Simply Communicate
People-management Solutions
It pains me, as a training facilitator, to confirm that training is not always effective. (It is not always the answer, either, but that is for another time.) Pre- and post-training surveys suggest …
Continue Reading about Four steps towards effective leadership training →
At a recent webinar, we heard about a workplace harassment case in the UK: During a heated verbal exchange, a female manager had called a male employee ‘a bald $#%@’. He complained – not about the …
Continue Reading about Harassment: It won’t go away by itself →
During a recent Simply Communicate workshop on Strategic Planning, one of the participants (thanks Faye) reminded us that we often move from planning directly to action. In fact, most often we move …
Continue Reading about Strategic planning – emotions required →
We all have those things in our day job that keep us awake at night. Things that, if we fail to achieve them, we may as well go home. They might include increasing sales, profits or market share or …
Continue Reading about Making plans happen: A workshop on implementation →
Be inspired and inspire your team with Simply Communicate workshops at the Pietermaritzburg & Midlands Chamber of Business Introducing Emotional Intelligence Wednesday, 11 May …
Bullying and sexual harassment are a fact of life, and we dare not pretend they are not happening in our workplaces. The new Code of Good Practice on harassment in the workplace was gazetted on 18 …
Continue Reading about Bullying and sexual harassment: New rules, new challenges →
Be inspired and inspire your staff with Simply Communicate workshops at the Pietermaritzburg & Midlands Chamber of Business. An introduction to Emotional intelligence 11 May 2022 …
There are so many ways in which managing discipline and our disciplinary processes can (and do) go wrong: We are angry, and our emotions get in the way.Our evidence is weak – often it is hearsay …
Continue Reading about Managing Discipline: Getting it wrong? →
In small to medium-sized enterprises, someone has to be responsible for HR fundamentals. Usually it's the finance manager, office administrator or someone else with little or no experience or …
