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Preview: Managing Pressure to Achieve Excellence

Managing Pressure to Achieve Excellence



Motivational Speaker for International Conferences / Seminars. Top Team Briefings. Stress Management Training. Nationwide Employee Counselling team. High Performance Executive Coaching. Post Trauma Support & Management. Workplace Bullying.



Updated: 2014-10-03T06:57:43.459+01:00

 



Over-attendance

2008-05-06T23:01:16.731+01:00

The curious reverse of the workplace Absenteeism problem: Presenteeism...We all know about the ever-growing external pressures that force us to work longer and longer hours. But we seldom notice one other pressure from within - the curious psychological need for some people to over-attend. This is so widespread that it has earned a formal definition: Presenteeism.Obviously this can be seen as part of the puritan ethic, celebrating the virtues of hard work per se. At first glance, it looks like simple punctuality taken to an exaggerated level, too much of a good thing. But our automated hi-tech culture has clashed oddly with puritanism, greatly confusing those who are loyally trying to do their best. First, we have the permanent sense of emergency generated by the email and mobile-phone way of life. Almost without a word of excuse or explanation, a manager can write-off our planned evening with a single text-message or one click on ‘CC’ or ‘FWD’, indicating something that looks like a crisis. So against our will, we often have to attend more than is sensible or healthy.On top of this pressurisation, there is a further Puritan effect - guilt at going home while our colleagues are still at work. So we may over-attend for that reason.And then perhaps deeper still is the psychological need to be needed, the dread of feeling redundant - mixed-in with genuine fear for our jobs, and a desperate urge to make gestures of loyalty and high performance. This leads us to generate an artificial sensation of heroic effort. “Do you realise how late I worked last night… Do you realise how early I got in this morning…”It also leads to the bad habit of attending the workplace while ill. And this is what has turned Presenteeism into a political issue, with unions worried about the cumulative effects on an employee’s health, and management chiefly alarmed at the potential spread of some infectious disease around the workplace. But both sides are increasingly coming to accept that attendance while ill is a bad idea altogether. It stands to reason that unwell employees are not going to perform at anywhere near their full efficiency. At the least, this will have a harmful impact on team performance. At the worst, it could lead to some catastrophic error, with knock-on effects for the entire corporate output. And that is quite apart from possible long-term effects of a workforce below normal health levels.Managers are now starting to see the sense of sending employees home if they are struggling to attend while ill - or sometimes, even if they are not ill, but there is simply nothing for them to do. It is worth noting generally that long hours do not always translate into more effective output, and that they may stem from inefficient time management anyway. Managers should also check that they are not setting an example of working over-long hours, which their employees are trying to emulate.Key points about over-attendance· Many employees have a psychological need to work long hours· This is partly exaggerated loyalty and partly fear of redundancy· It often leads to attendance while ill, which lowers performanceCarole Spiers - World Leading Authority on Corporate Stress.BBC Broadcaster. Motivational Speaker. Author.Carole Spiers Group gives authoritative advice on healthy corporate culture and the human aspects of workplace stress, including workplace bullying, post-trauma and organizational change. Their publications and sales CDs have been sold globally and see their Stress Management catalogue - http://tinyurl.com/2xe4seTo sign up for their FREE stress management updates and stress tips, click http://tinyurl.com/29qr5p or for more information email info@carolespiersgroup.co.uk or telephone +44 (0) 29 8954 1593. Check out their website - www.carolespiersgroup.co.uk [...]



The Outsider as Mediator

2008-04-29T21:31:15.238+01:00

Carole Spiers explains why impartiality is crucial in achieving compromise and re-starting dialogue.Workplace stress often leads to situations where colleagues refuse to work together or even speak to each other. This could be anything from worry about a forthcoming merger to a dispute about pay or working conditions or a complicated argument between individuals or departments. At these times, mediation is an important first step to re-starting talks and avoiding costly work stoppages. A good mediator needs several obvious qualifications (and qualities), such as credibility and trustworthiness, good communication and people-handling skills and ideally, specialist experience of mediation itself. But the key qualification is outsider status - the sheer fact of not being identified with either side. Also, if ‘familiarity breeds contempt’, then a new face around the building is liable to be treated with natural courtesy and consideration, a good atmosphere in which to launch a mediation exercise.Being a neutral observer and listener gives the mediator powerful advantages, both on the rational problem-solving level and in the deeper irrational zone of suspicions, prejudices and repressed feelings.On the rational side, the most obvious benefit is that the mediator will not be affected by the outcome of the dispute either way, so discussions can be entirely open and objective. It also removes a major obstacle to clear dialogue, and that is possible association with the various players in the dispute. By being a total stranger to everyone involved, the mediator can rightfully insist on a purely logical account of the events and the issues from their beginnings, with individuals identified by their job-title, rather than their name. In other words, it discourages lazy explanations that fall back on “Usual trouble when Sayeed gets upset” or “You know what Fatima is like.”This reasonable pressure to communicate in proper boardroom style may lead to a clearer view of the problem, in which you may both see down to its roots for the first time. In addition, the outsider is able to contribute a fresh analytical perspective that may prompt a workable solution sooner rather than later.On the irrational side - which tends to grow bigger as the dispute drags on - the neutral mediator represents an important channel for the discharge of emotion and the expression of strong feelings within a safe forum, which may assist in the de-escalation of the conflict. Also firmly in the irrational zone is shuttle diplomacy, where a proposition that would not be listened-to from the original negotiator, is acceptable if spoken by the mediator - literally, the very same words.This demonstrates the function of mediation as a valuable lubricant, with the mediator occupying a non-judgmental role, not apportioning blame, and this may encourage rapport and revelations in confidence which can bring the perception of a grievance back into proportion.Key points about impartiality in a mediator• An outsider is not affected by the dispute, and so can be truly neutral• Being a stranger, the mediator can demand a clear account of the dispute• The non-judgmental atmosphere acts as a channel for unexpressed emotionsCarole Spiers - World Leading Authority on Corporate Stress.BBC Broadcaster. Motivational Speaker. Author.Carole Spiers Group gives authoritative advice on healthy corporate culture and the human aspects of workplace stress, including workplace bullying, post-trauma and organizational change. Their publications and sales CDs have been sold globally and see their Stress Management catalogue - http://tinyurl.com/2xe4seTo sign up for their FREE stress management updates and stress tips, click http://tinyurl.com/29qr5p or for more information email info@carolespiersgroup.co.uk or telephone +44 (0) 29 8954 1593. Check out their website - www.carolespiersgroup.co.uk [...]



