Leaders of public sector workforce

28th May 2010 - PRESS RELEASE from CIPD -
Chartered Institute of Personnel and Development

New ministers can avoid 'scars on their backs' by following new CIPD guide to their first 100 days as leaders of public sector workforce

With the government's first Queen's Speech now delivered and the coalition able to get down to business, new ministers have today been sent a guide to the leadership challenges they face in their first 100 days.

The guide, from the Chartered Institute of Personnel and Development, highlights the immensely difficult challenges involved in motivating a workforce facing severe job cuts, pay restraint and substantial changes to pension benefits, but also expected to deliver substantial changes and improvements in front line service delivery.

Drawing on extensive CIPD research and the experience of the Institute's 135,000 members, the guide highlights:

• The low level of trust and confidence commanded by senior managers in the public sector, why this matters, and the steps that new ministers can take to facilitate an improvement in trust
• The need to work with permanent secretaries and senior managers to ensure that long-term performance is at least as high on the agenda as short-term cost cutting
• The benefits to be gained from involving front-line staff and managers in the hunt for savings, and in efforts to deliver the Coalition's ambitious public sector reform objectives
• The need to lead by example in adopting a positive and productive tone with senior civil servants, and working as a team to deliver change - so that this approach becomes part of the culture throughout the department

Stephanie Bird, Director of Policy at the CIPD, says: "The 'first 100 days' has become a universal yardstick in political life. It has also been well-established in business that the first 100 days as a new leader are crucial in determining whether you succeed or fail. But the overlap between these two truths has never before been properly explored.

"Tony Blair famously talked about the 'scars on his back' from attempting to deliver wide ranging public sector reforms. And he was operating in a time of plenty - a luxury not available today. As not just a new Government, but a new type of government, coalition ministers face a truly gargantuan challenge in bringing their civil servants and front-line workers with them on their journey to achieve ambitious changes in delivery and culture. By taking their responsibilities as leaders of a nervous and battle weary workforce seriously, and working with senior civil servants to set a tone and style of leadership that carries rather than cows that workforce, the seemingly impossible could be achieved.

"It is possible to motivate people to deliver change in times of adversity. But it requires great leadership and exceptional management. These have not always been evident in the public sector. The new crop of ministers needs to quickly find ways of ensuring the exceptional becomes the norm across their departments. And they need to recognise that leading by example is the first and most important management challenge in their first 100 days of delivery of the new Government's agenda."

The CIPD guide also notes that the management challenges facing the public sector are also evident across Britain's private sector, contributing significantly to the UK's poor performance in the international productivity stakes. Stephanie Bird adds:

"The Government's immediate priority must be to get the public sector's own management house in order. But there is also a role for government in providing leadership to help the private sector share best practice and raise its management game. While the public sector can learn lessons from parts of the private sector, poor management is still costing the UK dearly in productivity terms. Conversely, reversing this trend can deliver greater prosperity for the UK, along with greater resilience to future economic shocks. The CIPD stands ready to work with Government to address our national management weaknesses. There is plenty of good practice. The challenge is to get the rest up to the standards of the best."

Source CIPD

How a professional coach can help bring equilibrium

Press Release 18th May 20010 from
International Coach Federation



Life and career out of balance? - Learn how a professional coach can help bring equilibrium.

Is trying to balance your personal life with your career stressing you out? Are you trying to juggle too many things at once? Have you ever thought how much better things would be if you could telecommute or work longer hours less days a week? You are not alone!

May is Revise Your Work Schedule Month, a time to increase awareness, exploration and implementation of nontraditional work schedules such as flextime, telecommuting, job sharing and compressed workweeks. But what if revising your work schedule isn’t an option? Are there other changes you can make to achieve work-life balance?

“Simple changes, such as a revision in your work schedule, could help you strike the work-life balance you are looking for,” says Giovanna D’Alessio, ICF President and Master Certified Coach. “But there are times when you may need help indentifying and implementing other changes to find that all-important balance between your family and personal interests and your professional career. These changes will vary from person to person. Professional coaching is all about helping people take positive actions toward their goals, and work-life balance is a common goal area coaches address with their clients.”

Finding work-life balance leads to improvement in overall health and quality of life. When this balance is achieved, employees see positive results in stress reduction, time management, and general outlook on life. Companies have begun to realize how important work-life balance is to the productivity and creativity of their employees. It can lead to higher employee retention, greater pride in one’s work and higher overall job satisfaction.

