Author: Bob Bannister

Seven things to structure your day for increased productivity.

Bob Bannister
by Bob Bannister on

In today’s fast-paced work environment, being effective and productive is critical for professionals to achieve their goals and succeed. A well-structured day can help individuals prioritize their tasks, stay focused, and achieve their objectives. In this blog post, we’ll explore some tips and ideas on how professionals can structure their day to increase productivity whether remote, hybrid or office based.

1. Start with a morning routine

The way you start your day sets the tone for the rest of it. It’s essential to have a morning routine that helps you prepare for the day ahead. This routine could include activities such as exercise, reflection, or reviewing your schedule for the day. By starting your day with a routine, you’ll be more energised, focused, and ready to tackle your tasks.

2. Prioritise your tasks

One of the keys to productivity is prioritising your tasks. Make a list of everything you need to accomplish during the day and then prioritise the most important ones. Focus on completing the most important tasks first, as this will help you stay on track and reduce stress levels.

3. Take breaks

Taking breaks throughout the day is critical to maintaining productivity levels. Studies have shown that taking short breaks can actually help improve focus and productivity. Consider taking a short walk outside, stretching, or taking a coffee break to recharge your energy.

4. Schedule your day

Scheduling your day helps you stay on track and ensures that you complete all the tasks on your to-do list. Use a calendar or planner to schedule your day, including specific times for meetings, appointments, and tasks. Having a set schedule also helps reduce stress levels as you’ll know exactly what needs to be done and when.

5. Minimise distractions

Distractions can be a significant hindrance to productivity. Whether it’s social media notifications or constant interruptions from colleagues, it’s essential to minimise distractions to stay focused. Consider turning off notifications or using noise-canceling headphones to block out noise.

6. Set realistic goals

Setting realistic goals is critical to maintaining productivity levels throughout the day. Avoid overloading yourself with too many tasks or setting unrealistic expectations for what you can achieve in a day. By setting achievable goals, you’ll be more likely to complete them, which will help boost your confidence and motivation.

7. End your day with a routine

Just as it’s important to start your day with a routine, it’s equally important to end your day with one. Consider reviewing your schedule for the next day, completing any outstanding tasks, and shutting down your computer to signal the end of the workday. By having a routine to end your day, you’ll be able to disconnect from work and relax in the evening.

Structuring your day is essential to being productive and achieving your goals in the workplace. By following these tips and ideas, you can create a daily routine that helps you prioritise tasks, minimise distractions, and stay focused throughout the day. Remember, it’s not about working harder; it’s about working smarter to achieve your goals and succeed in your career.

Are you an authentic leader?

Bob Bannister
by Bob Bannister on

Authentic leadership is a leadership style that focuses on being true to oneself, while also striving to inspire others through one’s actions and words. Authentic leaders are individuals who possess a deep sense of self-awareness, act with moral integrity, and are committed to their values and beliefs. In this blog post, we will delve into the concept of authentic leadership and explore its key components and benefits.

Key components of authentic leadership

Self-awareness: Authentic leaders have a deep understanding of their own strengths, weaknesses, values, and emotions. They are honest with themselves about who they are and what they stand for. This self-awareness helps them to make better decisions and to communicate more effectively with others.

Relational transparency: Authentic leaders are open and honest in their interactions with others. They share their thoughts, feelings, and beliefs openly, which fosters trust and builds strong relationships.

Balanced processing: Authentic leaders are willing to consider all perspectives and weigh different viewpoints before making decisions. They seek out feedback from others and are open to constructive criticism.

Internalized moral perspective: Authentic leaders are guided by a set of moral principles that are deeply embedded within them. These principles guide their actions and decisions, and they are committed to living up to them.

Benefits of authentic leadership

Organizational performance: Authentic leadership has been found to be positively related to employee engagement, job satisfaction, and organizational performance. When employees see their leaders acting with integrity and consistency, they are more likely to feel motivated and committed to the organization’s goals.

Employee well-being: Authentic leadership has also been linked to employee well-being. When leaders act in a way that is congruent with their values and beliefs, they create a positive work environment that fosters trust, respect, and support.

Innovation: Authentic leaders encourage creativity and innovation by creating a culture of openness and transparency. By encouraging employees to share their ideas and perspectives, authentic leaders can foster a sense of collaboration and creativity that can lead to innovative solutions.

