In today’s fast-paced business environment, the ability to manage change effectively isn’t just a competitive advantage—it’s a necessity.
Change leaders and change agents are at the forefront of this challenge, tasked with not only navigating but also driving successful transformations within their organisations. This is where our Change Blueprint becomes an indispensable tool.
Developing teams is costly and time-consuming; at Thinking Focus, we know how important your people are to you and how important it is to show that your development dollars and pounds hit the mark.
Our extensive experience in leadership and management development has taught us the four conditions for success pivotal to every group development programme we run. It requires a collaborative approach with clients, which means they have to step up, their participants, and us.
Together, we can create an environment where participants thrive and achieve demonstrable ROI significantly over and above the programme cost, conservatively a minimum of 5X in almost all cases.
Why not book a call, and we can discuss how it works and if it’s right for you.
In this video, we will share with you five tips on how to deliver effective feedback that will be respectful and helpful to you and your employees.
Learning how to deliver feedback effectively is essential if you want to be a successful manager of people! We’ll show you how to deliver feedback to help your employees grow and learn. We’ll also discuss the importance of feedback in the workplace and give you some helpful tips on how to give feedback effectively!
All managers love it when they have to give great feedback; that’s easy, providing it’s purposeful that is! However, many managers struggle to hold people accountable during routine feedback or performance meetings. Managers ruminate ahead of giving feedback, catastrophising the team member’s reactions. So they sugarcoat the message, which has no impact and, guess what, leads to no uplift in performance or change in behaviour.
There is a way to make it easier: developing a psychological contract, or as we call it, the expectations chat. This chat aims to establish how the line manager and team members can get the best out of each other, which means giving feedback. So why not agree upfront on how you do that and get the two-way permission agreed upon while there are no issues in the relationship?
In this video, we share a simple four-step process that will make every performance chat easy and straightforward every time.
You can’t manage time, so STOP trying to manage time and do this instead…what we mean is start managing yourself against the time and make better choices rather than trying to do everything.
Warren Buffet, among many others, argues that we self-sabotage when we allow ourselves to be consumed by things we care less about – they actually drag us down and distract us from achieving what we really care about.
Well, as they say, the answer is on the inside; in this video, we share how a major client project suffered a huge delay and was almost catastrophic due to failing to involve others, neither the right people nor at the right time.
We share four essential questions and offer more than 50 reasons for how you could involve stakeholders in your project/goals.
Access your 50+ reasons to involve others here:
Copy of 50+ Reasons to Involve Others (Presentation (16:9)) by Ricky Muddimer
Creativity starts with knowing how to ask yourself better questions to become highly creative.
Get this right, and you will be unstoppable and be able to solve almost any issue or problem; not just that, you will be able to accomplish so much more and more quickly too!
Do you know how to achieve your big and complex goals? How to make them easier to work on? If not, then this video is for you.
Firmly in leadership and management development, we highlight practical strategies and tips for making big and complex goals easier to achieve. Setting ambitious goals can be exciting, but it can also be overwhelming and intimidating, especially when you’re not sure where to start.
We share the umbrella goals technique used by client organisations worldwide to think, plan and communicate complex multi-part goals. Then, as with any big goal, we walk you through how to break your big goal into smaller, more manageable steps. Doing so can create a clear roadmap that will make the journey towards your ultimate goal less daunting.
By the end of this video, you’ll have another tool in your toolbox of practical strategies and tips to help you break down big and complex goals into smaller, more manageable steps. In addition, you’ll be equipped with the knowledge and confidence to tackle any goal easily and achieve your desired success.
With a burgeoning set of content on all things goals, tune into our Goals Playlist
Ever wondered how to change culture? It’s all about the choices we make in those moments of truth!
In this video, we unpack how one client used a social learning experience blended with gamification, group coaching and psychological safety to create a safe learning space. We brought together a multi-level audience to discuss how they would handle different situations. It was only when team members felt secure that they said what they really felt, exposing knowledge gaps, lack of confidence and doubts about what to do when under pressure.
Our favourite quote came from a junior team member who, in a multi-level audience of 40 people, asked “I know we all have said we’d do the right thing, but can someone tell me what that looks like?” The virtual room fell silent. This one example led to one of the most productive discussions we had.
By learning from your successes and failures, you can create a culture that is conducive to success. Learn how social learning can help you transform your organisation’s culture.
We work with organisations worldwide; in this video, we share how Lowell Financial Group used ‘What Would You Do?’, to embed the FCA Conduct Rules, helping 100% of participants feel confident to apply the rules in their job. What Would You Do? is the perfect learning solution for learning professionals looking to spice up their short-burst learning interventions.
We created What Would You Do? in response to a client looking for something different, engaging, high impact and can be run internally at a moment’s notice. We build a social learning experience that brings cross-functional groups together online or face-to-face to discuss everyday dilemmas faced in the workplace. When team members are uncertain or lack confidence, the last thing you need is them guessing or unintentionally placing your business and/or people at risk.
For more information on WWYD, click the image.
Are you a change agent or a manager responsible for helping people through workplace change – I imagine that means all of you!
We all respond differently to change; our attitudes and behaviours will depend on many factors. This video shares four labels to help you identify change behaviours and attitudes.
Check out this video, too; it will give you practical ways that will help you to help your people through change.
