The Blog

How upskilling your staff can build your Companies defences against Covid

We are all in exceptionally unsure and testing times – HR specialists are now beginning to get their workforce ready now, for what is probably going to be an altogether different tomorrow.

Upskilling your current workforce is not just empowering for the individual and can help to prepare for an ongoing new way of working, but can also have huge benefits for your organisation in these difficult times.

Three ways upskilling can benefit your organisation:

1. Getting ready for a new era of work

It’s almost incomprehensible to conceive the affects which Covid-19 has already had on the landscape of work and will continue to do so for the foreseeable future.  New ways of working/ homeworking, liaising with colleagues and clients will continue to change as we navigate through this new working landscape.  Like-wise, client’s requirements, perspectives and needs will also continue to change.  It’s unlikely we will ever work in the same way again.

Although the unknown can feel extremely daunting and worrying – is there a light at the end of the tunnel?   By preparing/ managing and accepting these inevitable changes which Covid has brought about, there is an opportunity to improve internal efficiencies/ processes and more importantly plan for this new future of your business and the people who are in it, carrying everyone through the pandemic as one team with one goal – to ensure you are in a stronger position once it’s passed.

2. Employee motivation

As most HR Specialists will tell you about the benefits of upskilling, it can have a powerful impact on an employee’s sense of well-being.  It makes that employee feel valued and part of the wider organisation’s future plans.  It gives assurances to an individual in these incredibly uncertain times.

Although we have all had to adjust to new ways of working, this has given employees the opportunity to learn new skills and adapt in ways they may not have thought possible which can have a positive affect on self-esteem.  This positivity which upskilling your staff can create also cascades down to your wider workforce.  When employees see an organisation taking the time and investment to develop their staff – this can be hugely inspirational to other individuals and gives a sense of pride in an organisation at a time when they may be feeling justifiability flat and demotivated because of Covid-19.

3. Adapting to current, ever-changing demands

Whether members of your staff are working with a more streamlined team, covering for illness or have completely changed the way they are delivering a service/ selling a product – it’s likely they have had to learn new processes and fast!  As we’ve discussed, although these new demands can cause confusion and anxiety, channelled in the right way – they can also be incredibly beneficial to the individual and the business as a whole.

HR specialists who upskill their staff now, have the opportunity to address any concerns from the outset, implement any changes to your current processes now rather than later and better prepare your team to adapt for undoubtedly, more changes to come.  The new skills and knowledge members of your team have, may not only help your business to continue to adapt and work more efficiently in these uncertain times, but can also add to your business’s profitability through innovation and growth.

Bright Direction Training

Bright Direction Training have a proved track record of working with HR Specialists, successfully developing their teams and organisations throughout this pandemic.  We pride ourselves on working closely with both the individual to ensure their personal learning goals are met whilst working closely with organisations to ensure all training is aligned with their overall goals and business strategy. 

For more information on our Leadership and Management courses, please view:
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    What is the difference between leadership and management

    It’s a known fact that everyone wants to achieve great things at work, and getting higher on the ladder usually requires becoming someone more senior.

    Because of this, you’ve no doubt heard of management and leadership. But, while they sound the same, the two are very different when it comes to advancing at your place of work.

    Leadership and management

    While leadership and management are often thought to be the same thing, they’re very different. The main difference is leaders have those that follow them, whereas managers have those that work for them.

    However, with that being said, leadership and management go hand in hand with each other, and while they aren’t necessarily linked, they complement one another. The biggest overlap between the two being; good leadership includes responsibility for managing.

    So, while leaders can include management as a function of the role, the same doesn’t apply for managers.

    This may seem confusing, but, despite the overlaps, the only way to see how leadership and management are different is to think of the one without the other.

    Below, we take a look at what makes a manager and what makes a leader.

    Leadership

    Vision:

    One thing leaders do is create a picture that’ll inspire and engage those around them. They also see people as individuals, motivating them to be part of the bigger picture, rather than working solo as more can be accomplished together.

    Make change:

    Leaders don’t just settle for what already exists, instead, they strive to innovate and make changes as best they can to find a better way of moving things forward.

    Unique:

    Self-aware, leaders are comfortable with themselves, making them both authentic and transparent to others.

    Risk-takers:

    No one can accuse leaders of being afraid as they’re always willing to take risks, regardless of whether they’re successful or not, as failure can lead to success.