Academic references

Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.

George, B. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. John Wiley & Sons.

Luthans, F., & Avolio, B. J. (2003). Authentic leadership development. Positive organizational scholarship, 241-258.

Conclusion

In conclusion, authentic leadership is a leadership style that emphasizes self-awareness, relational transparency, balanced processing, and internalized moral perspective. Authentic leaders act with integrity and consistency, which fosters trust, respect, and support within the organization. Authentic leadership has been linked to improved organizational performance, employee well-being, and innovation. By developing and practicing authentic leadership, leaders can create a positive work environment that benefits both employees and the organization as a whole.

Understand before you are understood…

Bob Bannister
by Bob Bannister on

Communication is an essential part of our daily lives. Whether it’s at work, home, or in social situations, we are constantly exchanging information with others. However, effective communication is not just about expressing your own thoughts and ideas; it also involves understanding the perspective of others. This is where the principle of “understanding before you are understood” comes into play.

To put it simply, understanding before you are understood means that you should strive to comprehend the other person’s point of view before attempting to make them understand your own. It is about actively listening to the other person’s thoughts, feelings, and opinions without judgment or interruption. By doing so, you create a more open and honest dialogue, which leads to better communication and stronger relationships.

One of the key benefits of this principle is that it helps to reduce misunderstandings and conflicts. When you take the time to understand someone else’s perspective, you are less likely to jump to conclusions or make assumptions. Instead, you can ask clarifying questions, which can help you to gain a deeper understanding of their thoughts and feelings. This, in turn, allows you to respond in a more empathetic and productive manner, which can help to prevent disagreements from escalating.

In addition to reducing conflicts, understanding before you are understood can also give you an advantage in many situations. For example, in the workplace, being able to understand the needs and concerns of your colleagues or clients can help you to provide better service or support. This, in turn, can lead to increased productivity and more positive outcomes.

Likewise, in personal relationships, taking the time to understand your partner’s perspective can help you to strengthen your bond and create a deeper level of intimacy. It can also help to prevent misunderstandings or hurt feelings, which can be especially important in romantic relationships.

Another advantage of understanding before you are understood is that it can help you to build trust and credibility with others. When people feel that they are being heard and understood, they are more likely to trust you and view you as a reliable and supportive person. This can be especially important in professional settings, where trust and credibility are often essential for success.

In conclusion, understanding before you are understood is an essential principle for effective communication and building strong relationships. By taking the time to listen to and understand the perspectives of others, you can reduce conflicts, increase productivity, build trust, and create more positive outcomes in almost any situation. So, the next time you find yourself in a conversation, remember to put aside your own thoughts and feelings for a moment, and focus on understanding the other person’s perspective. You may be surprised at the positive results that come from doing so.

Are you a manager up with the latest trends?

Bob Bannister
by Bob Bannister on

As we enter into the year 2023, the business world is evolving at a rapid pace, and managers must keep up with the latest trends to stay ahead of the curve. The following are the top five management hot topics for 2023 and academic insights to help managers stay competitive in the market.

  1. Artificial Intelligence (AI)

AI is increasingly becoming more popular in the business world, and managers must learn how to incorporate it into their operations. AI helps managers automate tasks, improve decision-making, and enhance customer experience. AI can help managers predict customer behavior, automate repetitive tasks, and reduce costs, thereby improving efficiency and productivity.

Managers must also be aware of the ethical implications of AI, such as the potential loss of jobs, data privacy concerns, and bias. As such, they must carefully consider how they implement AI and ensure that it aligns with their business values.

  1. Digital Transformation

The digital transformation trend has been around for some years now, and it is expected to continue in 2023. Managers must embrace digital transformation to remain relevant in the market. This involves adopting new technologies, such as cloud computing, big data, and the Internet of Things (IoT), to streamline operations, enhance customer experience, and stay competitive.

Managers must also be aware of the potential risks associated with digital transformation, such as cyber threats, data privacy concerns, and the need for new skillsets.

  1. Diversity, Equity, and Inclusion (DEI)

DEI is a crucial topic for managers in 2023. Managers must prioritize creating an inclusive workplace that celebrates diversity and equity. This involves creating policies that promote diversity and inclusion, hiring a diverse workforce, and providing opportunities for career advancement.

