People Development Archives - Page 4 of 4 - Smart Coaching and Training

30/05/2017 By Isla Baliszewska

Your Personal C-me Brand

Understanding Yourself and Your Personal Brand with

C-me Colour-Profiling

Everyone has a personal brand whether they like it or not. You can use emotional intelligence techniques to help you decide who you want to be and you can try to become it. You can craft the perfect personal brand on Facebook, LinkedIn, Instagram. And reflect yourself in the clothes you wear and the people you see.

But you cannot become just anyone you want to be. Reality is you are what you are – you can tinker with who you are but ultimately you cannot change it. So it is best to be comfortable with who you are rather than challenge it all the time.

So who are you?

C-me Colour Profiling can enable you to understand just who you are and how you flex and adapt. Starting with an on-line questionnaire you will get to understand whether you are a logical thinker or emotionally aware, whether you tend towards being introverted or extraverted, whether you like this or that, how you like to be communicated with, what your strengths are. And you will be assigned your most predominant colour (red, yellow, green or blue) in a spectrum of preferences.

Interestingly when undergoing ‘games’ to become more aware you will typically assign yourself to one colour (this is who I am), and others will invariably assign you to another one (this is who they think you are – or this is the impression you give). You, and others, start to make set statements about yourself.

But wait! That isn’t what C-me is about. C-me is much more sophisticated and insightful, helping you discover your personal preferences – how you tend to be, do and behave. YOU are a delightful mix of strengths, talents, abilities, that ebb and flow depending on your activity, the context, the social environment, your emotional state, and a lot of other variables.

As with emotional intelligence, which is about understanding yourself and also your relationship with others, colour profiling can help you understand yourself and explain why it’s easy to talk to some people but not with others. Whoever you are its OK, but there are behaviours you can adopt and adapt to become more successful with others and others with you.

Your personal brand must be based on some semblance of reality otherwise you will never live it, and it is so difficult to live a perpetual lie. C-me Colour profiling can help you understand how you really are, especially when life gets tough. And it can help you develop your personal brand based on how you actually are as well as who you aspire to be.

David Rigby

June 2017

23/05/2017 By Isla Baliszewska

Men vs Women in the Workplace – Gender equality?

What is really going on in the workplace?

Sheryl Sandberg wrote in the Times in 2016 about ‘an entire segment of the population that is vastly underrepresented in the small business economy”. At the time she was writing some recent research estimated that 2.7 million women in the UK were thinking of starting a business. Phew! That’s a lot. But….most of them don’t get going and the main thing stopping them is a lack of confidence.

The CMI Women campaign which surveyed 851 managers found that 50% of managers had observed gender bias in recruitment/promotion decisions, 42% had observed inequality in pay and awards and 69% had seen women having a hard time in board meetings.

So what to do?

It isn’t just women that need to initiate change, men need to be involved as well and have an equally important role to play in promoting gender equality, to initiate and drive change. The CMI survey demonstrated that 84% of men wanted an equal balanced workplace and that 75% of them agreed that they needed to play a part and take responsibility for supporting women to progress in the workplace. The next stage in the CMI research ‘Men as Role Models’ is working on this positive approach by doing what it says on the tin, finding men to be role models and champion women.

And remember – gender equality works both ways

And an interesting case in the USA in 2015 had Gregory Anderson, an erstwhile Yahoo employee accusing the company, of discriminating in favour or women saying they “intentionally hired and promoted women because of their gender, while terminating, demoting or laying off male employees because of their gender”. (That despite the fact that at the time 75% of Yahoo’s leaders were men.)

We invite you to read the second part of Women at the Top Leadership Research – 2; more fascinating insights on Women at the Top’s reflections on leadership by Halina Jaroszewska.

Halina’s research is an ongoing project and a valuable contribution to this dynamic subject; if you feel you have something to contribute or you know of a woman who does, please get in touch with Halina.

25/04/2017 By Isla Baliszewska

What is Business English?

Where does it come from? What’s it for? What makes it different from non-business English? Ways of communicating both verbal and written have developed over centuries, but the protocols have never changed faster than now. We need to be adequately equipped with the relevant knowledge and understanding of the business that we represent to adapt to its culture, customs, norms, and practices. Who we are and what we do will be clearly reflected in our oral and written interactions.

As the photo of the Electric Vehicle Road Trip in UAE shows – the world is fast changing and many will be left behind. And even legal practices need to balance between the future and the precedent.

Business communication is not just about writing letters

While it is important, it is but a small part of doing business. Of course you need to be able to write business correspondence, whether letters, emails or texts.

Communication also embraces the world of oral business communication, be that face-to-face, phone or social media. Networking gives opportunities only if you know how to behave, engage people and negotiate. Building rapport and improving communication are key ways of getting and retaining business, and are different when dealing with British, American, or other genres where English is used.

