THE EXTRA MILE INTERVIEW Lucy Standing - co founder of neutrain ShareS her unique not for profit concept and expLainS who wiLL benefit from her new initiative

MILEthe extra

motivate inspire lead engage

Summer 2013 Issue 4 August 2013

Lucy and I made contact in the very first few months of

launching People Discovery my consultancy business

We chatted on the phone about our respective dreams and goals Lucyrsquos idea really sparked my curiosity because her concept was about making a valuable contribution where making a profit simply did not come into the equation

Lucy was keen to harness all that great training information out there in a way which simply I had never seen before

So when I saw Lucyrsquos first press release about her new company neuTrain I contacted her immediately to find out more and invited her to come and tell our readers about her exciting new venture Herersquos what Lucy had to say about neuTrain

How did neuTrain come into being

Most of my ideas come to me in the bath but the idea behind neuTrain came to me as I was stirring risotto

As a freelance Occupational Psychologist I often get asked to deliver classroom based training courses I may haveContinued on Page 4

By Christina Lattimer

In This Issue

Wersquore really pleased to bring you the 4th Issue of The Extra MILE E-zine We are growing tremendously well thanks to all you great readers and contributors

With heartfelt gratitude to all involved in the E-zine from our brilliant contributors to our advertisers A special big thanks to the growing number of eMILE Community members We are looking forward to working with you to get your message out there

Our contributors this month have produced some brilliant articles on Leadership HR and Development Based around the world we are absolutely delighted to include such a diverse set of contributions Thank you all so much

This month we are so grateful to Bob Mason who continues with his 2nd article which is all about motivation His article ties in brilliantly with our feature about creating a motivational environment at work We hope you are suitably motivated after this issue

This monthrsquos interview is with Lucy Standing founder of neuTrain a revolutionary concept in sharing training information across the internet

ARTICLEStHE eXTRA mILE iNTERVIEWWITH LUCY STANDING OF NEUTRAINBY CHRISTINA LATTIMER PAGE 1

NO ON SPOKE UPBY DAIN DUNSTON PAGE 8

I NEED THEREFORE i AM - pART 1BY BOB MASON PAGE 12

MAKING FAMILY FRIENDLY WORK FOR YOUBY CHRISTINA LATTIMER page 16

GRATITUDE BY BERNIE NAGLE page 20

IMPROVE YOUR LEADERSHIP SKILLSBY RICHARD ABRAHAM page 24

WHAT ARE YOU DOING THAT IS REALLY IMPORTANTBY STEPHEN MURPHY page 28

FUNDING FOR LENDINGBY KATHY BYRNE page 30

BULLYING ARE YOU THE LION OR THE MOUSEBY CLARA POUND page 34

FEATURESTHE eMILE EXPERT INDEXPAGE 6

Book reviewby dr alan black page 10

fROM aROUND THE WEBPAGE 15

TWITTER TOP 4PAGE 23

GET MOTIVATED PAGE 26

CONTRIBUTORSPAGE 36

CONTACT USPAGE 40

Organisational Makeover Day - Virtual Team Bootcamp

Organisational Extreme Makeover Day

One-day Virtual Team Boot Camp

21st November 2013

Come and join me for one day either in Coventry or Heathrow London where I share with you ndash how you too can enjoy the lsquowealthy-wayrsquo making other

people happy and successful

Holiday Inn Coventry South- September 3rd

Holiday Inn Heathrow-

September 9th

Product Creation Goldmine Event

Organisational Makeover Day - Virtual Team Bootcamp

Organisational Extreme Makeover Day

One-day Virtual Team Boot Camp

21st November 2013

Come and join me for one day either in Coventry or Heathrow London where I share with you ndash how you too can enjoy the lsquowealthy-wayrsquo making other

people happy and successful

Holiday Inn Coventry South- September 3rd

Holiday Inn Heathrow-

September 9th

Product Creation Goldmine Event

materials I could adapt but in most cases I was starting from scratch Whilst interesting is very time consuming to do and expensive for the client Whilst Irsquod love to say I create amazing work which is brand new and highly innovative the truth is that when it comes to soft skill training there is a lot of established best practice already in the public domain If a client wants a course on leadership skills Irsquod lose a fair amount of credibility if I went against established wisdom and announced that to lead and influence people we need to shout belittle and ridicule them

Due to this established best practice in many of the areas we work it is often the case that materials are re-used and re-branded Yes we may say they are completely bespoke and yes there is still a lot of work which does go into tailoring content but in the main the core of what is being said is very similar Have you ever seen an interview skills training course which has told you not to ask open questions not to build rapport not to take notes

The internet is an amazing tool for facilitating the bringing together of lots of different experts separated by geography but not by interest so that is what Irsquove done

Rather than waste time reinventing materials which no doubt exist in thousands of iterations sitting on hard drives around the world I thought it would be much better if we could just share what we have

Irsquove convinced a small number of trainers (although this number is growing slowly but surely) to share their content on line Not just their slides hand-outs or exercises but all their knowledge too ndash tips and

guidance on how to deliver the course theyrsquove uploaded

You may say there are already companies out there who sell materials You are right - there are but there are none who openly share them - for free

neuTrain doesnrsquot even ask you to log in to view content You can spend 2 hours on the site looking at someone elsersquos slides reading their notes on how to run the course and we donrsquot even know your email address

Who or what is your inspiration

I love the internet I do try to be a good mother but I have been labelled iPad mum by my children The sites which have inspired me are Wikipedia You Tube Trip Advisor eBay (always as a buyer ndash my guilty secret) and John Lewis The thing in common amongst them all is the fact I donrsquot have to log in to see anything I donrsquot really understand why in a world where instant access amp lack of time feature heavily some organisations run their websites like some sort of private members club which no one can use without jumping over a huge lsquosign inrsquo hurdle It may work for some but not for me

I also read a lot and books like lsquoFreersquo by Chris Anderson made me appreciate that currently information is doubling on the web so quickly that as a commodity information or lsquoknowledgersquo like any abundant product will eventually move towards a price of zero

I have to say I agree With so much information already on the web our struggle now isnrsquot that it isnrsquot there ndash the issue is the time it takes to wade through it all

I also like Dan Ariely In his book lsquoPredictably irrationalrsquo he describes experiments where he proves people over-value their own work People often donrsquot share materials because once theyrsquove invested time developing them they attribute greater value to them

However ndash ask someone who hasnrsquot invented the work what theyrsquod pay for it and they will always offer less than what the author would desire This book made me feel more confident that my belief that knowledge isnrsquot really that valuable was correct

Irsquove seen brilliantly clever people fall flat on their face delivering a training course because it isnrsquot the knowledge which makes the content valuable it is the skill and experience of a trainer

ldquo currently information is doubling on the web so quickly that as a commodity information or lsquoknowledgersquo like any abundant product will eventually move towards a price of zerordquo

Sharing materials on line doesnrsquot undermine that trainer Think of Andy Murray if he wrote a book on how he swings his racquet to make certain shots it wouldnrsquot make him a less successful tennis player

What do you hope to achieve by launching neuTrain

I hope to achieve 3 things

1 I want the training world to be more accessible

For many people the costs of materials or trainers is prohibitive By making access to the site free people can use ideas from other courses and develop their own without spending a penny If what they see on line is exactly what they want they can download amp use it straightaway Authors can charge what they want for downloads but most range from being free to being pound150

2 I want the training world to become more efficient

Wheel reinvention isnrsquot that clever Irsquod love to see us move to a model where we build on others experiences a shared and social learning model The trainer who has authored content benefits from having a group of experts using their work and offering feedback and we all benefit from having a free library of training materials

3 I want to raise the profiles of smaller organisations

Larger organisations can pay large sums to lsquosearch engine optimisationrsquo experts and Google advertising but smaller (and in many cases brilliant training organisations) are crowded off pages 12 or 3 I believe if we all work on one site together

we make it collectively easier for people to find us I want to promote small businesses and help them out by giving them more exposure ndash which will hopefully lead to more work I do promise the former as that is within my control The latter is really down to the trainer Upload poor content and there isnrsquot much I can do Upload great content and itrsquos much more likely it will sell itself

Who will benefit from using neuTrain

The main beneficiaries are

LampD professionals

When negotiating with training companies clients can now challenge them ldquoif I can see 80 of this material on line for free where is your value add for charging me X for this developmentrdquo

Professional trainers

It takes a good 2-3 days to design a course from scratch researching reading the same books as others to end up with a similar product Now they can tailor something which has already been developed and save themselves the time

The trainers who load up content

The site is however a free shop window If a trainer has content it costs nothing to load up They become a published author they have neutrain link to their website (which helps their SEO) their name bio and logo are clearly visible If people want to read more about that trainer or their company they click straight through to their website or linked in profile which may end up with them being asked to do work

I charge nothing for any of this ndash for those open minded to share this is a good safe credible and free alternative marketing route

What services and products do you offerintend to offer

I offer my energy time passion and enthusiasm Irsquod like to be clear this is social entrepreneurialism

The site is not for profit and is intended to benefit the community it serves I make very little money out of the site ndash my only intention is to try and cover my costs

Yoursquoll see no adverts Irsquom not list building I donrsquot sell information to third parties Even if I do get to a point where my costs are covered then any profits will go to J-PAL a charity I greatly admire They conduct large scale empirical trials so that when they implement a large scale training programme it is only when there is clear and strong evidence to show it will work They are an admirable organisation

Thanks Lucy here at The Extra MILE we think yoursquore onto a winner Anyone who would like to contact Lucy for more information on neuTrain you can find her contact details in the contributors section

For More Information about J-PAL - Click on the link below

PETER THOMSON INTERNATIONALAs the UKrsquos leading strategist on business and personal growth and the UKrsquos most prolific information product creator I can help you by sharing tried and tested ideas from my 40+ years in business