    Stick with it:

    While some people may flit between jobs or projects, leaders are in it for the long-haul. This is because they set out to achieve something and stay motivated until they reach their final goal, no matter how far away it may appear.

    Growth:

    Due to their nature to challenge themselves and take risks, leaders are always learning new things. This, in turn, allows them to grow and expand their knowledge.

    Relationships:

    Rather than purely focusing on them themselves, they focus on others too. This allows them to build up relationships, which creates trust and loyalty in the long run.

    Coaching:

    Leaders always work to help those around them, passing on their knowledge to help others improve, as they know this will help to improve the company too.

    They have fans:

    Because of their attitude and determination to succeed, while helping others, this wins fans within businesses, helping to boost their visibility and credibility.

    Management

    Goals:

    Mangers are concerned with meeting or exceeding objectives. This results in setting, measuring and achieving goals in a controllable situation.

    Status quo:

    Unlike leaders, managers tend to stick with what works rather than looking to change it.

    Copying:

    Rather than going with their instinct, managers recreate competencies and behaviours learnt from leaders around them.

    Risks:

    Rather than taking them, managers work to minimise risks, working to avoid problems rather than embracing them.

    Short-term:

    Rather than looking ahead, managers are more focused on short-term goals, achieving regular acknowledgement.

    Reliance:

    Managers tend to rely upon the skills they currently have, sticking to a formula that has proven successful and refining them.

    Build systems and processes:

    To achieve goals, managers set structures that are needed, focusing on desired outcomes by working with individuals to achieve the objectives.

    They direct:

    Managers assign tasks to those that work for them, guiding how they can be accomplished.

    Employees:

    Rather than a team, managers have a group of people that work for them and seek to please them.

     

    As you can see, the two are very different in style. However, this doesn’t mean that someone in the management world can’t move into one of leadership.

    This is something many companies do to grow the talent they have, helping improve the company as it moves into the future.

    Research has shown that 90% of those who have completed a leadership and management qualification improved their performance at work. This even had a ripple effect, cascading down to other colleagues.

    To find out how we can help you and your company with one of our management and leadership courses, please get in touch today, and someone will get back to you.

    Discover Our Leadership Courses

    Resilience in leadership

    Leadership and resilience

    In the workplace, many have indicated the importance of resilience as a leadership trait due to resilient leaders being seen as more effective overall.

    Required in many workplace situations, you may be wondering what resilience is and how it can be applied to your management skills.

    Let us tell you all about it.

    What is resilience?

    When boiled down, resilience is a further evolution of stress management. Recently, many businesses have been pushing the concept of resilience as a way of helping to unlock further potential in business performance, as it helps workers better cope with the stresses and strains of the modern-day office.

    When it comes to managers, being able to implement resilience tools and strategies will therefore not only make you a better leader but help the company overall.

    Traits of a resilient leader

    There are several ways to identify if you’re a resilient leader or not.

    Firstly, resilient people possess three specific characteristics. These are:

    • An acceptance of reality
    • Strongly held values that life is meaningful
    • An ability to improvise

    These characteristics are embedded within a person, which leads to them becoming much more adept at both leadership and resilience within the workplace.

    You can see this within the person’s ability to recover from failures quickly, maintain a positive attitude in the face of turbulence, while also being able to move forward and avoid getting stuck.

    It’s these traits that lead to them being perceived more positively within their place of work. And, while many within the workplace can bounce back with one or two of these three key qualities, only those that possess all three can become truly resilient.

    How do we get it?

    There’s no need to worry if you don’t have all three, as an individual doesn’t have a fixed level of resilience.

    This can be developed through resilience training, which focuses on four principal factors:

    • Confidence
    • A sense of purpose
    • Social support
    • Adaptability

    It’s these core principles that can then be applied to your life, which can help you become a more resilient leader.

    These can then be transferred to your managerial career. 

    How to demonstrate resilience

    Helping you on your way to becoming a resilient leader, there are certain things you can demonstrate to those that you work with while in the office. These include:

    1. Communicate

    Effective communication is the best way to let others know what’s going, and the most resilient and best leaders always communicate effectively. Letting those they work with know their intentions, they’re also always willing to help others understand new strategies and direction.