Workplace bullying

2008-02-20T09:25:56.703+00:00

Workplace bullying is costing UK plc millions of pounds in lost production,absenteeism and poor industrial relations. CIPD survey makes interesting reading says Carole Spiers Leading International Authority on Corporate Stress. She recommends that organisations have a robust policy on workplace bullying and and as a professional speaker - www.carolespiers.com - Carole is doing her bit to raise the profile of this important issue. email Carole info@carolespiersgroup.co.uk if you would like more information on how to tackle workplace bullying.



Workplace Bullying

2008-01-20T13:38:52.065+00:00

Office Bullying On The Increase
Jan 20 2008

"WORKPLACE bullying levels are sky high according to a report that claims four out of five workers have been victims.

New research by the Samaritans also revealed that a third of people who suffer are so stressed they have considered leaving their jobs.

The survey, carried out for Stress Down Day on February 1, found almost a third feel employers turn a blind eye to their employees' stress".

Leading Authority on Corporate Stress Carole Spiers says that If workplace bullying is an issue for your organisation then it is time to look at the root cause and implement a zero tolerance policy on bullying behaviour and violence in the workplace.For more information on how to achieve this go to: www.carolespiersgroup.co.uk



Motivational Speaker Carole Spiers Tell You How To Deal With Declining Employee Performance

2007-09-20T11:09:08.460+01:00

Having to backtrack through the normal stages of training...The training-up of a new team-member is a well-established process, conducted in a logical sequence of four stages: directing, coaching, supporting, delegating.But when dealing with a case of declining performance, you may find yourself having to reverse the process and take the employee back one stage - or more.One big obstacle is the emotive factor, often involving a clash of egos, with the manager growing impatient with the employee’s performance, and the employee sulking about percived injustices. But the way past this is very unemotive - a disciplined routine, where both sides define the situation with the utmost clarity and candour.Mutually focusing on a specificInstead of trying to rationalise the whole of what may be a big, complex problem, single-out one aspect of it for scrutiny.If it’s a performance point, collect all the factual evidence in support. If it’s a behaviour, log the impressions you have received about it. This may be the first time the topic has received so much scrutiny from both angles - not only how the employee is deemed to have failed, but also how the organisation as a whole might have failed to provide adequate support.Now invite the employee to a meeting, to try and pool your thoughts. First spell-out the problem precisely. The employee must listen carefully enough to be able to repeat back to you every point you have made. Then the employee must spell-out the problem, but from their own angle, and you repeat back their perception of the situation. (This may be the first time that you two colleagues have ever conversed on a meaningful level.)Working towards a resolutionNow you must identify areas of agreement about the issue. If there is not enough common ground for you to work together, revisit the problem, and you may find you can both dig deeper into it and find a solution.Then you have to judge how far to take the employee back down the training path, by judging their degree of commitment. They may have to go back to ‘directing’ level (maximum supervision). Or ‘coaching’ (progress-meetings). Or ‘supporting’ (extra resources made available). But hopefully, you will soon be back on the level of ‘delegating’ - the ideal deployment of manager and employee.Carole Spiers is a sought-after International Motivational Speaker and BBC Broadcaster. She is a Leading International Authority on Corporate Stress and founder of Carole Spiers Group (CSG), one of the UKs leading stress management consultancies, whose psychological insights have improved productivity for clients such as Sainsbury’s, Unilever, Tecom (Dubai), the Bank of England, and many others.CSG gives authoritative advice on healthy corporate culture and the human aspects of workplace stress, including workplace bullying, post-trauma and organizational change. Carole is Author of Tolley’s ‘Managing Stress in the Workplace’ and ‘Turn Your Passion Into Profit.’Their publications and sales CDs have been sold globally and see their Stress Management catalogue - http://tinyurl.com/2xe4se To sign up for their FREE stress management updates and stress tips, click http://tinyurl.com/29qr5p or for more information email info@carolespiersgroup.co.uk or telephone +44 (0) 29 8954 1593. Check out their website - www.carolespiersgroup.co.uk [...]



