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

Might your need to be more successful at developing teamwork
be met by this London UK based management training course
called Skills with People?

Yes if the following are true

  • As individuals the people in your team are pulling their weight.
  • But they could achieve so much more if they pulled together more as a team. 
  • As team leader you want to learn how to make this happen.

What you'll take away from this teamwork skills course

You'll have the understanding, skills and confidence to get the best out of your people both as individuals and as a team. It's all about knowing how to talk frankly and openly together about the things that are getting in the way and preventing you all from achieving what you want.

Free exploratory coaching session

INTERESTED?

If so, you can have a FREE exploratory coaching session. It'll give you a foretaste of what you can get from the course. You make no commitment to proceed beyond this until you're sure this training is relevant to your own particular need.

How to accept this offer

Simply contact us for a preliminary chat and to arrange your free exploratory coaching session. 

What this session will do for you

In this session we'll aim to give you something practical you can use right away that'll help you handle a difficult situation more successfully at work. All you need do to prepare for this session is think about the kinds of situations you want to be able to handle more successfully.

FAQs

You'll find answers to many of your questions about the content and method of this course under FAQs (in the main menu above).

How the skills you'll practise on this course 
will make you much more successful
at developing teamwork

Here's a case study of how this course helped someone who had been told that she needed to be more effective in developing her teamwork. She was a senior manager, earmarked for promotion, very task oriented, very analytical and logical. She knew she wasn’t getting the best out of some of her team and that some of them were unhappy, but she didn’t know how to tackle it. There were complaints from people who felt that she had a down on them, that she put them under pressure and didn’t seem to care. Her boss, for the sake of her career, was keen for her both to succeed and to be seen to succeed in overcoming the problem.

Her approach before coming on this teamwork skills training course

She was secretly sensitive to emotional atmosphere but uncomfortable when feelings were openly displayed either by herself or by others. She was sharply aware of people’s feelings, and actually cared a great deal when they felt bad. But whenever she tried to get to the bottom of their problems she made them feel worse, first because she stuck exclusively to facts and showed no interest in their feelings, and second because she never revealed her own feelings, which left them guessing and seemed to imply that she disapproved. They consequently perceived her as cold, unfeeling and intimidating. When she discovered this it was a shock to her, because it was so different from how she thought of herself. To overcome the problem she was going to have to learn how to talk both about her own feelings and other people’s feelings, and after a lifetime of keeping feelings out of her conversations this was not going to be easy.

Mental habits that were getting in the way of her teamwork skills

It was bound to be difficult initially for her to learn to talk about feelings. That's because the habit of avoiding feelings was based on a fear that many people share, that if feelings are expressed they get out of control. The habit was based on two common assumptions, first, that if you want to be, and be seen to be, competent and professional you have to stick to reason, fact and logic and avoid “becoming emotional” or “irrational”, and, second, that the way to avoid being emotional or irrational is to prevent feelings from being expressed. What actually happens when you try to prevent feelings from being expressed is the very thing you are trying to avoid. The feelings build up inside and you end up being even more tense and even more at odds with the people around you. That's exactly what she was experiencing.

New teamwork skills that made her more successful at developing teamwork in her team

First she needed help to think about her underlying assumptions and fears so that she could challenge them. Then she needed to be shown a calm, safe and professional method of discussing her own and other people’s feelings. Then she needed opportunities to practise doing it in a safe and confidential atmosphere where she could take the risk of doing something she was nervous of doing at work, until she began to feel less uncomfortable doing it. Finally she needed to start to put it into practice back at work. When she did so she was enormously relieved and encouraged, because she found her team responded warmly to her. By learning to communicate about feelings she had learned how to create an atmosphere of mutual understanding, respect and trust in her department.

How she put into practice the teamwork skills she had learned on this training course

She called the team together and told them she had been learning some valuable lessons about her own style of management and its effect on people.  She said she could now see how her style had created tension and problems for them, but that she wanted to change her style, and was now asking for their help in doing so.  She said she thought everyone would benefit if they could develop better teamwork in the department.

She invited them to take part in a meeting to discuss teamwork in the department, what was getting in the way, and how those obstacles could be overcome. She invited them to be honest, promising that nothing they said would be held against them. Before launching into the discussion she asked them to take five minutes to think quietly on their own and make a private note of their thoughts.  The questions she asked them to think about were:-

  • How satisfied are you with our teamwork? (Please score your satisfaction on a scale of 0-100.)
  • What's behind your score? (In other words, what specifically are you satisfied with, and what specifically are you dissatisfied with?)

When everyone had finished writing she invited them to jump in and speak. She listened with empathy to each one as they spoke, with the result that even though some tough things were being said, a very relaxed and encouraging atmosphere was created in the meeting. What came out of the discussion was a list of the main obstacles to teamwork in the department. She then invited the group to put their minds together on this question:-

  • What practical steps can we take to remove these obstacles in order to be more successful as a team?

If you can get your team honestly discussing these simple questions together, no holds barred, there's  your team building.

Yet more reasons why you might benefit
from this teamwork skills training course 

  • You need to turn a group of separate individuals into an effective team, but you're not sure how to go about it.
  • You need your team to be more positive, imaginative and creative, to be more open to change, less stuck in a rut.
  • You'd like to produce a more mutually encouraging and helpful team atmosphere in your department. You think that would be both more productive and more fun.
  • The current atmosphere in the department is not getting the best out of the team.

Is there more information on this website
relevant to teamwork developoment skills?

