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Jan Springthorpe - Articles
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Jan is a qualified, experienced manager, coach and trainer who works with individuals, teams and organisations to help them grow, develop and reach their full potential.
- Getting Employees Off to a Great Start With a Good Induction
09/06/2007 | Management
A good induction is vital for employees and very important to the business. Induction should be a compulsory process for every new employee and for all existing staff when they move into a new job role. Employers have a duty to ensure that all new starters are given the best possible start in their job and that people new to a job role are supported in adapting to it. Read
- Making a Presentation – the Biggest Human Fear and How to Overcome It
09/06/2007 | Presentation
Making a presentation is ranked as one of the greatest human fears but it doesn't have to be that way! Find out what you can do to help you prepare a presentation and deliver with confidence. Read
- Discover How Coaching Can Help you to Be, Do Have All That you Ever Wanted and Change your Life Forever!
09/06/2007 | Self Improvement
Many people ask what coaching is all about and what’s in it for them. In case you are one of those people, you might be interested to know more. Coaching is about change and transformation and the human ability to grow and adapt behaviours. It is also about reinventing yourself, walking away from what you have now and creating a bright new future. Read
- Setting Managers Up to Fail – Why Training Before Appointment is so Important When Promoting Managers to New Positions Within Organisations
08/06/2007 | Management
Most organisations go the wrong way about appointing people to new management positions, causing problems for everyone and putting the business at risk. It doesn't need to be that way and here we offer a simple route that will take away the risk and uncertainty and won't set your managers up to fail! Read
- How to Solve your Business Problems Through Focused Consulation
31/05/2007 | Human Resources
Many organisations use consultants to help them with a vast range of business issues, problems, strategy development, HR challenges and much more. Having outside help, bringing along independent observers, working with someone with your best business interests at heart, is a wise move for any organisation. It’s easy to get stuck in the daily grind of the business, facing challenges, beating off the opposition and generating more questions than answers. Choosing a good consultant can take the lid off your way of thinking, bring you a fresh outlook and take you to a new window on your business world. It helps you to look past the obvious, challenge the inevitable and seek out a whole new horizon. Read
- Putting Together the Performance Puzzle
31/05/2007 | Human Resources
Managing performance isn’t easy and it doesn’t just happen by accident. It can be a difficult puzzle, made up of several vital pieces. If just one piece is missing from your performance puzzle, your organisation may struggle with performance. If more than a few are missing, your organisation could be heading for trouble!
Managing people and performance is tough, complex and a major issue for some organisations. Some managers never quite get it right and the cause of most performance problems is ineffective management. In order for people to perform well, managers must be courageous, committed and capable of completing the performance puzzle. Read
- The Art of Connection – the Real Purpose of Good Communication!
31/05/2007 | Human Resources
Communication is important because it is the lifeblood of organisations and is vital to successful management . We need to communicate to establish control, motivate, allow for emotional expression and give information When was the last time you examined the quality of communication in your organisation? Isn’t it time to check out how well your people are connected? Read
- How to Develop your Managers as Coaches and Set your People Free!
31/05/2007 | Human Resources
Traditional command and control models of performance management are losing impact. Ineffective middle managers compound the problem. Failing to get to grips with poor performance can drain away the productive lifeblood of your organisation. Developing your managers as coaches opens up a whole new approach to performance management. Instead of solving performance problems for staff, coaching helps people to identify and develop solutions for themselves. Read
- Riding the Sea of Change – are you Surviving or Drowning?
31/05/2007 | Human Resources
No sooner has your organisation sailed the stormy seas through one change, along comes another to knock you right off course again. It takes courage, careful planning and first class communication to make sure that change is successfully implemented without affecting employee attitudes and levels of performance. We are creatures of habit and we like consistency and routine, we get used to doing things in a certain way. Managers actively encourage their staff to comply, to conform, to follow the norm, to maintain standards and the status quo. Then – all of a sudden – it’s ALL CHANGE– we’re doing it differently now!
No wonder people get confused, anxious and stressed out by change! Read
- How to Master Motivation and Release Masses of “wanna Do”!
31/05/2007 | Human Resources
Happy smiley people perform better than miserable, bored people. In order to perform well people generally need to be content with their working life and willing to go the extra mile. Ask yourself some questions. What motivates people? What motivates you? Where does motivation come from? What can you do to light the spark of enthusiasm, commitment and “wanna do” attitude in your people? It’s very hard to motivate people as motivation comes from within. However, you can influence what people feel motivated to do. By investing time in the growth and development of your managers and employees, you can change their attitudes and give them a real buzz about coming to work. You can shape the right environment in which they will blossom and shine and add value to your business. Read
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