One size does not fit all

As with all communication it’s not just following the learnt routine – you need to know your audience and tailor your communication to them. One man’s business English is another man’s flippant communication by a young upstart not showing respect to his elders. Or some boring long winded diatribe for those brought up on instant messaging. The conflict between story telling and the inverted triangle means you have to consciously chose the approach to take. Regardless of ethnicity, age, race or sex some people are more emotional, others more logical, some need lots of detail, some insist on hardly any.

As customers rightly expect omnichannel rather than multichannel it is a skill to balance between the curt and the long-winded. British English and American English have the same words which mean different things (some very rude). Indian English has a different vocabulary too. See the typical reaction when a Brit is told ‘I will revert back to you’. Different cultures read differences nuances in identical sentences.

You might expect that ‘legal’ English is the same throughout the world. There is no international standard of easily understood terms. And the balance between being ‘legal’ and ‘understood’ is harder than ever.

This is why you need to work towards building rapport to create a lasting impact through your interactions, presentations, negotiations, meetings, networking, socialising, listening, speaking, writing and reading. Getting the protocol of correcting mistakes and holistic communication in the global marketplace is essential to succeed in the business arena and the wider economy.

For more information contact David Rigby on [email protected].

12/09/2016 By Isla Baliszewska

New Signature Corporate Training

Here is a great opportunity to combine a trip to an exotic location with some valuable learning – join David Rigby and Randa Shanableh in Casablanca from 26th – 30th September for a trio of courses delivered in English and Arabic.

And….get a Free Trip to Ali Ben al Falah Horse Display in Marrakech in the evening on 28th September.

Choose from the following courses:

1. Building a Personal Brand using C-me Colour Profiling and LinkedIn

LinkedIn is the most used and most successful digital professional network in the world. Used properly it can increase your social standing and worth, promote individuals and organisations, and create the right positioning for promotion, the next post and additional business. LinkedIn is a fundamental component of promoting your personal brand. But what is the point of having a great LinkedIn profile if it is fundamentally untrue? You will sooner or later get found out and discredited.

Everyone has a personal brand whether they like it or not. So why not have the best personal brand you can have? A personal brand which reflects the truth and your integrity? That integrity comes from understanding who you are, both how you think of yourself and how others think of you, and modifying your very being to identify how you want to be, and how you want mutual communication to be and making that happen. A truly Personal Brand which can be managed on LinkedIn to get the results you want.

C-Me Colour Profiling is an internationally recognised tool and approach to understanding self and how you relate to others, providing interpretation and guidance about how you are, your good points and ways of improving.

Each delegate will receive their own personal C-Me Colour Profile to help them understand themselves, build better communications and achieve their goals.

2. Manager as Coach Overview

The value of mentoring and coaching to support individuals in developing their true potential is increasingly recognised. But what is it and how do you do it? This course starts by covering what mentoring and coaching is, and what it is not. And then covers in detail how to do it properly, using the GROW method. You will also gain an understanding of enterprise mentoring and life and executive coaching. The course will enable managers and individuals to learn how to be successful mentors and coaches whether as an external coach or mentor or from within the organisation. Many of the skills concern relationship development which is integral in any management role as well as in everyday life.

3. Emotional Intelligence

The value of mentoring and coaching to support individuals in developing their true potential is increasingly recognised. But what is it and how do you do it? This course starts by covering what mentoring and coaching is, and what it is not. And then covers in detail how to do it using the GROW method. You will also gain an understanding of enterprise mentoring and life and executive coaching. The course will enable managers and individuals to learn how to be successful mentors and coaches whether as an external mentor or mentoring within an organisation. Many of the skills concern relationship development which is integral in any management role as well as in everyday life.

For more details contact [email protected]

25/07/2016 By Isla Baliszewska

Talent Acquisition – the Best Practices

^{(English Translation below)}

^{إستقطاب أصحاب المواهب}^{Talent Acquisition} ^–

^{أفضل الممارسات}^{Best Practices}

^{هل هناك دور لثقافة المؤسسة و مسئول ادارة “استقطاب المواهب و أفضل المهارات والكفاءات” في تحقيق رسالة المؤسسة وأهدافها الاستراتيجية؟}

^{يتوجب على أصحاب المصلحة والتنفيذيين ومدراء الموارد البشرية واستقطاب المواهب – التركيز على تركيبة العاملين في المؤسسة كي تتوافق مع متطلبات العمل وسد الفجوة بين المهارات والمواهب المطلوبة لكل وظيفة. وذلك بإنتقاء وتدريب المواهب المطلوبة من العاملين.}

^{و من الضروري متابعة السوق، واتجاهاته، والتوصل الى أحدث البيانات، والمؤثرات الخارجية للبقاء على إطلاع على أي مستجدات في حال} ^{احتاجت المؤسسة إلى تعديل أو تغيير خطة العمل أو} ^{جذب المواهب فى ظل سوق} ^{تنافسية.}