Work-life balance is the second highest motivation for people seeking coaching services, according to the 2009 ICF Global Coaching Client Study*. In fact, 50 percent of survey respondents said work-life balance was a “very important” factor in their decision to partner with a coach.

The study also shows coaching is having a positive impact on people’s ability to attain work-life balance. Eighty-two percent of coaching clients who pinpointed work-life balance as a goal reported a positive change in the area as a result of being coached.

What will you do this month to revise your work schedule? Are there other changes you can make in your busy personal and professional life? During Revise your Work Schedule Month, the ICF encourages you to explore how partnering with a professional coach can help you improve your quality of life.

ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. Coaching is a distinct service and differs greatly from therapy, consulting, mentoring or training. Individuals who engage in a coaching relationship can expect to experience fresh perspectives on personal challenges and opportunities, enhanced thinking and decision-making skills, enhanced interpersonal effectiveness, and increased confidence in carrying out their chosen work and life roles.

The International Coach Federation is the leading global organization for coaches, with over 18,000 members in more than 90 countries, dedicated to advancing the coaching profession by setting high ethical standards, providing independent certification, and building a worldwide network of credentialed coaches. The ICF is the only organization that awards a global credential which is currently held by more than 6,200 coaches worldwide. For more information on how to become or find an ICF Credentialed coach, please visit our Web site at www.coachfederation.org.

*The 2009 ICF Global Coaching Client Study, conducted by PricewaterhouseCoopers and Association Resource Centre, surveyed more than 2,100 coaching clients From 64 countries. Results are dependent on survey sample

The International Coach Federation (ICF) was founded in 1995 and is the leading global organization dedicated to advancing the coaching profession by setting high standards, providing independent certification, and building a worldwide network of credentialed coaches.

With more than 17,000 professional personal and business coaches representing over 90countries, the ICF is the voice of the global coaching profession.

Source: ICF

Find out more how Coaching can help your business at: http://www.jml-training.com/coaching.htm


Gráinne Suter of jml Training & Consultancy is a Member of The International Coach Federation

Coaching can help graduates transition from campus to career

Press Release 28th April 2010 from International Coach Federation

So, you’ve finished your degree. Now what? -
Professional coaches can help graduates transition from campus to career

Making the move from classroom to office suite alone can be a daunting transition for recent college graduates, not to mention the rising unemployment rates and hiring freezes most graduates face today. That’s where a professional coach can help.

“A university degree doesn’t automatically equip students with the skills and confidence they may need to land their first career job,” said ICF President and Master Certified Coach Giovanna D’Alessio. “After the pomp and circumstance is over, the graduate is often left wondering, ‘Now what?’ Coaching can be especially beneficial to recent graduates who need to stand out from the crowd of job seekers or anyone in transition or who wishes to make changes in their life or profession.”

Professional coaches are trained to help people define goals and be accountable to those goals. Research proves coaching is having its intended effect on goal achievement. At least 80 percent of respondents to the 2009 ICF Global Coaching Client Study indicated a positive change in their goal areas for 10 of the15 items tested. (The Client Study, conducted by PricewaterhouseCoopers and Association Resource Centre, surveyed more than 2,100 coaching clients from 64 countries. Results are dependent on survey sample.)

Can a coach help me?

• Do you know what kind of job you want, but don’t know where to start? A career coach will partner with you to develop a focused, organized plan for your job search. Keep in mind, a coach will not place you in a job, but can help you find an appropriate position more efficiently.
• Are you sending out resumes but hearing nothing in return? A career coach can assist you with cover letter and resume writing and help you showcase your best assets.
• Are you getting first interviews, but not making it to the second interview? A career coach will help you polish your interview skills that can, in turn, make you feel and appear more competent and confident during the interview process. In fact, 80 percent of individuals have experienced a positive change in self-esteem/self confidence as a result of partnering with a professional coach according the ICF Global Coaching Client Study.
• Are you still not sure what you would be “good” at? Many career coaches are trained in giving assessments to determine your skills, interests, and areas of aptitude. With this information you can narrow your search to key areas you may find most rewarding.
• Have you already secured a job and want to keep it? Coaching is an investment in your professional development that can result in fresh perspectives on personal challenges and opportunities, enhanced thinking and decision-making skills and enhanced interpersonal effectiveness.

Recent graduates and others looking for a qualified professional coach can use the free Coach Referral Service (CRS), an online searchable directory of ICF Credentialed coaches. To access the CRS, visit Coachfederation.org and click on the Find a Coach box on the right side of the homepage.

