I’m just emerging from a particularly lengthy session of clearing out my emails after my holiday break. I have to say I was a bit nervous about turning the computer back on. It was lovely to be away (we went to Wales). I had fun with the family, took in lots of fresh air and probably put on a stone from all the good food and excellent beer. But after a while it has to come to an end.
Some managers need to be constantly pushing and driving their team to ensure sales activity is completed and targets met. Other managers inspire, positively lead by example and assertively empower their teams so they drive themselves when the manager is absent.
Do any of these styles ring a bell?
This isn’t just specific to the recruitment industry — workplace learnings biggest pain point is training engagement. This is what we class as an employees positive or negative emotional attachment to their training and this profoundly influences their willingness to learn and perform at work.
Regardless of whether you are a part of it or even want to admit it, we live in a world where the majority of people spend an immense amount of time looking at the screens of their mobile devices. One might even say we are turning into zombies who crave the warming glow of our devices, but as Simon Pegg warned us in the best zombie movie ever, we shouldn’t use the Z word, “…because it is ridiculous.”
Recently, I was speaking at a conference and one of the audience members approached me to ask about a sales presentation that they had recently failed to win and wanted sales tips for the future. They wanted to know what they could have done about it and how they could improve their chance of winning a similar pitch next time. The main issue in this situation was poor sales positioning…