Perceptyx’s Post

This is crazy! According to Unmind's survey 39% employees don't believe their manager has enough training or skills to be a leader. And they want them to have MORE training so they can improve their skills. We all know that people leave jobs because of a bad manager. But then 40% of managers said their organisation didn't provide the right training for them to be able to manage their team effectively. That's going to have a big impact on engagement, retention and productivity. So what are you going to do about it? One easy answer - £500 gets you or your manager a place on the Team Lead Incubator where we'll identify leadership styles, assess your leadership strengths, explore how to create clear boundaries so you don't get overwhelmed, and discover how to handle those difficult conversations that we put off. The Team Lead Incubator gives managers the skills and confidence to fully unleash their leadership potential and create high-performing teams that team members feel proud to be part of. Message me today to book your place on the Team Lead Incubator Autumn cohort.

Tamara a fresh perspective is always a great start and the world has not needed one as much as it does now. The pressures in the workplace are immense and the fact that people do not even realize that they are burning out is testament to the increasing epidemic, just like a frog in a pot with the temperature gradually being increased. That’s exactly why the #5RRenewalStrategy and #ElevatePRO and aremaking a massive difference in the identification and reversal of burnout.

Wanting to train your Leadership and Management teams in being Neurodiversity Confident? Not sure where to start? At Advance: The Disability Consultants are Neurodiversity Leadership and Management Training sessions are designed to help empower your C-Suite and Leaders in your organisation to help drive and lead change in organisational behaviours, beliefs, attitudes towards Neurodivergent people. Additionally, we aim to empower your Line Managers and C-Suite Leaders to help lead and drive change in ensuring that your recruitment, retention, and employee development processes allow Neurodivergent employees in your organisation to actively thrive. Our Leadership and Management sessions are designed to be interactive, fun, and engaging and include breakout tasks, debates, quizzes, and mind maps. All with the intention of ensuring that your Leadership and Management Teams have the necessary, confidence, knowledge and skills required to successfully support Neurodivergent talent in your organisation. Are sessions benefit organisations in the following ways: ·        Training tailored to your organisational requirements and objectives. ·        Group and individual mentoring for Leaders and Managers on Neurodiversity in the workplace. ·        Creation of a best practice Neurodiversity Standard to support all Neurodivergent employees in your organisation. ·        Creation of listen and learn forums run by Neurodivergent employees with input and accountability from C-Suite Leadership Teams. ·        Support with the business case for Neurodiversity in your organisation. ·        Support with creating a Neurodiversity strategy for your organisation. ·        Support with succession planning for Neurodivergent employees in your organisation. ·        Support to create a Neuroinclusive performance management and promotions process in your organisation. ·        Focus Groups to best understand how your organisation can be Neuroinclusive and to understand and improve upon blind spots or concerns raised by Neurodivergent and Neurotypical employees. ·        Support with creating designated sensory rooms and quiet zones for Neurodivergent employees in your organisation.  ·        Support with creating a Neuroinclusive Change Management process for when change happens in your organisation.  To learn more about our Neurodiversity Leadership and Management Workshops visit our website at: https://lnkd.in/eATpsXwh  #Leadership #Management #Neurodiversity #Neurodivergent #NeurodiversityLeadershipWorkshops

Upskilling leaders into better people managers is a challenge for many organizations. I was delighted to be part of a panel of L&D experts to discuss the evolving challenges of nurturing effective managers as well as strategies you can use to help your organization's leaders upskill. Check out the webinar summary or the recording to review some top tips from myself, Deanna Foster and Lynne McNamee. https://lnkd.in/g6CceJks

Wanting to train your Leadership and Management teams in being Neurodiversity Confident? Not sure where to start? At Advance: The Disability Consultants are Neurodiversity Leadership and Management Training sessions are designed to help empower your C-Suite and Leaders in your organisation to help drive and lead change in organisational behaviours, beliefs, attitudes towards Neurodivergent people. Additionally, we aim to empower your Line Managers and C-Suite Leaders to help lead and drive change in ensuring that your recruitment, retention, and employee development processes allow Neurodivergent employees in your organisation to actively thrive. Our Leadership and Management sessions are designed to be interactive, fun, and engaging and include breakout tasks, debates, quizzes, and mind maps. All with the intention of ensuring that your Leadership and Management Teams have the necessary, confidence, knowledge and skills required to successfully support Neurodivergent talent in your organisation. Are sessions benefit organisations in the following ways: ·        Training tailored to your organisational requirements and objectives. ·        Group and individual mentoring for Leaders and Managers on Neurodiversity in the workplace. ·        Creation of a best practice Neurodiversity Standard to support all Neurodivergent employees in your organisation. ·        Creation of listen and learn forums run by Neurodivergent employees with input and accountability from C-Suite Leadership Teams. ·        Support with the business case for Neurodiversity in your organisation. ·        Support with creating a Neurodiversity strategy for your organisation. ·        Support with succession planning for Neurodivergent employees in your organisation. ·        Support to create a Neuroinclusive performance management and promotions process in your organisation. ·        Focus Groups to best understand how your organisation can be Neuroinclusive and to understand and improve upon blind spots or concerns raised by Neurodivergent and Neurotypical employees. ·        Support with creating designated sensory rooms and quiet zones for Neurodivergent employees in your organisation.  ·        Support with creating a Neuroinclusive Change Management process for when change happens in your organisation. To learn more about our Neurodiversity Leadership and Management Workshops visit our website at: https://lnkd.in/eATpsXwh #Neurodiversity #Neurodivergent #Leadership #Management #Workshops