    1. Be coachable

    Always be open to feedback, and if you aren’t getting any, ask! This is a key trait of all resilient leaders as they’re always willing to put the effort in to improve themselves throughout their careers.

    1. Build positive relationships

    Always bring others along with you, as this helps to build trust with those you work with, creating strong bonds and ultimately developing an excellent working relationship.

    1. Be a bold risk-taker

    Don’t be afraid to try new ideas and take bold risks. This will stop you and the company from becoming stuck in a rut, while helping those in the company, and the company itself, to flourish as the world changes around it.

    1. Develop others

    Don’t just be interested in your development, but those around you too. The most resilient of leaders know they’re only as good as their team, and if your team is developing and learning, so are you.

    1. Champion change

    Resilient leaders always embrace change, no matter how scary it may seem, as it’s required to help businesses and individuals grow and develop.

    1. Be decisive

    While some decisions can be difficult to make, the best and most decisive leaders make decisions and move forward. If the decision is wrong, they’re good at learning from it and moving in a new direction, but the important thing to do is to always make important decisions.

    While there are other ways you can better yourself, just choosing some of these resilience strategies will help you to seem more resilient.

    At Bright Direction Training, we provide all the tools to help managers become more resilient through our leadership courses.

    To find out more about our leadership courses get in touch with our friendly team today. Call us on 01204 859 859, email us at info@brightdirectiontraining.co.uk, or fill out our contact form here.

     

    Apprenticeship Levy Changes for 2020 for Small Businesses

    Here at Bright Direction Training, we want to ensure that everyone is up to date on all the important changes happening around them. One thing that happens year after year is the updates applied to the Government-run apprenticeship levy.

    2020 is no exception, with changes to the apprenticeship funding rules for August 2019 to July 2020. Therefore, we’ve kept ourselves up to date on all things apprenticeship so that we can keep you informed of all the important bits.

    Apprenticeship Non-Levy Funding 2020

    Always with a watchful eye, we noticed changes to the scheme at the very start of the year, which was set to benefit all employers.

    Introduced to provide businesses with a payroll pay bill of £3 million and over access to funding, this would allow businesses to develop employee skills while reducing the skill gap.

    Therefore, employers would pay into the levy pot automatically and could use these funds to recruit new apprentices or train their existing staff. However, this wasn’t so great for smaller businesses that weren’t able to take advantage of the government scheme.

    However, that’s all changing!

    Changes for Small Business

    As we moved into the new year, you’ll be happy to hear that you can now take advantage of the changes in funding arrangement!

    If you fall into the bracket of the non-levy funding, you can upskill your workforce or take on new apprentices to boost your company workforce. This can all be done without the heavy cost associated with training because the changes mean you only have to fund 5% of the apprenticeship cost.

    Access to the Non-Levy Funding

    This is great news for all those smaller businesses out there!

    So, if you have highly motivated and skilled staff who are looking to, or you want to become a leader in your business, the courses can be partly funded by this levy as small businesses have access to the funding.

    The process involved to access your training and funding is very straightforward. All you need is the employer PAYE reference number before creating an account on the Apprenticeship Service to get started.

    If you want to know more or need assistance with the set-up of your account and getting access to your funding, don’t hesitate to give us a call and we can help you right away.

    Leadership in Health and Safety

    Regardless of where you work, you’ll have heard of health and safety. And, if you’re wondering ‘how many employees do you need to have a health and safety policy’, the answer is quite simple. Regardless of company size, all businesses have to implement health and safety procedures.

    From health and safety for directors and senior managers to health and safety for middle management, assistants, cleaners and everyone else who works for you, you need to ensure everyone is safe.

    Therefore it’s important to understand the importance of health and safety leadership and management to help you create a safe working environment.

    How to Improve Health and Safety Management and Leadership in Business

    There’s an endless list of rules and regulations that all workforces have to adhere to. However, when it comes to a health and safety small business checklist, and big business checklists too, three key elements can help you to effectively manage the health and safety of your business.

    These are:

    1. Leaders and managers

    Leaders and managers of all levels should be aware of the health and safety risks within a company. This allows everyone to work together to ensure everyone within the business is ok at all times.

    1. A skilled workforce

    All members of staff must be adequately trained in health and safety standards. This helps to highlight the importance of health and safety practices while helping workers to feel safe on the premises.