Yes. You might also find our page on chairing and taking part in meetings relevant and helpful.

We love helping you communicate successfully

By giving you communication skills that'll transform even your most challenging relationships and interactions.

That's the purpose of Skills with People, our training course for managers and professional people at all levels. Thousands have benefited from this course.

Video Introduction

What People Have Said About The Course

National Training Index* report on the course

"From delegates reports we have identified Skills with People is a 'highspot' among UK business courses. Delegates mentioned as most helpful the enha ...

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Theatre Manager

Managing to confront them but still maintain their cooperation and support. Previously I was either not confronting or confronting and ending up with ...

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Fundraising Officer, United Nations High Commission for Refugees (UNHCR)

A very intimate training which will make anyone reflect on how best to engage with colleagues when confronted with difficult situations.

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Feedback from a participant's boss - a WS Atkins director

Now he actively listens, probes, asks for clarifications and does not assume anymore he knows the answer.

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Thank you from a participant

I wanted to let you know that I have secured a new role.  I had to go through an assessment centre and one challenge was to negotiate with a 'belliger ...

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Workshop Manager, Professional Plant Services

I now find it easier to have awkward conversations. (As a result of how he has changed several more people from his company are asking to attend the c ...

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Sports Centre Manager

I feel that my relationship with other attendees has improved massively following the session. I'd say 9/10 for what I've got from the course as I sa ...

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EHS advisor (environmental health and safety), Johnson Matthey

This is the best non-techincal course the company has ever put me on because it's the most useful. 

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Feedback from participant's boss - a Johnson & Johnson marketing director

She has become increasingly aware and focussed on ensuring she is gaining cooperation from colleagues by the way she approaches situations. E.g., Meet ...

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Feedback from a participant's boss - a Glaxo SmithKline research director

He has made good progress in two areas: 1. team leadership - he listens with empathy to others well and considers their standpoint as well as his own. ...

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Feedback from participant's boss - a Billiton director

He's obviously making a positive effort and it does show. People used to be scared of him. No longer.

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Feedback from participant's boss - Chairman of White Clarke Group

He has greatly improved his ability to manage a situation. He listens more and uses that information to convince. A good example is the .... group, wh ...

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Project Quality Engineer (self funding)

A lesson for life! The power of effective communication is incredible when one masters the skills "listen with empathy" / "speak assertively". Defin ...

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The wife of a participant

"Just thinking about last night’s conversation and it’s bringing tears to my eyes – it’s what I’ve always wanted: to be able to talk with you like tha ...

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Feedback from participant's boss - a Prudential director

He is a lot more confident. At the last meeting of our business unit leaders he fully led the meeting and dealt with people very well.

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Learning & Development Coordinator - The Entertainer

I can't recommend this course enough. It has genuinely been the most impactful course I have ever completed. Understanding that I can be assertive w ...

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Feedback from participant's boss - head of projects in Heinz

He now gains support through his willingness to involve people more and take them with him.

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Feedback from a participant's boss - a Merck Sharp & Dohme medical director

She feels more confident in tackling people and has been impressed with her new found techniques, e.g., in dealing with members of the marketing depar ...

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Feedback from participant's boss - an HSBC investment director

I have had three unprompted comments from different team members and colleagues who have been surprised at the consideration he has shown in helping s ...

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Feedback from participant's boss - A Philips Semiconductors director

To what extend do I think his training need has been satisfied? Completely. I have been approached by 4 peers to tell me that they could see a very po ...

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Feedback from participant's boss - a Kimberley-Clark marketing director

He is now aware of his need to control his direct approach. He was sometimes too assertive. I think he is now well balanced in this respect.

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Feedback from participant's boss - a Johnson & Johnson finance director

He has made excellent progress in the management of his team. He has ensured key stakeholders are involved in decision-making and has gone to great le ...

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Senior Engineer, Qualcomm

An unbelievable experience, highly motivating training and one of the few which stays forever in your mind. A tangible impact to your life and workin ...

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Golf Club Manager

Ten out of ten for the course for me personally. I think I would have resigned if it hadn't been for the course.

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Leisure Centre Manager

The most useful part of the course was learning how to convey my disappointment with a member of staff without demotivating them, without making them ...

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Feedback from participant's boss - a Johnson Matthey Catalysts (Germany) senior manager

There has been a noticeable improvement in the performance of this customer service engineer. He is much more succinct now than he was before. He was ...

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Senior Resource Consultant, Shell International

“Skills with People” has helped me deal with conflict situations.  It has helped me to diffuse tension in meetings and convert pushback into alignment ...

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Feedback from a participant's boss - a Shell International senior manager

He is showing far more self-awareness and more restraint in potentially confrontational situations. He is far more aware of the impact his actions and ...

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Examples of Training Needs Met

Forceful communicator who created friction Read More...
Not delegating or developing others Read More...
Flying high but creating a tense atmosphere Read More...
Enormous enthusiasm but little sensitivity Read More...
Lots of energy and ideas but little attention for his clients Read More...
Difficulty communicating with non-technical people Read More...
Well intentioned but demoralising his team Read More...
Very logical but not creating enough rapport Read More...
Allowed his meetings to get out of hand Read More...
Preparing for a more challenging role Read More...
Had a positive attitude but gave a negative impression Read More...
Technically very sound but lacking persuasive skills Read More...
Being more assertive would help career go better Read More...
Very diligent but hated dealing with difficult people Read More...
Respected specialist who was too quiet at meetings Read More...

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