THE SURVEY INITIATIVEWe focus on the design and implementation of employee research and surveys to deliver valid meaningful and actionable results for our clients

PEOPLE ALCHEMYWe focus on providing online performance support resources for managers Alchemy for Managers is an online management support toolkit that provides just-in-time resources for leaders and managers The result Better managers With around 130 topics this toolkit includes management methods tips and practical information written by over 100 industry experts

FRIDGE PRODUCTIONSFridge Productions make high quality video and have a background assisting executive boards and consultancies to communicate leadership employee engagement and cultural change throughout their organisations or client base

CAFE STYLE SPEED TRAININGCafeacute Style is bite-size chunks of experiential learning activities that can be facilitated by anyone any time and any where

BONNIE WILLIAMS THE WHOLE PACKAGEBonnie speaks at events and leads workshops and in-company programs in The Netherlands and across Europe with a strong focus on future-proofing people and organizations promoting the fusion of professional success and personal fulfilment

CATALYST INCCatalyst is a direct and digital marketing agency that helps clients acquire retain and develop long-term relationships with their customers We take the guesswork out of marketing decisions by combining intellectual curiosity and inquisitiveness with hardcore analytics deep customer insight and a measurement mindset

Bob Mason helps companies develop energized leaders engaged employees and more profits by teaching supervisors and managers to lead

BOB MASON

Expert Index

We aim to be the ldquoGo Tordquo Index Directory and Community for All things People Development and Management - Including

LEADERSHIP AND MANAGEMENT DEVELOPMENT HR EXPERTISE

PERSONAL DEVELOPMENT BUSINESSES IN THE PEOPLE DEVELOPMENT

AND MANAGEMENT INDUSTRIES

If your business is in any of these categories then you can get listed for FREE

COME AND GET LISTED FOR FREE

Yes Please List My Business For Free

N O O N E

SPOKE UPWhen Asiana Flight 214 smacked into the seawall at the end of the runway in San Francisco and broke up on impact there were two very experienced pilots at the controls In the left hand seat the Captain Lee Kang-Guk a 19 year veteran who had nearly 10000 hours piloting jumbo jets True he had only 43 hours at the helm of a 777 but he had flown into San Francisco many times in the 747 He knew what he was doing

In the seat to his right was another seasoned veteran also a Captain Lee Jeong-min who had more than 3000 hours on the 777 and whose job it was to assist the Captain and step in if needed

So why didnrsquot he They were on visual rules which meant they were landing the plane the way you or I would drive into our driveway Conditions that day were perfect clear and bright with no difficult cross winds It was the sort of landing these two pilots could have handled with ease What went wrong

The investigation will continue for weeks but in

the end it will almost surely come down to four common but significant words No One Spoke Up

On a 777 the pilot in the Captainrsquos seat is responsible for flying the plane and keeping it lined up with the runway The pilot in the First Officerrsquos seat where Lee Jeong-min sat is responsible for monitoring air speed and altitude Initial investigations indicate that there were no technical malfunctions Perhaps each pilot noticed that the plane was under speed and dropping below the flight path but each assumed that the other knew what he was doing

By Dain Dunston

Perhaps culturally they were each uncomfortable with suggesting that the other was missing something And down they went

It has been suggested that reticence is peculiar to the Korean culture If thatrsquos true then we are all Korean

How many times have you sat on your hands when the boss asked if there were any problems with the proposed production scheduled even though you knew the projections had been sourced in cloud cuckoo land How many times have you wondered where a cab driver was going but let him make wrong turns until he admitted he was lost (with the meter still running) Or how many times have you broken with your culture and pointed out a flaw in the group thinking only to be chided as not a team player Letrsquos face it many people would rather die than risk being thought a fool

So what do you do to change that Herersquos the first thing SPEAK UP

If your company culture discourages candor and open discussion just say so You donrsquot have to send an open letter to the chairman Just say so to the person sitting next to you Speak up in the conference room Get agreement from a few peers Promise them you wonrsquot sit silently while they head down the wrong path if theyrsquoll promise to do the same for you Promise yoursquoll have their

back

Thatrsquos how great cultures are built When people speak up

On the night the Titantic struck the iceberg many of the other ships in the vicinity had cut their engines and were drifting aware of the dangers But the Titanic was on track to make the fastest crossing in history and no one spoke up

When Nixon brought up the idea of sending someone to break into the offices of the Democratic National Committee at the Watergate no one spoke upAnd when a thousand little errors were made in a thousand companies yesterday therersquos a good chance no one spoke up then eitherA few weeks ago a senior VP of a major global company posted an internal blog titled ldquoIrsquom Frustratedrdquo He detailed all the production problems they were experiencing all the ways theyrsquod tried to fix them and all the ways theyrsquod failed ldquoWill someone please tell me whatrsquos not workingrdquo he asked

To his surprise there were hundreds of comments seventy-five of which were people actually speaking up One person pointed out contract provisions which forced unnecessary processes Someone from legal spoke up to say those contracts had been changed only no one was told In a follow-up post the executive told of taking the issue to

the executive committee and sharing what was said The result Not only were specific process problems solved butmdashprestomdashthere was the beginning of what may become a massive culture shift

Leaders speak up And when you speak up you become a leader When you become a leader no matter where you are in the organization yoursquore the one who brings your team in for a safe landing

ldquoOn the night the Titantic struck the iceberg many of the other ships in the vicinity had cut their engines and were drifting aware of the dangers But the Titanic was on track to make the fastest crossing in history and no one spoke uprdquo

Book Review

Dr Efiong Etuk has taken on a major universal task with his book Creativity Revealing the Truth about Human Nature Hersquos done a masterful job researching vast amounts of thinking about being human then has organized them using a unified structure to provide over 1700 thought - provoking ideas to challenge the reader to examine their past and present lives in order to find meaning

and purpose in it that they can use to develop the rest of their lives

His goals are universal in scale His questions aim at helping the reader to explore how they are part of the solution rather than parts of the various problems around the globe

The book has been created as a resource book a book to be

ldquoHe has thoroughly examined and explored the thinking of many great mindsrdquo

returned to over and over not one to be read from cover to cover only one time A book to use to challenge the readerrsquos thinking understanding and growth over time

He has thoroughly examined and explored the thinking of many great minds across time to provide a volume that will help the readers test their personal philosophies and goals in life to help integrate them in a mission to solve the complex problems of human beings on this earth together

I recommend this to the thinking readers who are seeking to find value meaning and purpose in their lives while developing their greatest individual abilities as a creative human being

Creativity - Revealing the Truth about Human Nature - Dr Efiong Etuk review By Dr aLan BLaCk

Perhaps culturally they were each uncomfortable with suggesting that the other was missing something And down they went

It has been suggested that reticence is peculiar to the Korean culture If thatrsquos true then we are all Korean

How many times have you sat on your hands when the boss asked if there were any problems with the proposed production scheduled even though you knew the projections had been sourced in cloud cuckoo land How many times have you wondered where a cab driver was going but let him make wrong turns until he admitted he was lost (with the meter still running) Or how many times have you broken with your culture and pointed out a flaw in the group thinking only to be chided as not a team player Letrsquos face it many people would rather die than risk being thought a fool

So what do you do to change that Herersquos the first thing SPEAK UP

If your company culture discourages candor and open discussion just say so You donrsquot have to send an open letter to the chairman Just say so to the person sitting next to you Speak up in the conference room Get agreement from a few peers Promise them you wonrsquot sit silently while they head down the wrong path if theyrsquoll promise to do the same for you Promise yoursquoll have their

back

Thatrsquos how great cultures are built When people speak up

On the night the Titantic struck the iceberg many of the other ships in the vicinity had cut their engines and were drifting aware of the dangers But the Titanic was on track to make the fastest crossing in history and no one spoke up

When Nixon brought up the idea of sending someone to break into the offices of the Democratic National Committee at the Watergate no one spoke upAnd when a thousand little errors were made in a thousand companies yesterday therersquos a good chance no one spoke up then eitherA few weeks ago a senior VP of a major global company posted an internal blog titled ldquoIrsquom Frustratedrdquo He detailed all the production problems they were experiencing all the ways theyrsquod tried to fix them and all the ways theyrsquod failed ldquoWill someone please tell me whatrsquos not workingrdquo he asked

To his surprise there were hundreds of comments seventy-five of which were people actually speaking up One person pointed out contract provisions which forced unnecessary processes Someone from legal spoke up to say those contracts had been changed only no one was told In a follow-up post the executive told of taking the issue to

the executive committee and sharing what was said The result Not only were specific process problems solved butmdashprestomdashthere was the beginning of what may become a massive culture shift

Leaders speak up And when you speak up you become a leader When you become a leader no matter where you are in the organization yoursquore the one who brings your team in for a safe landing

ldquoOn the night the Titantic struck the iceberg many of the other ships in the vicinity had cut their engines and were drifting aware of the dangers But the Titanic was on track to make the fastest crossing in history and no one spoke uprdquo

Book Review

Dr Efiong Etuk has taken on a major universal task with his book Creativity Revealing the Truth about Human Nature Hersquos done a masterful job researching vast amounts of thinking about being human then has organized them using a unified structure to provide over 1700 thought - provoking ideas to challenge the reader to examine their past and present lives in order to find meaning

and purpose in it that they can use to develop the rest of their lives

His goals are universal in scale His questions aim at helping the reader to explore how they are part of the solution rather than parts of the various problems around the globe

The book has been created as a resource book a book to be

ldquoHe has thoroughly examined and explored the thinking of many great mindsrdquo

returned to over and over not one to be read from cover to cover only one time A book to use to challenge the readerrsquos thinking understanding and growth over time