    1. A trusting environment

    By this, we mean a place where everyone feels as though they are trusted and involved in the development of health and safety. This is especially effective when it comes to those ‘on the ground’, as they are the most likely to be affected with issues regarding health and safety – particularly in industries that require manual work. This helps everyone within the company to feel valued, and again, emphasises health and safety.

    However, on top of this, it’s highly important to have individuals who are leaders in the world of health and safety. And to understand how you go about this, it’s important to first understand the difference between leadership and management.

    What is Health and Safety Leadership and Management?

    While they may sound like the same thing, they are, in fact, different.

    The key difference between the two is that leadership is more aligned with inspiring cultural changes within a business, while management tends to focus on planning and executing those changes.

    If you were going to break the two down into specific tasks, this is what it would look like:

    Leaders

    • Set a clear vision for health and safety within the company moving forward.
    • Develop methods of communicating health and safety issues, alongside a specific tone of voice.
    • Show commitment, knowledge and a willingness to learn.

    Managers

    • Make sure specific staff members have the required health and safety accreditations.
    • Maintain health and safety resources, while ensuring members of staff have easy access to them.
    • Monitor and review health and safety process against set goals.

    While different, the two do work unison, and while leaders may not play a part in performing the work that requires health and safety, they do play a huge role in safety performance.

    This is due to them building excellent relationships with others in the company, becoming someone they want to follow – perfect for health and safety procedures. Therefore, you must know how to spot and nurture these leaders.

    How to Spot Leadership in Health and Safety

    Natural born leaders tend to spring up within a company, and they’re usually quite easy to spot in the health and safety realm, not just due to their health and safety routines but through their influence on others.

    Not always managers and supervisors, health and safety leaders tend to demonstrate the following behaviours:

    • Having a deep understanding of safety procedures and following them
    • Reporting any health and safety issues
    • Going out of their way to prevent safety issues
    • Introducing new processes to help improve the safety of themselves and others
    • Encouraging others to take safety procedures seriously

    How to Cultivate Health and Safety Leadership

    Once you’ve discovered these people within your company, don’t let them go. Instead, work to encourage them.

    There are three ways to help cultivate these leaders of the future, which are:

    1. Identify them

    The first step is identifying them, and once this is done, let them know to help them to continue to work on this.

    1. Invite ideas

    Once identified, invite them to bring new health and safety procedures to the business. These people will often identify new ways to makes things safer due to their natural leadership.

    1. Training

    The next step is to equip them with further knowledge and skills to make them a leader in the world of health and safety. This is beneficial to them, you and the company.

    If you’ve noticed individuals in your company who show promise in health and safety leadership, Bright Direction Training can help you and them with one of our leadership courses.

    To find out more about what our qualifications entail, get in touch with our friendly team today. Call us on 01204 859 859, email us at info@brightdirectiontraining.co.uk, or fill out our contact form here.

    Christina Turner completes level 3 team leader/supervisor apprenticeship with a Distinction Grade

    On the 25th of September 2018 Christina Turner commenced an Apprenticeship Programme with Bright Direction Training… but this is only the beginning of the story.

    Christina started work with Bright Direction Training in May 2012. Previous to this Christina had been attending one of our training courses when Managing Director Jamie MacGregor spotted what he knew was a talent with potential benefits for the business.

    “It was obvious that Chrissy had bags of potential. I believe all our learners are better than they know, but on the day we needed some extra office support… Christina was in the right place at the right time. Luckily for us, when we offered her a job she accepted.

    I always say that my best business decision is every time we employ a new member of staff; but Chrissy was the first. I am absolutely thrilled that she has not only completed this apprenticeship but excelled throughout and gained a distinction. It is testament to the value of an Apprenticeship and the quality it can add to a business. I am certain this isn’t the end of Christina’s learning journey.”
    Christina was immediately offered a job and began work as an administrator. Bright Direction Training very quickly began to grow as a business, more courses, more learners, more programmes and more staff.
    Christina also began to grow alongside the business. She took on more responsibility and very soon began to influence the way the business was run. It looks like Jamie had made a good call and his investment in offering Christina a job was already paying dividends.

