Whatever your Business, everyone needs answers to the unprecedented challenges we face NOW and in the coming years.
DO YOU WANT TO:
• Grow your business and increase output, production and sales?
• Keep your Staff motivated with powerful communication and more productivity?
• Sustain the Confidence of investors and shareholders to support your Vision?
• Manage the Change and Uncertainty with consistent
Customer Service and higher profits?
But not sure how to start? Limited budgets at the moments? Then why not ...
Take a look at our FREE 3 hour VIP Fit for Business Seminar AND be entered into a draw for an additional day at a Champneys health resort. Or talk to us about a possible In-company experience.
The decision is yours. To make the most of this unique opportunity just go to our website www.buffin.com
Tuesday, 20 April 2010
Friday, 26 February 2010
Creativity Is Going Green
Creativity is Going Green
As individuals and firms look for a competitive edge we are all urged to be more innovative and creative. Yet there are many myths around creativity that sometimes make it hard to know what works. Read on for fun creative ideas that are proven both practically and scientifically.
1) Going Green
Have some real green plants in the office. According to an eight month study by Robert Ulrich adding a pot plant to an office increases creativity by 15%! and leads to more flexible solutions to problems. Why? At a subliminal level red is associated with urgency and danger whilst green is associated with positivity and relaxation. A separate study found that green areas in housing developments can reduce crime by around 50% !
2) Small things that Count
Small cues in our environment, or minds, have a profound effect on our abilities. Do you know that when participants in a quiz where asked to think about either a football hooligan or college professor as they answered questions those that thought of hooligans scored 46% and those that thought of professors scored 60%. In a similar study of creativity people asked to think about the behaviours of punks were significantly more creative than those asked to think about the behaviours of engineers! So ensure your mind is focussed in the best way.
3) Use the Quiet Guy
We are all used to our conscious minds ( the loud guy ) and creativity can be aided by using our subconscious minds ( the quiet guy ). When you’re stuck distract your conscious mind – do something different ( a puzzle , take a walk , read a newspaper article ) and allow your subconscious to process the issue. In an experiment that involved distracting some people during a problem solving exercise , those that were distracted generated twice as many creative ideas as those that weren’t distracted!
4) In touch with your inner Gorilla ( from Richard Wiseman )
Try using these four techniques
Priming – start by working feverishly on your problem then release the effort by doing something completely different. Go for a car ride , visit a museum and notice how your mind will create serendipitious events.
Perspective – changing how you think about an issue will generate novel solutions. Think how would a child, artist, friend tackle this? Think about an analogy – this issue “ is like “
Play – jump start your creativity by having some fun. Watch a funny film , digitally alter the image of a colleague or include the words “ cheese pie “ into your next conversation
Perceive – invest time in ensuring the world doesn’t become too familiar. Ask yourself some new questions every week. Why are bananas yellow? Why do people laugh? How do elephants communicate over hundreds of miles ?
5) Your test
So lets start being more creative now ! Answer the puzzle below.
Joanna and Jackie were born on the same day of the same month of the same year. They have the same mother and father , yet they are not twins. How is that possible ?
If you cant work it out at first try the techniques above. If that doesn’t work try asking a friend. If you are really stumped let me know and I’ll reveal the answer.
As individuals and firms look for a competitive edge we are all urged to be more innovative and creative. Yet there are many myths around creativity that sometimes make it hard to know what works. Read on for fun creative ideas that are proven both practically and scientifically.
1) Going Green
Have some real green plants in the office. According to an eight month study by Robert Ulrich adding a pot plant to an office increases creativity by 15%! and leads to more flexible solutions to problems. Why? At a subliminal level red is associated with urgency and danger whilst green is associated with positivity and relaxation. A separate study found that green areas in housing developments can reduce crime by around 50% !
2) Small things that Count
Small cues in our environment, or minds, have a profound effect on our abilities. Do you know that when participants in a quiz where asked to think about either a football hooligan or college professor as they answered questions those that thought of hooligans scored 46% and those that thought of professors scored 60%. In a similar study of creativity people asked to think about the behaviours of punks were significantly more creative than those asked to think about the behaviours of engineers! So ensure your mind is focussed in the best way.
