Tag Archives: business management

Why a New Training Needs Analysis is Required To Manage Over Whelmed Remote Workers by Diane Shawe

Here’s Help for the bosses on how to help staff to manage stress when working remotely after and during the coronavirus outbreak by restructuring there training needs analysis.

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When you (the boss or your board members) think about thriving in a digital world, you probably think first about technology. It’s evolving so fast that your business constantly has to adapt. But the greatest challenge is not the tech itself: It’s developing a knowledgeable, strategically adept, cognitively flexible, and proficient workforce.

You want people who can command artificial intelligence, analyse data, invent and apply solutions on the fly, and slide effortlessly into new roles as needed.
All the while, they should keep their skills sharp with mobile apps and online self-taught courses. Ideas should flow from all corners of the company, whether from full-time managers or a pool of gig workers who jump in when work heats up.

The demand for a more talented workforce goes beyond adapting to the new digital world. CEOs of fast-moving organisations – enterprises with bold strategies, innovative cultures, inclusive workforces, and great expectations – need highly skilled people.

Unfortunately, in nearly every industry, the best talent is in perilously short supply. At the 22nd Annual Global CEO Survey, 79 percent of chief executives around the world said that a lack of key skills threatens their business growth. Retailers need interface designers who understand customer experience. Banks and insurance companies need data visualisation experts. Energy, automotive, and industrial companies need team leaders who can manage interoperable platforms.

Helping remote workers draw a line between work and timeout

Just about everyone is looking for employees adept in robotic process automation, materials science, or simulations with machine learning that can predict outcomes and streamline processes.

They also need people who can master softer skills, such as managing teams effectively, gaining trust, working across boundaries, or applying neuroscience findings to increase their own stature and influence.

Upskilling is part of the answer. But you also need to rethink your jobs: redesign the workflow, combine some positions, add others, and probably eliminate some. You need to be more creative in finding and onboarding people, including through acquisitions, partnerships, gig economy–style freelancing arrangements, and talent pools oriented to flex work.

Finally, you must fill your enterprise with opportunities for continual self-renewal via modern learning strategies and digital technologies, so that becoming adept in new technologies is just part of everyday life.

Many business leaders realise that they can’t just hire the workforce they need. There aren’t enough prospective recruits, and the expense would be enormous. Instead, companies must upskill their existing employees or members of their communities.

This means expanding people’s capabilities entrepreneurial thinking, employability, often using adult learning and training tools, to fulfill the talent needs of a rapidly changing economy. But the old training needs analysis does not sit well in this every changing cog and an increasing number of remote workers.

A remote workforce transformation brings all these elements together, oriented specifically to your organisation. Your initiative must be led directly by the CEO and the other top executives of the enterprise, because your company’s success depends on the ability and commitment of all your employees.

In a successful initiative, you’ll do more than approve a budget and hold the leaders accountable; you’ll take part in the learning efforts yourself, engage in teaching others, and use this transformation as a genuine opportunity to improve your own skills and those of your direct reports.

Online, Workbooks, Zoom Training available now

Because no two organisations have the same circumstances, there is no single recipe to follow. But together, the 10 principles below can help you ready your company’s remote workforce for the future.

  1. Focus on a few concrete business outcome
  2. Foster emotional commitment
  3. Design a compelling experience
  4. Start with the highest-impact roles
  5. Change behaviour first
  6. Promote citizens led wellness groups
  7. Plan and commit to a comprehensive journey
  8. Engage with cultural influencers
  9. Include everyone but the unwilling
  10. Track results and course

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Top 7 Reasons for Buying a Hair Extensions and Hairloss Franchise by Diane Shawe

Buying a franchise can be a life-changing experience. Make sure it’s a positive experience by doing your due diligence before signing a franchise agreement. A properly designed and executed franchise system can be an exceptional method of expansion, but franchise systems that are poorly designed or not well managed are to be avoided. Below are the top 7 reasons to consider investing in a hair extensions franchise.

01

An Existing Franchise Is a Turnkey Business

Many entrepreneurs have the skills to run an existing successful business but don’t have expertise in all it takes to get a business up and running, whether that’s obtaining financing or negotiating lease terms.

Buying an existing franchise in a well-designed system can eliminate much of the hard work: choosing a territory, finding a location, negotiating a lease, finding reliable contractors to complete a build-out on time and on budget, establishing vendor relationships, etc. You may also be able to start a business with trained staff already in place.

But, you will still need to do your homework – aside from the transfer fee, your fees and terms may be substantially different than the sellers.

