3 Surefire Ways To Reduce Employee Turnover

Do you ever feel like your workplace has a revolving door of employees?

Do you consistently place job adverts and feel like you can’t hold on to your staff long enough to get them past the trial period?

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What To Do After Receiving A Negative Performance Review…

Nobody likes to receive negative feedback, and this can be especially crushing when it happens at work.

If your boss has just given you a negative performance review, you may feel shocked, hurt, angry or confused.

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3 Quick Tips On Minimising Workplace Conflict

Nobody likes to deal with conflict, especially at the office.

If you fight with a friend, for example, you can take some time to cool off before reaching out to them. Learn More

How Leaders Effectively Deal With Business Expansion

If you have managed to grow your business from a startup, you have gone further than most businesses.

While having a novel idea can be exciting, not many people have the skills, drive and experience necessary to actually run a company. Learn More

The GROW Coaching Model – Infographic

The GROW Coaching Model is an excellent way for managers and leaders to coach their team members as they work towards success, so today I wanted to share with you this quick and easy infographic which explains the 4 stages of the GROW model. Enjoy!

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Tips for Handling Conflict at Work

As a manager you’re bound to find out that not everyday is going to be as pleasant as others. You may have problems with clients or deadlines but in my experience the worst days are the ones during which your own team has trouble getting along. If your team members are in the midst of a conflict it’ll be up to you to sort things out. Here are a few tips to help make that job a bit easier.

Determine the Actual Problem

Sometimes people argue and then things escalate until they no longer remember what the original problem was. Ask everyone involved to sit down and talk about what they perceive the problem to be. Once you all agree on a source you can start to find a solution.

Allow Everyone to Contribute

Make sure everyone involved in the conflict has the opportunity to talk about what he or she not only thinks the problem is but what his opinions are and how the problem can be solved. Give each person a set amount of time to speak and make sure everyone sticks to the facts – no berating other team members.

Reach for a Compromise

Identify the methods each member of the group thinks need to be followed in order to reach a compromise. Not everyone will be happy with the entire outcome but there is always a way to make as many people happy as possible. Identify both long and short term goals and find ways for everyone to work toward them together.

Thanks again,


Sean McPheat

Managing Director


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Body Language 101: The Eyes

eyeWe’re going to continue our study of body language by taking a close look at the eyes. The eyes play a huge role in an individual’s ability to express himself. They send several different non-verbal cues and if you know how to read the eyes you’ll be better able to anticipate the needs of your employees and clients alike. Learn More

Campling’s Age/Work Arc Theory

ideaaaMatthew Campling, a prominent psychotherapist, once completed a case study after which he created what is now known as Campling’s Age/Work Arc Theory (or CAWA). The theory was developed after Campling asked a simple question – can a job in today’s work environment be held for life or will you have to move on as your career goals change? Learn More

Decision Making 101: Layoffs

I thought we’d end the week with a little exercise – perhaps one of the most thought provoking yet.

Imagine that you work for a company that, for whatever reason, had a workforce that consisted primarily of white males. Throughout the years you have managed to change the face of the workforce and the company now has a significant number of female, African American, Asian, and Hispanic workers. Learn More

Do You Have Tunnel Vision?

Last week, when we began discussing the various components of the decision making process, I mentioned that one of the attributes a manager needed to have when making decisions was tunnel vision (or, really, a lack thereof).

Think of it this way – a tunnel is very narrow. When you’re in a tunnel you have very few options – either back up or move forward to find the nearest exit. Decision making, when done with tunnel vision, is very similar. Managers with tunnel vision find that they have very few alternatives to choose from when it’s time to make the final decision. Learn More