Blog list ...

Improve meeting efficiency

To attend or to not attend!

If you have felt like you have spent half your life in meetings, you are not alone! According to Forbes 45.1 hours is the average amount of hours worked by office workers according to their 2017 study. It may also surprise you to hear that up to 50% of your time depending on your role can be spent in meetings!

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Team event success

We have all seen it many times. Everyone is present in body, but we haven’t necessarily got their full attention or commitment.

Running powerful team events can be a game changer for the business, and every manager aspires to hold team events which deliver committed and ongoing change. From a board strategy meeting right through to a local ideas group, the aspiration is always that everyone attending offers their full intellectual capability to help solve problems, identify opportunities, and build solutions.

But hand on heart how often does this happen? How often do we run high impact team events which deliver well, but not quite as well as they could? What is it that separates great team events from average ones?

View your free Emotional Contagion video & e-book
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Equality, Diversity & Inclusion development

Goodfoot and Fieldfisher - What has been the Feedback from Organisations that have used their Services?

Following our business critical training:

  • The organisation's knowledge and understanding increased. Employees felt confident to identify inappropriate behaviour and understand what they could do in response.
  • Managers felt confident and equipped to deal with issues and most importantly how to have difficult conversations.
  • Organisations felt clear about reviewing their policies and protocols and putting in place more appropriate ones to create a better corporate culture.
  • Leaders understand there was a variety of options and adopted those best suited to their organisations.
  • Many organisations decided to review their recruitment strategy.
  • There was recognition that creating a diverse workforce can have huge benefits but also creates challenges for workplace culture. This is particularly important in international organisations where people may have different values. It was agreed that managers needed to have a greater understanding of such issues and to be able to identify them and put in place actions to reduce confusion, misunderstanding or offence in such scenarios.

Business critical training

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How to build a great culture of Equality, Diversity & Inclusion?

Leaders of organisations either deliberately or inadvertently build culture. I am glad to say that I have met many leaders who deliberately set out to build an empowering and productive focus solely on financial results, and by default build a culture which is a direct mirror of their personality.

How do we identify a culture? How do we know what kind of organisational culture we have? How do we build the culture we want to build?

A quick-cut answer to this is that a culture is shown by what people talk about.

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Create a healthy Corporate Culture

Can Lawyers Help Create a Healthy Corporate Culture?

Employment lawyers are often considered a distress purchase – to be instructed when things have gone terribly wrong.  Usually this is when employees have threatened litigation or have already issued proceedings.

However, Employment lawyers can assist in preventing such situations occurring and instead creating a healthy corporate culture where inclusiveness and the elimination of bullying, harassment and discrimination can occur.  In addition employment lawyers can help create a "speak up" culture.

The best approach to creating a good corporate culture is to assemble a multi-disciplinary team consisting of leaders, line managers, HR, compliance, Health and Safety experts and internal as well as external lawyers.  As far as possible the issue of corporate culture should be looked at holistically.

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Corporate Culture

Is yours Fit for Purpose?

In 2018 the Institute of Business Ethics carried out a survey of employee's attitudes to ethics and culture in the workplace.  Their key findings are surprising:

  • 19% of employees felt that honesty was not practiced daily in their workplace.
  • 24% of employees were aware of misconduct at work (treating people inappropriately, bullying, harassment and safety violations).
  • 12% of employees have felt pressured to compromise ethical standards.

Organisations who do not focus on creating a safe place of work risk:

  • Reputational damage.
  • The loss of talent as intolerance towards inappropriate behaviour increases and then challenges recruiting.
  • Focusing more resources on dealing with disputes in the workplace whether grievances or disciplinary processes.
  • At worst, having to defend litigation.

The number of tribunal claims has increased rapidly particularly since the abolition of fees in 2017.  This together with employees' rights to make Data Subject Access Requests, mean that a failure to create an appropriate culture, can become hugely costly, time consuming and damaging. 

What many companies fail to recognise is that individuals can sue not only the organisation but individual managers and colleagues too.  There is also no limit on the amount of compensation awarded in discrimination cases.

There may also be obligations to report inappropriate behaviour to a regulator and if employees report matters to the police, co-operation in a criminal investigation. 

In regulated industries (such as financial services) inappropriate behaviour and culture can also lead to the end of individual careers if found guilty of bullying, harassment or discrimination.

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Corporate Leadership

'Corporate Leadership Training Market is Likely to Grow Due to Rising Demand For Cegos, Dale Carnegie Training,Franklin Covey, Skillsoft, Achieve Forum, American Management Association, BTS by 2019-2024.' - Market Research Updates, May 2019.

 A leadership position in a corporate bears heavy responsibility. There is also often a surprising level of lack of confidence. Many studies discuss the impact of ‘Imposter Syndrome’ at executive level, one report by the Independent claiming that millennials also suffer from the syndrome. A fascinating piece of research by TEC  indicates that many executives worldwide have an internal crisis of confidence, they can’t actually believe that they come across as credible. There is an element of genuine surprise at ‘how did I come to be here?’, and a subsequent internal build-up of stress in case they get ‘found out’.

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Training ROI

Making L&D count!

Have you been here as well?

I'm sure you have heard of the saying 'If you carry on doing what you are doing, you will keep on getting what you are getting'.

Behind the scenes, L&D folk are masking the resistance, working miracles with slashed budgets, doing more and more internal delivery and covering the cracks of inconsistent internal messages from senior leaders delivered to the grass root business levels.
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How to implement blended learning

The right recipe

Much has been made in recent times of the need to provide blended learning solutions. The 'good old days' of simply moving a group of managers off to a hotel for a couple of weeks and so ticking the box for training, seem to be thankfully past. The message of 'blended' is appropriateness and cost effectiveness, and that is a definite step in the right direction.

But what does an effective true blended learning solution actually look like? For many businesses it is perhaps a case of a pre-course questionnaire followed by a classroom session, or perhaps a pre or post-course e-learning module. That is a good start, but a true blended approach can be very powerful. However, it needs a little thinking through.

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