Millions Of Brits Take Their Work On Holiday - UK News Headlines

2007-07-20T14:44:20.302+01:00

Millions Of Brits Take Their Work On Holiday - UK News Headlines Stress continues to blight many organisations and the long term effects of stress on employees brought about by taking their work on holiday will not help to reduce the cost of workplace stress or reduce the number of ill health retirements due to stress burnout. UK Stress Guru Carole Spiers is adamant that employees should ensure that they get two clear weeks away from work every year to enable them to recharge their batteries fully. For more information on personal stress management go to www.carolespiersgroup.co.uk



Motivational Speaker Carole Spiers explains that a healthy workplace culture comes from inspiration, not regulation

2007-06-23T20:16:43.148+01:00

Just the other year, a startling new phrase ‘toxic culture’ became part of the verbal diet of HR departments and professional counselling teams. It was not actually describing anything very new. But it did put out a depressing signal about the general workplace atmosphere after so many decades of legislation about working hours and conditions, employee welfare and pollution control.By now, it was supposed, sickness and absenteeism would have melted away, shopfloor violence would be unheard-of, strikes would be a distant memory, and team morale would have improved so much that the subject wouldn’t need mentioning.Instead, managements are having to cope with cycles of low morale, leading to poor performance and profitability - which in turn threaten the jobs of good and bad employees alike.What is their best route towards a healthy corporate culture ?The regulations - all part of the problemWe’ve all heard of well-meant laws that turn out to have the opposite effect from the one intended (Prohibition in America, for example.) Well, it’s possible to see a parallel in the soaring piles of workplace regulations, originally designed to keep rogue-bosses in line, with the government effectively taking over large parts of their responsibilities.But you can’t get something for nothing. If you inhibit the power of management to manage, you are tying the hands of the young leaders, and preventing them from making those bold, imaginative leaps which fuel innovation and create jobs. In other words, preventing them from applying necessary leadership.In April 2007, Personnel Today reported a serious leadership crisis in UK business, with a majority of managers admitting that they felt under-confident about their leadership skills.Let’s see how this works in practice.Vacuum of commandA good young manager wants to show a prospective new client around the works. But owing to a technical fault, the temperature in the boiler-room is one degree hotter than permitted, and nobody may pass through. The visit has to be cancelled and the contract is lost, along with a number of new jobs.How do we read this situation? Is it a case of men driven to their limit by appalling shopfloor conditions? No, they have walked out on a technicality, simply because they were allowed to. There has been a vacuum of command and they have felt no urge to support their employer.If the manager had been allowed to manage, the workforce would have been assured of his goodwill in keeping the temperature comfortable, and probably wouldn’t have noticed a one-degree fluctuation. Even if they had, they would be likely to back him.The management of changeThat was one small and simple case, just to illustrate the point about conflicting loyalties. Many real-life cases revolve around a much bigger and more complex issue: the management of change.Now this represents a massive challenge in confronting a workforce with unwelcome truths, and often having to explain what look like broken pledges, such as job-for-life.It also represents a massive opportunity for managers to throw away the rule-book (because the rule-book can do so little about change) and provide active and inspiring leadership - sometimes in an eve-of-battle spirit that may encourage a bold, risk-taking attitude among people who had never thought that way before.Change management is a wide brief that places great demands on your communication skills, your imagination, and your gift for making rapport with different human types. You may be having to introduce a low-tech workforce to unfamiliar new IT systems. You may be having to mastermind a big relocation, perhaps against strong resistance. You may be having to enforce the latest diversity laws with appropriate tact and sensitivity. You may be having to steer your team around the pitfalls of a merger or takeover.The three standard responses to forthcoming changeWelcoming ...Seeing the ne[...]



Motivational Speaker Says, ‘Setbacks. Are inevitable - And Often Helpful’

2007-06-14T12:14:01.613+01:00

Setbacks can happen through no fault of yours. And overcoming them can be mightily instructive. Check the memoirs of the great tycoons. You don’t read far before there’s a big crisis that puts their calibre to the test. “Been through the mill” is a tribute to someone’s character and judgment. (Some religions actually thank the Gods for sending them problems.)

Another Insight Into Self-Marketing Culture By Motivational Speaker And BBC Broadcaster Carole Spiers. Meet her in person at her Self-Marketing Bootcamp ‘Turn Your Passion Into Profit’ in central London, Thursday June 28th 2007.

And discover the fastest way to grow your new business, gain clients, boost profit – all on a zero budget! Click here www.turnyourpassionintoprofit.co.uk to book your earlybird space before all tickets are sold out.