He has thoroughly examined and explored the thinking of many great minds across time to provide a volume that will help the readers test their personal philosophies and goals in life to help integrate them in a mission to solve the complex problems of human beings on this earth together

I recommend this to the thinking readers who are seeking to find value meaning and purpose in their lives while developing their greatest individual abilities as a creative human being

Creativity - Revealing the Truth about Human Nature - Dr Efiong Etuk review By Dr aLan BLaCk

Book Review

Dr Efiong Etuk has taken on a major universal task with his book Creativity Revealing the Truth about Human Nature Hersquos done a masterful job researching vast amounts of thinking about being human then has organized them using a unified structure to provide over 1700 thought - provoking ideas to challenge the reader to examine their past and present lives in order to find meaning

and purpose in it that they can use to develop the rest of their lives

His goals are universal in scale His questions aim at helping the reader to explore how they are part of the solution rather than parts of the various problems around the globe

The book has been created as a resource book a book to be

ldquoHe has thoroughly examined and explored the thinking of many great mindsrdquo

returned to over and over not one to be read from cover to cover only one time A book to use to challenge the readerrsquos thinking understanding and growth over time

He has thoroughly examined and explored the thinking of many great minds across time to provide a volume that will help the readers test their personal philosophies and goals in life to help integrate them in a mission to solve the complex problems of human beings on this earth together

I recommend this to the thinking readers who are seeking to find value meaning and purpose in their lives while developing their greatest individual abilities as a creative human being

Creativity - Revealing the Truth about Human Nature - Dr Efiong Etuk review By Dr aLan BLaCk

The Alphabet Of Happiness From thequotesnetMONTHLY INFOGRAPH

I NeedTherefore I am

Part I

THE

BOB

MASO

N SE

RIES

Motivation is an internal drive to meet an individual need so leaders get the best from workers when they understand and help them achieve their needs That can be both simple and complex Simple in that there are a few categories of need that apply to everyone Complex in that people approach satisfaction of their needs in different ways

Whatrsquos that you say Irsquove got to worry about my workerrsquos needs What about my needs I need to get a job done How am I supposed to do that if I have to be concerned with my employeersquos needs This sounds like squishy psychobabble to me

Relax Itrsquos really a small investment for the leader but the return is significant with lower turnover expense fewer employee problems and higher productivity

The most well-known explanation of human needs is Dr Abraham Maslowrsquos Hierarchy of Needs Maslow suggested there were only six levels of need and that most humans will fall somewhere on this hierarchy (I refer here to Maslowrsquos original work References to Maslowrsquos

Hierarch of Needs are taken from Maslow Abraham Toward a Psychology of Being 1st edition New York Von Nostrand 1962 Print) Maslowrsquos original text describes his hierarchy in great detail but it is not an easy read For a more concise and easily digestible description of Maslowrsquos hierarchy refer to Figure 1 Maslowrsquos Hierarchy of Needs1

Figure 1

The first level is survival such things as food water and shelter We all have this need but often see it differently That individual perception is very important At the most basic level people are 1 httpwwwnetmbacommgmtobmotivationmaslow)

concerned with feeding their families and providing lifersquos essentials like clothing and shelter

However different people have different ideas about what survival is and leaders must understand the workerrsquos perception of the need For instance one person may perceive their survival need to be a modest home and sufficient funds to provide groceries for simple meals while another person may feel survival means the ability to procure more luxurious accommodations

Whatever the perception of the survival need leaders must remember that if a worker doesnrsquot feel the job is meeting that need higher level needs may be stifled

The next need is safety Leaders must understand that though they have placed considerable emphasis on safety if the worker doesnrsquot feel safe the safety need is not met Another aspect of safety goes beyond what Maslow meant psychological safety

Maslow developed his theory in the mid 20th century a time when workplace dynamics were much

By BoB mason

1

until the previous level was satisfied

The leader-worker dynamic is different A worker certainly can be motivated by more than one level of need so we must refine the definitions of needs more concisely and consider a much more dynamic relationship between them

Next month ldquoI Need Therefore I Am ndash Part IIrdquo presents a new way of understanding workers needs

In last monthrsquos article ldquoSuccessful Leaders Donrsquot Motivaterdquo a reference for the cited study of laundry workers was inadvertently omitted The reference is Gubler Timothy Larkin Ian and Pierce Lamar The Dirty Laundry of Employee Award Programs Evidence from the Field (February 11 2013) Harvard Business School NOM Unit Working Paper No 13-069 Available at SSRN Click here to view

different Today leaders must also consider whether workers feel safe from situations that cause mental anguish Workers who feel threatened emotionally will not be concentrating on higher level needs

ldquoToday leaders must also consid-er whether workers feel safe from sit-uations that cause mental anguishrdquo

Survival and Safety are physiological needs and Maslow believed they must be met before a person could move to higher level needs

The first higher level need is belonging The human is a social animal and has a need to belong to groups of other humans Think about the people you know Are any of them such complete loners that they donrsquot belong to some group even family or an informal group of friends Itrsquos true that some people have a stronger belonging need than others but very few people donrsquot belong

to something Belonging by itself is usually only part of the equation people also need to believe they are important to the group which leads us to the next level of need self-esteem

Self-esteem is a commonly misused word It refers to the feeling we have when we achieve a goal or conquer a challenge Self-esteem is not an everybody wins attitude A person who puts forth no effort to accomplish a task but is recognized as a winner anyway may have their ego boosted for a time but they gain no real self-esteem

People want to genuinely feel good about themselves and success is how that feeling develops Self-esteem cannot be given it must be earned

Maslowrsquos final need is self-actualization which he struggled to clearly define

A self-actualized person is one who seeks out his or her own challenges and Maslow felt most people never reach this level

Truly self-actualized people are rare and can be extremely valuable though they often have an independent spirit that can be challenging for a leader

When Maslow created his hierarchy he was considering the human population at large and felt a person would not move to the next level of need

Next In The SeriesI Need Therefore I Am ndash Part II

The Motivation Puzzle How It All Fits TogetherEngage How Understanding Motivation Can Create Engaged Workers

From around the web

Chriss cancer communityBlog

Knowledge of today

yfs magazine - 35 Inspirational Quotes

Likebook - my life in a book

Family Friendly is an employee and business benefit

If you struggle to get the very best people to come and work for you If you believe your employees arenrsquot giving their best or are stressed because their working life and domestic life donrsquot work well together Or if you have a high rate of unexplained absence then you may wish to consider reviewing your family friendly offer

If you want to attract and retain top talent now and in the future to remain competitive in the talent marketplace you must consider a family friendly culture as a business benefit as well as an employee benefit

The main reason why businesses donrsquot introduce a family friendly environment are three fold they donrsquot know how are afraid that it will detract from and impact

negatively on achieving their outputs or results or donrsquot realise itrsquos important

Enlightened organisations create a family friendly culture which fits their business model

Being family friendly is the way forward and you will find the best talent (who know they can pick and choose) will opt to work for businesses where they can operate in a way which fits their own personal circumstances My guess is you will find that this is the new contractual norm for talented people

So what do I mean by family friendly There are a number of factors involved in creating a family friendly environment In short a combination of customs practices and policies you can adopt to help your employee enjoy and attend to their home life as well as their work life

Family friendly practices and policies can include

Flexible working ndash including flexible hours flexible location and flexible roles

Time out ndash aimed at helping people care for dependants in the short and long term

Work breaks ndash including career breaks and sabbaticals

Employee benefits ndash discounted childcare elderly care access to family health schemes onsite cregraveches after school clubs holiday clubs

Many enlightened organisations realise that a family friendly environment is a key factor in their employee attraction and retention strategy but not many are easily able to articulate and implement family friendly practices effectively

Making family friendly work for you

5 mistakes and how to avoid them By Christina Lattimer

Effective implementation means not only do employees enjoy a worklife balance allowing them to attend to pressing domestic responsibilities and values but also harnesses their loyalty commitment and enthused effort Implemented well a synergistic effect of boosting motivation leading to improved productivity efficiency and profitability will result

If you have tried to introduce a family friendly culture and are struggling or you want to get started here are 5 mistakes that businesses make which you must avoid

Mistake 1 ndash A vision setting out the factors involved in the family friendly offer is not clearly articulated The vision does not include what employees can expect and importantly omits expected benefits for the business

Mistake 2 ndash The organisation doesnrsquot emphatically state boundaries A family friendly culture must overall improve and energise the performance of the organisation There are limits and parameters If a family friendly culture begins to negatively impact it has overstepped accepted boundaries

Mistake 3 ndash Managers only want to offer family friendly policies to best performers They fear some of the workforce will take advantage and not reciprocate by seeing it as a way to improve their contribution This leads to managers unconsciously choosing who can and canrsquot take advantage of family friendly arrangements

Mistake 4 ndash Managers do not assess workload impact of individual family friendly ways of working on the employee or

on others in the team Thus adjusting the frame but not changing the internal picture

Mistake 5 - Organisations donrsquot adequately train managers to a) understand the ldquobottom linerdquo b) harness a winwin result c) review patterns and workloads d) be confident to say no when it is fairer to do so and objectively justified

So now you know the pitfalls here are some ways you can both avoid those mistakes and harness the best of both worlds by getting the best out of your people whilst improving their worklife balance

Articulate accepted boundaries and use as an acid test before you introduce any measure towards a family friendly culture

Be clear about work patterns acceptable to you If compressed hours really donrsquot fit in your organisational model donrsquot offer them

Be clear about parameters of each measure If time off for domestic emergencies is included in your family friendly package for example make it clear it is not a default position