    With the increase in business came a new job title for Christina as she became our new Project Co-Ordinator. Christina’s role began to change as she took on more Leadership responsibilities. Further increases in staff saw Christina then become the Operations Manager. Now with an additional five members of staff and around 20 freelance tutors to manage her leadership skills were being put to the test. Recognising that Christina was making the important transition from ‘worker’ to Leader/Manager the decision was made to enrol her onto the Level 3 Team Leader/Supervisor apprenticeship programme. At Bright Direction we practice what we preach and see Management development as fundamental in supporting not only our staff but also the business.

    The 15-month long apprenticeship programme saw Christina develop even further both as a manager and a leader. Curriculum lead Aiden Murphy says;

    “Christina gave 100% to every element of the programme as well as demonstrating excellent knowledge and skills, she was able to showcase exceptional behaviours as she progressed. Her own personal development has been first class”

    Christina completed the ILM Level 3 Diploma for Managers and went to independent End Point assessment in order to complete the apprenticeship programme. The result will come as no surprise. Christina achieved an overall grade of ‘Distinction’
    At Bright Direction Training we can already see the new benefits and contributions Christina brings to the business. We fully commit to the development of all our staff…. Well done Christina!!! You continue to do us proud.

    Morson International Graduate from Bright Direction Training

    Morson International graduate from Bright Direction Training

    We’re giving a big well done to the team at Morson International, after the successful completion of their level 3 team leader/Supervisor apprenticeship standard, including ILM level 3 diploma for managers, delivered by Bright Direction Training.

    Congratulations

    After extensive hard work from all involved, the team, which includes Michael Ingham, Jack Richardson, Alex Parmley, Shannon Demiryaban, Claire Willis and Jayne Lee each received their certificates from Ged Mason, OBE.

    Helping them to further their careers, the course is sure to have put them on the path to becoming the leaders of tomorrow in the world of Morson International.

    Level 3 management apprenticeship standards for team leader/supervisors

    Created to help develop those who want to become successful leaders within their place of work, the qualification is ideal for those in first-line management or a supervisory role.

    Featuring a combination of knowledge and competency-based work, the course helps each person to enhance the skills they already have while working to become a great leader by achieving desired goals.

    The course teaches those taking part how to support, manage and develop team members, manage projects, plan and monitor workloads and resources, deliver operational plans, resolve problems and build strong, long-lasting relationships, both within and outside their place of work.

    Morson International and Bright Direction Training

    Morson International is an industry-leading recruitment agency helping individuals find work across the globe.

    Running since 1969, the company knows what it takes to ensure the business stays at the forefront of what they do. And, one of the ways they do this is to invest in their employees to ensure they can continue to better themselves, and in turn, the work they do for their clients.

    Working alongside Bright Direction Training, Morson International have capitalised on our courses to help individuals within their business push themselves harder and harder, helping to better everyone involved in the long run.

    If you’d like to find out more about our ILM level 3 leadership courses, why don’t you get in touch today? Call 01204 859859 or email info@brightdirectiontraining.co.uk, Or click here to visit our contact page, and find out how we can help you.

     

    Coaching and Mentoring in the Workplace

    Mentoring or coaching? Why are they important? Which will be the most beneficial to your business? What techniques are commonly used?

    In this blog, we answer these questions and explore coaching and mentoring specifically in the workplace.

    The meaning of mentoring and coaching

    Before you determine which one is best for your business, it’s important that you understand the meaning of both. Coaching is used to describe the process of delivering training or development to a person to help them reach their goals. The aim of the task is for an individual to discover their motivators and what hinders them from achieving their targets, such as attitudes and preconceptions.

    Mentoring is slightly different. Those providing it are perceived as more of a ‘role model’. They offer guidance, along with knowledge and expertise, to help the mentee succeed in their aims.

    Whilst they sound very similar, they’re not the same. A mentor takes an ‘advisory’ position, whereas a coach is one of helping and encouraging. Mentors offer specific advice and opinions, whereas coaches help an individual to come up with a solution.

    The importance of coaching in the workplace

    Both coaching and mentoring are important in the workplace. Coaching can be particularly beneficial for developing employees. For example, you may have hired someone with a suitable educational background, but they lack real-life experience. Or, it may be that they have worked within a few companies, but none quite like yours. Coaching will help them fit in and succeed.

    On top of this, coaching can also reduce staff turnover and the likelihood of negative employee morale. Workplace coaching also helps managers to identify high potential employees and can help a company to achieve its organisational goals.

    For the employee, they can develop skills in leadership and self-management. It’s likely to give them a confidence boost and make them more resilient and empathetic as well as self-aware.