Carole Spiers – International Motivational Speaker occupies a special niche as an expert in Personal Development. Carole’s keynote presentations have educated and inspired audiences all over the world. She is also a high profile BBC broadcaster, journalist and President of the London Chapter of the Professional Speakers Association. Carole is Author of Tolley’s ‘Managing Stress in the Workplace’ and ‘Turn Your Passion Into Profit’

Our publications and sales CDs have been sold globally. To sign up for our FREE success quotations
http://tinyurl.co.uk/yhgv, or for more information email info@carolespiersgroup.co.uk to telephone +44 (0) 29 8954 1593 www.carolespiers.com



Motivational Speaker Carole Spiers Says, ‘Your Health Really Does Come First’

2007-06-13T15:21:24.817+01:00

A rule often ignored, probably because it sounds uncool - too much like teacher’s pet. Yet anyone who’s pushed themselves too far will urge you passionately to ignore the common cries. “A little drink will set me up for the day.” Recipe for total dependence. “Lunch is for wimps.” Pseudo-macho nonsense. “No time for exercise.” Seriously reconsider your time management policy.

Another Insight Into Self-Marketing Culture By Motivational Speaker And BBC Broadcaster Carole Spiers. Meet her in person at her Self-Marketing Bootcamp ‘Turn Your Passion Into Profit’ in central London, Thursday June 28th 2007.

And discover the fastest way to grow your new business, gain clients, boost profit – all on a zero budget! Click here www.turnyourpassionintoprofit.co.uk to book your earlybird space before all tickets are sold out.

Carole Spiers – International Motivational Speaker occupies a special niche as an expert in Personal Development. Carole’s keynote presentations have educated and inspired audiences all over the world. She is also a high profile BBC broadcaster, journalist and President of the London Chapter of the Professional Speakers Association. Carole is Author of Tolley’s ‘Managing Stress in the Workplace’ and ‘Turn Your Passion Into Profit’

Our publications and sales CDs have been sold globally. To sign up for our FREE success quotations
http://tinyurl.co.uk/yhgv, or for more information email info@carolespiersgroup.co.uk to telephone +44 (0) 29 8954 1593 www.carolespiers.com



Motivational Speaker Carole Spiers Looks At The Anatomy Of A Typical Goal

2007-06-07T15:33:45.390+01:00

Writing down your main goal is an essential starting-point, to which many people are hesitant to commit. But a declared goal needs to face the test of repeated scrutiny before you press the launch-button. Pin it up on the wall. Ask your colleagues what they think. If it still looks good after a week, go for it. Any entrepreneur will tell you: temporary enthusiasms are the curse of business.

Another Insight Into Self-Marketing Culture By Motivational Speaker And BBC Broadcaster Carole Spiers. Meet her in person at her Self-Marketing Bootcamp ‘Turn Your Passion Into Profit’ in central London, Thursday June 28th 2007.

And discover the fastest way to grow your new business, gain clients, boost profit – all on a zero budget! Click here www.turnyourpassionintoprofit.co.uk to book your earlybird space before all tickets are sold out.

Carole Spiers – International Motivational Speaker occupies a special niche as an expert in Personal Development. Carole’s keynote presentations have educated and inspired audiences all over the world. She is also a high profile BBC broadcaster, journalist and President of the London Chapter of the Professional Speakers Association. Carole is Author of Tolley’s ‘Managing Stress in the Workplace’ and ‘Turn Your Passion Into Profit’

Our publications and sales CDs have been sold globally. To sign up for our FREE success quotations
http://tinyurl.co.uk/yhgv, or for more information email info@carolespiersgroup.co.uk to telephone +44 (0) 29 8954 1593 www.carolespiers.com



Motivational Speaker Carole Spiers asks: A Gambling Addict In The Office - corporate or personal responsibility?

2007-05-07T23:44:50.248+01:00

Calls to the gambling helpline Gamcare have rocketed by a third to a record 30,000, a major London hospital has announced plans to open a special new clinic for gambling addicts, and even more ominous - a new kind of business insurance against the risks of office internet gambling has been launched.A long way from the good-clean-fun image that the government is trying to promote.Of course, it’s the temptation to gamble on the office computer, using the firm’s credit card, that sets up the real disaster scenario. And employers have been reluctant to make accusations about this hard-to-spot addiction, for fear of libel.But untreated addictions can only worsen, and managers now face a major challenge in being able to understand, detect and handle cases of the gambling bug.Desperate to win? Or masochistically wanting to lose?First, you need to see what lies at the root of the problem. It’s partly escapism - into the world of James Bond or the Mississippi gamblers, where people are too good for humdrum employment.But there is also a strong theory that gamblers are basically inadequate characters with a masochistic streak - as when the fellow playing the pub fruit-machine says “Hang on, just wait till I’ve…”, meaning “wait till I’ve lost this lot.”With this in mind, you must try to spot the symptoms. These include a secretive or preoccupied air, a tendency to borrow money and not pay it back, and suggestions of trouble at home.Do more than follow regulations. Establish a bond of trust.Your calibre as a manager is now under challenge. This is when to demonstrate leadership and problem-solving skill. Using the existing routine of performance reviews, make it clear that you’re aware of the problem, get it into the open, invite confidences, and then establish that the two of you are going to cure it as a team.And if you find that the team needs to be strengthened by specialist counsellors consultants or staff trainers, then you simply take that step - as enlightened blue-chip companies have done for years. Click here - http://www.carolespiersgroup.co.uk/counselling.htmlCarole Spiers is Motivational Speaker and founder of Carole Spiers Group, one of the UKs leading stress management consultancies, whose psychological insights have improved productivity for clients such as Sainsbury’s, Unilever, the Bank of England and many others. www.carolespiersgroup.com gives authoritative advice on both the human and the legal aspects of workplace stress, including workplace bullying, violence, post-trauma, redundancy, absenteeism and stalled negotiations. Their publications and sales CDs have been sold globally. To sign up for their FREE stress management updates and stress tips – click http://tinyurl.com/zxbgo or for more information email info@carolespiersgroup.comor telephone +44 (0) 29 8954 1593 [...]



