If you are not good at making choices – how do you overcome your biases and make better decisions? In the video, we explore five biases and how to mitigate their effects on us.
A cognitive bias refers to a systematic pattern of deviation from rationality or objective judgment in human thinking. It is a tendency for the human mind to make errors in processing information, often resulting in subjective judgments and decisions that deviate from logical or evidence-based reasoning.
The idea that we think fast and slow (Daniel Kahneman) or like a chimp and a human (Steve Peters) has moved from the world of psychology and now is part of everyday understandings of human behaviour. So, what is the impact of these two different ways of thinking have on leadership in organisations, and which one should leaders be using?
Ricky and Rich discuss their observation of working with leaders and how their thinking drives the results and behaviours in themselves and their followers. Where does fast thinking work, and where might slow thinking have the advantage?
Clarify Roles and Responsibilities with the RACI Matrix
It’s high time to Say Goodbye to Confusion: Clarify Roles and Responsibilities with the RACI Matrix.
Your free downloadable RACI Template
This video is your ultimate solution if you’ve ever experienced organizational chaos, overlapping responsibilities, or unclear accountabilities. We dive into the powerful RACI Matrix, a widely used framework designed to bring clarity and structure to any team or project.
Whether you’re a business professional, project manager, or part of a collaborative group, mastering the RACI Matrix will revolutionize how you define, communicate, and execute roles and responsibilities within your organisation.
Join us as we demystify the RACI Matrix key concepts and provide practical tips on implementing it effectively. We’ll guide you through each element of the framework:
Responsible
Accountable
Consulted
Informed
You’ll learn how to assign clear ownership, establish decision-making authority, involve stakeholders at the right moments, and keep everyone in the loop without overwhelming them.
Through an interactive example, we’ll illustrate the immense benefits of adopting the RACI Model. Say goodbye to confusion, duplication of efforts, and conflicting expectations. Say hello to streamlined processes, improved teamwork, and enhanced productivity.
Don’t miss out on this transformative opportunity to optimise your team’s efficiency and effectiveness. Clarify roles, empower your team, and boost your organization’s success with the RACI Chart. Watch now and embrace a future of seamless collaboration and clear accountability.
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.
Why is it that some people thrive when change happens, and others seem to do so badly? Change at work is almost the only constant left, yet many of us are really bad at handling it; missing the opportunities that change often presents.
In this podcast, Richard and Ricky explore what we can learn from the people who have handled change well. What can all learn from their behaviours to ensure that the next time we face change at work, we can make the most of the situation?
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.
Want to see how challenges can work for your organisation?
Why not book a call, and we can discuss how it works and if it’s right for you.
Do you want to know how to deliver feedback effectively at work?
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!
Do you know how to make your performance chats easy every time?
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.
Talent conversations come in many shapes and sizes. Talent is more than just how good you are today; it also encompasses how well you fit into the plans for tomorrow. Your plans, the organisation’s plans, and their plans….
What could possibly go wrong?
Ricky and Paul tackle the conversations that leaders need to have to help the people around them understand where they are right now, what is expected of them and where they need to develop. Talent conversations may not be easy, but with a bit of structure and thought, they can be positive and constructive interactions that help people grow.
