As managers, our decisions and actions greatly influence our teams and organisations. However, one aspect that often goes unnoticed is the impact of personal biases on these decisions. Biases can unintentionally affect our judgment, limit our perspective, and hinder diversity and inclusion efforts.
In today's rapidly evolving business landscape, organisations recognise the crucial role of learning and development (L&D) in fostering a culture of continuous improvement and staying ahead of the competition. However, many L&D teams struggle to effectively engage employees and drive their learning initiatives.
Over the past couple of years, the global workforce has undergone a seismic shift due to the COVID-19 pandemic. Remote and hybrid working arrangements have become the norm, challenging the traditional fixed workplace model. As we look towards the future, it is essential to understand how the dust will settle in our approach to work and the workplace.
Humans are inherently social beings, constantly interacting and shaping the world around them. Whether we realise it or not, our actions, words, and even our mere presence have a profound impact on those we come into contact with. From the way we dress to the ideas we share, the influence we exert on others is a powerful force that can shape their thoughts, beliefs, and actions.
Being a manager is no easy task, and each year brings its own unique set of challenges. As we delve into 2023, managers are grappling with a range of complex issues that demand their attention and strategic decision-making. In this blog, we will explore the three biggest issues that managers are facing this year, supported by relevant data and sources.
Simply to stay competitive organisations really has to prioritise the continuous learning and development of their employees. A well-crafted Learning and Development (L&D) strategy is crucial to foster growth, enhance performance, and drive innovation within an organisation.
It is crucial for a manager to be an effective communicator to maintain a productive and harmonious work environment. In this blog post, I will identify the specific qualities that make a manager a good communicator and give real business examples to reinforce these ideas.
Psychological safety is a term used to describe the perception of feeling safe to take interpersonal risks within a group or organisation. It is a critical component of high-performing teams and fosters innovation, creativity, and growth. Tim Clarke, an expert in organisational development and change, has identified four stages of psychological safety that teams go through as they develop.
Managing people can be a daunting task, and it can often feel overwhelming to keep track of everyone's needs and preferences. However, there is one small thing that can have a massive impact on your people management skills and it’s simply this; listen first and then speak! True listening is the act of fully concentrating on what the other person is saying, both verbally and non-verbally.
While online meetings provide a convenient way to connect with colleagues and clients, they can also be challenging in terms of engagement and retention. In this blog post, we will explore specifically how to improve engagement in online meetings through the effective use of breakout rooms.
100% money back guarantee if people don’t change as a result of our work with you Discuss The Training Your Team Requires 
I'm Bob Bannister, owner, and trainer at iManage Performance, the specialists in training for remote workers and managers with over 20 years of experience in this sector.
As the UK has rapidly shifted towards working from home, this challenges the norms in which we work and manage We can help to fast track your remote management or team skills. Speak to us about our training options today.
call today +44 (0)1444 474247
email bob.bannister@imanageperformance.com
