BiteSize Learning

Goals, goals, goals... it's easy to assume your team simply needs to work hard to achieve them, and it'll all fall into place. And if they're not on track? The temptation can be to figure out what's "wrong" with your team, or put the onus entirely on them to step up to the challenge, but often the goals could do with a little more scrutiny! This is where 𝗘𝗱𝘄𝗶𝗻 𝗟𝗼𝗰𝗸𝗲'𝘀 𝗚𝗼𝗮𝗹 𝗦𝗲𝘁𝘁𝗶𝗻𝗴 𝗧𝗵𝗲𝗼𝗿𝘆 could help. His theory is that goals should have the following attributes: 📌Specificity: Your goals should be clear and unambiguous. 💪Difficulty: Goals should stretch your abilities, but still be achievable! 🤝Commitment: The relevant people need to totally buy into the goal. ✍️Feedback: A good goal results in continuous feedback to track progress. 🔵Simplicity: The more complex the goal, the less motivating it is. Aim for simplicity! Of course, this isn't the only method out there for setting goals - there's plenty to choose from: 𝗦𝗠𝗔𝗥𝗧 𝗚𝗼𝗮𝗹𝘀: The classic: Specific, Measurable, Achievable, Relevant, Time-bound. It's a similar framework that helps with goal formulation. 𝗕𝗶𝗴 𝗛𝗮𝗶𝗿𝘆 𝗔𝘂𝗱𝗮𝗰𝗶𝗼𝘂𝘀 𝗚𝗼𝗮𝗹𝘀 (𝗕𝗛𝗔𝗚𝘀): A little different, BHAGs are more about long-term visionary goals, rather than immediate achievability. 𝗜𝗻𝗽𝘂𝘁 𝘃𝘀. 𝗢𝘂𝘁𝗽𝘂𝘁 𝗚𝗼𝗮𝗹𝘀: We generally focus on output goals (results), but input goals (actions within your control) can be equally valuable, especially for complex tasks. 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗮𝗻𝗱 𝗟𝗮𝗴𝗴𝗶𝗻𝗴 𝗠𝗲𝗮𝘀𝘂𝗿𝗲𝘀: Another fan favourite, this considers both predictive measures and outcome measures to track progress. See the full breakdown of Locke's theory (and other frameworks) here: https://lnkd.in/eZXU2FAd

Company culture cannot be forced - it's created. And it's not created by simply telling your teams what you want the culture to be! It's created through clear communication, great storytelling, proper feedback processes, and honest leadership. If you want to create a culture to be proud of, you must lead by example💪 Fortunately, most HR managers see this! And we have lots of teams approaching us to create bespoke management and leadership programmes. They know that: 1. Great culture is good for business, and 2. great culture requires great managers. 👉So what's the perfect management and leadership training programme? It depends! • What issues are you trying to solve? • What goals are you trying to achieve? • How experienced is your management team? • What's the culture like within your company? That's just a starting point - there's lots of factors at play when building the perfect programme (trust us, it's literally our job!). But however you structure your training programme, just remember: company culture grows from the behaviours your employees see and put into practice each day. 👉That means training your managers not just to manage, but to model the culture you want to see!

Why do good conversations sometimes go wrong - even when your heart’s in the right place? Because we judge ourselves by intentions, but others by impact. So if you want to be understood, say your intention out loud... 💬 Instead of: “I’m too busy.” ✅ Try: “I want this done well, and I’m worried I can’t give it the attention it needs right now.” 💬 Instead of: “That’s just not right.” ✅ Try: “I think we’re aiming for the same result - can I share a tweak that might help?” 💬 Instead of: “That won’t work.” ✅ Try: “I can see where you’re going - how about we build on that like this?” 🧠 When your intention is clear, it’s easier for others to hear what you’re really saying—without jumping to conclusions. It's not about being perfect! Just trying out a different approach 👨🎓 ✨ Read more in the comments 👇 #mindset #communication #learningdevelopment #LearningExperiences #Learninganddevelopment

Thank you Adam Foster for the lovely feedback! 😊 We had a great time supporting LW Theatres with their Leadership Development Programme 🏆 (There's nothing better than working with an organisation that prioritises learning and development for their team!) Thanks to Katie Botten's fantastic training, which received high praise in participant feedback - the words "brilliant and knowledgeable facilitator" were mentioned a few times! ❤️

Managing your mates... bit tricky, isn't it? 🙃 Getting promoted from teammate to manager can feel awkward. There's a few things we hear about: 𝟭. 𝗣𝗹𝗮𝘆𝗶𝗻𝗴 𝗳𝗮𝘃𝗼𝘂𝗿𝗶𝘁𝗲𝘀 (𝗼𝗿 𝘀𝗶𝗺𝗽𝗹𝘆 𝘄𝗼𝗿𝗿𝘆𝗶𝗻𝗴 𝗶𝘁'𝗹𝗹 𝗹𝗼𝗼𝗸 𝘁𝗵𝗮𝘁 𝘄𝗮𝘆!) 𝟮. 𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗯𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀 𝟯. 𝗔𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝗱𝗶𝗳𝗳𝗶𝗰𝘂𝗹𝘁 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 👋Don't lose hope - there's a way to stop all that! Control the dynamic early on: 𝟭. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 One of the best things you can do is sit down with your friend and talk it through. 𝟮. 𝗕𝗲 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 Consistency builds trust – not just with your friend, but with the rest of your team too. 𝟯. 𝗞𝗲𝗲𝗽 𝘁𝗵𝗲 𝗳𝗿𝗶𝗲𝗻𝗱𝘀𝗵𝗶𝗽 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝗼𝗳 𝘄𝗼𝗿𝗸 It helps to keep work conversations professional and save personal stuff for outside hours (within reason!). 𝟰. 𝗠𝗮𝗸𝗲 𝘀𝗽𝗮𝗰𝗲 𝘁𝗼 𝗺𝗮𝗻𝗮𝗴𝗲 Carve out time dedicated to management. That might mean regular 1:1s, time for your own training, or simply giving yourself space to think. 🤔We'd be daft not to mention our management training - we cover difficult conversations, thinking like a manager, giving and receiving feedback - you name it! If your managers need support in making the transition - head over to our website 🤓

Are you making this common mistake? It's terrible for company culture... ❗When employees aren't engaged with training, management starts throwing out ultimatums. It might seem perfectly reasonable - after all, training costs time, effort and money, so you wants to make sure it's attended. But once you start sending "AllCompany" emails with attendance spreadsheets, you're on the slippery slope to low morale. Why not try curiosity, instead of compliance? 😣 Rather than asking “how do I MAKE the team complete the training?” 😎 Ask: “what would make them WANT to do this course?” It'll become more obvious why people aren't attending: • They’re not sure how it connects to their role. • They don't feel like they have enough time to attend • They’ve had bad experiences with training, so they expect the worst If you can address the misconceptions, you can build more trust and engagement in the long term! (Plus, you won't have to send emails like this anymore...)