Develop a framework to work

through setting out alternatives an employee must consider If a situation develops which isnrsquot a one off you and the employee need to agree an approach to deal with this

Be imaginative about the extent of your work patterns and location framework Would extending to evening hours not only give employees some well needed flexible working solutions but also benefit your customers Can employees work from home remotely and could such a way of working ultimately cut accommodation overheads

Be very clear your family friendly culture is a winwin offer You want to help employees with domestic responsibilities so they can be at their best at work and give you maximum performance

Manage expectations of all employees Resentment can quite often fester when some of your workforce believe they are not included Manage perceptions I once had someone tell me they thought my family friendly approach excluded them because they didnrsquot have children or any dependants That was until she had to take time off because her dog needed a lifesaving operation

If you are already going down the family friendly route or intend to then congratulations If devised and implemented thoughtfully through consultation with your strategists and your people then it will be successful By being clear about your bottom line you will gain the commitment loyalty and best performance from your people and have people queuing up to work for you

ldquoEnlightened organisations create a family friendly culture which fits their business modelrdquo

Get theBlog and regular updates direct to your inbox

Sign Up For Our Weekly Blog And Get Your Free E-Book

Yes Please - Sign me up

THE LATEST BLOG POSTS FROM CHRISTINA AT PEOPLE DISCOVERY

7 Ways to Increase Your Odds of Success

The 3 Biggest Mistakes Leaders Make Which Diminishes Their Credibility

Leaders Make Mistakes Too - 5 Steps to Redeem a Potentially

Fatal Error

3 Reasons Why A Great Engagement Strategy Isnrsquot Enough

Effective implementation means not only do employees enjoy a worklife balance allowing them to attend to pressing domestic responsibilities and values but also harnesses their loyalty commitment and enthused effort Implemented well a synergistic effect of boosting motivation leading to improved productivity efficiency and profitability will result

If you have tried to introduce a family friendly culture and are struggling or you want to get started here are 5 mistakes that businesses make which you must avoid

Mistake 1 ndash A vision setting out the factors involved in the family friendly offer is not clearly articulated The vision does not include what employees can expect and importantly omits expected benefits for the business

Mistake 2 ndash The organisation doesnrsquot emphatically state boundaries A family friendly culture must overall improve and energise the performance of the organisation There are limits and parameters If a family friendly culture begins to negatively impact it has overstepped accepted boundaries

Mistake 3 ndash Managers only want to offer family friendly policies to best performers They fear some of the workforce will take advantage and not reciprocate by seeing it as a way to improve their contribution This leads to managers unconsciously choosing who can and canrsquot take advantage of family friendly arrangements

Mistake 4 ndash Managers do not assess workload impact of individual family friendly ways of working on the employee or

on others in the team Thus adjusting the frame but not changing the internal picture

Mistake 5 - Organisations donrsquot adequately train managers to a) understand the ldquobottom linerdquo b) harness a winwin result c) review patterns and workloads d) be confident to say no when it is fairer to do so and objectively justified

So now you know the pitfalls here are some ways you can both avoid those mistakes and harness the best of both worlds by getting the best out of your people whilst improving their worklife balance

Articulate accepted boundaries and use as an acid test before you introduce any measure towards a family friendly culture

Be clear about work patterns acceptable to you If compressed hours really donrsquot fit in your organisational model donrsquot offer them

Be clear about parameters of each measure If time off for domestic emergencies is included in your family friendly package for example make it clear it is not a default position

Develop a framework to work

through setting out alternatives an employee must consider If a situation develops which isnrsquot a one off you and the employee need to agree an approach to deal with this

Be imaginative about the extent of your work patterns and location framework Would extending to evening hours not only give employees some well needed flexible working solutions but also benefit your customers Can employees work from home remotely and could such a way of working ultimately cut accommodation overheads

Be very clear your family friendly culture is a winwin offer You want to help employees with domestic responsibilities so they can be at their best at work and give you maximum performance

Manage expectations of all employees Resentment can quite often fester when some of your workforce believe they are not included Manage perceptions I once had someone tell me they thought my family friendly approach excluded them because they didnrsquot have children or any dependants That was until she had to take time off because her dog needed a lifesaving operation

If you are already going down the family friendly route or intend to then congratulations If devised and implemented thoughtfully through consultation with your strategists and your people then it will be successful By being clear about your bottom line you will gain the commitment loyalty and best performance from your people and have people queuing up to work for you

ldquoEnlightened organisations create a family friendly culture which fits their business modelrdquo

Get theBlog and regular updates direct to your inbox

Sign Up For Our Weekly Blog And Get Your Free E-Book

Yes Please - Sign me up

THE LATEST BLOG POSTS FROM CHRISTINA AT PEOPLE DISCOVERY

7 Ways to Increase Your Odds of Success

The 3 Biggest Mistakes Leaders Make Which Diminishes Their Credibility

Leaders Make Mistakes Too - 5 Steps to Redeem a Potentially

Fatal Error

3 Reasons Why A Great Engagement Strategy Isnrsquot Enough

Get theBlog and regular updates direct to your inbox

Sign Up For Our Weekly Blog And Get Your Free E-Book

Yes Please - Sign me up

THE LATEST BLOG POSTS FROM CHRISTINA AT PEOPLE DISCOVERY

7 Ways to Increase Your Odds of Success

The 3 Biggest Mistakes Leaders Make Which Diminishes Their Credibility

Leaders Make Mistakes Too - 5 Steps to Redeem a Potentially

Fatal Error

3 Reasons Why A Great Engagement Strategy Isnrsquot Enough

Join the Inspirational Leadership Management and Engagement group and connect with like

minded people

JOIN US ON LINKEDIN

LinkedIn

Always do your best What you plant now you will harvest later

-Og Mandino

GRATITUDE Genetic Marker for

Enlightened LeadershipBy Berni nagLe

ldquoThe dark will be your home tonight the night will give you a horizon further than you can seerdquo - David Whyte

According to Wikipedia a genetic marker is a gene or DNA sequence with a known location on a chromosome that can be used to identify individuals or species In other words the presence of a marker is a strong indication of an entityrsquos substance and attributes In the discernment of resonant conscious mindful leaders we might do well to analyze for the presence of gratitude

Yesterday was my 62nd birthday I drove to the office at an unusually leisurely pace taking note of things I had not previously paused to actually ldquoseerdquo Off to the east a massive billowing cumulonimbus cloud commanded nearly the entire horizon towering tens

of thousands of feet with smaller plumes and offshoots rising contemptuously around the edges as if to abandon the collectivehellipto no avail The uprising of each defiant rebel inexorably and uniformly coming to naught each in turn subsumed by the amorous girth of her maternal majesty ldquoA visual metaphor of communal spiritualityrdquo I mused And in that hallowed moment of calm and clarity I felt a warm wave of gratitude wash over me So much to be thankful for indeed

Exactly one week earlier I lay untidily on a catheterization table at the Cleveland Clinic Cardiac ICU randomly punctured and tethered to nearly every genus of diagnostic device known to modern medical science Yes the top half of my heart had stopped communicating with the bottom half and my heart rate had plummeted to 30 and yes I had been severely out of breath and nearly passed out but hey I still run three or four times a week and Irsquom generally

a very healthy guyhellipam I not Eleven years after bypass surgery here I am again with a catheter needle protruding from my femoral artery transmitting Google-map entertainment for a chattering medical cadre on half a dozen digital screens arrayed over my head One meticulously-placed stent later and I am whisked off to recovery and an uncertain prognosis frustrated with this most recent flashing dashboard idiot light for mortality yet grateful for subtle warnings medical science and third-chances In an abrupt illuminating moment on that ICU table it occurred to me that we are only grateful for that which we do not take for granted

I have not taken my life for granted since my first

ldquoWe are only grateful for that which we do not take for grantedrdquo

cardiac event (open heart surgery) in April of 2002 Prior to that date I must admit my appreciation for the impermanence of my physical existence was profoundly lacking Must we encounter dramatic crisis to have our eyes opened to the certainty of mortality and the abundant gifts of corporal life Is such the case in other aspects of our lives as well Is tragedy truly the mother of illumination

And what of those entrusted to lead others In 40 years of observation my findings are by no means sanguine

I have seen far too little appreciation or concern for the hearts and minds of

the led for their effort and energy for their enthusiasm and creativity yes even for their health welfare and emotional circumstance

The tally sheet reflects a dearth of recognition of the person-ness the uniqueness or the ldquobeingrdquo of the led and an abundance of apathy exploitation and blatant disregard for the lacy tethers of communal spirit binding us together as one energizing us in shared quest Sadly an assay for ldquodeep appreciationrdquo might well come up negative in all but few cases

What claxon of calamity shall be required in the lives of the serenely unconscious that they shed the scales

encrusting their hearts and minds By what clarion of crisis will the ears be opened Where indeed is the pulpit high enough or the bullhorn loud enough to gain the attention of the placidly unaware When if ever shall we detect an alignment of chromosomes spelling ldquoGratituderdquo in the DNA of wannabe leaders

ldquoIs tragedy truly the mother of illuminationrdquo

Download The eBook

Employee performance management is getting the right things done well This e-book explains how you can sell employee performance management to others in your organisation

Selling Talent Management To Others

How CognitoHRM Works

Visit Our Website

Take A Tour

Organizations that actively manage performance earn higher revenues per employee have lower turnover and better staff engagement

cardiac event (open heart surgery) in April of 2002 Prior to that date I must admit my appreciation for the impermanence of my physical existence was profoundly lacking Must we encounter dramatic crisis to have our eyes opened to the certainty of mortality and the abundant gifts of corporal life Is such the case in other aspects of our lives as well Is tragedy truly the mother of illumination

And what of those entrusted to lead others In 40 years of observation my findings are by no means sanguine

