Often, there is no consistency in how people are being managed and supported so best practice isn’t universal across the organisation. This is particularly common in a siloed operation.
Managers need to feel comfortable being themselves as this honesty and authenticity will help to build trust. But they also need to adapt their behaviour and how they communicate in order to offer a consistent approach.
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Some behaviours will feel uncomfortable, especially when they are different to an individual’s personal style or preferences.
We develop the managers’ communications skills, using our proprietary Five Conversation Styles© model. It takes practice to become proficient in this and become comfortable with the uncomfortable. Our sessions provide this practice.
Even though each manager is different in what drives them, they develop an understanding of the appropriate and consistent way to behave for each situation they face.
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Organisations build up a consistent approach for managing others
The unique and authentic characteristics and traits of each manager, so important to motivating teams, are retained
Building a culture of impactful one-to-one conversations
A offsite workshop, with follow-up coaching to help managers develop a range of responses to influence, manage conflict, build a relationship or collaborate effectively with colleagues.
Developing new people managers
Helping 16 individuals confidently transition into a new people manager role, by developing a consistency in approach and how they communicate to get the best from others.
Or perhaps you have another challenge?
