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  • Do you frequently get into arguments?
    Do you frequently get into arguments?
  • Are you getting the best out of your people?
    Are you getting the best out of your people?
  • Can you allow discussion and still keep control?
    Can you allow discussion and still keep control?
  • Are your conversations achieving what you want?
    Are your conversations achieving what you want?
  • How are you coming across to your boss?
    How are you coming across to your boss?
  • Does your feedback help people change?
    Does your feedback help people change?

How can I prepare for the course?

Here are some steps you can take to think about your own need more specifically in preparation for your first one-to-one session:-

Who do you need to improve your relationship with or get more cooperation from?

Make a list of the people or groups of people at work whose co-operation you need. Shortlist the ones whose co-operation you are not entirely satisfied with or have difficulty getting. (Include superiors, peers, subordinates, customers, suppliers - anyone you wish.)

When do you need this - in what kinds of conversation or meeting?

Pick the most relevant situations listed in the page on What will I learn on this course? The list is not exhaustive - you can add anything you wish.

What effect are you currently having on them?

Find out as specifically as you can the answers to these two questions:-

  • Precisely what effect are you having on them?  Putting it frankly, are they being switched on or switched off by you?
  • Precisely how and when does that happen, in other words, exactly what are you saying or doing when it happens. The more specific this feedback can be the more useful it is.

Asking for feedback

Asking for feedback may be the most challenging part of your preparation. Here's a suggestion about how to approach it. Identify one or two people you trust. Pluck up courage and approach them. You could adapt these words:- 

  • "I'm keen to find out how I can improve as a leader/manager/team member, etc., and I need feedback from a few people I work with. I'm not asking you to assess me as a person. The feedback I need is more specific than that. What I want to know is exactly when something I say or do makes you feel good, and exactly when it makes you feel bad. The more specific you can be, the better, and I promise I won't take offence whatever you say. Are you willing?" 

Most people will be glad to cooperate if you approach them so frankly.

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Video Introduction