3) Use the Quiet Guy
We are all used to our conscious minds ( the loud guy ) and creativity can be aided by using our subconscious minds ( the quiet guy ). When you’re stuck distract your conscious mind – do something different ( a puzzle , take a walk , read a newspaper article ) and allow your subconscious to process the issue. In an experiment that involved distracting some people during a problem solving exercise , those that were distracted generated twice as many creative ideas as those that weren’t distracted!
4) In touch with your inner Gorilla ( from Richard Wiseman )
Try using these four techniques
Priming – start by working feverishly on your problem then release the effort by doing something completely different. Go for a car ride , visit a museum and notice how your mind will create serendipitious events.
Perspective – changing how you think about an issue will generate novel solutions. Think how would a child, artist, friend tackle this? Think about an analogy – this issue “ is like “
Play – jump start your creativity by having some fun. Watch a funny film , digitally alter the image of a colleague or include the words “ cheese pie “ into your next conversation
Perceive – invest time in ensuring the world doesn’t become too familiar. Ask yourself some new questions every week. Why are bananas yellow? Why do people laugh? How do elephants communicate over hundreds of miles ?
5) Your test
So lets start being more creative now ! Answer the puzzle below.
Joanna and Jackie were born on the same day of the same month of the same year. They have the same mother and father , yet they are not twins. How is that possible ?
If you cant work it out at first try the techniques above. If that doesn’t work try asking a friend. If you are really stumped let me know and I’ll reveal the answer.
Tuesday, 26 January 2010
Who do you TRUST?
The United Kingdom, and much of the rest of the world, entered a period of economic turmoil in the last couple of years of the old decade. We witnessed the collapse of some businesses (and the rescue of others) as well as governments wobbling! This new decade may well be defined by the trust equation.
Many people have become distrustful of
- Financial services , who got us in this mess
- Governments and Regulators , what were they doing
- Some companies ,who resorted to old style “slash and burn” employee tactics
It’s not all doom and gloom though! We can see stock markets rise, the level of UK unemployment is not as high as expected, some companies used creative ways to retain staff and recruitment has restarted.
According to Stephen M R Covey how much we trust our government, companies and friends has a direct impact on performance. Re –building trust therefore should be an imperative at all levels of our society. This doesn’t mean uncritical trust (otherwise known as gullibility) but rather “smart trust” where a propensity to trust is matched by experience and analysis.
With a General Election looming we are likely to elect those people/parties that we most believe (trust ) will do what is right for the country and us! To undertake any interaction with financial institutions we will want convincing (trust) that our money is safe! With our actual and psychological contract with employers we want to know (trust) how they will treat us during both good and bad times! One of the single biggest reasons for leaving a company is not trusting your boss.
In “ The Speed of Trust “Covey outlines 13 Behaviours that are necessary to build a relationship of trust. These are
Talk straight, demonstrate respect, create transparency, right wrongs, show loyalty, deliver results, get better, confront reality, clarify expectations, practice accountability, listen first, keep commitments and extend trust.
So you could use this framework to
- Decide who to vote for
- Decide who to work for
- Implement changes in your own company
- Become a trustworthy individual!
Be the behaviour you want to see and enjoy the new decade!
Many people have become distrustful of
- Financial services , who got us in this mess
- Governments and Regulators , what were they doing
- Some companies ,who resorted to old style “slash and burn” employee tactics
It’s not all doom and gloom though! We can see stock markets rise, the level of UK unemployment is not as high as expected, some companies used creative ways to retain staff and recruitment has restarted.
According to Stephen M R Covey how much we trust our government, companies and friends has a direct impact on performance. Re –building trust therefore should be an imperative at all levels of our society. This doesn’t mean uncritical trust (otherwise known as gullibility) but rather “smart trust” where a propensity to trust is matched by experience and analysis.
With a General Election looming we are likely to elect those people/parties that we most believe (trust ) will do what is right for the country and us! To undertake any interaction with financial institutions we will want convincing (trust) that our money is safe! With our actual and psychological contract with employers we want to know (trust) how they will treat us during both good and bad times! One of the single biggest reasons for leaving a company is not trusting your boss.
In “ The Speed of Trust “Covey outlines 13 Behaviours that are necessary to build a relationship of trust. These are
Talk straight, demonstrate respect, create transparency, right wrongs, show loyalty, deliver results, get better, confront reality, clarify expectations, practice accountability, listen first, keep commitments and extend trust.
