Enhance.training

How well do you deal with uncertainty at work? We all have to deal with uncertainty – businesses are always changing and adapting, so we do too. Yet humans hate uncertainty. Our brains translate it into a treat and our natural reactions are often unhelpful.
I share 8 different ways to deal with uncertainty at work – 4 for you personally and 4 to help your team through uncertainty.
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Team Management Course

Managing teams well is hard work, even when you know exactly what to do. When you have been left to figure things out by yourself, getting good at your job is ten times harder and slower.

Learning great management approaches, knowledge and skills make a huge difference to your effectiveness, your enjoyment and your career progress. Invest in becoming a great manager through our Management Skills Accelerator courses – learn more here: https://enhance.training/msa-usp006

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It is not easy to manage uncertainty at work, particularly when the pace of change is much faster than we are used to. Change means learning new things and adapting – all of which takes effort and work. Good reasons why many don’t like dealing with uncertainty at work.
How to deal with uncertainty starts with accepting that change is needed and expected at work. It is part of modern life. Accepting a level of change is a good way of coping with uncertainty.
How to deal with uncertainty at work also include not worrying about what you can’t control or influence. Worry will not change the outcomes. Not worrying will massively improve your mental state.
Another of the good tips for dealing with uncertainty is to focus on the present. Focus on what you can do today, what the next task or activity needs to be. Don’t think too far ahead. Keep yourself busy – another good tip for how to cope with uncertainty.
Another best way to deal with uncertainty is to create contingencies and action plans. Planning is 100% in your control. Work out what you are going to do if a certain situation happens rather than worrying about if the situation will happen.
I also share 4 very valuable approaches for how to deal with change and uncertainty when you are leading a team. Imagine a group of individuals worry about uncertainty and the rumour mill working around the clock ... how would you keep your team focused and delivering even in period of significant change. I have 4 great approaches for you, tried and tested in workplaces experiencing huge amounts of change.
If you have any questions on “8 Ways to Deal With Uncertainty At Work”, please email me at [email protected] and I will get back to you.
Jess Coles
Enhance.training

Developing a learning mindset and mastering self-learning at work are critical to developing a management career. Very few managers get formal training which means if you want to get good, a growth mindset is a massive help.
I explain what a learning mindset is, why it is so important to develop for managers and give you 5 tips to help you building a growth mindset at work. The will to learn as quickly as possible is key in how to be a better manager.

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Additional Resources and Videos you will find useful:

Michael Jordan on failure leading to success https://www.youtube.com/watch?v=Q_EyPX3CD-g
Team Management Course

Managing teams well is hard work, even when you know exactly what to do. When you have been left to figure things out by yourself, getting good at your job is ten times harder and slower.

Learning great management approaches, knowledge and skills make a huge difference to your effectiveness, your enjoyment and your career progress. Invest in becoming a great manager through our Management Skills Accelerator courses – learn more here: https://enhance.training/msa-usp006

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I think developing a growth mindset for success is a must in leadership and management. There is so much competition, getter better quickly is a key way to stand out. Plus the quicker you learn and improve the more enjoyable managing will become for you and your team.

In my experience, the power of a learning mindset is massive. Few managers get taught, even by their own bosses. Most have to rely on self-learning and get their growth mindset motivation into gear.
Developing a mindset for successful learning starts with your attitude and your mental approach. A growth mindset vs fixed mindset is one that is open to learning, that looks for opportunities to learn and improve from failures and successes. People with a learning mindset believe - at the core of their being - that when they work to learn and improve, they will keep getting better.
Developing a growth mindset does take work. Learning and improving does take work. An incredibly important question – “Do you view the goals you are trying to reach as worth putting in that work?” Is yes, work to build a growth mindset. If no, stop reading.
How to develop learning mindset starts with changing the way you think and react to situations. You can absolutely do this. Look for opportunities to learn: from failures and successes; from all feedback no matter how negative or unrealistic; from others around you – their successes and mistakes; from any opportunity you have.
Take this mindset and you will build resilience, determination and commitment. All very good qualities to have to be successful in whatever you do at work and outside.
I share 5 tips that have been incredibly useful for me to firstly develop a learning mindset and to work at self learning at work; and then to keep putting in the work and effort to find ways to learn from as much as I can.
To be successful, a learning mindset and the will to work are both vital attributes.
If you have any questions on “How The Best Managers Master Self-Learning At Work”, please email me at [email protected] and I will get back to you.