Motivational Speaker says - Efficient v. Effective is the difference between doing the job right and doing the right job!

2007-04-25T21:12:07.512+01:00

In my role as a motivational speaker at business conferences and seminars, I have often have to point out that ‘efficient’ and ‘effective’ may sound similar, but they are in fact quite different forms of time management. For example, the supervisor of a dozen building sites in London’s western suburbs had worked out a logical routine for beating the rush-hour, in order to spend less time in his car and more time on-site.He visited each site in sequence, in a particular orbit that would allow him to ‘reverse commute’, heading out of town in the morning and back into town in the evening.This was efficient. But it was not effective - because it ignored the priority-status of the sites with the problems needing most urgent attention.In other words, he had done the job right, but not the right job.Distinguishing between Efficient and Effective is an important branch of Time Management - one of the major specialities on which motivational speaker Carole Spiers regularly addresses blue-chip corporate clients. It is a difference that bulks-up big in all workplace contexts.For example, it marks the difference between the old-style secretary and the new-style PA. The secretary had to be efficient - arriving punctually, typing neatly, passing on messages correctly. But she did not have to be effective - making decisions, forecasting outcomes, thinking round corners in a semi-executive role, as today’s PA increasingly must.Efficient v. Effective is also the test of how we handle our two kinds of working time - Control Time, where you control the duration of the job, and Response Time, where you react to interruptions which control you.Two managers are working separately on a major report, which requires deep concentration and cannot be written in periods of less than half-an-hour. Meanwhile both are also having to allow time for dialogue with the rest of the department.Manager A puts in half-an-hour on the report, then his concentration starts to slip, so he decides to take a break by ‘doing the rounds’ in a part-social, part-business atmosphere. One colleague needs a problem sorted, and this takes half-an-hour - longer than expected. It is at least an hour before the manager is back at his desk. Ten minutes later, the boss rings to fix a meeting for sometime that day. “How about now?” says the manager, and goes off to meet him.Manager B faces an identical situation, but handles it differently. She starts by ringing up one of her department, to say she’ll be doing the rounds in half-an-hour - knowing that she’ll need a break by then. At the appointed time, she conducts her tour, and sure enough one team-member has a problem that needs fixing. “Come and see me in half-an-hour, when I’ll be ready for another break” she says. The colleague arrives by appointment, and they duly fix the problem, which also takes half-an-hour. Ten minutes later, the boss rings her too, to fix a meeting for today. “How about half-an-hour’s time?”, she says, and returns to another focused session on her report.The difference between these two scenarios is that Manager A has only spent the first half-hour in Control Time, while Manager B has managed to arrange three half-hour sessions in Control Time. So limiting your availability is a key factor in achieving effectiveness.How to stop your time managing you…Time Management has a lot to do with showing Time who’s boss.In fact, your time will automatically try to manage you - unless you prevent it.· The Interruption factorThe average manager gets interrupted every 8 minutes. It’s something you can’t schedule - but there are practical ways to cut the chat.· How Meetings squander timeEverything from latecomers to attention-seekers or just an unclear agenda. Make sure [...]