So you could use this framework to
- Decide who to vote for
- Decide who to work for
- Implement changes in your own company
- Become a trustworthy individual!
Be the behaviour you want to see and enjoy the new decade!
Thursday, 31 December 2009
How to achieve your New Year resolutions 2010
With just 2 years to go to the Olympics athletes know the challenge ahead! To be part of it (let alone winning medals ) will involve years of dedication and practice with a very clear and specific dream to be achieved. Assuming athletes are human (!! ) then maybe we can be successful by using the following techniques..
1. Ensure your outcome is positively stated
As there is a tendency to get what you focus on ensure that your focus is a positive one!
Answer the question “what do you want?”
2. Specify the context for your outcome
Does the outcome apply everywhere, under all conditions?
Answer the question “where , when , with whom will you want this?”
3. Express outcome in sensory specific form
How will you know it when it happens?
Answer the questions “what will you see/hear/feel/experience when you achieve this?”
4. Check this is within YOUR capability
The outcome should be formed so that its achievement is down to you!
Answer the questions “ what resources have you got/can activate/can gain to get this?”
5. Preserving your other outcomes/desires
How will this impact on other aspects of your life?
Answer the question “ will you lose anything you have now by achieving this outcome?”
6. Check this is worthwhile
Does the outcome match your values and beliefs?
Answer the question “ is the outcome worth what it will take to get it?”
7. What are the positive future consequences
Check the impact on yourself and those around you
Answer the question “how will your life (and others) be different?”
8. Do it!!
Answer the question “What is the first step and when will you start?”
Have a Happy , Fulfilling and Productive New Year !!
1. Ensure your outcome is positively stated
As there is a tendency to get what you focus on ensure that your focus is a positive one!
Answer the question “what do you want?”
2. Specify the context for your outcome
Does the outcome apply everywhere, under all conditions?
Answer the question “where , when , with whom will you want this?”
3. Express outcome in sensory specific form
How will you know it when it happens?
Answer the questions “what will you see/hear/feel/experience when you achieve this?”
4. Check this is within YOUR capability
The outcome should be formed so that its achievement is down to you!
Answer the questions “ what resources have you got/can activate/can gain to get this?”
5. Preserving your other outcomes/desires
How will this impact on other aspects of your life?
Answer the question “ will you lose anything you have now by achieving this outcome?”
6. Check this is worthwhile
Does the outcome match your values and beliefs?
Answer the question “ is the outcome worth what it will take to get it?”
7. What are the positive future consequences
Check the impact on yourself and those around you
Answer the question “how will your life (and others) be different?”
8. Do it!!
Answer the question “What is the first step and when will you start?”
Have a Happy , Fulfilling and Productive New Year !!
Tuesday, 8 December 2009
Great Leaders of the future will be adaptable, empowering, diverse, customer focussed and emotionally intelligent. These were the conclusions from a meeting of 20 MBA graduates (South West Alumni Network) hosted by the Open Business School and run by Paul Maisey of Buffin Leadership International.
After discussing known trends such as economic globalisation, demographic changes and the impact of technology the group went on to create their own model of what great leadership would be like in 2020. Below is the list of key areas - for current leaders to consider for their future development !!
1. Adaptable
- Able to respond to change at different speeds
- Uses different approaches in different situations
- Focuses more on a creative mindset than processes
- Less risk averse and willing to fail ( learn )
2. Empowering
- Will encourage leadership behaviours at all levels of organisation
- General style will be participative and coaching based
- Major focus on increasing teams knowledge base
- Collaborative working across teams and organisations
- Relationships built on listening and trust
3. Diverse
- Welcomes ideas from all cultures
- Inclusive working practices irrespective of gender , background etc
- Explores opportunities in dispersed way of working ( international )
- Utilizes blends of experience and innovation
4. Customer focussed
- Open to different approaches for different markets ( globally )
- Customer centric in structure and accountability
- Will involve customers in generating solutions to their needs
- A flexible and highly responsive ethos
- Will use Information Technologies to connect with wide range of customers
5. Emotionally Intelligent
- Values driven , intuitive leadership style
- Humble ( learns from mistakes and recognises others knowledge )
- Able to engage people in clear Vision
- Uses humour and emotions to draw on teams strengths
After discussing known trends such as economic globalisation, demographic changes and the impact of technology the group went on to create their own model of what great leadership would be like in 2020. Below is the list of key areas - for current leaders to consider for their future development !!