    The importance of mentoring employees

    Workplace mentoring can be beneficial because it can also prevent problems from occurring. Not only can it improve the quality of work and increase productivity, but it has also been proven to boost retention and create a positive work environment. Mentored employees will also possess a stronger skill set and are typically able to bring more creativity to the table.

    Employees will also feel more effectively prepared for tasks in the future. It could be particularly helpful to those team members who are quieter or new to the workplace environment. It will help them to feel supported and ensure they’re not isolated. And with the right mentoring, it will improve their confidence too.

    Like coaching, with mentoring, staff are more likely to be loyal because they will feel more valued. In fact, you might find it easier to attract new talent to your company. Mentoring may be the benefit that draws them in.

    Mentoring versus coaching

    Mentoring and coaching both have their benefits and importance in business, but which is better? Ultimately it will depend on the needs of your enterprise.

    The relationship between a mentor and mentee is long-term, whereas with a coach it’s usually a set, short period of time. Coaching is generally quite structured and will have specifically arranged meetings – mentoring takes place whenever it’s necessary.

    Typically, coaching is set in the present with a focus to achieve immediate goals that are often related to personal development. It’s much more task-oriented and performance-driven. Mentoring works towards the future.

    Mentoring and coaching techniques

    Typically, mentoring and coaching techniques are very different. A common mentoring method is using force field analysis – this is where arguments for and against action are considered, and a proposal decided on after. Career scenarios are also used to plan various paths alongside realistic timescales. Also used in the ILM course is the “Clutterbucks Model” which encourages the mentored employee to become self-reliant and to take ownership of their personal and professional development.

    With coaching, one method is to establish SMART goals. This ensures team members have clear targets and are accountable for them. Another technique commonly used is constructive feedback and progress evaluation. The focus is also put on effort, rather than ability, and celebrating any achievements made – no matter their size. Additionally, techniques such as the GROW and OSCAR models are used to develop plans, goals and problem-solving skills.

    Occasionally, mentoring and coaching use similar methods. For example, they both use active listening, ask open questions and promote effective communication. However, you might not have the necessary capabilities to provide mentoring or coaching. This is why it’s a great idea to undertake a Leadership and Management apprenticeship.

    At Bright Direction Training, we do much more than teaching the essential abilities. There’s an element of practical coaching too. Plus, we align these leadership coaching and mentoring apprenticeships with ILM qualifications.

    To find out more about what our qualifications entail, get in touch with our friendly team today. Call us on 01204 859 859, email us at info@brightdirectiontraining.co.uk, or fill out our contact form here.

    The Difference Between Transactional And Transformational Leadership

    Two of the most popular types of leadership are transactional and transformational. But if you don’t know what the real difference is, don’t worry, you’re not the only one.

    We’ve previously answered ‘why is leadership important?’ And now, in this blog, we delve into not only the difference between and importance of both of these leadership styles, but the benefits, drawbacks, and key competencies that underline them.

    Transactional leadership 

    Transactional leadership describes a style where leaders promote compliance using a system of rewards and punishments. This transactional relationship is the more traditional form and typically follows existing processes and policies. Transactional leaders measure their team’s performance closely, monitoring daily progress.

    In this type of leadership, goals are also used for individuals – rather than collective aims. It’s very much a case of extrinsic motivation. Issues tend to only arise if practices aren’t complied to, and with such explicit guidance, this is rarely the case.

    The transactional perspective takes the stance that any problems are reacted to – rather than the leader being proactive. Constructive feedback is important in this type of leadership.

    Transformational leadership

     Transformational leadership, on the other hand, is much more proactive. Transformational leaders motivate, inspire and encourage staff to innovate. New ideas are expected, and with these the business will transform for the better – hence the term ‘transformational leadership’.

    The leader’s vision and values are followed by employees, but not because of a reward. Instead, they are motivated because the transformational leader inspired them. It’s a case of ‘lead by example’.

     Whilst the transformational theory of leadership looks to appeal to the entire group’s interests, there is still an individual focus. Their strengths and weaknesses are assessed, and the approach looks to enhance these capabilities, plus hear their views.

    Transformational and transactional leadership characteristics

    As there is such distinction between the two types of leadership, the behaviours they exhibit are different too.