Research has shown that diverse teams are more innovative and perform better, which ultimately leads to better business outcomes. Managers must ensure that they have a diverse workforce to remain competitive in the market.

  1. Sustainability

Sustainability is another hot topic for managers in 2023. Consumers are increasingly concerned about the impact of business operations on the environment, and managers must take steps to reduce their carbon footprint.

Managers can adopt sustainable practices, such as using renewable energy sources, reducing waste, and promoting sustainable transportation. Adopting sustainable practices not only benefits the environment but also improves the company’s reputation and can attract environmentally conscious customers.

  1. Employee Wellbeing

Finally, managers must prioritize employee wellbeing in 2023. Employee wellbeing has a direct impact on productivity, engagement, and retention. Managers must create a work culture that promotes work-life balance, mental health support, and employee development.

Research has shown that companies that prioritize employee wellbeing have higher employee engagement and lower employee turnover rates, which ultimately leads to better business outcomes.

In conclusion, managers must be aware of the latest trends and hot topics in the business world to remain competitive in the market. Adopting new technologies, promoting diversity and inclusion, prioritizing sustainability, and prioritizing employee wellbeing are crucial topics for managers in 2023. By incorporating these trends into their operations, managers can improve efficiency, productivity, and ultimately, achieve better business outcomes.

How to balance demand and pressure for your team.

Bob Bannister
by Bob Bannister on

Managing a team to deliver top-notch performance can be a challenging task for any manager. While it’s essential to meet the demands of the business, it’s also critical to ensure that employees are not overwhelmed with stress. Stress can lead to burnout, low morale, and a decrease in productivity, which can impact the overall performance of the team. In this blog post, we will discuss techniques that managers can use to balance demand and pressure, ensuring top performance without applying too much stress.

Set Realistic Goals The first technique is to set realistic goals. Unrealistic goals can put undue pressure on employees, leading to stress and anxiety. By setting achievable goals, employees feel a sense of accomplishment, boosting their morale and motivation to achieve more. Managers should work with their teams to identify the goals and develop a plan to achieve them. Additionally, they should track the progress and provide feedback to their employees, highlighting their successes and areas for improvement.

Encourage Time Management Time management is a crucial skill that can help employees manage their workload and reduce stress. Managers can encourage their teams to prioritize their tasks, focusing on the most critical assignments first. This approach ensures that employees are not overwhelmed with work, allowing them to deliver quality work within the given deadlines. Additionally, managers can provide tools and resources that can help employees manage their time better, such as project management software and time-tracking tools.

Promote Work-Life Balance Work-life balance is another critical factor that can impact employee performance. Managers should encourage their employees to take breaks and use their time off to rest and recharge. By promoting a healthy work-life balance, employees feel valued, reducing the likelihood of burnout and stress-related illnesses. Additionally, managers should lead by example, demonstrating the importance of taking breaks and not working excessively long hours.

Provide Adequate Resources Finally, managers should ensure that their employees have the resources they need to perform their jobs effectively. This includes providing training, tools, and support to help employees excel in their roles. A lack of resources can lead to frustration and stress, making it difficult for employees to deliver quality work. By providing adequate resources, managers can create a supportive environment that empowers employees to perform at their best.

Academic Insights and Statistics According to a study by the American Institute of Stress, job stress is the leading source of stress for American adults, with 80% of workers reporting stress on the job. Additionally, stress-related illnesses cost U.S. businesses an estimated $300 billion annually in lost productivity and healthcare costs. This highlights the importance of managing stress in the workplace and promoting a healthy work-life balance.

In conclusion, managers can balance demand and pressure by setting realistic goals, encouraging time management, promoting work-life balance, and providing adequate resources. By adopting these techniques, managers can create a supportive environment that empowers employees to deliver top-notch performance without applying too much stress.

How is making a presentation different when online?

Bob Bannister
by Bob Bannister on

In the age of remote work, online meetings have become the norm. And just like with in-person presentations, making an effective presentation during an online meeting is crucial to getting your point across and achieving your goals. Whether you’re presenting to colleagues, clients, or stakeholders, these tips will help you create and deliver a compelling online presentation.

