Ralph Moody

  1. Management - How to be happy at work

    Management - How to be happy at work
    The reality is that we spend most of our time, in our adult life, at work, an average of around 40 years.  Think about that for a second.  Is it, therefore, reasonable to be happy at work?  Why would you not want to be happy?  Do you want to spend these 40 years being unhappy? The reality is though, is that...
  2. Training - Is your training headed for the recycle bin?

    Training - Is your training headed for the recycle bin?
    As a great trainer, you will be making sure that you are evaluating at the point you’ve delivered to get that all-important feedback straight away, but how are you delivering it?  We talk about making sure our training is interactive and engaging but is your evaluation the same? There are lots of different ways that we can evaluate with our...
  3. News - Fantastic savings in our November sale

    News - Fantastic savings in our November sale
    We are happy to announce our big November sale this month. An excellent opportunity to book and reserve courses at special discount prices this month.  A selection of our courses is only going to be available at special discount prices for a limited time.  This is a fantastic opportunity to make the best use of a training budget allocation, book a...
  4. Management - The art of delegation stage 4

    Management - The art of delegation stage 4
    Stage 4 and the final stage in the delegation process is the art of giving feedback.  We must provide feedback, and if we don't, we have a potentially dangerous situation where the individual concerned believes they have done a competent job if they haven't, then they must be made aware. Always give feedback immediately after the work, don't give it too...
  5. management - the art of delegation stage 3

    management - the art of delegation stage 3
    So far we have looked at why we delegate and we should be in a position to state categorically it is a good thing. We then moved on to stage 1, which is all about getting the right people to do the job and stage 2, which is all about giving clear direction and briefing individuals correctly.  Remember we have to delegate...
  6. management - the art of delegation stage 2

    management - the art of delegation stage 2
    Last week we looked at selecting individuals to whom we are going to delegate to the task itself.  This week we are going to look at clearly stating our objectives. This is a massive opportunity to really mess things up, if we don’t clearly explain things then there is a good chance that they either won't understand or that there...
  7. management - the art of delegation stage 1

    management - the art of delegation stage 1
    Ok, last management blog we looked at why we delegate and this week we are going to focus on the first stage, the selection of individuals who we are going to delegate to and the actual job we are going to delegate.  Thinking through this process will aid the developmental process significantly.    An important thing to remember in all...
  8. training - 5 things to improve your introductions

    training - 5 things to improve your introductions
    All trainers need to understand the importance of introductions in a training environment.  As a delegate, we make our mind up very quickly on the trainer and the subject matter, so we have a limited time to capture their attention.  An effective introduction motivates the group and encourages participation.   Five things you can do to improve your training introductions: Be...
  9. management - 5 reasons why we delegate

    management - 5 reasons why we delegate
    One of the key areas managers attending our courses are keen to know is how to delegate.  Many managers don’t know how to delegate effectively and we cover this in detail on our management courses.  However, it’s really important that before we know how to delegate we must first understand why. Managers that don't delegate run the risk of poor...
  10. management - use conflict as a lever for change

    management - use conflict as a lever for change
    Conflict in the workplace is inevitable.  In fact, I would suggest that organisations that say they have no conflict are not being honest with themselves. Moreover, when this happens, it is likely that the conflict is hidden.  What happens then is artificial harmony, in other words, conflict is going on but it is just hidden under the surface.  I believe this is which...

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