Motivational Speaker says - Efficient v. Effective is

2007-04-25T21:09:44.077+01:00

In my role as a motivational speaker at business conferences and seminars, I have often have to point out that ‘efficient’ and ‘effective’ may sound similar, but they are in fact quite different forms of time management. For example, the supervisor of a dozen building sites in London’s western suburbs had worked out a logical routine for beating the rush-hour, in order to spend less time in his car and more time on-site.He visited each site in sequence, in a particular orbit that would allow him to ‘reverse commute’, heading out of town in the morning and back into town in the evening.This was efficient. But it was not effective - because it ignored the priority-status of the sites with the problems needing most urgent attention.In other words, he had done the job right, but not the right job.Distinguishing between Efficient and Effective is an important branch of Time Management - one of the major specialities on which motivational speaker Carole Spiers regularly addresses blue-chip corporate clients. It is a difference that bulks-up big in all workplace contexts.For example, it marks the difference between the old-style secretary and the new-style PA. The secretary had to be efficient - arriving punctually, typing neatly, passing on messages correctly. But she did not have to be effective - making decisions, forecasting outcomes, thinking round corners in a semi-executive role, as today’s PA increasingly must.Efficient v. Effective is also the test of how we handle our two kinds of working time - Control Time, where you control the duration of the job, and Response Time, where you react to interruptions which control you. Two managers are working separately on a major report, which requires deep concentration and cannot be written in periods of less than half-an-hour. Meanwhile both are also having to allow time for dialogue with the rest of the department.Manager A puts in half-an-hour on the report, then his concentration starts to slip, so he decides to take a break by ‘doing the rounds’ in a part-social, part-business atmosphere. One colleague needs a problem sorted, and this takes half-an-hour - longer than expected. It is at least an hour before the manager is back at his desk. Ten minutes later, the boss rings to fix a meeting for sometime that day. “How about now?” says the manager, and goes off to meet him.Manager B faces an identical situation, but handles it differently. She starts by ringing up one of her department, to say she’ll be doing the rounds in half-an-hour - knowing that she’ll need a break by then. At the appointed time, she conducts her tour, and sure enough one team-member has a problem that needs fixing. “Come and see me in half-an-hour, when I’ll be ready for another break” she says. The colleague arrives by appointment, and they duly fix the problem, which also takes half-an-hour. Ten minutes later, the boss rings her too, to fix a meeting for today. “How about half-an-hour’s time?”, she says, and returns to another focused session on her report.The difference between these two scenarios is that Manager A has only spent the first half-hour in Control Time, while Manager B has managed to arrange three half-hour sessions in Control Time. So limiting your availability is a key factor in achieving effectiveness.How to stop your time managing you…Time Management has a lot to do with showing Time who’s boss.In fact, your time will automatically try to manage you - unless you prevent it. · The Interruption factorThe average manager gets interrupted every 8 minutes. It’s something you can’t schedule - but there are practical ways to cut the chat. · How Meetings squander timeEve[...]



Train Death Victim Bullied At Work (from The Northern Echo)

2007-03-23T11:40:18.448+00:00

Train Death Victim Bullied At Work (from The Northern Echo) Can your managers recognise workplace bullying? Do they know to manage workplace bullying? Do you have policy and procedures in place? To get the answers to all these questions go to www.carolespiersgroup.co.uk Buy our Train the Trainer pack and ensure that your managers know all the answers to managing workplace bullying



Industry News - The IET

2007-02-12T13:47:35.846+00:00

Industry News - The IET No longer can companies avoid the subject of stress by just saying it does not exist in their organisation. There is now conclusive evidence within this article that stress is alive and well and costing organisations millions of pounds in sickness absence and lost productivity. Be smart! go to www.carolespiersgroup.co.uk and view the many different ways in which you can protect your company with stress management awareness and employee counselling.



Motivational Speaker Carole Spiers Says “Manchester “Super-casino” Highlights Rapidly Increasing Threat Of Gambling Addiction To Businesses

2007-02-11T08:11:05.403+00:00

“What started as a simple bit of fun almost ended up costing me my life,” says one reformed gambler. “I couldn’t sleep, couldn’t pay my bills, and was constantly lying to cover up what I’d been doing, but I simply couldn’t stop.

“I used to steal money from my wife’s purse, and was making her and our family’s life an absolute misery. Fortunately a work colleague spotted that I had a problem and persuaded me to see a specialist counsellor. If he hadn’t, I might not be here today.”

To help employers deal with these issues, Carole Spiers Group operates a nationwide network of fully trained counsellors, capable of providing specialist advice on the best ways of tackling gambling addiction.

“If you suspect an employee is regularly engaged in internet gambling, use a performance review to draw attention to any concerns. Prior to this, talk to the employee about any stressors they are experiencing, as people can gamble when they see ‘no way out’, and an early intervention could resolve this,” says Motivational Speaker Carole Spiers.

“If their work appears to be suffering you should ensure regular appraisals, especially if jobs are not completed on time. If you find someone has been gambling online during work hours, use an informal warning, followed by a more formal approach if the problem persists. And in extreme cases, seriously consider recommending the employee for help with their gambling addiction.”

The Solution From The Carole Spiers Group

If you’re concerned that some of your employees may be experiencing problems due to gambling or to receive our free fact sheet, contact us at info@carolespiersgroup.com.

For more information on CSG’s nationwide network of fully trained counsellors, click herehttp://www.carolespiersgroup.co.uk/counselling.html

Carole Spiers is Motivational Speaker and founder of Carole Spiers Group, one of the UKs leading stress management consultancies, whose psychological insights have improved productivity for clients such as Sainsbury’s, Unilever, the Bank of England and many others. www.carolespiersgroup.com gives authoritative advice on both the human and the legal aspects of workplace stress, including workplace bullying, violence, post-trauma, redundancy, absenteeism and stalled negotiations.

