The Blog

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 into 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 to 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 an 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 teach 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.

Why Is Leadership Development Important?

If you’re wondering why leadership development is important to businesses, then you’ve come to the right place. In this blog, we explore everything from its definition, the importance of it and how it could help your business.

Why is leadership important?

Before delving into why leadership development is important to businesses, it’s good to identify what leadership management is. A leader focuses on creating value, which they do so by influencing, motivating and empowering others to contribute to the business success. This is compared to managers who control and direct teams in line with values or principles that have been established.

Leadership can result in a number of benefits – for both individuals and the business as a whole. Team members have a point of contact for guidance on how to perform in their roles, and this boosts morale in the process. It can also solve and prevent problems that would otherwise negatively impact productivity.

Good leadership nurtures a creative atmosphere that stimulates innovation. Plus, it’s a fantastic way to promote your business values.

Why leadership development is important

These benefits lead onto why leadership development is important to businesses. Such training can make the transition process much easier for those evolving from team members to leaders themselves. And for those already leaders, they can polish their skillset.

Businesses also tend to find improved employee engagement. Better leaders are created, who can effectively head up a team and boost productivity. It produces fantastic role models for future leaders too. On top of this, it promotes the improvement of leadership skills and ensures that there won’t be any gaps.

You’ll be able to pinpoint potential leaders, and there will be a positive impact on company culture as well.

Types of leadership

Before implementing leadership development, you’ll want to ensure that you pick a programme that has a suitable style as there are numerous types of leadership.

One that doesn’t allow for much creativity is the autocratic approach. Used in the military and sometimes production workplaces, its aggressive nature doesn’t work in most businesses. On the other side of the coin is Laissez-Faire, which is significantly more relaxed. Whilst providing complete freedom for innovation, it falls short in structure. It is more effective for motivation-based roles, such as sales.

Commonplace in larger businesses is transformative leadership. It centres around inspiring leaders with a big vision. There’s transactional leadership, which is outcome-focused. It revolves around rewards for great performance, but penalises poor work, with the leader using verified processes to ensure consistent results.

Effective leadership skills

It’s not just leadership style you’ll have to consider; specific skills are required too. A good leader is great at delegating. Trying to do it all isn’t beneficial for the business. Instead, assess the capabilities of each team member so you can assign tasks accordingly.

Another key leadership skill is communication – this shouldn’t just relate to in-person, but across all forms. It’s important to perform active listening, be clear when conversing, and have two-way communication that allows team members to openly discuss issues.

A major part of communication is also the feedback skill. This is a balancing act – micromanaging can be incredibly detrimental, but your team members will thrive when given pointers to boost their performance. The feedback should be constructive, clear, as well as empathetic.

Motivation leadership skills

Communication and feedback skills can also be helpful in another important area of leadership: motivation. From deadlines and tasks to general wellbeing and the workplace environment, it can be a challenge to maintain a high level of motivation. However, there are dedicated strategies.

For example, always ensure that employees know what the end goals are. There will be no uncertainty, and by understanding the objectives for their work, they will be more likely to strive to meet them. Looking for the positives in every situation can also motivate employees, boosting productivity in the process. Praising team members is important too. It shows them the correct actions and encourages them to continue their good work.

Whilst knowing the basic effective leadership skills and why leadership development is important to businesses is incredibly valuable, you might not feel confident being a leader. It’s a great idea to undertake a Leadership and Management apprenticeship, which not only teaches you the specific abilities, but takes a practical approach as well.

Here at Bright Direction Training, we offer these apprenticeship qualifications, and they are aligned with ILM qualifications. Modules include fundamental leadership skills like communication, along with other essential ones such as problem-solving.

To discover more about what our qualifications will bring you, or for further information about why leadership development is important to businesses, 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.

Developing Future Management Teams With Leadership Training

If you’ve ever searched for activities to improve your business, one you’ll likely come across is ‘leadership training’. For some, this is immediately dismissed, as they believe it can’t be taught. Others may skim past it because they’re unsure what precisely it is.

Quite simply, this type of training programme provides the necessary skills and knowledge for people in leadership roles to perform better. Here, we explore why this is so important, how it will benefit your business, and the ways in which you can incorporate it into your operations.

Why leadership training is important

If someone is seen as a great leader, then others will be inspired to perform better too. But in order to get to this stage, a certain set of skills is required. Those who have no prior experience will unlikely have these initially, making the jump very difficult for them.

Without training, they will probably feel thrown in at the deep end, increasing the risk of them making mistakes. They might find certain tasks challenging, such as giving team members feedback and setting goals with them. You might discover that those who lack confidence in their abilities to lead will request leadership training.

This coaching will allow someone else to pinpoint areas to better their leadership capabilities, which the employee may not be aware of. It will also give the staff member the chance to reflect on their abilities, so that they can contribute to their own self-development – something sought by many when looking for a new role.

Leadership training bolton Bright direction

 

How this helps your business

Both personal growth and leadership training can be advertised as an employee benefit on job descriptions, clearly demonstrating that your business is an advocate for organisational learning and development. This will likely result in a much higher number of applicants, meaning you’ll have more choice and will be able to select the very best of the talent available.

And once the employees have received their training, your business will continue to reap the rewards. They will be able to help drive your vision forward, and feel like they are making a difference and have prospects ahead of them. This will lead to increased motivation, in turn resulting in boosted productivity and performance.

Their satisfaction will be improved as well, meaning retention rates will likely be higher and you’ll be holding onto your best performers. These things collectively should bring about a better experience for the customer, ultimately leading to more profits for your business.

Ideas for training

If you want to take advantage of these benefits yourself, there are a variety of ways in which you can offer leadership training.

One idea is to be experiential. Practical exercises will give employees a chance to learn by performing, rather than listening. They can shadow your current leaders, manage projects or create solutions to problems. Although this means they will add value for the business much sooner, it could mean that your future leaders are exposed to too much too soon, causing them to feel overwhelmed.

Instead, you can use the resources you already have by getting your business’ existing managers to share their skills and knowledge. This can be done through mentorship and coaching. Whilst a valuable approach, many managers struggle to commit to this in the long run due to them being busy with their own role. It can be frustrating to all involved.

A way around this is to offer specialised training programmes from a third party. They can dedicate themselves to developing your leaders, without there being any detrimental effect to your business.

The programmes available

Programmes that are specifically targeted to the needs of your organisation and the leader in question ensure greater levels of success. All our courses here at Bright Direction offer exactly this, allowing you to create change your way.

We are based in Bolton and have three specific programmes available in leadership training, with two being the ILM Level 2 Award and the ILM Level 2 Certificate In Team Leading. The former gets employees to grips with leadership via the basics, whilst the latter builds upon this with a wider array of knowledge, skills and practical tasks.

There is also the ILM Level 3 Diploma for Managers, a combined knowledge and competency-based qualification. This will allow you to create future leaders in a cost-effective way. The employees will boost their confidence in managing a team, as well as feel more able to take control of their own professional and personal development.

All our courses are a recognised qualification, meaning both you and the potential leaders will know they are receiving training that is of an excellent quality. To find out how you can incorporate one of our programmes into your business, 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

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