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Getting rid of Silo Mentality in Organisations

Silo Mentality in Organisations

Over the years, Silo Mentality is probably one of the most common issues I’ve had thrown at me from HR Directors, Training Managers and Senior Execs. Usually it’s a case of one team not sharing or working effectively with another with no real sign that anything is going to change. So I thought I’d do an article explaining my view …

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Personal Development Plans – make them work

Personal Development Plan

If you think your performance appraisal process leaves something to be desired and probably sits somewhere between “never done” and “done under duress” just take a look at a few Personal Development Plans! Or should I say “pointless de-motivating plans”.     Creating A PDP That Achieves Something   So, by our title you can assume that we mean the …

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Using Q12 to Develop Great Teams

I’ve been in the business of developing teams for a fair number of years now and I am pretty sure I’ve seen most forms of team development, team building and whatever else you want to call it.  But it’s a very true saying that there are many ways to skin a cat (not that I’d recommend this as a past …

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Using P&L thinking to improve people management

If there is ever a time to ensure you manage costs its when your company is underthreat from recession and potentially a long recession. It won't surprise you to know that often, the single biggest cost to any business is labour. Yet how well do your managers really understand and manage their labour costs? I have seen, over the years, many a manager argue a case for an extra member of staff, without doing enough to ensure that the people they have are as effective as they should be. When challenged, managers can rarely talk in detail about the cost of their staff sickness on bottom line, or tell you what the effect would be on profit and operating cost of getting a 5% improvement in staff efficiency. Yet you would expect your accountants to understand this information in a heart beat...................or maybe HR! So just think of the improvement and saving you would make if your managers thought of people costs in the same way accountants think of P&Ls. Well, why not introduce a "People P&L"

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How to create a PDP that actually achieves something

If you think your performance appraisal process leaves something to be desired and probably sits somewhere between "never done" and "done under duress" just take a look at a few Personal Development Plans! Or should I say "pointless de-motivating plans". So, by our title you can assume that we mean the vast majority of PDPs don’t achieve anything, quite right. In my experience most PDPs end up as highly aspirational, one-sided documents which do little to move anything forward. Why is this so? It is because the vast majority of managers still don’t believe in the value of them, pay little attention to them once the annual appraisal review is out of the way and therefore reduce them to one-sided “some day” pieces of paper full of courses and coaching that often fails to materialise.

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