool that can realy change your perspective and help you understand yourself and your performance better.Let me know how you get on !

Making Sense of SMART Objectives

Orginspire – Making Sense of SMART Objectives Think you know all there is to know about SMART – well maybe you do but just to make sure check out this podcast. If your having to set objectives or preparing for your appraisal it might just add that little something that makes every thing go a little smother -A

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