Jess Coles

enhance.training

The mistakes that lead to burnout at work are pretty easy to make if you are not watching out for them. Some burnout happens because of specific behaviours of employees. Even more burnout is caused by the mistakes of managers.
I share 5 mistakes employees make and 5 mistakes managers make that lead to burnout at work.
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To reduce the pressure on you and reduce your workload while strengthening your reputation and the relationships you hold at work, consider improving how you manage the expectations of all the stakeholders for you and your team. Learn practical expectation management skills here https://enhance.training/lp/skillfully-manage-expectations-usp004-12/
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To avoid the mistakes that lead to burnout at work, I share the common mistakes individuals make and the signs of burnout that are often ignored. Avoiding burnout is important for our mental health and physical health as individuals. It is just as important from the company perspective – burnt out individual can’t contribute to the company’s success.
There are a lot of actions that managers can take to reduce burnout risk in their teams. These are mainly within the manager’s control which I will cover in a bit.
Some common burnout symptoms include mental and physical exhaustion, lack of motivation and energy, difficulty thinking and more. Spotting the early warning signs are key to avoiding burnout in the workplace.
In terms of definition, burnout is the mental and physical exhaustion a person feels when demands being put on them are consistently more than they can deliver. Burnout is usually caused by prolonged periods of high stress levels.
A key mistake individuals make that leads to being burned out from work, is remaining poor at saying no. Saying no professionally is a mental state and a skill to develop.
Another action for avoiding stress and burnout at work is to learn how to manage the expectations of others carefully and realistically. Managing expectations is learning ask questions, negotiate, challenge, and say no.
Managers make all the same mistake individuals do plus they can contribute to workplace stress, anxiety and burnout by making another set of mistakes. Good management practices avoid all of these mistakes so learning how to avoid these mistakes is good from many different perspectives. The mistakes are:

1. Managers ask for and expect too much

2. A lack of goals, expectation and direction creates stress and reduces output

3. Managers don’t provide enough recognition or rewards

4. Not providing enough support for team members

5. A lack of fairness across the team

For each, I explain what causes these mistakes to happen and give tips on how to avoid making them.
If you have any questions on “10 Mistakes That Lead to Burnout at Work”, please email me at [email protected] and I will get back to you.

Jess Coles

Enhance.training

Key result areas or KRAs are a very useful tool to increase employee understanding and accountability for the results they are being asked to deliver. KRAs help better align employees work to wider goals and make better use of resources. At an employee level KRAs focus individuals on delivering results rather than undertaking activity.

Learn what are key result areas and 5 great ways to use key result areas to improve team performance.
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Key result areas for team direction should align to company strategy and the function or business unit KRAs. Alignment is really important to maximise everyone efforts in the business to hitting targets and goals. I have provided some key result areas examples at company and team levels.
For performance management, less KRAs in number increases the focus – which is good for results. When setting goals for individuals, align these directly to the team KRAs.
Next think about the time periods over which you need the results. Set team KRAs that create the most valuable results to enable the wider function or business goals to be achieved.
Then set individual KRAs which relate directly to their roles and aligned into the team goals. This creates good performance management tools both at a team and individual level. Results are usually easier to track than activity. The KRA in performance management terms should has specific and clear measurable output.
Finally, always spend as much time planning the activities, initiatives and projects that will enable the individual to deliver the results set out in their KRAs. The employee is much more likely to deliver results when they have a clear plan or set of plans to enable them to deliver.
I view this final planning step as super important for success in improving team performance.
Creating good key result areas is a very useful tool to focus time and effort into the right areas. As a manager, you then need to work at keeping the KRAs front of mind and influencing what the team focuses their time and effort on. In the modern workplace, there are so many distractions, new initiatives and shiny projects that forgetting about the KRAs is easy to do unless the manager is constantly reminding the team.
Use KRAs to move employee thinking from activity to delivering results which are more aligned to the wider business.
If you have any questions on “5 Great Ways to Use Key Result Areas or KRAs to Improve Team Performance and Ownership”, please email me at [email protected] and I will get back to you.

Jess Coles

Enhance.training

Being confident and self-confident at work is a very big deal – it helps you enjoy your job more, be more effective, be more influential and move your career forward faster.

I share 10 actions for you to take to boost your self confidence at work. Some are short term, giving you improvements in days, others are longer term and very effective to build self confidence.

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If you are manager, there is nothing better to boost your self-confidence than investing in your skills and learning how to give better feedback, delegate more effectively, be good at setting expectations and saying no, managing difficult employees etc. Visit us at enhance.training and take a look at all the courses we have to boost your self-confidence.
https://enhance.training/courses/
To explore coaching options, please visit us at https://enhance.coach/

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The first action to improve your self confidence is to focus on what you can control and influence. Try hard not to worry about what you can’t control. Measure your progress so you can see your own improvements.
Next for how to deal with low confidence at work, always focus on the positives. Think about what you did well. What was successful and what worked. Our brains are brilliant filters and when we look for the positives our brains filter out more of the negatives.
Third, use mental visualisation exercises to prepare yourself well for actual events. These are brilliant for how to improve your confidence at work. Athletes, speakers and all those who need to perform under pressure use this technique a lot. It works brilliantly.
Boost your confidence by comparing where you are now to where you were a week, month or year ago. Don’t compare yourself to people around you how you feel are more confident than you. They were in exactly the same position you are now.
Fifth, for how to boost self confidence at work – dress well, hold yourself tall and look confident. This will help you feel confident and other people will treat you are more confident. A good self-fulfilling cycle.
These are all very good actions to how to build confidence fairly quickly.
The best way I know for how to build confidence in yourself is to work to be successful at a number of different things. They can be small through to significant. Success breeds confidence. I share 5 actions to take to help you become more successful quicker, so you can build your self confidence.
If you have any questions on “How To Boost Your Self Confidence At Work – 10 Actions To Improve Confidence”, please email me at [email protected] and I will get back to you.
Jess Coles
Enhance.training