Toughness describes the mindset that every person adopts in everything they do.
It is defined as:
personality trait which determines, in large part, how people respond to
challenge, stress and pressure, irrespective of
Toughness assesses “how we think”. In other words, why we act and respond
emotionally to events. It enables us to understand mindset in a very practical
way. Research carried out under the direction of Professor Peter Clough of Huddersfield
University identified eight factors to be understood and assessed. This is shown
- Life Control – I believe in myself, I can
- Emotional Control – I can manage my
emotions and the emotions of others
- Goal Orientation – I set goals and like the idea of working
- Achievement Orientation – I do what it
takes to keep promises and achieve goals
- Risk Orientation – I stretch myself,
welcoming new and different experiences
- Learning Orientation – I learn from what
happen, including setbacks
- In Abilities – I believe I have the
ability to do it, or can acquire the ability
- Interpersonal Confidence – I can
Can we develop Mental Toughness?
can. We can either help someone change their mental toughness or we can show
someone how to adopt the behviours that a mentality tough person would adopt.
Either way, many of the benefits of developing mental toughness can be
more information contact us at firstname.lastname@example.org
For many businesses the start of a New Year is the time to communicate their strategic objectives and set sales targets for next 12 months. But, how many of us at this time year also take the time to reflect of our sales performance during the previous 12 months? Reviewing, what went well? What challenges did you face? What could you do differently to improve your performance?
we can lose sight of the simple things that when working with customers /
clients make all the difference. Have a look through the list of core skills
and behaviours below and see if you are doing these during every single sale or
customer interaction. If not, maybe now
is a good time to hit the refresh button and put some energy and focus back
into your sales approach.
your customers – find out their strengths, weaknesses, ambitions, competitors
your sales success criteria – have a clear process for your call / meeting.
Think through the different questions the customer may ask and rehearse how you
can react seamlessly.
all your questions – A major part in being confident when selling comes down to
being extremely well prepared.
your approach – being able to adapt the way you communicate will allow you to
build rapport quickly with different personality types. Listening carefully and
picking up on use of language and responding accordingly will help you engage
effectively with customers
confidence and enthusiasm – have complete faith in what you are selling but overconfidence can be a negative trait
and turn the customer off.
ethically & with integrity – never overpromise, build open and honest
relationships with your customers.
objections – remain positive and see objections as an opportunity to re-position
the value / benefits that your products / services can provide. Isolate
objection and don’t move on until you have confirmed the customers is happy
with your response.
have a real passion for keeping it sales simple and getting the little things
you want to know more please get in touch 01623 409824 or email email@example.com.
define a high-performance team as a group of people with specific roles and
complementary talents and skills, aligned with and committed to a common
purpose, who consistently show high levels of collaboration and innovation,
produce superior results, and extinguish radical or extreme opinions that could
be damaging. The high-performance team is regarded as tight-knit, focused on
their goal and have supportive processes that will enable any team member to
surmount any barriers in achieving the team’s goals.
is a very simple but strong definition about team culture that many businesses
are striving to instil in their workplace. Sometimes in the learning and
development world we can over complicate or have a tendency to be constantly
looking for new techniques and new ways of working when some of the simple
things done well can provide the most powerful results.
I’m not saying we shouldn’t use tools and models to help us on this journey for example, Tuckman’s stages of group development, the application of Belbin and the use of MBTI or Insights profiling tools will provide invaluable knowledge and insight about self and others.
characteristics are used to describe high-performance teams, however if you can
truly commit to the some or all of the key characteristics below it will
naturally lead to success.
leadership – using a democratic leadership style that involves and
engages team members
decision-making – using a blend of rational and intuitive decision making
methods, depending on that nature of the decision task
and clear communication – ensuring that the team mutually constructs shared
meaning, using effective communication methods and channels
diversity – valuing a diversity of experience and background in team,
contributing to a diversity of viewpoints, leading to better decision making
trust – trusting in other team members and trusting in the team as an entity
conflict – dealing with conflict openly and transparently and not allowing
grudges to build up and destroy team morale
goals – goals that are developed using SMART criteria; also each goal must
have personal meaning and resonance for each team member, building commitment
roles and responsibilities – each team member understands what they must do
(and what they must not do) to demonstrate their commitment to the team and to
support team success
relationship – the bonds between the team members allow them to seamlessly
coordinate their work to achieve both efficiency and effectiveness
atmosphere – an overall team culture that is open, transparent, positive,
future-focused and able to deliver success
specialise in team and people development that is focused on creating an
inclusive, effective and enjoyable working environment.
you want to know more please get in touch 01623 409824 or email firstname.lastname@example.org.
Maximising your interaction with others!
How many of us truly understand and value the different skills, behaviours and mindset of the colleagues that we work with on a daily basis?
personality profiling tools, we can provide insight into different, behaviours,
beginning with your own. How you think and react, what motivates you and what frustrates
you, which other behaviours you naturally display which ones feel less
comfortable for you.
this knowledge, individuals can build better relationships, lead people
effectively and work more harmoniously and productively in teams. Valuing
the different behaviours a colleague may offer helps create a work environment
where innovation, creativity and productivity can thrive.
tools also offer insight into your own working or management style and you can start
to understand better why you may hesitate when faced with major decisions, or
to give direction in certain situations.
can be used to understand and improve the dynamic of an entire team. That leads
to better collaboration and higher levels of efficiency. An open, honest and supportive
team culture is one where each person is valued for their unique contribution.
Training deliver a range of different ‘Valuing Difference’ workshops that can
be tailored to meet a range of requirements. We are able to facilitate the use
of DISC / MBTI and Insights personality profile questionnaires and reports
depending on the client’s preference.
you want to know more please get in touch for further information 01623 409824
or email email@example.com.
you know……that only 10% of organisation in the UK have a Menopause
policy in place. This is absolutely staggering when you consider the following:
of women are in the UK labour market – the highest it has been since 1971
Office of National Statistics have shown that women aged 50 to 64 are the
fastest growing economically active group
symptoms are costing the UK economy 14 million lost working days a year
working women in the UK have stated that they have either left or
considered leaving their career, as dealing with the their symptoms in the
workplace was too difficult
average cost to replace an employee in the UK is between £30,000 to
is the menopause?
The menopause occurs after your periods cease. When your ovaries stop producing eggs, your oestrogen levels fall. However, the symptoms can present up to five years beforehand, as the oestrogen gradually declines. This is known as peri-menopause.
its many functions, oestrogen is thought to aid cognition and memory. It also
affects collagen in the skin, maintains bone density and keeps blood vessels
clear of the sticky deposits that cause damage and can lead to cardiovascular
disease. It maintains the pH balance in the vagina, reducing the likelihood of
infections, prevents the vaginal wall from thinning and keeps the area
moist. In short, a decline in oestrogen can wreak mental and physical havoc,
with symptoms often worsening over time.
need to understand the menopausal process, what diet and lifestyle factors they
can change to reduce symptoms and improve later health and what treatment
options are available.
is needed for healthcare professionals so that women are given accurate and
consistent advice. The British Menopause Society (BMS) has many educational
events and resources available and are working hard to implement its vision for
menopause care in the UK.
you want to build your own knowledge on the subject, work towards putting a
policy in place and understand the adjustments you could put in place to create
a support and comfortable working environment please get in touch for further
information 01623 409824 or email firstname.lastname@example.org.