I have seen far too little appreciation or concern for the hearts and minds of

the led for their effort and energy for their enthusiasm and creativity yes even for their health welfare and emotional circumstance

The tally sheet reflects a dearth of recognition of the person-ness the uniqueness or the ldquobeingrdquo of the led and an abundance of apathy exploitation and blatant disregard for the lacy tethers of communal spirit binding us together as one energizing us in shared quest Sadly an assay for ldquodeep appreciationrdquo might well come up negative in all but few cases

What claxon of calamity shall be required in the lives of the serenely unconscious that they shed the scales

encrusting their hearts and minds By what clarion of crisis will the ears be opened Where indeed is the pulpit high enough or the bullhorn loud enough to gain the attention of the placidly unaware When if ever shall we detect an alignment of chromosomes spelling ldquoGratituderdquo in the DNA of wannabe leaders

ldquoIs tragedy truly the mother of illuminationrdquo

Download The eBook

Employee performance management is getting the right things done well This e-book explains how you can sell employee performance management to others in your organisation

Selling Talent Management To Others

How CognitoHRM Works

Visit Our Website

Take A Tour

Organizations that actively manage performance earn higher revenues per employee have lower turnover and better staff engagement

Download The eBook

Employee performance management is getting the right things done well This e-book explains how you can sell employee performance management to others in your organisation

Selling Talent Management To Others

How CognitoHRM Works

Visit Our Website

Take A Tour

Organizations that actively manage performance earn higher revenues per employee have lower turnover and better staff engagement

How I Became Unfit for the Corporate World

twitter top 4MILEthe extra

motivate inspire lead engage

We LOVE sharing great content on TwitterHere is a summary of the most popular content we shared on Twitter last month Simply click on the

images to access the original articles

Toxic Workplace Friends

The Most Annoying Business Slang

One Interview Question You Should Ask Every Candidate

IMPROVE YOUR LEADERSHIP SKILLSEvery lsquoGreat Leaderrsquo has their own style Richard Branson President Barack Obama Bill Gates etc You could easily describe the standards that they live by and the standards in how they connect with people

Do you really know your style of Leadership and the standards you convey in the way you live your life and the way you connect with people

In this article we will discuss setting your standards and scoring your standards

Setting Your Standards

Knowing who you are and what you stand for is paramount in setting your standards high Every leader has values they live by and each one is different just like fingerprints If you were to set three standards that you live by as a person and three standards you live by when connecting with people what would they be and why

For example the three standards that I live by as a person are

1 EnthusiasticI want to always be enthusiastic in every aspect of my life I know enthusiasm is infectious and when I am totally enthusiastic I enthuse those around me this in turn makes me feel great about myself and creates even more enthusiasm

2 Presence

To fully engage in projects tasks and connections with people I need to be totally focused I do this by ensuring I am totally present when working on projects tasks and when connecting with people When I am fully present I feel vibrant alive and ready to contribute

3 Bold

Bold comes in two forms one is how I appear and the other is how I behave Firstly appearance I like to make a great first impression This takes form in how I dress how I look and how I feel To be bold in all of these areas I need to be happy with who I am Secondly is how I behave Those that know me personally know I take people for who they are In accepting everyone for who they are it ensures I stand out as a respected leader

The three standards I live by when connecting with others are

4 Caring

Everyone has a story and everyonersquos lives are different in accepting people for who they are where they came from and what they stand for they all have different agendas to mine That doesnrsquot mean my agenda is right just different when I care for other peoples agendas as well as my own

By riCharD aBrahams

ldquoEveryone has a story and everyonersquos lives are differentrdquo

YOUR TURN TO TAKE ACTION

it makes me a more engaging and caring person

5 Engaging

When people feel a sense of engagement with you they are more likely to open up and support what you stand for If you just come across as me me me without giving anything back people are unlikely to engage with you I always look at giving people three times the value back that they give to me I donrsquot always reach that goal but I strive for it and it shows

that person that I am totally committed to them

6 Inspiring

There are many people that inspire me and fuel my passion for success In return I look for people that I can inspire to help and support their success I donrsquot think of myself as the cleverest person in the room but I do like being in a room of clever people and inspiring them to greatness When I inspire people I get a great amount of pride in what I do

It allows me to connect at a deeper level and it allows for my growth as well as others

Scoring Your Standards

So I have 6 standards that I live by and in each and every one of these I am constantly scoring myself on a scale of 1 ndash 10 When I feel myself dropping below a 10 I tell myself lsquothese are my standards I own them and it is my responsibility to ensure I am performing at a 10 now what do I need to do to raise my game today

bull Can you clearly define your three standards as a personbull Can you clearly define your three standards when connecting with peoplebull What is your current score in each of these right nowbull Ask your colleagues how they would score you on these do they matchbull Decide how you will reinforce these standards on a daily hourly basisbull Ensure you are always performing as close to a 10 as possible

Yes Please Sign Me up for regular updates

and send me a link to my free Flipbook

GET MOTIVATED with the eMILE Community

Sign up to receive our blog and Ezine and get a free copy of our great new Flipbook

30 Practical Activities which together will not only create a great motivational environment but also help to engage and focus on your team to get great results

YOUR TURN TO TAKE ACTION

it makes me a more engaging and caring person

5 Engaging

When people feel a sense of engagement with you they are more likely to open up and support what you stand for If you just come across as me me me without giving anything back people are unlikely to engage with you I always look at giving people three times the value back that they give to me I donrsquot always reach that goal but I strive for it and it shows

that person that I am totally committed to them

6 Inspiring

There are many people that inspire me and fuel my passion for success In return I look for people that I can inspire to help and support their success I donrsquot think of myself as the cleverest person in the room but I do like being in a room of clever people and inspiring them to greatness When I inspire people I get a great amount of pride in what I do

It allows me to connect at a deeper level and it allows for my growth as well as others

Scoring Your Standards

So I have 6 standards that I live by and in each and every one of these I am constantly scoring myself on a scale of 1 ndash 10 When I feel myself dropping below a 10 I tell myself lsquothese are my standards I own them and it is my responsibility to ensure I am performing at a 10 now what do I need to do to raise my game today

bull Can you clearly define your three standards as a personbull Can you clearly define your three standards when connecting with peoplebull What is your current score in each of these right nowbull Ask your colleagues how they would score you on these do they matchbull Decide how you will reinforce these standards on a daily hourly basisbull Ensure you are always performing as close to a 10 as possible

Yes Please Sign Me up for regular updates

and send me a link to my free Flipbook

GET MOTIVATED with the eMILE Community

Sign up to receive our blog and Ezine and get a free copy of our great new Flipbook

30 Practical Activities which together will not only create a great motivational environment but also help to engage and focus on your team to get great results

Yes Please Sign Me up for regular updates

and send me a link to my free Flipbook

GET MOTIVATED with the eMILE Community

Sign up to receive our blog and Ezine and get a free copy of our great new Flipbook

30 Practical Activities which together will not only create a great motivational environment but also help to engage and focus on your team to get great results

GET MOTIVATED The Best Motivational Articles From Around The Web

15 of the Best Motivational Quotes

100 WAYS TO MOTIVATE YOURSELF -Change Your Life Forever

Motivation Mystery

How to Keep Employees

Productive

Top 10 Motivational Books of All Time

TOP 10 MOTIVATIONAL

SPEECHES

Letrsquos look at one of the traits of great leaders The discipline to priorities and the ability to work toward a goal are essential to becoming a great leader and living a great life Here are some insights on the question ndash How should I prioritize my life

First letrsquos take a minute to talk about Time Management There is really no such thing as ldquoTime Managementrdquo ndash at best it is a misnomer and at worst it is a hoax

The definition of manage is ldquoto have control of somethingrdquo We all get the same time ndash we cannot control it What is important is to control how we spend

the time we get That is Priority Management or discipline to priorities

It is important that you focus on the right priorities So what are the right ones All too often people tend to focus on the urgent and easy This usually consumes way too much of their valuable time leaving little if any time to get done what needs to be done This is usually why people say they need ldquoTime Managementrsquo

The key is to shift your thinking from ldquoTime Managementrdquo to Priority Management The right priorities are determined by focusing on what is truly important Priority Management requires

discipline and a commitment to focus on what is important The truth is you do not need a ldquoTO DO Listrdquo However you must have a list of your priorities

ldquoDiscipline is the bridge between goals and accomplish-mentrdquo Jim Rohn

A great principle to use in setting priorities is the Pareto Principle ndash 2080 concept Simply stated ndash 20 of your priorities will give you 80 of your achievement or results This can apply to almost anything ndash from products reading leadership donations etc

Organize or Agonize ndash It is not how hard you work but how smart you work A life in which anything goes will ultimately be a life in which nothing goes People tend to do what is easy or urgent

Leaders Followers-Initiate-Lead Pick up phone and make contact-Spend time planning anticipate problems-Invest time with people-Fill calendar by priority

-React-Listen Wait for phone to ring-Spend time living day-to-day reacting to problems-Spent time with people-Fill the calendar by requests

By stephen murphy

What are youdoing that is really important

People that achieve great lives do what is important and put in the effort

Prioritize Assignments ndashHigh ImportanceHigh Urgency ndash Do first

High ImportanceLow Urgency ndash Make a commitment to complete within a certain time and do something on it each day

Low ImportanceHigh Urgency ndash pass it off to someone else to accomplish Delegate it

Low ImportanceLow Urgency ndash forget about it or pass it off spend NO time on it

ldquoThe reason most major goals are not achieved is that we spend our time doing second things firstrdquo - Robert J McKain

Choose or lose ndash every person is a creator or a reactor when it comes to organizing Great leaders tend to take action while followers react

