Blog Tags

leadership development

  • Business people in yoga pose

    Employee Wellbeing is not a big shiny initiative you need to implement, the most effective way to develop a really healthy culture is to embed it at the heart of everything you do. This is actually much easier to do than you might think at first.

  • Employees gossiping to each other

    We all know them, the space invaders, the time suckers, the creepy too friendly people at work. They waste your time, make you feel uncomfortable and make you say and do things you don’t want to. A lot of people have issues with setting and maintaining boundaries with others. Boundaries are the physical, mental and emotion ‘line’ between us and other people.

  • Objections from employees at the desk

    The ability to elegantly handle objections is a key success strategy in the workplace. It is not easy to do though as the objections are often about things we care about - either at work or personally. Because we care about them (probably more than the other person) we are more likely to respond with our emotions rather than logic. Here are some ways to handle objections without arguing or getting defensive - and more likely to get you a good outcome.

  • Illustration on managing technical and innovative teams

    For a sector so dependent on the productivity and engagement of its people, the tech sector has always been at the centre of a paradox - technical people aren’t known for being natural people managers. As a tech leader that puts you at disadvantage, especially when there’s a huge amount resting on getting the best from your people.

  • How to make lasting change actually happen

    It’s one thing to know you want change to take place, it’s another to see that change become reality. Awareness is only the start, you need to be able to take action - congruent, consistent and real action. And if you are a leader, you’ll only see the change you want if you can take your people with you.

  • Inspirational leadership

    You are in a leadership position, but it’s your ability to bring your people with you that will see your visions become reality.

    So, how can you get the right response from your people at a time when it matters more than ever? In our view, much relies on a more human style of leadership. We think this has always been at the core of well led organisations. It’s about creating a real connection, one that people choose to follow simply because they want to.

  • How to get the most from Leadership Development

    Being a leader or technical expert might carry a leadership title, but that doesn’t mean the team will align. So how do you actually lead and take your people with you? By becoming the confident and engaging leader that others choose to follow.

    In this article we look at the reasons for investing in leadership development, the scenarios where it’s needed and ultimately, how to make sure it works for both leaders and their organisations.

  • How to develop a Leadership Development programme

    Our previous article looked at how to get the most from Leadership Development. We covered the reasons for investing in leadership development, the scenarios where it’s needed and ultimately, how to make sure it works for both leaders and their organisations.

    This month we are getting into the detail as we explore how to develop a leadership development programme itself. And, as is often the case, there’s a bigger picture to consider. You can’t develop leaders if you don’t have a vision for the organisation you are developing them for.

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