Rev up your team's performance
Refine your communication skills by learning to harness your emotional intelligence with one of the UK's most acclaimed management training courses.
What gets in the way of developing and holding on to new communication skills are old habits of thinking and speaking. Even if the advice is very good the reason why it rarely sticks are the mental habits people inevitably revert to, especially under pressure.
Unlearning those old habits and internalising a more effective and lasting approach to communication needs more than a short course of lectures on how to do it.
What makes this training stand out is the exceptional support through one-to-one coaching sessions and continuous feedback. Changing behaviour is not an easy task as old habits are hard to break.
With a 40-year track record we can help you cultivate practical skills, and build your confidence to so you can successfully navigate real-world challenges, ensuring lasting behavioural improvements.
Join thousands of participants getting results
"What I love about this course is that I didn't just learn about the topic, this course is about ME. I'm confident I can reliably use my new skills, even when under pressure".
A Project Manager At A Tech Company
"A lesson for life! The power of effective communication is incredible when one masters the skills "listening with empathy" and "speaking assertively"
A Project Quality Engineer
Well-known companies who have used this course again and again, over many years
This course is designed to help you develop the skills and techniques to effectively and compassionately achieve results while maintaining positive relationships. You'll learn how to motivate and inspire, give constructive criticism without making people feel defensive, and be both tough and gentle at the same time. You'll become confident in how exactly to motivate and inspire your team using emotional intelligence, as well as provide feedback in a constructive and respectful manner.
You will learn a set of powerful emotional intelligence communication techniques so that you can manage difficult conversations, handle challenging situations, build relationships and set firm boundaries.
The goal of this training is to equip you with the tools they need to build strong, lasting relationships in your professional life, although because these skills are so transferable many clients report vast improvements in their personal relationships as well.
This is a skills development rather than just a theoretical programme, so the emphasis throughout will be on you taking turn after turn, practising your skills, while receiving feedback and coaching about your effect on others.
In your coaching sessions you will be helped to practise dealing with the kinds of situation you find challenging, again and again, until you are confident you can do it successfully.
We'll combine practical, hands-on experience with video replay and analysis and discussion of the principles involved to help you gain both skills and understanding. Special attention is paid to your individual training needs, so you can practise your skills in real-life situations that you have to handle at work.
That's why as well as your place in a small group, this training includes a generous amount of private and confidential one-to-one coaching sessions online, spread over several months, ensuring an exceptional level of support. This will ensure the changes you make are sustained over a longer period of time and any obstacles are overcome. Choose between online training available worldwide, or in-person face-to-face courses in the UK.
For a list of upcoming course dates (for online coaching and face-to-face training), the locations of the next 3-day public courses in the UK and pricing Click here.
This initial coaching session serves as an introduction to the "Skills with People" course, allowing you to understand the course's relevance and effectiveness for your specific needs before committing to it.
Lead the Charge
For more than 40 years this training course on how manage performance and how to drive for results has proven to be one of the most highly acclaimed. Over the years we've had thousands of managers and professionals through our hands. Many have said it's one of the best communication training courses they ever attended. We have helped our clients develop their skills so they can communicate more effectively, and succeed in both their personal and professional lives.
Here's how we could help equip you with the skills you need to effectively lead and motivate your team to high performance so they can and achieve their full potential.
Benefit of this Training Course in Driving for Results
Creating & Communicating Goals
Learn to create and communicate achievable goals with measurable objectives.
Emotional Intelligence Techniques
Learn practical emotional intelligence techniques to address issues that need improvement, and communicate them assertively.
Effective Feedback & Coaching
Gain confidence in providing both positive and negative feedback, and coaching to help team members improve their performance.
Recognising & Rewarding Success
Focus on recognising and rewarding success, fostering a culture of appreciation that motivates team members.
Addressing Performance Issues
Develop your skills and confidence to address performance issues. Receive a generous amount of one-to-one coaching as well as group training until you to master these skills.
You'll learn how to create and effectively communicate achievable goals with measurable objectives without overloading, bombarding, or patronising other people. Once you get the hang of assertively asking for your needs to be met it can make a huge difference to how you're perceived.
You'll learn practical emotional intelligence techniques for identifying and flagging areas for improvement. By learning how to speak firmly and assertively there'll be nothing off-limits for you to raise, and discuss openly and honestly. Learning how to criticise fairly, and to be able to get away with it without ruffling feathers can be a liberating feeling. You'll be able to to tell the truth about what you're really thinking and feeling and have the confidence to know it's not going to upset other people when you're not yet satisfied.
You'll become confident in giving effective feedback (both positive and negative) and coaching to help your team members identify their strengths and weaknesses and improve their performance. You'll have so much practice at this on the course you'll become an expert at how to deliver honest feedback without ruffling feathers.
You'll focus a lot of attention on recognising and rewarding success, teaching you how to foster a culture of appreciation and reward team members for their accomplishments. You might be surprised how powerfully you can motivate and inspire someone with just a few simple words that expresses how impressed you are with ... [something specific they did or said].
You'll develop your skills and confidence to effectively address performance issues and work with your team to find solutions. That way you won't have to be gun-shy about tackling difficult conversations if you're not satisfied. You'll receive a generous amount of one-to-one coaching so you can be confident you've grasped the necessary skills.
Discover the exact steps you need to take to motivate and inspire others, and how to confront any issue without antagonising.
