Recession-Beating Seminars: Maximise Your Workforce Potential
MAXIMISING the potential of your workforce in troubled economic times is the theme of a series of recession-beating seminars being staged in 2009.
The ‘Management and Motivation’ series kicks off with a half-day seminar on 3 March 2009 at London Gatwick Airport – with an impressive line-up of leading experts from the world of human resources, coaching, recruitment and mediation.
Organised by top UK human consultancy Pinnacle Proactive the three seminars will serve as a crucial guide to managing and motivating your workforce in an uncertain economy.
The seminars will explore:
- Management and motivation
- Change management and organisational restructure
- Communication to the workforce
- Staff recruitment and retention
- Mediation, conflict resolution and stress management
- Redundancy
- Internal and external business reputation
Richard Reid, Director of Pinnacle Proactive, said: “The seminars are essentially aimed at maximising the potential of your workforce, covering a wide range of issues, including attendance, well-being, engagement and productivity – these are particularly important in an economic downturn when additional funds are not always readily available and savings need to be made. It also represents a cost-effective way to outstrip your competitors by getting more from what you already have in place.”
At the March seminar, an expert mediator from ACAS will focus on the role of mediation within the workplace.
Attendees will be informed and updated with best practice presentations, real life case studies, lively and interactive sessions, and an open forum. There will also be an opportunity for networking.
Two further ‘Management and Motivation’ seminars will be held in May and September 2009.
Seminar attendees will be Human Resource Managers and Directors, Managing Directors, Financial Directors, Chief Executives and Organisational Development Managers.
Pinnacle Proactive equips organisations to thrive through expert human consultancy, providing help and support with absenteeism, bullying, change management, coaching, conflict resolution, counselling, harassment, human resources policies and practices, staff recruitment, staff retention and stress management.
The Twickenham-based consultancy brings together a collection of hand-picked HR professionals with a comprehensive and complementary mix of skills and hands-on experience.
Speakers at the 3 March 2009 seminar include:
- Richard Reid, a top HR and communications expert, qualified mediator, counsellor and stress management consultant, as well as Harley Street psychotherapist
- Rasheed Ogunlaru, a charismatic confidence and success lifestyle coach to the stars, entrepreneurs and politicians
- Sue Plumtree, a leading life-coach, established author and renowned speaker
- Mirtha Medina, a top-level human resources specialist
- Jane Crawford, expert mediator from the Advisory, Conciliation and Arbitration Service (ACAS)
- Angelina Andrews and Lisa Jarvis, Directors of Permanent Solutions Direct, Surrey and Sussex’s leading HR and commercial recruitment agency
Seminar Title: Management and Motivation
Time and date: Tuesday 3 March 2009, 9am – 2pm
Venue: The Hilton Hotel
London Gatwick Airport
South Terminal
Crawley
Sussex
RH6 0LL
Contact: Richard Reid
Telephone: 08700 117 889
E-mail: info@pinnacleproactive.com
Book on-line: www.pinnacleproactive.com
Two further seminars will be held in Kingston and Weybridge, Surrey, on 19 May and 22 September 2009 respectively
.5 Top Tips for Maximising the Potential of your Workforce
- Be a systems thinker. Remind people of their interconnectedness and that something happening in one area affects all other areas. If people know how what they do impacts on others, they will try harder to do it well.
- Keep people informed. Do not assume that others can read your mind. If there is something going on, let them in on it. Without information people invent it and the human tendency is to think the worst. A well-timed word can prevent a lot of worry.
- Let people "own" their jobs. If people feel ownership of their job, the harder they will try to take care of it and do it well.
- Establish a feedback culture. Things go wrong probably no more than five or ten percent of the time yet we spend ninety percent of our time belabouring those few things. We probably only spend ten percent of our energy talking about the ninety percent of things that are done well. Spending more time providing feedback about the positive outcomes makes it easier to talk to people about those that are negative. Passing on a good word about someone or providing deserved praise or recognition does not diminish you in any way. It does not take any light from your candle to light someone else's.
- Treat your people like volunteers. Have you ever noticed how hard volunteers work, how dedicated most of them are, how much time they give to their volunteer organizations? Why is that? Well mostly because others recognize and appreciate their skills. Often volunteers are given important jobs that carry large responsibility. Recognition and opportunity are what drive volunteers. Treat the people who work with you like volunteers and the results will amaze you.
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