    Transformational leaders are typically seen as a mentor, attending to their team’s needs and being empathetic. Often, they will create an interpersonal relationship with each one. With inspiration playing such a huge part in transformational leadership, leaders encourage staff to leave any comfort zones. The influential leader will be a driver of change, delivering their vision via effective communication. It needs to be clear, meaningful, powerful and engaging. Motivation leadership skills are also essential.

    Transactional leadership competencies include being pragmatic. They are also results-focused, so they can reward performance when necessary. Their way of working with employees is quite directive – they will make decisions and provide the instructions for work. They are more like a ‘manager’ whereas transformational leadership aligns more closely to leadership in management.

    Transactional leadership vs transformational leadership

     Now you know the difference between the two and the variation in their characteristics, you might wonder, which is better? Both have their benefits and drawbacks.

    The strengths of transformational leadership include the promotion of positive feelings, which in turn increases motivation, engagement, and ultimately, productivity. This style of leadership also takes a long-term view – working to keep employees invested in the business not just for rewards, but to achieve organisational success.

    A disadvantage of this style is that because it has a lack of structure, it also lacks the necessary detail. On top of this, its dependency on passion may mean that visions don’t actually align to reality or logic.

    Transactional leadership is beneficial because it promises recognition and reward, thereby providing employees with the necessary motivation. And, as it has clear structure, goals are clearer and easier to achieve.

    However, this rigidity might prove ineffective for some employees. Not only does it restrict creativity, but it can result in employee dissatisfaction, due to the dictation of policies.

    Both have their strengths and weaknesses, and which is most effective depends on the type of business. Transactional leadership has proven to work well in sports teams, whereas transformational has seen success in innovative start-ups. However, they don’t have to be disparate. There is ‘blended leadership’, where a leader uses a mixture of each style to suit the business’ needs.

    Effective leadership skills with Bright Direction Training

    You might not know the type of leader you want to be or have the necessary skills. Thankfully, there’s the option to do a Leadership and Management apprenticeship. You’ll learn the essential competencies like communication and problem-solving, plus benefit from practical experience too. At Bright Direction Training, we offer such apprenticeships – and they’re aligned to ILM qualifications.

    To find out more about how our qualifications will benefit you, get in touch with our friendly team today. We can also tell you more about why leadership development is important. Call us on 01204 859 859, email us at info@brightdirectiontraining.co.uk, or fill out our contact form here.

    Bright Direction Training hosted a visit from the SIA

    From l-r Aiden Murphy, Steve McCormick, Executive Director Operations and Standards, SIA, Mark Burtonwood, Deputy Director, SIA and Jamie MacGregor.

    At the end of July, Bright Direction Training hosted a visit from the Executive Director and Deputy Director of the Security Industry Authority (SIA). We had a very productive meeting and we were very privileged to have some of their time.

    This organisation is in place to deliver regulation to the private security industry, its primary aims are to ensure public safety and that security staff have the correct skills and training to perform effectively and meet their full potential.

    They recognise that training companies play a key role in the protection of the public with private security. Continuous professional development is critical in their view and that is where Bright Direction Training comes in. We are recognised by the SIA and feature heavily in their plans for the future.

    “Bright Direction Training is testament to your clear, obvious and passionate principles of putting the individual you are looking to support at the centre of everything you do”

     Mark Burtonwood – Deputy Director SIA.

    Later this year, the SIA are hosting a series of events across the UK for approved contractors to attend. Bright Direction Training have been invited to speak at these events to the members of around 200 companies. In addition, we have been asked to provide input to the executive as they feel, as do we, that the people attending the courses are the priority and it is with this focus that together we will improve the SIA licence courses.

    Working closely with the SIA, Bright Direction Training will improve the quality of the courses for all attendees, increasing the future employment chances of participants.

    The course that Bright Direction Training offers is delivered by approved and accredited trainers only. Delivered over 3 weeks, this course provides learners with everything that they require to apply for the SIA licence.

    If you are interested in knowing more about our SIA Door Supervision course or checking your eligibility to enrol to our course, get in touch with us today. Give us a call on 01204 859 859, email us at info@brightdirectiontraining.co.uk or fill out our contact form here.

    Looking for training but not sure which courses are right for you or your business?

    Call 01204 859859 or email info@brightdirectiontraining.co.uk

    Or click here to visit our contact page

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