Their publications and sales CDs have been sold globally. To sign up for their FREE stress management updates and stress tips – click
http://tinyurl.com/zxbgo or for more information email info@carolespiersgroup.com
or telephone +44 (0) 29 8954 1593



Motivational Speaker Carole Spiers Says ‘Employers Must Act Now To Prevent Gambling At Work Spiralling Out Of Control’

2007-02-11T08:14:43.450+00:00

If you are an employer it’s important to be on the lookout for any employees who may be developing a gambling habit, especially because – as with other forms of addiction – once established it can be far more difficult to break.How Do You Know If You Have A Problem?“Among the clearest indications of a serious gambling problem are borrowing money to gamble or pay off debts; any effort to conceal gambling (as this implies guilt that there is a problem); and the amount of leisure time devoted to gambling,” explains Business Stress Consultant Carole Spiers.“Pre-internet, compulsive gamblers might have had poor attendance records due to their gambling, but it may now be necessary to look for subtler signs such as only having half their mind on their job; appearing withdrawn and less of a team player; secrecy; reduced productivity; irregular time-keeping or general capability issues.”The importance of dealing with gambling before it takes hold is highlighted by research showing that by the time most compulsive gamblers seek help, they are hugely in debt and their family life is a shambles. Around 80% seriously consider suicide, and up to 20% attempt or succeed in killing themselves.Three studies of Gamblers Anonymous members and others in treatment found that roughly two-thirds admitted to committing crimes or fraud to finance their gambling; while in another study, 47% of the Gamblers Anonymous members surveyed admitted to engaging in some form of insurance fraud, embezzlement or arson.The Solution From The Carole Spiers GroupTo help employers deal with these issues, Carole Spiers Group operates a nationwide network of fully trained counsellors, capable of providing specialist advice on the best ways of tackling gambling addiction.If you’re concerned that some of your employees may be experiencing problems due to gambling or to receive our free fact sheet, contact us at info@carolespiersgroup.com.For more information on CSG’s nationwide network of fully trained counsellors, click herehttp://www.carolespiersgroup.co.uk/counselling.htmlCarole Spiers is Motivational Speaker and founder of Carole Spiers Group, one of the UKs leading stress management consultancies, whose psychological insights have improved productivity for clients such as Sainsbury’s, Unilever, the Bank of England and many others. www.carolespiersgroup.com gives authoritative advice on both the human and the legal aspects of workplace stress, including workplace bullying, violence, post-trauma, redundancy, absenteeism and stalled negotiations. Their publications and sales CDs have been sold globally. To sign up for their FREE stress management updates and stress tips – click http://tinyurl.com/zxbgo or for more information email info@carolespiersgroup.com or telephone +44 (0) 29 8954 1593 [...]



Motivational Speaker Carole Spiers asks 'Are Any Of Your Employees In Danger Of Becoming Addicted To Gambling?”

2007-02-10T14:04:43.003+00:00

Online gambling 24 hours a day. EuroMillions jackpots in the tens of millions of pounds, and now the UK’s first “super-casino” in Manchester. Never before have there been so many opportunities – and incentives – for people to become seriously addicted to gambling.According to the British Medical Association there are an estimated 300,000 ‘problem gamblers’ in the UK, and the BMA expects this figure to rise with September’s introduction of the Gambling Act 2005, which will lift entry restrictions on casinos and bingo halls, and permit TV advertising for casinos.Gambling now has the potential to reach far more than those individuals who are currently classed as addicts. Research by Morse into the habits of office workers (January 2007), for example, found that one in three of these workers gamble at least once a week for at least 15 minutes during work time.To help deal with these issues, Professor Mark Griffiths, co-author of the BMA report, has called for addiction services to be made available countrywide, and stated that money is needed for prevention campaigns.Until such time as these resources are introduced (assuming they ever are), if you are an employer it’s important to be on the lookout for any employees who may be developing a gambling habit, especially because – as with other forms of addiction – once established it can be far more difficult to break.“Unlike drug or alcohol addiction, there are no obvious physical signs of a compulsive gambler. Like other addicts, however, they will typically deny any problem until they hit rock bottom and are desperate for help,” explains Motivational Speaker Carole Spiers.If you’re concerned that some of your employees may be experiencing problems due to gambling, contact us for our free fact sheet info@carolespiersgroup.com, or here http://www.carolespiersgroup.co.uk/counselling.html for more information on CSG’s nationwide network of fully trained counsellors.Carole Spiers is a Motivational Speaker and founder of Carole Spiers Group, one of the UKs leading stress management consultancies, whose psychological insights have improved productivity for clients such as Sainsbury’s, Unilever, the Bank of England and many others. www.carolespiersgroup.com gives authoritative advice on both the human and the legal aspects of workplace stress, including workplace bullying, violence, post-trauma, redundancy, absenteeism and stalled negotiations.Their publications and sales CDs have been sold globally. To sign up for their FREE stress management updates and stress tips – click http://tinyurl.com/zxbgo or for more information email info@carolespiersgroup.comor telephone +44 (0) 29 8954 1593 [...]



Do you care?