Evaluate or Stalemate ndash It is not always easy to set your priorities These questions can help youWhat is required of me -

What needs to be done that no else can do but me

These are things that if you fail to do them you may end up among the unemployed

What gives me the greatest return ndash Is my efforts producing the maximum results

What is most rewarding Our best work is accomplished when we are enjoying what we do Life is too short for you not to be having fun

Here are some priority principles for you to know and use effectively Priorities never ldquostay putrdquo Keep priorities in place you need to

-Evaluate ndash every month -review ndash requirementsreturnreward -Eliminate ndash What am I doing that someone can do-Estimate ndash Top projects and how long it will take

You cannot overestimate the UNimportance of practically everything ndash Most people are gravitated to the unimportant and drains most of their time The art of being wise is knowing what to ignore

Good is the enemy of the best ndash Sometimes there are two good choices and it becomes hard to determine which the best is The soundest way to decide is to look at the purpose of the organization and then one choice will surface as the best

Too many priorities will

paralyze - too often we learn too late what is really important If you want to know what is important to someone look at what they do and where they spend their time

Efficiency is the foundation of survival hellipEffectiveness is the foundation for success

Make sure your priorities are on what is important and that you protect your priorities like they are GOLD Because they are as good as gold if not more People who are Great leaders or live great lives know this

ldquoPurpose has power to shape our lives only in direct proportion to the power of the priority we connect it to Purpose without priority is powerlessrdquo - Gary Keller

Funding For Lending

Who Are The Winners And Losers

FLS has boosted bank profits at the expense of both SMEs and charities This article examines what has actually happened under Funding For Lending (FLS) the impact it has had on charities and presents three simple steps for better financial management

As I write this article we are a year on from the start of the governmentrsquos Funding For Lending Scheme and many commentators are saying that it has failed to meet its objectives The figures speak for themselves The latest FLS data published on 3rd June 2013 revealed certified net lending since FLS started was down by pound179bn

According to the Bank of England FLS was intended to incentivise banks to boost their lending by reducing bank funding costs to allow them to reduce the price of new loans and increase their net lendingSome say that FLS has helped boost the housing market But if we look at

what has happened to lending and deposit rates a different picture emerges

Rates paid to individual savers on fixed term deposits have fallen from 311 in July 2012 to 185 in June 2013 but secured lending rates have only fallen from 382 to 323 In other words deposit rates have been slashed by 40 but lending rates have only dropped by 15

A similar picture is seen with deposits and loans to companies with fixed term deposit rates being cut by 40 but lending rates cut by only 10 Cynics might say that Funding For Lending has only helped the banks improve their profitability

So the winners of FLS appear to be the banks whilst depositors are the big losers One group of depositors that has been particularly hard hit are charities and not for profit organisations that often need to hold cash deposits

According to the Charity Commission website charities hold pound27bn in cash and other short term assets and so falling interest rates have severely impacted them Add to this the need to diversify deposits to minimise the risk of bank failure and you can see many charities are experiencing tough times

Research published by the Charities Aid Foundation (CAF) found that 71 of charities believe that the economic crisis is causing the charity sector to be in crisis and many charities feared they would not be able to weather the tough economic climate with one in six charities fearing closure in the next year

So what can charities do to ensure they survive and thrive financially These three simple steps offer a solution

By kathy Byrne

ldquoMake sure that any cash assets your charity holds are diversified between different deposit providersrdquo

Step 1 Diversify Deposits

Make sure that any cash assets your charity holds are diversified between different deposit providers

Some charities may benefit from protection under the Financial Services Compensation Scheme (FSCS) in the same way as individuals do which means that pound85000 of their deposits are protected

Those with FSCS protection

and more than pound85000 in cash need to open accounts with several different deposit providers Twelve different accounts with unconnected providers are required to protect pound1m

The FSCS limit applies at the authorised firm level For example the Bank of Scotland authorisation under Firm Reference Number 169628 covers AA Savings Bank of Scotland Bank of Scotland Private Banking Birmingham Midshires (BM Savings) Capital Bank Halifax Intelligent Finance Saga and St Jamesrsquos Place Bank

Many people may not realise that all these providers are just one company for FSCS purposes

Charities that donrsquot benefit from FSCS protection should diversify their deposits and set a limit to place with each deposit provider They will also need to consider the financial strength of each provider which may mean

taking expert advice

Step 2 Maximise rates

CAF Bank currently pays only 01 on its cash account whilst its gold account pays 018 on balances between pound50000 and pound249999 There are better rates than these available from providers that accept deposits from charities For example our bank panel includes rates2 of 125 on immediate access and 2 for one year

Step 3 Review regularly

Carry out a regular review to make sure that deposits are still appropriately diversified and rates have not dropped off because a bonus rate has run out or a fixed term deposit has ended

Whilst FLS has proved to be bad for depositors a bigger risk may be leaving deposits to take care of themselves rather than actively managing them

People that achieve great lives do what is important and put in the effort

Prioritize Assignments ndashHigh ImportanceHigh Urgency ndash Do first

High ImportanceLow Urgency ndash Make a commitment to complete within a certain time and do something on it each day

Low ImportanceHigh Urgency ndash pass it off to someone else to accomplish Delegate it

Low ImportanceLow Urgency ndash forget about it or pass it off spend NO time on it

ldquoThe reason most major goals are not achieved is that we spend our time doing second things firstrdquo - Robert J McKain

Choose or lose ndash every person is a creator or a reactor when it comes to organizing Great leaders tend to take action while followers react

Evaluate or Stalemate ndash It is not always easy to set your priorities These questions can help youWhat is required of me -

What needs to be done that no else can do but me

These are things that if you fail to do them you may end up among the unemployed

What gives me the greatest return ndash Is my efforts producing the maximum results

What is most rewarding Our best work is accomplished when we are enjoying what we do Life is too short for you not to be having fun

Here are some priority principles for you to know and use effectively Priorities never ldquostay putrdquo Keep priorities in place you need to

-Evaluate ndash every month -review ndash requirementsreturnreward -Eliminate ndash What am I doing that someone can do-Estimate ndash Top projects and how long it will take

You cannot overestimate the UNimportance of practically everything ndash Most people are gravitated to the unimportant and drains most of their time The art of being wise is knowing what to ignore

Good is the enemy of the best ndash Sometimes there are two good choices and it becomes hard to determine which the best is The soundest way to decide is to look at the purpose of the organization and then one choice will surface as the best

Too many priorities will

paralyze - too often we learn too late what is really important If you want to know what is important to someone look at what they do and where they spend their time

Efficiency is the foundation of survival hellipEffectiveness is the foundation for success

Make sure your priorities are on what is important and that you protect your priorities like they are GOLD Because they are as good as gold if not more People who are Great leaders or live great lives know this

ldquoPurpose has power to shape our lives only in direct proportion to the power of the priority we connect it to Purpose without priority is powerlessrdquo - Gary Keller

Funding For Lending

Who Are The Winners And Losers

FLS has boosted bank profits at the expense of both SMEs and charities This article examines what has actually happened under Funding For Lending (FLS) the impact it has had on charities and presents three simple steps for better financial management

As I write this article we are a year on from the start of the governmentrsquos Funding For Lending Scheme and many commentators are saying that it has failed to meet its objectives The figures speak for themselves The latest FLS data published on 3rd June 2013 revealed certified net lending since FLS started was down by pound179bn

According to the Bank of England FLS was intended to incentivise banks to boost their lending by reducing bank funding costs to allow them to reduce the price of new loans and increase their net lendingSome say that FLS has helped boost the housing market But if we look at

what has happened to lending and deposit rates a different picture emerges

Rates paid to individual savers on fixed term deposits have fallen from 311 in July 2012 to 185 in June 2013 but secured lending rates have only fallen from 382 to 323 In other words deposit rates have been slashed by 40 but lending rates have only dropped by 15

A similar picture is seen with deposits and loans to companies with fixed term deposit rates being cut by 40 but lending rates cut by only 10 Cynics might say that Funding For Lending has only helped the banks improve their profitability

So the winners of FLS appear to be the banks whilst depositors are the big losers One group of depositors that has been particularly hard hit are charities and not for profit organisations that often need to hold cash deposits

According to the Charity Commission website charities hold pound27bn in cash and other short term assets and so falling interest rates have severely impacted them Add to this the need to diversify deposits to minimise the risk of bank failure and you can see many charities are experiencing tough times

Research published by the Charities Aid Foundation (CAF) found that 71 of charities believe that the economic crisis is causing the charity sector to be in crisis and many charities feared they would not be able to weather the tough economic climate with one in six charities fearing closure in the next year

So what can charities do to ensure they survive and thrive financially These three simple steps offer a solution

By kathy Byrne

ldquoMake sure that any cash assets your charity holds are diversified between different deposit providersrdquo

Step 1 Diversify Deposits

Make sure that any cash assets your charity holds are diversified between different deposit providers

Some charities may benefit from protection under the Financial Services Compensation Scheme (FSCS) in the same way as individuals do which means that pound85000 of their deposits are protected

Those with FSCS protection

and more than pound85000 in cash need to open accounts with several different deposit providers Twelve different accounts with unconnected providers are required to protect pound1m

The FSCS limit applies at the authorised firm level For example the Bank of Scotland authorisation under Firm Reference Number 169628 covers AA Savings Bank of Scotland Bank of Scotland Private Banking Birmingham Midshires (BM Savings) Capital Bank Halifax Intelligent Finance Saga and St Jamesrsquos Place Bank

Many people may not realise that all these providers are just one company for FSCS purposes