What is coaching? ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. Coaching is a distinct service and differs greatly from therapy, consulting, mentoring or training. For more information, visit www.coachfederation.org/find-a-coach/what-is-coaching.

What is the ICF? The International Coach Federation is the leading global organization for coaches, with over 17,700 members in almost 90 countries, dedicated to advancing the coaching profession by setting high ethical standards, providing independent certification, and building a worldwide network of credentialed coaches. The ICF is the only organization that awards a global credential which is currently held by over 6,000 coaches worldwide.


Find out more about how coaching can help you at: http://www.jml-training.com/coaching/

Find out more how Coaching can help your business at: http://www.midas-training-france.com/coaching.htm

Gráinne Suter of jml Training & Consultancy is a Member of The International Coach Federation

Employers who do not provide training being deserted by workers

Almost one in five workers left their job last year due to a lack of relevant training, a survey has found.

However nearly half of those quizzed said relevant training would help to compensate for not being offered a pay rise or promotion. Home Learning College, a vocational distance learning provider that carried out the survey among 3,000 British workers, says that a lack of training is endemic in British business.

It found almost two thirds of workers have never received financial help from their employer towards the cost of gaining a professionally recognised qualification and a further 37 per cent say their employer does not take any interest in developing their skills through internal or external training.

Dave Snow, academic director at Home Learning College, said employees should consider distance learning as a way to boost vocational qualifications among staff.

“It’s no secret that the recent recession and continuing economic uncertainty have had a negative effect on training budgets, as well as the ability to offer pay rises and promotions,” he said.

“These combined factors mean that a high proportion of employees will be looking to jump ship at the first opportunity. Rather than letting valuable team members slip through their fingers, employers should act now to strengthen staff relations by considering all available options.”

And the research found clear regional differences exist in the likelihood of an employee clearing their desk because they haven’t received appropriate training.

Almost a quarter of Londoners said they have left a previous job for this reason, in comparison to only 15 per cent of workers in the East Midlands.

Londoners were also found to be happier to be compensated with training in lieu of a pay rise than employees from any other region.

Source: TJ Online

Absence management and the World Cup

There's less than a month to go to the 2010 FIFA World Cup!
Whether you're a fan of 'the beautiful game' or not, there's no avoiding the fact that the first game kicks off in South Africa on 11th June and there will be football fever for the next four weeks.

The CIPD has produced a guide for employers entitled "The World Cup and absence management: guidance for employers"

It is important to remember that the UK’s working population is incredibly diverse and there will be people with backgrounds from all over the world who will be hoping to watch their country in action when matches are screened.

Of course employers have no obligation to cater for their employees’ interest in the tournament, but evidence suggests that where employers demonstrate they care about their staff and their interests outside work, employees are more likely to go the extra mile for the organisation. Some employers may see the World Cup as an opportunity to rebuild employee morale hit hard by the recession.

They list topics like :Flexible hours - Shift swaps - Unpaid leave TV/radio on in background/matches screened in rest rooms and more. This useful guide can be found Here .

If you are actually going there our colleagues at jml insurance.co.uk are holiday autos car hire agents (hence the picture above) and also advertise Travel Insurance and car hire excess insurance providers on the website. They also advertise providers of business insurance if you are an employer in the UK.

Find out more at www.jml-insurance.co.uk

Coaching should be high on the agenda

According to a report in HR Review on the 11th May, "Training not really high on agenda"

Despite claims to the contrary, new research has suggested that coaching is not high on the list of priorities for most employers in these difficult times. According to Henley Business School, while 61% of respondents said developing a coaching culture was one of their top five priorities, only 9% made it their first or second priority.

Henley has suggested this reflects an uncertainty about how to go about creating a coaching culture and concern as to whether the senior team will support the initiative. In addition, a quarter of respondents made ‘developing leadership coaching skills’ their first or second priority.
Patricia Bossons, director of coaching services at Henley Business School, said: “I am hearing from clients and students alike that coaching has never been more important since it helps maintain clarity and resourcefulness in people driving business recovery.

The fact that so many in the survey recognise the importance of coaching yet few appear to make it a high priority may be because coaching is seen as a process, rather than a specific management development area, such as strategic thinking or managing change. It is also still perceived by many to be something that lies in the hands of HR, or external coaches, so coaching skills development can easily be seen as someone else’s responsibility.”

She added: “Coaching can be the oil that enables the rest of a management development agenda deliver tangible outcomes and results. A senior strategic leadership programme, for example, is going to have much longer lasting impact, and a much greater return on investment, if an independent coach supports each individual as they go through their programme.