  1. Prepare thoroughly

The key to a successful online presentation is preparation. Before the meeting, make sure you have a clear understanding of what you want to achieve and who your audience is. Research your topic, gather data, and create a clear and concise outline of your presentation. Practice your presentation several times, and make sure your slides are error-free and visually appealing.

  1. Use engaging visuals

More so than in face to face presentation, visual aids are an important way to keep your audience engaged and help them retain information. When creating your slides, use visuals such as graphs, charts, images, and videos to illustrate your points. Keep your slides simple and avoid clutter. Use large fonts and high-contrast colours to ensure your audience can read your slides easily.

  1. Keep it short and sweet

Online meetings can be tiring, and attention spans can be short. Keep your presentation short and to the point. Avoid using long, complex sentences and technical jargon. Use simple language and break up your presentation into smaller, manageable sections.  Use these natural breaks to facilitate point four.

  1. Engage your audience

Online presentations can be more challenging than in-person presentations when it comes to engaging your audience. Make sure to ask questions and encourage participation. Use polls, surveys, and chat functions to involve your audience and get their feedback. This will help to keep them engaged and interested in your presentation.

  1. Speak clearly and confidently

When presenting online, it’s important to speak clearly and confidently. Make sure your audio is working properly and test it before the meeting. Speak slowly and use a conversational tone. Avoid using filler words such as “um” and “ah,” and make eye contact with your camera.

  1. Pay attention to your body language

Even though you’re not in the same room as your audience, your body language is still important. Sit up straight, smile, and use hand gestures to emphasise your points. Make sure you’re looking directly at the camera and avoid looking down at your notes or slides.  If you can, consider using an external cam rather than the one built into your laptop.  Positioned slightly further away form you, it can communicate your whole upper body language, instead of just your face.  This makes a huge difference to the audience when watching a presentation online.  

  1. Follow up after the presentation

After the presentation, make sure to follow up with your audience. Send a thank-you email, and provide any additional information or resources they may need. This will help to solidify your relationship with your audience and ensure that your presentation was a success.

In conclusion, making an effective presentation during an online meeting requires preparation, engaging visuals, brevity, audience engagement, clear and confident speaking, attention to body language, and a follow-up. By following these tips, you can create a successful online presentation that achieves your goals and impresses your audience.

How flexible is your leadership style?

Bob Bannister
by Bob Bannister on

As the workplace continues to evolve, the role of managers has become increasingly complex. In order to effectively lead their teams and achieve success, managers must have a flexible leadership style that can adapt to the diverse situations they encounter each day.

According to a survey conducted by Deloitte, 89% of executives believe that building the organisation of the future requires a new leadership model. This new model involves a more adaptive and flexible approach to leadership, as opposed to the traditional one-size-fits-all approach.

Academic research also supports the need for a flexible leadership style. A study published in the Journal of Applied Psychology found that leaders who were able to adapt their leadership style to the situation at hand were more effective than those who used a rigid leadership style. This is because a flexible leadership style allows managers to meet the needs of their team members and the demands of the organisation in a more dynamic way.

One of the key benefits of a flexible leadership style is that it promotes better communication and collaboration among team members. When managers are able to adjust their leadership style to the needs of individual team members, it creates a more supportive and inclusive work environment. This, in turn, leads to increased employee engagement and better overall performance.

Another advantage of a flexible leadership style is that it enables managers to respond quickly and effectively to changing circumstances. In today’s fast-paced business environment, organisations need to be able to adapt to changes quickly in order to stay competitive. A flexible leadership style allows managers to be more agile and responsive to these changes.

Of course, developing a flexible leadership style is easier said than done. It requires a willingness to be open-minded and adaptable, as well as a deep understanding of the different leadership styles and when to use them. It also requires ongoing reflection and self-awareness to ensure that managers are continuously learning and improving.

Here are four of many leadership styles that each have a right time and place: 

Autocratic Leadership:

This leadership style involves a leader who makes all the decisions and dictates what needs to be done. Autocratic leaders maintain tight control over their subordinates, and they expect obedience and compliance from them. This leadership style is useful when quick decisions are required, or in situations where the leader has more knowledge and expertise than the subordinates.

