Management

Management by Ralph Moody Do not bury your head in the sand when facing challenges or difficult people. Do the thing you fear most, first! Ralph Moody is the founder of Target Training and specialises in trainer and management development.  You can read more about him here.

Management by Ralph Moody When dealing with difficult and challenging people. Rather than waiting for them to trip up, challenge yourself by looking for something that they have done well on a daily basis and make sure you tell them. Ralph Moody is the founder of Target Training and specialises in trainer and management development.  You can read more about him here.

One thing for sure if you are a manager, you are going to be involved in making decisions.  I guarantee this 100% and if you’re not involved in decision making then to be perfectly honest, you’re not doing your job.  As a manager, if we don’t make decisions, then we will not get things done.  As I reflect on past...

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...

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...

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...

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...

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...

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...

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...