1. Adaptable
- Able to respond to change at different speeds
- Uses different approaches in different situations
- Focuses more on a creative mindset than processes
- Less risk averse and willing to fail ( learn )
2. Empowering
- Will encourage leadership behaviours at all levels of organisation
- General style will be participative and coaching based
- Major focus on increasing teams knowledge base
- Collaborative working across teams and organisations
- Relationships built on listening and trust
3. Diverse
- Welcomes ideas from all cultures
- Inclusive working practices irrespective of gender , background etc
- Explores opportunities in dispersed way of working ( international )
- Utilizes blends of experience and innovation
4. Customer focussed
- Open to different approaches for different markets ( globally )
- Customer centric in structure and accountability
- Will involve customers in generating solutions to their needs
- A flexible and highly responsive ethos
- Will use Information Technologies to connect with wide range of customers
5. Emotionally Intelligent
- Values driven , intuitive leadership style
- Humble ( learns from mistakes and recognises others knowledge )
- Able to engage people in clear Vision
- Uses humour and emotions to draw on teams strengths
Tuesday, 17 November 2009
6 pathways to success for L & D professionals
Learning and Development professionals need to focus on six key areas to ensure they drive company performance , according to a recent meeting of the forum ( a group of 22 L&D professionals ) facilitated by Paul Maisey of Buffin Leadership International. Creative Problem Solving is core followed by adaptive learning processes, people engagement , results focus , teamwork and understanding.
Their Top Tips are
Creative Problem Solving
- Facilitate creative problem solving sessions to create and inspire ideas
- Develop innovative solutions to increase positive customer experience
- Create engaging training that opens staff to new ideas
- Drive and nurture creativity in communications
- Instil mindset that looks for new opportunities , new ways of working
Adaptive Learning Processes
- Develop a blended learning proposition focussed on business goals
- Support performance management with employee development via coaching programme
- Identify , share and reward cost effective best practice
- Build a positive training culture that drives team performance aligned to business objectives
- Identify and develop internal talent at all levels
People engagement
- Encourage people to identify and achieve personal goals that benefit the company
- Share ( open book style ) performance and successes
- Promote self belief
- Use new ideas/challenges to energise teams
- Support individuals and teams in taking ownership of issues
Results Focus
- Measure performance and recognise individual/team contributions
- Ensure L&D activities are match for current and future business needs
- Help people to maximise all their current skills
- Develop L&D programmes that drive greater quality and efficiency
- Measure impact of L&D activities on business priorities
Teamwork
- Establish cross functional relationships focussed on results
- Create and Celebrate role models of teamwork
- Develop supportive culture where sharing issues is encouraged
- Provide models of ways of team working
- Invest in teams that deliver results
Understanding
- Ensure company understands current and future needs of customers
- Learn from how other companies practices
- Encourage and listen to ideas from all staff
- Drive shared understanding of key objectives and issues
- L&D must be open , approachable and quick to respond
L&D professionals that adopt these 30 Top Tips will help to ensure their companies become better , stronger , faster.
Their Top Tips are
Creative Problem Solving
- Facilitate creative problem solving sessions to create and inspire ideas
- Develop innovative solutions to increase positive customer experience
- Create engaging training that opens staff to new ideas
- Drive and nurture creativity in communications
- Instil mindset that looks for new opportunities , new ways of working
Adaptive Learning Processes
- Develop a blended learning proposition focussed on business goals
- Support performance management with employee development via coaching programme
- Identify , share and reward cost effective best practice
- Build a positive training culture that drives team performance aligned to business objectives
- Identify and develop internal talent at all levels
People engagement
- Encourage people to identify and achieve personal goals that benefit the company
- Share ( open book style ) performance and successes
- Promote self belief
- Use new ideas/challenges to energise teams
- Support individuals and teams in taking ownership of issues
Results Focus
- Measure performance and recognise individual/team contributions
- Ensure L&D activities are match for current and future business needs
- Help people to maximise all their current skills
- Develop L&D programmes that drive greater quality and efficiency
- Measure impact of L&D activities on business priorities
Teamwork
- Establish cross functional relationships focussed on results
- Create and Celebrate role models of teamwork
- Develop supportive culture where sharing issues is encouraged
- Provide models of ways of team working
- Invest in teams that deliver results
Understanding
- Ensure company understands current and future needs of customers
- Learn from how other companies practices
- Encourage and listen to ideas from all staff
- Drive shared understanding of key objectives and issues
- L&D must be open , approachable and quick to respond
L&D professionals that adopt these 30 Top Tips will help to ensure their companies become better , stronger , faster.