Transformational Leadership:

Transformational leaders inspire and motivate their subordinates to perform at their best. They create a vision for their team, communicate it effectively, and provide the necessary support to achieve it. Transformational leaders focus on the development of their team members, empowering them to take ownership of their work and strive for excellence. This leadership style is useful when a leader wants to bring about significant changes or when the team is facing complex challenges.

Laissez-faire Leadership:

This leadership style involves a leader who gives their subordinates a high degree of autonomy and freedom to make decisions. Laissez-faire leaders delegate responsibility and authority to their subordinates and allow them to work independently. This leadership style is useful when the team has a high level of expertise and requires minimal supervision.

Servant Leadership:

Servant leaders prioritise the needs and well-being of their subordinates. They focus on creating a positive and supportive work environment, where team members feel valued, respected, and heard. Servant leaders empower their team members to grow and develop, and they encourage collaboration and mutual respect.  This leadership style is useful when a leader wants to build a sense of community and wellbeing. 

In conclusion, the need for managers to have a flexible leadership style cannot be overstated. With the rapidly changing business environment and the diverse needs of team members, a one-size-fits-all approach to leadership is simply no longer effective. By adopting a more situational approach, managers will be able to nudge outcomes in a helpful direction, rather than inadvertently making things harder for themselves and the team.  

Making hybrid working an opportunity to thrive…

Bob Bannister
by Bob Bannister on

As we continue to navigate the ever-changing landscape of work, one concept that has gained significant attention is the hybrid working model. This model involves a combination of in-person and remote work, allowing employees to work from anywhere and anytime while still being connected to their organization. While this approach offers several benefits, it also presents unique challenges for both managers and employees. In this blog post, we’ll explore the challenges of a hybrid working model and share some insights and tips for managers to successfully navigate them.

One of the most significant challenges of a hybrid working model is maintaining effective communication. With employees working remotely or from different locations, it can be challenging to ensure that everyone is on the same page. Miscommunication can lead to misunderstandings, missed deadlines, and a lack of accountability, which can harm productivity and employee morale. Managers need to establish clear communication channels, set expectations for response times, and regularly check-in with their teams to ensure everyone is on track.

Another challenge is ensuring employee engagement and inclusion. When some employees are working in-person and others are working remotely, it can create a sense of disconnection and isolation for those who are not physically present. This can lead to feelings of exclusion and lower motivation and engagement. To combat this, managers need to prioritize team-building activities, create opportunities for social interaction, and ensure that remote workers are included in meetings and decision-making processes.

Additionally, a hybrid working model can pose challenges for employee wellbeing. With employees working remotely, it can be easy to blur the boundaries between work and personal life, leading to burnout and reduced job satisfaction. Managers should encourage their employees to take breaks, establish clear working hours, and prioritize self-care. Regular check-ins with their teams can help identify any signs of burnout or stress and allow managers to provide support and resources as needed.

Finally, managing performance in a hybrid working model can be challenging. It can be difficult to assess productivity when employees are working in different locations and under different conditions. Managers need to establish clear expectations for performance, provide regular feedback, and use technology tools to track progress and performance. It is also essential to ensure that remote workers have access to the same resources and opportunities for development as their in-person counterparts.

In conclusion, a hybrid working model presents several challenges, but with the right approach, they can be effectively managed. By prioritizing effective communication, employee engagement and inclusion, wellbeing, and performance management, managers can ensure that their teams thrive in a hybrid working environment. Remember, a successful hybrid working model is built on trust, clear expectations, and open communication. With the right strategies in place, the hybrid working model can offer a flexible and effective approach to work that benefits both employees and organizations.

Don’t leave negotiation to chance, have a plan…

Bob Bannister
by Bob Bannister on

Negotiation is a crucial aspect of any business or personal dealings. It involves a process of communication between parties to reach an agreement that is mutually beneficial. Whether you are a seasoned negotiator or a novice, proper preparation is essential for a successful outcome. In this blog post, we will discuss how to prepare for a negotiation, with insights from academic research and practical tips for implementation.

  1. Define your objectives

Before entering any negotiation, it is crucial to define your objectives. This involves understanding what you hope to achieve and what you are willing to compromise on. According to a study by Harvard Business Review, “setting clear objectives is key to successful negotiations.” By defining your objectives, you can communicate your priorities effectively and guide the negotiation towards a beneficial outcome.