^{من متطلبات تحقيق أفضل الممارسات في استقطاب المواهب:}

^{بناء بيئة عمل تعكس ثقافة المؤسسة وقيمها من خلال؛ إنجاز الأعمال، أو كيفية إتخاذ القرارت، أو تطبيق الحوافز}
^{منح المرشحين للوظائف} ^{معاملة العملاء}
^{الإستثمار في إستخدام أحدث التقنيات والتكمولوجيا لجذب المواهب والمهارات والكفاءات ومواكبة التقدم}
^{تصميم خطوات وإجراءات تعيين تعكس المعايير الحديثة، بالإضافة إلى إستخدام استمارات تقييم لفحص المواهب والكفاءات}
^{تحديد المهام والأدوار الحساسة في المؤسسة، وتمكين المدراء – لما في ذلك من أثر مباشر على الأداء المتميز وتحقيق العوائد الاستثمارية المرجوة}
^{إستخدام بطاقات إظهار النتائج لقياس أداء أصحاب المواهب وذلك بإتباع أربع خطوات}^:^{إستخدام مؤشرات الأداء الرئيسية}^(KPI) ^{– الإطلاع على تحديات محددة ت}^ح^{ول دون تحقيق مؤشرات الأداء – مراجعة المبادرات الرئيسية المرتبطة بخطة العام المالي وموعد التسليم – النظر إلى الفرص والخطط والإعداد لتقديم التحديات المذكورة أعلاه. إن التنفيذيين وأصحاب المصلحة هم أشخاص دائما مشغلون ويريدون فهم مجرى الامور بمجرد إلقاء نظرة سريعة. كما أن أصحاب المصلحة لا يحبون تصفح العشرات من الصفحات. إن بطاقة واحدة موجزة تفي بالغرض.}
^{استخدام أداة قياس عائد الاستثمار}^ROI ^{في التعينات و ذلك للتخلص من إتباع العادات القديمة و التقليدية في التوظيف.}
^{وأخيراً الإنسان قبل الإستراتيجيات: إن دور المهارات القيادية لمسؤول الموارد البشرية}^CHRO^{، مهم لبناء الموهبة وإحراز نتيجة ومستقبل من النجاح. إن الأعمال التجارية لا تصنع القيم; الإنسان هو صانعها.}

^{رنده شنابلة}

^{أستشارية التطوير والتدريب/}

^{أخصائية تطوير الأفراد والمؤسسات}

Is there a role for the culture of the organisation to be significant for HR leaders and departments to “attract talent and better skills and competencies” in order to achieve the organisation’s mission and strategic objectives?

Stakeholders, executives, directors of human resources should focus on the structure of employees in an organisation, so that they comply with the work requirements and bridge the gap between the skills and talents required for each job. This can be done by selecting workers and training talents.

It is necessary to keep an eye on the market, trends and external influences and to acquire the latest data and stay informed on any developments in case the organisation needs to modify or change action plans or attract talent in a competitive market.

The requirements for achieving best practices in attracting talent include:

1. Building a work environment that reflects the culture of the institution and its values through the completion of tasks, decision-making or incentives.

2. Treating job candidates as if they were customers.

3. Investing in the latest techniques and technology to attract talent, skills, competencies, and keep pace with progress.

4. Designing steps, processes, and procedures for hiring that reflect modern standards, in addition to using technologies to evaluate talents and competencies.

5. Identifying sensitive tasks and roles in the organisation, enabling managers to deliver. This has a direct impact on outstanding performance and helps achieve the desired return on investment.

6. Using balanced score cards to measure the performance of talent by following four steps:

* the use of key performance indicators (KPI) – looking at specific challenges that get in the way of the achievement of performance indicators.

* reviewing the key initiatives associated with the general financial plan and delivery date.

* looking for opportunities, plans and preparations to address these challenges.

* having a one-page concise dashboard entry; executives and stakeholders are busy people and want to understand the course of things at a quick glance, they do not like to browse dozens of pages.

7. Using an ROI tool (return on investment) in hiring and appointing people, to move away from old and traditional habits of employment.

And finally – implementing a “human before strategies” rule: The leadership skills of the human resources official CHRO (chief human resources officer) are important for building the talent and achieving progress and future success.

Businesses do not set values: Humans do.

By Randa Shanableh https://www.smartcoachingtraining.com/our-people/randa-shanableh (translated from Arabic)

Understanding Yourself and Your Personal Brand with

C-me Colour-Profiling

What is really going on in the workplace?

So what to do?

And remember – gender equality works both ways

What is Business English?

Business communication is not just about writing letters

One size does not fit all

Here is a great opportunity to combine a trip to an exotic location with some valuable learning – join David Rigby and Randa Shanableh in Casablanca from 26th – 30th September for a trio of courses delivered in English and Arabic.

And….get a Free Trip to Ali Ben al Falah Horse Display in Marrakech in the evening on 28th September.

The requirements for achieving best practices in attracting talent include:

Businesses do not set values: Humans do.

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