02

Proven System in Place

When you buy a franchise, you buy a system – an entire method of doing business. Franchises have an established system in place that you must follow to distribute the franchisor’s products or services using the franchisor’s trade or service marks. Having a proven system already in place eliminates the guesswork and errors a common business owner would normally face.

In addition to exercising some control over franchising operations and the franchisee’s adherence to brand guidelines, the franchisor provides the franchisee with franchising leadership and support.

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03

Corporate Image and Brand Awareness

If you buy into a franchise system that is already established, the corporate image and brand awareness is already recognised. Customers are usually more comfortable purchasing items they are familiar with and working with companies they already know and trust.

In the consumer’s mind, a franchisor’s brand equals the company’s reputation. Great franchisors want to ensure that their customers are satisfied every time they shop at a franchised location and that the franchisee delivers on the franchisor’s brand promise.

04

Higher Likelihood of Success

Buying a franchise is very different from starting a mom-and-pop business. Since there is an already established system in place, there is a higher likelihood of success. If you invest in a proven franchise opportunity and follow the system the franchisor has put in place, you should be on your way to running a successful business.

05

Easier to Obtain Financing

Lenders are usually very comfortable financing the purchase of a franchise because franchises already have a proven track record. Bankers usually look at successful franchise chains as having a lower risk of repayment default and are more likely to loan money based on that premise.

In addition, some franchise systems will provide in-house financing and/or leasing options. Many systems also offer special discounts for veterans, via the VetFran initiative.

06

Training

Most franchise companies offer a training program that is typically held at their corporate offices, plus additional training that occurs at the actual franchise location before the grand opening. The franchisor will train you to run your franchise the same way their other franchised locations are run.

It will ensure that you are running your business efficiently, and will help to eliminate any common mistakes a new business owner usually faces.

07

Ongoing Support

When you buy a franchise, you have the support of the franchisor and the support of knowing you are part of a growing system. You will always be able to pick up the phone and ask questions of the franchisor or even other franchisees.

Established franchisors typically also have field staff who can visit your location to provide coaching and consulting if needed.

Do Hair Extensions, Hairloss and Beauty Franchises work?

It would seem that there is a blind spot towards innovation outside of technology as we forge ahead with directing where the investment opportunities are bedded.

We are living in a new economy—powered by technology, fueled by information, and driven by knowledge. And we are entering the new century with opportunities on our side saddled with huge problems that require new thinking. I believe a percentage of our system must focus on the areas where humans can outclass computers—such as in cognitive skills, interpersonal skills, fine motor skills, and perform tasks machine might currently find unprofitable.

More and more top fortune company’s are giving way to automation primarily to drive costs down, improve reliability, security and accuracy.

I believes that we need to make sure that the type of education and economical opportunity supplied can keep a population in work or self-employment, performing meaningful tasks relevant to todays and tomorrow needs.

http://academyexpresscourses.com/2018/10/17/hair-extensions-franchise-makes-entry-into-market-place/

Is crowdfunding all that it’s cracked up to be?

Kick starting your business with crowd sourcing 1 day course

Crowdfunding is the newest way to raise money for startups who need capital. But not all crowdfunding is alike. Learn how to determine which crowdfunding platform is the best one for your business.

article by Diane Shawe M.Ed

All kinds of projects such as Businesses, nonprofits, artists, and entrepreneurs have all succeeded in raising some startup or expansion funds by presenting their campaigns on one of the many crowd funding platforms that have sprung up in recent years mainly due to the failure of banks to champion real business growth that requires an element of risk.

But as it becomes even more popular, the organisers are now wanting to ensure that their investors get a return on their often small investments. Crowdfunding isn’t a simply process of signing up for a service and listing your financial needs. The first step is finding the platform that is just right for your business and one other thing to take into consideration is the crowdfunding body assessing if your right for them.

Listed below is a brief Introduction to Various Types of Crowdfunding Sites and their links.

Like many other things, crowdfunding sites come in a lot of different shapes and sizes. There are crowdfunding sites for nonprofits and social causes: crowdfunding the peer to peer piggy bank

These are just a few. There are plenty more.

Crowdfunding sites for independent artists and people spearheading creative projects include:

If you want to start a business or find investors for your million dollar project, then perhaps one of these crowdfunding sites will be more your speed:crowd funding Growing_Fund by

LendInvest is a marketplace lending platform for residential and commercial mortgages. All loans on the LendInvest platform are secured by a registered legal charge against property in the UK.

Mortagage Peer to Peer Lending

Crowdfunding sites such as Kickstarter, Fundable and Indiegogo are responsible for some of the coolest projects coming out right now. The sky’s the limit when it comes to these projects. Everything from a music label deal to food companies, there is something for everyone.