Two different management styles, same outcome but what effect does this have on the child. Punishment-based approaches to management can be harmful and are generally not considered best practice. Some key issues with a punishment-focused management style include: - It can damage employee morale, trust, and engagement over the long-term. Employees may become demotivated, resentful, or disenchanted. - It emphasizes negative reinforcement rather than positive motivation. This can stifle creativity, innovation, and a proactive, problem-solving mindset. - It can create a culture of fear, where employees are afraid to take risks or make mistakes. This can lead to a lack of autonomy and personal accountability. - Punitive measures may temporarily change behavior, but often do not lead to long-term, sustainable improvements. Employees may simply find ways to avoid punishment rather than intrinsically improving. - There are often more constructive ways to address performance issues, such as coaching, training, setting clear expectations, and providing positive reinforcement for good work. Instead, I would suggest exploring management approaches that empower and motivate employees, such as servant leadership, participative management, or a coaching leadership style. The most effective managers find ways to bring out the best in their teams through encouragement and support. #mythoughts

Wanting to train your Leadership and Management teams in being Neurodiversity Confident? Not sure where to start? At Advance: The Disability Consultants are Neurodiversity Leadership and Management Training sessions are designed to help empower your C-Suite and Leaders in your organisation to help drive and lead change in organisational behaviours, beliefs, attitudes towards Neurodivergent people. Additionally, we aim to empower your Line Managers and C-Suite Leaders to help lead and drive change in ensuring that your recruitment, retention, and employee development processes allow Neurodivergent employees in your organisation to actively thrive. Our Leadership and Management sessions are designed to be interactive, fun, and engaging and include breakout tasks, debates, quizzes, and mind maps. All with the intention of ensuring that your Leadership and Management Teams have the necessary, confidence, knowledge and skills required to successfully support Neurodivergent talent in your organisation. Are sessions benefit organisations in the following ways: ·        Training tailored to your organisational requirements and objectives. ·        Group and individual mentoring for Leaders and Managers on Neurodiversity in the workplace. ·        Creation of a best practice Neurodiversity Standard to support all Neurodivergent employees in your organisation. ·        Creation of listen and learn forums run by Neurodivergent employees with input and accountability from C-Suite Leadership Teams. ·        Support with the business case for Neurodiversity in your organisation. ·        Support with creating a Neurodiversity strategy for your organisation. ·        Support with succession planning for Neurodivergent employees in your organisation. ·        Support to create a Neuroinclusive performance management and promotions process in your organisation. ·        Focus Groups to best understand how your organisation can be Neuroinclusive and to understand and improve upon blind spots or concerns raised by Neurodivergent and Neurotypical employees. ·        Support with creating designated sensory rooms and quiet zones for Neurodivergent employees in your organisation. ·        Support with creating a Neuroinclusive Change Management process for when change happens in your organisation. To learn more about our Neurodiversity Leadership and Management Workshops visit our website at: https://lnkd.in/eATpsXwh #Neurodiversity #CSUITE #Leadership #Neurodivergent #Workshops

First-Time Managers: Organization's fuel for future growth Transitioning from an individual contributor to a managerial role can be both exciting and challenging. First-time managers often face a steep learning curve, balancing their new responsibilities while developing their leadership skills. Here are some strategies to help them succeed: 1. Provide Comprehensive Training and Onboarding: Ensure that new managers receive thorough training that covers essential management skills such as delegation, feedback, conflict resolution, and performance management. Onboarding should include not just company policies but also insights into company culture and leadership expectations. 2. Offer Mentorship and Coaching: Pair first-time managers with experienced mentors who can provide guidance, share experiences, and offer advice. Regular coaching sessions can help new managers navigate challenges, develop their leadership style, and build confidence. 3. Foster a Supportive Community: Create a network or forum where new managers can connect, share experiences, and seek advice from peers. This sense of community can provide emotional support and practical insights that are invaluable during the transition. 4. Encourage Open Communication: Promote a culture of open communication where first-time managers feel comfortable seeking help and feedback. Regular check-ins with senior leaders can help identify any issues early and provide timely support. 5. Provide Continuous Learning Opportunities: Invest in ongoing development through workshops, seminars, and online courses focused on advanced management skills. Encourage new managers to stay updated with the latest trends and best practices in leadership. 6. Set Clear Expectations and Goals: Clearly outline the expectations for new managers and help them set realistic goals. Regular performance reviews and constructive feedback can help them understand their progress and areas for improvement. 7. Recognize and Celebrate Achievements: Acknowledge the efforts and successes of first-time managers. Celebrating their achievements not only boosts their confidence but also reinforces positive behavior and performance. 8. Emphasize Work-Life Balance: Help new managers manage their workload effectively to prevent burnout. Encourage them to set boundaries and prioritize self-care, demonstrating that a healthy work-life balance is crucial for sustained performance. Supporting first-time managers is an investment in the future leadership of your organization. By providing the right tools, resources, and support, you can ensure they transition smoothly into their new roles and thrive as effective leaders. #LeadershipDevelopment #FirstTimeManagers #ManagementTraining #Mentorship #EmployeeSupport #WorkLifeBalance #CareerGrowth #TeamLeadership #ProfessionalDevelopment #ManagementSkills