  1. Do your research

Research is an essential component of negotiation preparation. This involves gathering information about the other party, their interests, and their negotiation style. A study by the International Journal of Conflict Management found that “the more information negotiators had about the other party, the better the outcome.” By understanding the other party’s perspective, you can anticipate their arguments and identify areas of common ground.

  1. Consider the negotiation context

The context of a negotiation can have a significant impact on the outcome. This includes factors such as the timing of the negotiation, the location, and the social dynamics between the parties. A study by the Journal of Applied Psychology found that “negotiators who adapted to the negotiation context achieved better outcomes.” By considering the negotiation context, you can adjust your strategy to suit the situation and increase your chances of success.

  1. Develop a negotiation strategy

A negotiation strategy is a plan of action that outlines how you will achieve your objectives. This involves identifying your strengths and weaknesses, as well as potential obstacles to reaching an agreement. According to a study by the Journal of Business Research, “a well-planned negotiation strategy can significantly improve negotiation outcomes.” By developing a negotiation strategy, you can approach the negotiation with confidence and increase your chances of success.

  1. Practice active listening

Active listening is an essential skill in negotiation. This involves paying close attention to the other party’s arguments and responding appropriately. A study by the Journal of Applied Psychology found that “negotiators who listened actively achieved better outcomes.” By actively listening, you can demonstrate empathy and build rapport with the other party, increasing the likelihood of reaching a mutually beneficial agreement.

In conclusion, preparation is essential for a successful negotiation. By defining your objectives, doing your research, considering the negotiation context, developing a negotiation strategy, and practicing active listening, you can increase your chances of reaching a mutually beneficial agreement. With these tips in mind, you can approach any negotiation with confidence and achieve your desired outcome.

Why managers need to increase their clarity of vision and objective to enable staff empowerment.

Bob Bannister
by Bob Bannister on

In any organisation, the role of the manager is crucial. A manager’s primary responsibility is to provide leadership, guidance, and support to their team to achieve the organisation’s goals. However, to achieve this, a manager needs to have a clear vision and objective. Without these, it can be challenging to empower staff to perform at their best.

Here’s why managers need to increase their clarity of vision and objective to enable staff empowerment:

  1. Clarity of vision and objective helps to align efforts When a manager has a clear vision and objective, they can effectively communicate it to their team, providing a clear sense of direction. This helps to align everyone’s efforts towards a common goal, which increases the chances of success. With a clear goal, staff members can focus on what is most important, and their efforts are less likely to be scattered, reducing the risk of confusion.
  2. It provides a sense of purpose When staff members understand their organisation’s vision and objectives, they can see how their contributions fit into the bigger picture. This understanding provides them with a sense of purpose, which can lead to increased motivation, engagement, and commitment. A clear vision and objective can also help staff members to see how their work contributes to the organisation’s success, which can lead to greater job satisfaction.
  3. It facilitates decision-making When there is a clear vision and objective, decision-making becomes more straightforward. Staff members can make informed decisions based on their understanding of the organization’s goals. This clarity of vision also helps managers to make decisions that are consistent with the organisation’s mission, vision, and values.
  4. It encourages innovation A clear vision and objective can also inspire staff members to be more innovative. When there is a shared understanding of what the organisation is trying to achieve, staff members are more likely to come up with creative solutions to challenges that arise. This innovation can help the organisation to stay ahead of the competition, leading to sustained success.
  5. It promotes accountability When staff members understand the organisation’s vision and objectives, they can take ownership of their work and be held accountable for their results. This accountability can lead to increased productivity, as staff members are aware of their role in achieving the organisation’s goals. This clarity of vision also helps managers to hold staff members accountable for their performance, providing a clear framework for performance evaluation and feedback.

In conclusion, a manager’s clarity of vision and objective is crucial to enabling staff empowerment. It provides direction, purpose, facilitates decision-making, encourages innovation, and promotes accountability. When managers are clear about their organisation’s goals, they can effectively communicate them to their team, creating a shared sense of purpose and direction. This clarity of vision can help organizations to achieve sustained success by empowering staff to perform at their best.

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