Just check out the coolest top ten successes listed by Matthew Toren,
Serial Entrepreneur, Mentor and co-founder of YoungEntrepreneur.com
whiteboard schema : crowdfunding cs5

Can difficult or tough conversations be pre-managed?

Managing difficult or tough conversation.

by Diane Shawe M.Ed IEBE

Unless you are on an island, it is not possible to avoid communicating with other people. Just stop for a moment, and think about how much time of your day you spend in conversation with other people? Whether in your car, in meetings, on the phone, by text message, e-mail or social media. Our days are frequently filled with short snippets of conversation and sometimes long exchanges.

Some people are better in conversation, while others prefer to write messages where they can take advantage of the delete key and work out the best wording. Have you taken some time to examine your approach? What are your results like; do you tend to have consistently peaceful conversations where people get heard and are listened to, or do they frequently de-compensate to a level of discussion that is argumentative or unpleasant or they just simply mis-interpret what you though you said or what they thought they heard?

Conversations can be a challenge, and we also have to be aware of the conversation going on inside our head at the same time. What if we say the wrong thing, or we are speaking carefully but our body language or voice is sending a very different message? How are we supposed to manage all that?

Fortunately, we can learn techniques to help prevent conversations from getting difficult and recognise what to do if they go off track. We can also learn how to get to the heart of a problem, move through a conversation, and keep it focused on the future instead of spinning in circles.

We can all benefit from a little education on dealing with difficult or tough conversations. Speaking and presentation coaches can help, but in the heat of the moment they aren’t perched on our shoulders whispering what we should be saying.

Our previous clients tell us that our courses are ideal for workplace training and development. They appreciate that our courses are up to date, relevant, and globally accredited. More than that, they are also excited to see that our courses are available in a format that they can use for e-Learning, either as the approach for the whole course or for a 1 day blended learning approach.

We have just released our Managing Difficult Conversations Training course. We believe that training courses need to be designed with busy people in mind. Our new training course include everything you need to help you, your staff or leaders hold challenging conversations!

From understanding the impact of body language and how your voice is projected, facial expressions, to formulating questions that get to the underlying problem. Our course provide information on many hands-on techniques and will also help you learn how to apply positive intent, how to use our process to plan a conversation, and how to implement and follow up on an action plan.

You can enrol on our course on line in our 4 week e-learning program, or you can opt for a 1 day intense learning experience workshops.

Developing and Maintaining a Succession Plan

Get qualified in days not years!

by Diane Shawe M.Ed

A 1 day Business Succession Planning  training course can be incredibly beneficial to any SME organisation.

Change is a hallmark of today’s business world. In particular, our workforce is constantly changing – people come and go, and move into new roles within the company. Succession planning can help you make the most of that change by ensuring that when someone leaves, there is someone new to take their place.

It is surprising that from a one day  workshop we could  help you learn or teach your staff:

  • The value of succession planning for successful businesses.
  • The key elements of a succession plan in terms of roles, responsibility, function, scope, and evaluation.

Introduction and Course Overview

First you will have an opportunity to identify your personal learning objectives and then we would cover the following areas.

1 day intense workshop lesson Plan:

A Need for Succession Planning

To begin, participants will explore the differences between succession planning and replacement hiring, including some of the advantages of succession planning.

Defining a Succession Plan

This session introduces the SUCCESS acronym, which defines the succession plan process that the remainder of the course will focus on.

Pre-Assignment Review

Next, participants will use information gathered in their pre-assignment to identify the critical people in their organization.

Identifying Resources and Analysing Risks

This session will give participants some tools to identify internal and external successors. We will also look at a sample risk assessment.

Defining Roles, Responsibilities, and Functions

During this session, participants will start creating risk assessments, individualized engagement plans, and succession plan profiles.

Gathering Information

This session will help participants identify ways to look within their own organizations and determine what the critical positions are.

Forecasting Needs

There are six key ingredients to being able to forecast what people you will need when. Participants will explore each item in small groups. Participants will also learn about the role of coaching and mentoring.

Putting the Plan Together

Next, participants will learn about using Appreciative Inquiry and Leadership Quality Assessments to develop a succession plan.

Putting the Plan into Action

During this session, participants will explore the idea of phased implementation. We will also look at using technology to facilitate putting the plan into action.

Evaluating and Reviewing the Plan

This session will look at the importance of evaluation. Participants will also work on modifying an evaluation check list to suit their organization’s needs.

How can you enrol?

It’s simple you can just click here and select if you would like to do the course on-line or attend one of our fast track workshops.

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