One of your strengths is your enthusiasm for results, but you want to do it in a way that encourages others rather than discouraging them.
You'll be more motivating, so you'll get much better results.
Learn how to be uncompromising about your goals and to be able to put your foot down without damaging your relationships.
You'll be able to maintain good relationships with your team, and an easier atmosphere where you can talk freely about your concerns.
Become aware of your people-pleasing tendencies, and learn to let them go in the interest of achieving results.
Be less confusing and clearer about what you require from your people, so they'll feel safer and more motivated.
If you're a woman working in a male dominated environment find another way to be strong than by throwing your weight around like an aggressive man.
Use the combined power of assertiveness and empathy. It will win people willing cooperation.
Learn how to channel your frustration constructively when things don't go smoothly.
You'll find it easier to dig yourself out of a hole, so that problems and frustrations will get sorted more quickly.
Learn to be both tough on the issue and kind to the person.
Problems will be resolved in a calm atmosphere so everybody wins.
Are you sick and tired of stressing about how to motivate others?
Lack of clear expectations: When your expectations are not clearly defined, it becomes difficult for other people to know if they're getting it right for you. You'll feel frustrated, but might struggle to provide them with effective feedback. You can fix this by learning how to succinctly ask for what you want. If you're not sure how to do that, this course can help you develop your skills.
Resistance to change: Performance management often involves making changes that some people won't like because it's scary and new, so they may resist. You can overcome their resistance by showing them you understand why they find this particular change so unsettling. Once they feel understood, they're more likely to be receptive to your reassurance.
Emotions: Performance management often involves difficult conversations and can evoke strong emotions, making it challenging to maintain a professional demeanour. Again, compassion and empathy is the key to being able to help them recognise something has triggered them. It usually stems from an insecurity from a much earlier stage of development. For example, if they were ever humiliated when they were a child a school because they failed to do something properly and the rest of the class laughed at them, they are likely to be wary of change as an adult in case they look stupid for not picking it up quickly enough. Empathy and compassion are useful tools for helping this person recognise, and eventually overcome this obstacle.
Difficulty providing constructive feedback: Providing constructive feedback can be challenging, particularly when it requires addressing performance issues. There are a number of reasons this might be a challenge. The most common is that you're likely nervous that if you say the wrong thing, or say it clumsily, then the other person might become offended or upset, which might jeopardise your relationship or their motivation. On this course you'll learn how to deliver honest, authentic, supportive feedback that will inspire and motivate them to want to earn your approval.
Personal bias: Personal bias can impact the fairness and objectivity of the performance management process. If anything like that is going on then you might find the self-reflection encouraged on this course useful. It'll help you find a more balanced stance, rather than running the risk of over-egging it if you're annoyed because of their apparent lack of enthusiasm or interest.
Time constraints: Performance management is a time-consuming process, and managers may feel that they do not have enough time to devote to it. In reality of course the opposite is true. It costs you more time in the long run if you aren't able to confront issues when they first pop up, so you can nip them in the bud. With some skills and practice you can learn how to manage these conversations so they don't need to take forever to get through. Once you know what you're doing you don't need to be daunted.
With right training (such as the training provided on this course), performance management can be a valuable tool for driving results and improving team performance. On this course you'll have a better understanding of your challenges, and learn best practices and practical techniques, until you're confident you can more effectively lead your team to success.
Are you a manager, leader or a professional keen to hone your motivational skills?
How emotional intelligence can help become successful at driving for results
He was a dedicated manager working extremely hard and getting frustrated with members of his team who seemed less aware of the urgency of things than he was. He couldn't always rely on them to do what he needed when he needed it. He would try to chivvy them up by repeating his instructions and raising his voice, but it didn't inspire people to a greater sense of urgency. He felt bad about it because he put it down to his own lack of leadership ability.
The problem lay in how he reacted mentally when people failed to do excwhat he wanted and when he wanted it. The fact that he was in the habit of shouting at them implied that he must have been assuming they were either lazy or unwilling to co-operate. He never considered that there might be a specific obstacle in their way, and that by slowing down and exploring the obstacle he might be able clear it out of the way, and that by doing so he could have what he wanted, plus a much better atmosphere in the department, without expending so much effort, making so much noise, and being so intimidating.
He was assuming that motivation is something a good leader injects into people. He thought if he could say the right things in the right way somehow his enthusiasm and dedication would rub off on them. When this didn't happen he blamed himself, and his sense of failure was getting in his way. He wasn't applying the same intelligence he used routinely on technical problems. With technical problems he was confident that by slowing down (instead of panicking) and analysing precisely what was going wrong there were few difficulties he couldn't overcome. It never occurred to him that the same mental approach could be very successful with people.
First he needed help to be aware of his own assumptions, and to see that an alternative, non-blaming approach would be much more likely to succeed. Then he needed to learn a simple approach that he could rely on as a matter of habit instead of panicking and shouting. The approach was to say firmly and clearly, but quietly:-
In order to use this approach he needed to develop two skills, the skill of speaking assertively rather than aggressively, and the skill of listening with empathy. He said years later that this training had transformed his management and leadership style. It had taught him that the normal state of employees is to be motivated, and that if they're not it is a sign that there's a specific obstacle that can be identified, understood and cleared away. It had made him much more relaxed. He was now confident he could get people to do what he wanted without creating friction. He said it was the best management lesson he had ever learned.
How to be more successful at driving for results
A London UK management training course and leadership coaching programme called Skills with People?