Charities that donrsquot benefit from FSCS protection should diversify their deposits and set a limit to place with each deposit provider They will also need to consider the financial strength of each provider which may mean

taking expert advice

Step 2 Maximise rates

CAF Bank currently pays only 01 on its cash account whilst its gold account pays 018 on balances between pound50000 and pound249999 There are better rates than these available from providers that accept deposits from charities For example our bank panel includes rates2 of 125 on immediate access and 2 for one year

Step 3 Review regularly

Carry out a regular review to make sure that deposits are still appropriately diversified and rates have not dropped off because a bonus rate has run out or a fixed term deposit has ended

Whilst FLS has proved to be bad for depositors a bigger risk may be leaving deposits to take care of themselves rather than actively managing them

Funding For Lending

Who Are The Winners And Losers

FLS has boosted bank profits at the expense of both SMEs and charities This article examines what has actually happened under Funding For Lending (FLS) the impact it has had on charities and presents three simple steps for better financial management

As I write this article we are a year on from the start of the governmentrsquos Funding For Lending Scheme and many commentators are saying that it has failed to meet its objectives The figures speak for themselves The latest FLS data published on 3rd June 2013 revealed certified net lending since FLS started was down by pound179bn

According to the Bank of England FLS was intended to incentivise banks to boost their lending by reducing bank funding costs to allow them to reduce the price of new loans and increase their net lendingSome say that FLS has helped boost the housing market But if we look at

what has happened to lending and deposit rates a different picture emerges

Rates paid to individual savers on fixed term deposits have fallen from 311 in July 2012 to 185 in June 2013 but secured lending rates have only fallen from 382 to 323 In other words deposit rates have been slashed by 40 but lending rates have only dropped by 15

A similar picture is seen with deposits and loans to companies with fixed term deposit rates being cut by 40 but lending rates cut by only 10 Cynics might say that Funding For Lending has only helped the banks improve their profitability

So the winners of FLS appear to be the banks whilst depositors are the big losers One group of depositors that has been particularly hard hit are charities and not for profit organisations that often need to hold cash deposits

According to the Charity Commission website charities hold pound27bn in cash and other short term assets and so falling interest rates have severely impacted them Add to this the need to diversify deposits to minimise the risk of bank failure and you can see many charities are experiencing tough times

Research published by the Charities Aid Foundation (CAF) found that 71 of charities believe that the economic crisis is causing the charity sector to be in crisis and many charities feared they would not be able to weather the tough economic climate with one in six charities fearing closure in the next year

So what can charities do to ensure they survive and thrive financially These three simple steps offer a solution

By kathy Byrne

ldquoMake sure that any cash assets your charity holds are diversified between different deposit providersrdquo

Step 1 Diversify Deposits

Make sure that any cash assets your charity holds are diversified between different deposit providers

Some charities may benefit from protection under the Financial Services Compensation Scheme (FSCS) in the same way as individuals do which means that pound85000 of their deposits are protected

Those with FSCS protection

and more than pound85000 in cash need to open accounts with several different deposit providers Twelve different accounts with unconnected providers are required to protect pound1m

The FSCS limit applies at the authorised firm level For example the Bank of Scotland authorisation under Firm Reference Number 169628 covers AA Savings Bank of Scotland Bank of Scotland Private Banking Birmingham Midshires (BM Savings) Capital Bank Halifax Intelligent Finance Saga and St Jamesrsquos Place Bank

Many people may not realise that all these providers are just one company for FSCS purposes

Charities that donrsquot benefit from FSCS protection should diversify their deposits and set a limit to place with each deposit provider They will also need to consider the financial strength of each provider which may mean

taking expert advice

Step 2 Maximise rates

CAF Bank currently pays only 01 on its cash account whilst its gold account pays 018 on balances between pound50000 and pound249999 There are better rates than these available from providers that accept deposits from charities For example our bank panel includes rates2 of 125 on immediate access and 2 for one year

Step 3 Review regularly

Carry out a regular review to make sure that deposits are still appropriately diversified and rates have not dropped off because a bonus rate has run out or a fixed term deposit has ended

Whilst FLS has proved to be bad for depositors a bigger risk may be leaving deposits to take care of themselves rather than actively managing them

ldquoMake sure that any cash assets your charity holds are diversified between different deposit providersrdquo

Step 1 Diversify Deposits

Make sure that any cash assets your charity holds are diversified between different deposit providers

Some charities may benefit from protection under the Financial Services Compensation Scheme (FSCS) in the same way as individuals do which means that pound85000 of their deposits are protected

Those with FSCS protection

and more than pound85000 in cash need to open accounts with several different deposit providers Twelve different accounts with unconnected providers are required to protect pound1m

The FSCS limit applies at the authorised firm level For example the Bank of Scotland authorisation under Firm Reference Number 169628 covers AA Savings Bank of Scotland Bank of Scotland Private Banking Birmingham Midshires (BM Savings) Capital Bank Halifax Intelligent Finance Saga and St Jamesrsquos Place Bank

Many people may not realise that all these providers are just one company for FSCS purposes

Charities that donrsquot benefit from FSCS protection should diversify their deposits and set a limit to place with each deposit provider They will also need to consider the financial strength of each provider which may mean

taking expert advice

Step 2 Maximise rates

CAF Bank currently pays only 01 on its cash account whilst its gold account pays 018 on balances between pound50000 and pound249999 There are better rates than these available from providers that accept deposits from charities For example our bank panel includes rates2 of 125 on immediate access and 2 for one year

Step 3 Review regularly

Carry out a regular review to make sure that deposits are still appropriately diversified and rates have not dropped off because a bonus rate has run out or a fixed term deposit has ended

Whilst FLS has proved to be bad for depositors a bigger risk may be leaving deposits to take care of themselves rather than actively managing them

HR QUALIFICATIONS RECOGNISED BY EMPLOYERSUse your experience in HR or Learning and Development

To achieve a recognised CIPD qualification

Foundation Level 3bull Certificate or Diploma in Human Resource Practicebull Certificate or Diploma in Learning and Development PracticeFor those aspiring to work or already working in a HR or LampD support role

Intermediate Level 5bull Certificate or Diploma in Human Resource Managementbull Certificate or Diploma in Human Resource DevelopmentFor those working in a HR or LampD role at middle management level

Advanced Level 7bull Certificate or Diploma in Human Resource Managementbull Diploma in Human Resource DevelopmentFor those in a senior HR or LampD role

A choice of study routesBy flexible learning or attend a taught programme

5-week Intermediate Certificate in Human Resource ManagementCommencing February June and September

At our training centre in Doncaster

E L CPROVIDER NUMBER

3069

APPROVED BY MoD IN SUPPORT OF

THE ELC SCHEME

Tel 07939 518451Email infochrysosorguk

wwwchrysosorguk

Head Office Room LN21 Armstrong House First Avenue Robin Hood Airport Doncaster DN9 3GATel 07939 518451 Skype chrysoshr Email infochrysosorguk Website wwwchrysosorguk

Our flexible study routes mean you can study where and when you like nationally and internationally

BULLYING ARE YOU THE LION OR THE MOUSE

Can you spot the subtle side of bullying

Unacceptable workplace behaviour does not always come from the obvious places It is not always the big burly bossy aggressive or loud person who is using lsquobullyingrsquo behaviour

The shrug of the shoulders the rolling of the eyes that deep sigh can be equally as offensive as the yelling raised voice the slamming of fists on the table the slamming of doors or the offensive language That snide remark behind someonersquos back or just within hearing can be equally hurtful intentional or not Sometimes the more subtle type of behaviour can be

scarier and more intimidating than outright bullying behaviour We often deal with employees who are lsquoscaredrsquo to approach other employees or indeed their manager for fear of retribution We understand well that term lsquowalking on egg shellsrsquo or lsquoitrsquos not a good timedayweekrsquo

As an employee it may be difficult to report inappropriate behaviour aimed at you There may be a fear of not being believed especially in the face of denial and as there are often no witnesses to the behaviour

If the behaviour is coming from a well regarded employee or manager who is getting results for the

business in other areas it can be difficult for the business to address the problem for fear of not achieving the outcomes they need

However it is extremely important that the problem is addressed before it costs the business big money in the way of staff turnover lost productivity or expensive claims

My experience is that bad behaviour that is not addressed appropriately and promptly by a business can lead to conflict complaints claims and crises and to unnecessary costs for the business Recognising and identifying the behaviour quickly then dealing with the behaviour consistently systematically and professionally is one of the first steps

The following tips for dealing with the subtle stuff is more specifically aimed at those feeling bullied or uncomfortable and can be applied equally to employers business owners or people managers

Firstly and most importantly the business you work for needs to have all the right policies and procedures in place then

1 Own your boundaries everyone needs have appropriate boundaries in place for how they want to be treated by others Define your boundaries own your boundaries be prepared to stand by your boundaries

By CLara pounD

Employers can help by supporting employees in being more assertive and not aggressive

2 Feedback the behaviour to the person Notice the behaviour feel the impact then feed it back to the person Respectfully When you ask someone whether they were intending to say lsquoroll their eyes at yoursquo the person can become more aware of their own actions and potentially the impact this might be having on others and then perhaps choose to behave differently

3 If itrsquos offensive to you then say so when you indicate that something is offensive to you you are giving it back to the person to deal with and the choice to change their behaviour or not can become theirs They are then responsible for the consequences also

4 Become like a broken down record be prepared to repeat the message Your message is important and it may not be heard the first time you say it ndash especially if the behaviour has continued for some time

5 Be professional and respectful Donrsquot become a bully yourself Always treat the other person professionally and respectfully Be guided by your own values and standards not those of the other person Use humour as your shield if you can Create your own character

6 Consistently follow the right policies and procedures it is extremely important to understand that principle of equity and fairness and to apply lsquothe rulesrsquo to everyone equally

