Tag Archives: Coaching

Where is your hidden zone?

Where is your hidden zone?

Written by Erica Bassford, Head of Aspire at Lauras International

Four eggs in egg cups

During a recent management training course I was asked if an individual should focus on improving their weaknesses first or developing their strengths. It’s a bit like ‘which comes first, the chicken or the egg?’

You are only as strong as your weakest link. If your weakness is something you need to use in your day to day life, being your weakest link is probably having a significant effect on your overall effectiveness. Our strengths, on the other hand, form part of our Unique Selling Point (USP). Continually developing our USP to ensure it remains unique is important, isn’t it?

We all prefer to work on what we enjoy and what we enjoy is almost always something we find relatively easy or we are good at it. Investing in your weakness, therefore, is likely to be more time consuming, more frustrating and will require more effort.

There is no straight answer but what is clear, our first task is to understand ourselves not only from our perspective, but from the perspective of others. We all have ‘hidden’ zones, things people see in us that we are blissfully unaware of. For example, jangling change in your pocket, or saying ‘Umm’ repeatedly during presentations. Once we truly understand our strengths and weaknesses we can make an informed decision on what to invest our time and effort in, and can look for alternatives to help. One of the best ways to overcome our weaknesses is to work with someone who has that as their strength, learning from them. An alternative may be to delegate or even outsource a task that require us to use our weakness.

In truth we will need to develop both our strengths and weaknesses but for the most efficient outcome we not only have to fully understand ourselves, but also the strengths and weaknesses of those around us. Need help with your chicken and egg? We can help you build your unique development plan then work with you to excel.

For more on our Aspire coaching and mentoring programmes for Front Line Managers, get in touch.

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Top Tips for Front Line Managers

Written by Jeremy Praud, Head of UK & Europe, Senior Consultant at Lauras International.

Top Tips for Front Line Managers

Our last blog discussed the 3 ingredients that keep staff successfully engaged in manufacturing improvement programmes – Inclination, Ability & Time.  The level of success however comes down to your Front Line Management team’s ability to take these raw ingredients and develop skilled and ‘switched on’ operators.  All too often, highly skilled individuals are promoted to Front Line Management positions without the necessary training experience, and with little support or coaching in their new role.

That’s why we’ve developed the acclaimed Aspire programme, designed to help Front Line Managers (FLMs) develop the skills required to manage people effectively.

 Here are some of our top tips for FLMs that are implementing Improvement Projects:

  1. See-Try-Do – To relieve the stress of training new initiatives for the first time, we recommend the ‘See-Try-Do’ approach which examines the training subject from a range of viewpoints to consider what questions could be asked and where confusion could arise.
  1. Tackle Conflict Head-on – FLMs often avoid meeting environments because managers are apprehensive about conflict; but without conflict, improvement doesn’t happen.  Coaching will give FLMs the confidence to address conflict safely and manage it through to a positive resolution.
  1. Supercharge Meetings – FLMs that run effective meetings have better track records of implementing successful Improvement Programmes.  Our coaching covers preparation, meeting etiquette and follow up, with top tips such as: hold meetings standing up to increase the energy in the room, value the input of each delegate, and remember the magic formula (70% agreement = 100% commitment for decisions)RACI Matrix.
  1. Use a RACI Matrix – Having clear and unequivocal roles for everyone is fundamental to getting actions done quickly and projects completed efficiently.  A RACI (Responsible, Accountable, Consulted, Informed) matrix is a very useful tool for ensuring FLMs have assigned and clearly communicated ownership of actions.
  1. Thank with a Reason – As simple as it sounds, saying ‘thank you’ and contextualising the gratitude with a reason, is an effective management principle.  Our Aspire coaching programmes are designed to help FLMs excel in their roles by applying easy to acquire, practical management tools to their day-to-day activities.

Get in touch to see how our Aspire Programme could help your FLMs engage their teams and excel in their roles.