Tertiary Catalogue

Human Resources


Development Discussion: Appreciating Development

Conversations

Helping staff appreciate how much they are developing motivates them, so use thought-provoking questions to encourage them to recognise their own personal development.

Development Discussions: Questions to Help You Think about Development

Conversations

Encourage people to give themselves time to think about how they want or need to develop their career and what actions to take next.

Development Discussions: Performance versus Career Development

Conversations

Managers sometimes need a 'nudge' and the skills to include personal and career development in the one-to-ones they hold with staff. When they see developing staff as a legitimate part of their responsibilities, benefits begin to flow.

Development Discussion: Helping Your Manager Discuss Your Development

Conversations

Anyone can use feedback as a springboard to a request for development, so link your request for development to something your manager regards as important.

Development Discussions: Micro Goals

Conversations

Micro goals give people something precise to aim for during a short timescale—depending on the activity, that timescale could be between now and the next monthly review or it could be between now and the end of a 1-hour meeting.

Talking through Conflict: Handling Conflict Conversations

Conversations

Managers need to learn effective ways to gain control of the conversation and direct it towards a successful conclusion.

Feedback: How to Receive Feedback

Conversations

An important aspect of feedback conversations is showing staff how to help their managers give them worthwhile feedback.

Talking through Conversations: Opening a Conflict Conversation

Conversations

There are occasions when a manager will initiate a conversation to resolve conflict and the opening is crucial to success.

Talking through Conflict: Unexpected Conflict

Conversations

When a manager is on the receiving end of unexpected conflict, how he or she responds is vital to a successful outcome.

Talking through Conflict: Preparing for a Conflict Conversation

Conversations

Some managers have a combative approach to conflict. A subtle approach is usually more effective and begins with some simple mental and tactical preparation.

Talking through Conflict: Preparing for a Conflict Conversation

Conversations

Some managers have a combative approach to conflict. A subtle approach is usually more effective and begins with some simple mental and tactical preparation.

Talking through Conflict: Early Warning Signs

Conversations

As most problems are resolved most easily when they are nipped in the bud, managers should learn to recognise the warning signs that appear.

Feedback: Third-Party Feedback

Conversations

These days so many people work in matrix teams or work remotely that managers receive feedback about their staff from third parties. Relaying that feedback can sometimes be a challenge.

Feedback: Three Styles of Feedback

Conversations

The 'cop' is very clear about what needs to be done differently and why, the instructor is equally clear but blends in more motivation and the coach facilitates greater reflection.

Feedback: Asking for Feedback about Oneself

Conversations

The question, 'Have you any feedback for me?' is rarely productive. There are two questions, however, that are productive. Including them will be very useful for getting feedback.

Performance Conversations: Running to a One-to-One

Conversations

Keep the conversation focused and be aware of distraction techniques! Caring about your colleagues is a sign of a healthy working relationship, so let it flourish in your one-to-ones.

Performance Conversations: Preparing for a One-to-One

Conversations

Review your notes and evaluate performance since the last meeting. Get third party feedback if necessary and identify upcoming challenges and opportunities that require extra support.

Performance Conversations: Between One-to-Ones

Conversations

Between one-to-ones, look for evidence of performance and changes in behaviour and agree on actions to work on by the next one-to-one. Keep notes and tie your meetings together by reflecting on progress over a longer period of time.

Performance Conversations: What Is a 'One-to-One'?

Conversations

One-to-ones are the short, regular chats that bridge the gap between spontaneous day-to-day conversations and formal reviews. They work best when managers encourage reflection and the main focus is on what happens next.
SWOT Analysis

SWOT Analysis

Strategic Tools for Business

In business, a thorough understanding of an organisation’s strengths, weaknesses, opportunities and threats in both internal and external environments is crucial. This video introduces the SWOT analysis and how it can be a helpful evaluative...Show More
Lewin's Force Field Analysis

Lewin's Force Field Analysis

Strategic Tools for Business

Successful businesses must continually adapt, and change requires a deep understanding of driving and restraining forces. This video examines Lewin’s Force Field analysis and how it can be used to evaluate whether change is feasible. Through a...Show More
PESTLE Analysis

PESTLE Analysis

Strategic Tools for Business

Although external factors are outside of a business’ control, it is still important for them to consider political, economic, social, technological, legal and environmental/ethical factors. This video explores the PESTLE analysis and how it can...Show More
Porter's Generic Strategies

Porter's Generic Strategies

Strategic Tools for Business

A competitive advantage is highly valuable in business and choosing between a cost/differentiation or leadership/focus strategy can be a way of achieving this. This video introduces Porter’s Generic Strategies and how they are helpful for...Show More
Episode 10: Workplace Generations

Episode 10: Workplace Generations

Wellbeing Essentials

Chapter 1: Don't believe the myths Don’t expect everyone to conform to their generational stereotypes. Just because you’re a digital native, it doesn’t mean you’ll be fast to adopt new technology, and vice versa. Most people want the same...Show More
Episode 09: Team Wellbeing for Managers

Episode 09: Team Wellbeing for Managers

Wellbeing Essentials

Chapter 1: Reward people like grown-ups Reward people the way you’d like to be rewarded. The best awards tend to be non-physical, like praise and respect. An opportunity to work on a challenging project can be a highly motivating...Show More