2007-02-08T18:31:58.700+00:00

What sort of boss gives a monkey's about his staff?, Observer read.. Chartered Institute of Personnel and Development (work, stress) 06/02 14:01 What sort of boss gives a monkey's about his staff?, Observer 28 January 2007 The Observer reports on employee relations. It's all very well going green, but some companies seem keener about that than they are about their employees? Well can you believe this! Creating a healthy workplace culture is essential if you are to create a healthy balance sheet! Your employees ARE your most valuable resouce so think carefully before you cast them into the compost bin. www.carolespiersgroup.co.uk Can help you create and maintain a healthy workplace culture and hopefullyimprove your balance sheet!



Teaching Staff Stressed (from Bradford Telegraph and Argus)

2007-02-08T18:12:39.673+00:00

Teaching Staff Stressed (from Bradford Telegraph and Argus) If you are a teacher reading this article you may be interested to visit www.carolespiersgroup.co.uk to see what tips you can pick up to help you manage workplace stress. If stress has got a hold on you then workplace counselling may help you deal with the issues that are the root cause of your stress. Email info@carolespiersgroup.co.uk to find out more about our Nationwide counselling service or call 020 8954 1593 for an inform chat with Carole Spiers .



Intervention Can Cut Job Stress While Protecting The Heart And Bottom Line

2007-01-13T11:21:43.473+00:00

Intervention Can Cut Job Stress While Protecting The Heart And Bottom Line
Stress proofing your organisation is about protecting your investment! Organisations going through periods of change and instability can suppot their workforces by helping them to manage the stress that goes with organisational change. This article reinforces the need for organisations to carry out basic stress management training. Go www.carolespiersgroup.co.uk for more information on cutting workplace stress and creating a healthy workplace culture.



Brits 'most stressed out' in the world says new poll | the Daily Mail

2006-12-31T08:17:35.946+00:00

Brits 'most stressed out' in the world says new poll the Daily Mail
Dont' let stress get the better of you or your employees in 2007! Visit www.carolespiersgroup.co.uk to-day to see how we can support you and your employees with the management of stress. See our Train the Trainer packs at http://www.carolespiersgroup.co.uk/trainer.html and visit our workplace counselling page at:http://www.carolespiersgroup.co.uk/counselling.html. Remember, you can beat stress but you may need just a little help!

Best wishes for 2007



Christmas stress busting tips

2006-12-20T10:26:40.383+00:00

Top 12 festive stress-busters:

  • Plan the festive season well in advance - especially the cooking.
  • Try not to leave everything to the last moment. The holiday should be fun - not a trial.
  • Make a list of gifts you want to buy, and get the satisfaction of ticking them off as you go. Be sensible with your presents and don't get carried away.
  • Wrap the presents as you buy them, rather than leaving them all until the last minute
  • If you hate all the bustle and queuing, try shopping out of hours when shops are open late, or take advantage of the opportunities for shopping on the internet. Focus on the pleasure your gifts will bring, rather than the hassle of buying them.
  • Make some time for yourself over the holiday. Read a book you've been meaning to read, or buy a relaxation tape, switch off from the festive atmosphere and think about your body and mind.
  • At least once a day, think about all the good things in your life, instead of the 'not so good'.hold that thought for the day and you may even catch yourself smiling!
  • Make time for other people. Visit an elderly relative or the person next door, track down a long-lost friend, or give up some time to help a charity or your local community. They will benefit - and so will you.
  • If you're feeling lonely, make a phone call to a friend or even someone you don't know (such as the Samaritans who are on call 24 hours a day).
  • With the pressures of the materialistic society, remember that the best things in life are free. The scent of frost on a December morning ... the smoke from a log fire ... a walk in the park as the light fails ...
  • Cherish the time for reconnecting with your family and friends.
  • Don't magnify your problems by thinking that everyone else is having a better time than you are. The chances are they are not!

Best wishes for the festive season from all at The Carole Spiers Group - www.carolespiersgroup.co.uk Telephone: 0208 954 1593



Mind over matter | Office hours | Jobs Editorial

2006-12-11T10:42:55.300+00:00

Mind over matter Office hours Jobs Editorial
Workplace stress is known to create mental health problems and in this article David Batty explains that employers are not always equipped to deal with this scenario. The Carole Spiers Group specialises in supporting employees suffering from work related stress. CSG's nationwide network of employee counsellors have supported many employers and employees in dealing with the demon stress and have ensured that absence from work is kept to a minimum and employees are fully supported through periods of stress and trauma. For more information on CSG's services go to www.carolespiersgroup.co.uk or call 020 8954 1593 to discuss your workplace stress issues



Israel21c

2006-12-11T09:52:39.123+00:00

Israel21c
Stress burnout has been around for a few years but the full implications of the long term effect on individuals has not been fully appreciated. Read the linked article to appreciate the potential harm burnout can do and then go to www.carolespiersgroup.co.uk to see what training and support services are available for stressed out employees. With the help of CSG workplace counselling services and early intervention stress awareness programmes you can insure that your employees do not succumb to workplace stress and related ill health.