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How business leaders can ‘get motivated and be inspired’

How business leaders can ‘get motivated and be inspired’

Working with one of my clients last week he told me that from my leadership workshops he gets ‘motivated and inspired’ to develop his business and his leadership skills.  This is valuable and recurring feedback from my delegates. Therefore let me share with you how I achieve this delivery goal in my leadership workshops for 5 key leadership development areas?

1.       Personal Development Plan

All my workshops are interactive and start with individual introductions.  I facilitate the discussion on individual skills and interests and constantly match this to their personal development during the workshop.  Together we identify personal goals, organisational goals and the demands of the current job role.   I facilitate the learning and add valuable and relevant business and leadership experience to our discussions for the benefit of individual understanding.  The workshop interaction and the personal development tools I provide enable personal development planning within their own life and workplace.  I sow the seed, provide the tools and add weight to the priorities.  My delegates take away action points for their personal and leadership development.

2.       Organisational Vision and Goals

The workshop groups are made up of established and aspiring managers and leaders of small and large organisations.  Therefore an understanding of organisational vision and goals and how they are arrived at is important to their leadership development.  The group discuss how an organisation promotes its vision for their business sector, their ethics and the values they promote.  It is interesting how often vision statements and company goals are taken as read or seen as just a promotional image in their business sector.  The leaders refer to the wording of their own organisation’s vision and goals; mobile phones are switched on to check their organisation’s website information.  By discussion of how vision and goals are supported and encouraged within their organisation and leadership responsibilities we reflect on opportunities for improvement.  Referring to examples of large well known organisations helps delegates to understand how effectively visions and goals are delivered and we compare these to their own.  Small Business leaders often go away, rethink and rewrite new visions and goals.  Other leaders gain comfort that their own organisation’s vision and goals are easy to follow and uphold but they must review their leadership development to deliver them.

3.       Business Planning

Whether they are leaders of small businesses or have a management area of responsibility in large organisations, the skill of business planning is a valuable tool.  Our group discussion focuses on the format of a business plan and how it is supported by organisational policy and procedure and promoted to employees.  Again individual personal reflection and my own experience stimulate the group discussion.  Reference to the old adage ‘if you don’t know where you are going, how will you know that you have got there?’ promotes the importance of this planning tool. This topic leads us into managing operations and setting SMART objectives,  productivity, managing quality, their sector standards and the challenges the leaders encounter.  An action point will be two fold: To review or create the business plan for their area of responsibility and their leadership of the planning and delivery.  I provide the tools and the information but advise that they check their organisation’s established business planning tools and support their own organisational values and goals.

4.       Productive working relationships

With the business plan in place, discussion on the systems to support those including policies and procedures, we focus on the working relationships which are developed to achieve the business goals and objectives.  The group discusses the important interaction with their internal and external work colleagues.  We build on the good practice in communications and techniques for managing conflict and their day to day application.  The opportunity for group activities, as used throughout the workshops, and individual questions and answers promote the importance of the development of these relationships.  The value and importance of working relationships, expressed as a marketing tool for ‘word of mouth’ publicity on the good communications practice experienced from their organisation, often becomes a new objective for the leaders.

5.       Continuous improvement

An organisation should have a system for continuous improvement to develop and progress the business.  Our group discussion focuses on sector and organisational challenges, areas for improvement and sector priorities.  With reference to good practice techniques and tools, relevant case studies, we discuss the benefits which have and could be achieved through planned continuous improvement objectives.  An action plan discussed by the group for their leadership and business development promotes a realistic approach on what objectives individuals can take forward from the session.

As part of my company’s own continuous improvement, LinQs are providing free and easy access to further leadership group discussion to the growing number of our ‘motivated and inspired’  LinQs Leaders with their exclusive members’ only Facebook page.

Additional Support

LinQs Leaders working towards a leadership award or business development goal receive a tailored programme to match their leadership development.  LinQs provide a blended learning approach of workshops, workbooks, online learning, coaching and support for individual learning styles and personal development.  For further information on you development areas Contact Us

Gill Bailey

LinQs Leader

To open the LinQs blog here is a presentation on the LinQs business.

It is 10 years since I set up LinQs  with a vision to provide a quality business support service for the social care sector.  LinQs is now a recognised provider of  Leadership and Management, professional development training and consultancy projects to the care sector.    Our service is delivered by professional consultants with a range of experience in management, legislation, care, healthcare, housing with care, contracting, health and safety, consultancy and training delivery.   We consistently receive excellent feedback from our clients, partners and learners about the benefits of our blended learning method of delivery which leads to improved performance in the workplace.

I look forward to sharing the LinQs experience through our blog and social media links.

Gill Bailey, Director of LinQs

 

 

How to find registered managers for care services

Registered managers in care don’t grow on trees

View more presentations from GillBailey
The answer is in the presentation.
The recognised career path in social care in England for a registered manager would include a range of care skills at level 3 followed by the recognised management qualification currently the QCF Level 5 Diploma in Leadership in HSC & CYP.

What is the training for Registered managers?

Skills for Care and the Care Quality Commission recommend workforce development strategies, management induction standards and the recommended skills and training for the Registered Person.

You will find reference to management training to progress to the role of Registered Manager.  There is not enough emphasis placed on the development stages in leadership and management to enable staff to grow in their management roles. Leadership and management development for care staff is usually promoted through projects and funding initiatives.  If planned Leadership training is not provided from senior care or support staff to the appointment as a Registered Manager it is likely they will have little confidence in their leadership ability.

Is a Leadership qualification essential in recruitment of  Registered Managers?

Adverts for Registered Managers very rarely identify the recommended management qualification in their opening job outline.  When scanning job advertisements there is usually reference to either a social work or nursing qualification placing the emphasis on the technical care skills and experience rather than management. That implies that recruitment specialists do not expect to find managers qualified in the leadership of care services.  

Therefore individuals holding a recognised leadership and management award on their CV should be at an advantage in the care sector management jobs market.

Where do you find Leadership training?

LinQs have been working with the care sector for 10 years to develop leadership and management skills and gained recognition from Skills for Care for our work in North West England.  If you are interested in developing leadership skills visit our web pages to view our current leadership training offer and Registered Managers award training.