7 Practice active self care do what it takes to care for yourself in the situation Keep yourself safe And take extra good care of yourself outside of the situation too This might mean treating yourself to that massage or facial Do whatever it takes

Bullying behaviour can be like a slow growing poison within a business If the standards of behaviour are not clearly set out and then applied the wrong type of behaviour can quickly become the lsquonormrsquo

It is important to understand that we are all different that we have differing perceptions and expectations As human beings we all want to feel respected valued and appreciated for who we are

Inappropriate workplace behaviour is often a sign of a lsquoclash of valuesrsquo lsquolack of clarityrsquo and often high stress levels We need to understand that people will often react and respond in the only way they know how and that this may or may not be acceptable in your work environment

Dealing with a bullying complaint or claim can quickly become tricky and sticky Nowhere is a business more in need of an independent specialist or expert who has dealt with these types of situations

I strongly recommend creating a happy supportive and safe workplace by design rather than expecting it to happen by default Designing the workplace means having the right policies process procedures in place and being clear about acceptable and unacceptable behaviour No bull

CONTRIBUTORSRichard AbrahamsRichard Abrahams is the passionate Chief Executive Officer and Founder of Return On Investment Training His goal is to deliver a lsquoParadigm Shiftrsquo to the Training amp Developmentrsquo industry through a unique TLC approach which blends Training Learning and Coaching into one innovative and inspiring programme Richardrsquos passion is helping individuals and businesses achieve their personal and business goals He strives to push the boundaries of what we currently know and do and thrives on innovating new ideas and concepts that inspire others He relishes unleashing talent and ensures what gets learnt gets implemented and what gets implemented GETS RESULTS

Kathy Byrne

Intelligent Cash Management Limited

The intelliCash plan for individuals Charities amp Not For Profit Organisations safeguards deposits whilst maximising returns with multiple providers on a single application form

Alan BlackSince 1960 Alan has worked at a variety of roles which include graphics amp

signage design cartooning writing draftsman apprentice design job captain project designer and licensed architect He latterly became owner of his own

firm which involved interior design leadership creative thinking professional speaking and consultancy which focused upon styles and skills of leading

communicating teamwork creative thinking problem solving and educational psychology

For most of the past 37+ years he has been integrating his experience education and knowledge into his work as an International advocate of creative thinking

throughout entire workplaces

intelliCashPlan intelliCash on LinkedIn kbyrneintellicashcouk 01892 556877

Where Have My Savings Gone The Insiderrsquos Guide To Protecting Your Savings In Tough Times

CEO amp Founder | Return On Investment TrainingAuthor | Fire Free Work Day and Associated Product Suite

Website

Employers can help by supporting employees in being more assertive and not aggressive

2 Feedback the behaviour to the person Notice the behaviour feel the impact then feed it back to the person Respectfully When you ask someone whether they were intending to say lsquoroll their eyes at yoursquo the person can become more aware of their own actions and potentially the impact this might be having on others and then perhaps choose to behave differently

3 If itrsquos offensive to you then say so when you indicate that something is offensive to you you are giving it back to the person to deal with and the choice to change their behaviour or not can become theirs They are then responsible for the consequences also

4 Become like a broken down record be prepared to repeat the message Your message is important and it may not be heard the first time you say it ndash especially if the behaviour has continued for some time

5 Be professional and respectful Donrsquot become a bully yourself Always treat the other person professionally and respectfully Be guided by your own values and standards not those of the other person Use humour as your shield if you can Create your own character

6 Consistently follow the right policies and procedures it is extremely important to understand that principle of equity and fairness and to apply lsquothe rulesrsquo to everyone equally

7 Practice active self care do what it takes to care for yourself in the situation Keep yourself safe And take extra good care of yourself outside of the situation too This might mean treating yourself to that massage or facial Do whatever it takes

Bullying behaviour can be like a slow growing poison within a business If the standards of behaviour are not clearly set out and then applied the wrong type of behaviour can quickly become the lsquonormrsquo

It is important to understand that we are all different that we have differing perceptions and expectations As human beings we all want to feel respected valued and appreciated for who we are

Inappropriate workplace behaviour is often a sign of a lsquoclash of valuesrsquo lsquolack of clarityrsquo and often high stress levels We need to understand that people will often react and respond in the only way they know how and that this may or may not be acceptable in your work environment

Dealing with a bullying complaint or claim can quickly become tricky and sticky Nowhere is a business more in need of an independent specialist or expert who has dealt with these types of situations

I strongly recommend creating a happy supportive and safe workplace by design rather than expecting it to happen by default Designing the workplace means having the right policies process procedures in place and being clear about acceptable and unacceptable behaviour No bull

CONTRIBUTORSRichard AbrahamsRichard Abrahams is the passionate Chief Executive Officer and Founder of Return On Investment Training His goal is to deliver a lsquoParadigm Shiftrsquo to the Training amp Developmentrsquo industry through a unique TLC approach which blends Training Learning and Coaching into one innovative and inspiring programme Richardrsquos passion is helping individuals and businesses achieve their personal and business goals He strives to push the boundaries of what we currently know and do and thrives on innovating new ideas and concepts that inspire others He relishes unleashing talent and ensures what gets learnt gets implemented and what gets implemented GETS RESULTS

Kathy Byrne

Intelligent Cash Management Limited

The intelliCash plan for individuals Charities amp Not For Profit Organisations safeguards deposits whilst maximising returns with multiple providers on a single application form

Alan BlackSince 1960 Alan has worked at a variety of roles which include graphics amp

signage design cartooning writing draftsman apprentice design job captain project designer and licensed architect He latterly became owner of his own

firm which involved interior design leadership creative thinking professional speaking and consultancy which focused upon styles and skills of leading

communicating teamwork creative thinking problem solving and educational psychology

For most of the past 37+ years he has been integrating his experience education and knowledge into his work as an International advocate of creative thinking

throughout entire workplaces

intelliCashPlan intelliCash on LinkedIn kbyrneintellicashcouk 01892 556877

Where Have My Savings Gone The Insiderrsquos Guide To Protecting Your Savings In Tough Times

CEO amp Founder | Return On Investment TrainingAuthor | Fire Free Work Day and Associated Product Suite

Website

CONTRIBUTORSRichard AbrahamsRichard Abrahams is the passionate Chief Executive Officer and Founder of Return On Investment Training His goal is to deliver a lsquoParadigm Shiftrsquo to the Training amp Developmentrsquo industry through a unique TLC approach which blends Training Learning and Coaching into one innovative and inspiring programme Richardrsquos passion is helping individuals and businesses achieve their personal and business goals He strives to push the boundaries of what we currently know and do and thrives on innovating new ideas and concepts that inspire others He relishes unleashing talent and ensures what gets learnt gets implemented and what gets implemented GETS RESULTS

Kathy Byrne

Intelligent Cash Management Limited

The intelliCash plan for individuals Charities amp Not For Profit Organisations safeguards deposits whilst maximising returns with multiple providers on a single application form

Alan BlackSince 1960 Alan has worked at a variety of roles which include graphics amp

signage design cartooning writing draftsman apprentice design job captain project designer and licensed architect He latterly became owner of his own

firm which involved interior design leadership creative thinking professional speaking and consultancy which focused upon styles and skills of leading

communicating teamwork creative thinking problem solving and educational psychology

For most of the past 37+ years he has been integrating his experience education and knowledge into his work as an International advocate of creative thinking

throughout entire workplaces

intelliCashPlan intelliCash on LinkedIn kbyrneintellicashcouk 01892 556877

Where Have My Savings Gone The Insiderrsquos Guide To Protecting Your Savings In Tough Times

CEO amp Founder | Return On Investment TrainingAuthor | Fire Free Work Day and Associated Product Suite

Website

CONTRIBUTORS

Dain DunstonWriter and consultant on businesses that are radically disrupting their industries with new ideas and cultures that are branded to the bone He is the co-author of Nanovation How A Little Car Can Teach The World To Think Big with best-selling authors Drs Kevin and Jackie Freiberg helps some of the worldrsquos smartest companies build cultures of innovation His next book The Downside of Up appears in September of 2013

Twitter

Bob Mason

Bob helps companies develop energized leaders engaged employees and more profits by teaching supervisors and managers to lead A

retired military officer he has over 30 years of real leadership experience from small teams to large complex organizations Bobrsquos third book Donrsquot Worry You Can Do This What New Supervisors

and Managers Need to Know About Leadership was recently released on Kindle

Stephen Murphy

Dynamic Speaker Coach Results-Driven Consultant Innovative Leader Passionate for Achieving Peoplersquos Full Potential

Twitter

Website

Website

Website

CONTRIBUTORS

Clara Pound

With over two decades of experience managing difficult people issues PPS works with motivated committed business owners and people managers who

want to achieve positive results working with their employees

Lucy Standing

Lucy has nearly 20 yearsrsquo of experience training companies on how to help their people to succeed at work and do their jobs well Her career launched with

JP Morgan Chase as a graduate recruitment manager She built a programme resulting in JP Morgan being named as the UKrsquos 4th top favourite graduate

employer She joined consulting firm LEK as global head of recruitment followed by a range of consultancy roles across a number of industries With

neuTrain a not for profit company Lucy brings her expertise to create a platform designed purely to help people in the learning industry

Berni Nagle

Author of the 1997 book ldquoLeveraging People amp Profit - The Hard Work of Soft Managementrdquo with Foreword by Warren Bennis This book originates and

describes the concept of the ldquoAltrupreneurrdquo - one who conducts the affairs of an enterprise with conspicuous regard for others This Leadership model is

servant-leadership based relationship-driven goal-guided and laser-focused on engaging innovation and creativity to create sustainable competitive advantage

in the workplace

Altrupreneur

Website

Website

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