Friday, 23 October 2009
Open University Business School SWAN Alumni Group Invite you to Leadership skills in 2020: what will we need?
Date: Wednesday 25 November 2009
Time: 18:30 registration, 19:15 start, 21:00 finish
Venue: OU Regional office, 4 Portwall Lane, Bristol, BS1 6ND
Directions
Cost: £15.00, guests welcome, certificate of attendance available
For more information about the event and to download a booking form, please visit our website. Completed forms should be returned by email to j.e.barker@open.ac.uk or by fax to +44(0)1908 655102.
Alternatively, please call Janet on +44(0)1908 659262 if you wish to make a booking, or have any questions.
--------------------------------------------------------------------------------------
Do you want to be a Great Leader in the Future? How will the work environment have changed? What trends will drive the skills and knowledge we will need?
Do you want to be involved in creating the answers and the future?!
Then come along to this session. All you have to bring are what Poirot would call “those little grey cells” and a willingness to join-in. We will explore key leadership themes and create our own map of Leadership in 2020.
Due to its highly interactive nature numbers will be limited to 20 people
During the session you will actively experience the unique Mind Wizard process and discover how to approach challenges and problems in a creative and unique way.
Paul Maisey
With a successful track record of over twenty five years Paul helps firms to identify compelling VISION and VALUES, embed the success habits of highly effective LEADERSHIP and CUSTOMER SERVICE, engage in collaborative COACHING and ensure High Performance TEAMWORK.
He has a passionate, challenging and determined style with an excellent track record in driving change at all levels. A leadership style that is motivational, consultative and engages team’s skills he is results orientated and uses highly effective interpersonal skills to work with a wide range of stakeholders.
He will shortly be featured in a SKYTV documentary on Leadership.
Christine Sargent
Head of Alumni Relations
OU Business School Alumni Office,
Michael Young Building, Walton Hall,
Milton Keynes, MK7 6AA, United Kingdom
Time: 18:30 registration, 19:15 start, 21:00 finish
Venue: OU Regional office, 4 Portwall Lane, Bristol, BS1 6ND
Directions
Cost: £15.00, guests welcome, certificate of attendance available
For more information about the event and to download a booking form, please visit our website. Completed forms should be returned by email to j.e.barker@open.ac.uk or by fax to +44(0)1908 655102.
Alternatively, please call Janet on +44(0)1908 659262 if you wish to make a booking, or have any questions.
--------------------------------------------------------------------------------------
Do you want to be a Great Leader in the Future? How will the work environment have changed? What trends will drive the skills and knowledge we will need?
Do you want to be involved in creating the answers and the future?!
Then come along to this session. All you have to bring are what Poirot would call “those little grey cells” and a willingness to join-in. We will explore key leadership themes and create our own map of Leadership in 2020.
Due to its highly interactive nature numbers will be limited to 20 people
During the session you will actively experience the unique Mind Wizard process and discover how to approach challenges and problems in a creative and unique way.
Paul Maisey
With a successful track record of over twenty five years Paul helps firms to identify compelling VISION and VALUES, embed the success habits of highly effective LEADERSHIP and CUSTOMER SERVICE, engage in collaborative COACHING and ensure High Performance TEAMWORK.
He has a passionate, challenging and determined style with an excellent track record in driving change at all levels. A leadership style that is motivational, consultative and engages team’s skills he is results orientated and uses highly effective interpersonal skills to work with a wide range of stakeholders.
He will shortly be featured in a SKYTV documentary on Leadership.
Christine Sargent
Head of Alumni Relations
OU Business School Alumni Office,
Michael Young Building, Walton Hall,
Milton Keynes, MK7 6AA, United Kingdom
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