“Individuals recognise this, which is why the statistics in the research show leadership coaching skills development as a high priority.”

Engineering company Atkins approached Henley Business School because it wanted to be able to have more open, adult and constructive conversations with its top 100 managers and an honest exchange of views about current performance and future potential. The senior team felt that understanding exactly where their leaders saw their own future and articulating how the organisation saw those leaders developing was critical in building a succession strategy that would deliver business goals.

The Dialogue Programme was created, which included a two-day workshop preceded by a detailed process of data-gathering and working to guidelines given by Henley. This included career history to date, current aspirations, psychometric and 360-degree feedback data. During the two-day workshop, there were self-awareness raising and skills development sessions facilitated by the tutor and two one-to-one sessions with a personal coach.

The coaching sessions were designed to help the individual reflect about the issues being raised by the programme.

Brian Fitzgerald, HR director, group talent management at Atkins, said: “For the company, an in-depth dialogue with top talent is now providing insights that didn’t previously exist on a consistent basis. This enhances knowledge of current capabilities and aids succession planning aligned with the company’s future strategy.”

Source: HR Review

If you are an employer or employee and want to find out how coaching can really help you or your organisation, take a look at our Coaching Services section at the jml-training website http://www.jml-training.com/coaching.htm

World Cup absence guidance

CIPD PRESS RELEASE 10th May 2010

CIPD launches World Cup absence guidance to help employers boost employee motivation and engagement

Nine out of ten employers have no plans in place to help manage staff absence during the forthcoming World Cup, according to a poll by the Chartered Institute of Personnel and Development (CIPD). The poll of more than 1,000 employers shows that almost all (90%) of organisations have not developed a policy to manage staff absence during the World Cup. Just 5% of organisations have developed a policy while a further 5% are currently developing one.

In view of these results, the CIPD has produced a guide for employers - The World Cup and Absence Management. The guidance suggests different approaches that employers can consider to help employees enjoy the matches that are important to them without compromising the needs of the business. These may include:
• Flexible working hours
• Shift swaps
• Unpaid leave
• Special screening of matches on premises

The guide also advises employers to make organisational policy clear on absence, whether alcohol related or not. Employers should make clear to workers that there are disciplinary consequences for taking unauthorised time off without good reason or for not performing satisfactorily or misbehaving at work.

The CIPD suggests employers should encourage workers to use annual leave, particularly to discourage general absenteeism and poor performance through over-indulging in alcohol.

CIPD adviser John McGurk says: "It's alarming that only 10% of employers are drafting or already have guidance in place to manage absence during the World Cup. Research suggests that when employers demonstrate they care about their staff and their interests outside of work, employees are more likely to go the extra mile for the organisation. Whatever individual organisations decide is right for their employees, guidance should be clear and communicated well."
Source: CIPD

If you are looking for Management Training before, during or after the 2010 World Cup take a look at the jml Training website at: http://www.jml-training.com

If you are looking for - Car Hire - Travel Insurance - Car Hire excess insurance look at this specialist page. http://www.jml-insurance.co.uk/index.php?id=422

Stress at work could add to heart risk study finds.

The British Heart Foundation reported on the 6th May that
"Stress at work could add to heart risk"

New research suggests there is a link between high pressure jobs and heart disease risks in women.
The research found that heart disease risks in women increased if they felt under pressure at work.

The study looked at the heart health of more than 12,000 women working as nurses.

June Davison, cardiac nurse at the British Heart Foundation, said:

“Feeling under pressure at work means stressed employees may pick up some unhealthy bad habits and add to their risk of developing heart problems.

“Pressurized workers may reach for cigarettes, snack foods and alcohol to make themselves feel better.

“If you feel under pressure you should try and tackle it in a positive way and get active during work hours. Using the stairs and walking some of the way to work could help act as a stress buster and boost heart health too. We know this is a problem and have produced our Think fit! Think well! guide to address mental well-being for employees.”

Josie Irwin, head of employment relations at the Royal College of Nursing, said the paper raised important concerns.

"Our latest employment survey found that 55% of nurses feel they are under too much pressure at work, making this research worrying reading," she said.

"We know that safe staffing levels are key to providing the best quality care for patients - this research also suggests under-staffing and excess pressure can have a damaging effect on nurses' health."


The study was published by Occupational and Environmental Medicine.

See also: Stress - Don't let it get to you! Advice from jml Training