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Sunday, December 22, 2013

Must-haves for successful leaders

Without exception, there are three traits that every leader must have in order to be successful. You can attempt to lead without them, but at least one of four things will eventually happen if you do: You will be so miserable that you will burnout, your team will fail in completing their work, your team members will leave, or your team will lose respect for you.



Desire to lead

So what are these three required traits? First is the desire to lead. Without it, you will never be comfortable in the leader role. You will struggle every day with the basics, and your team members will sense it in everything you do. If you don’t burn out first, you’ll find that work suffers and your team is frustrated because they can’t do their work without you doing yours. They may eventually leave – if you don’t first.

There are a number of characteristics and feelings that can help you determine your level of desire to lead. These include, among others, I enjoy it when others seek my ideas or opinions, I don’t mind asking team members challenging questions when working on a project, I like playing the role of coach to help others improve their skills, or when the team has a problem, I consider it my problem too.



Commitment to the mission and vision of the organization

The second trait of successful leaders is commitment to the mission and vision of the organization where they work. Imagine trying to convince others to give their best in order to accomplish something they don’t believe in. That’s difficult. But trying to convert them to believing in the mission and vision of an organization when you don’t believe it yourself? That’s simply impossible.

At this point, there is one question you need to ask yourself. Do you know what the mission and vision of your organization are? If you respond by naming what you do, that’s not the same thing. One is what you do. The other is how you do it. If you know what you do, but not the way you are expected to do it, you cannot effectively lead others to assist in accomplishing the company’s goals.



Integrity

The final trait that every successful leader must have is integrity. Integrity in this sense has a simple meaning; doing what you say you will do and behaving the way that you expect your team to behave.

If you want to practice integrity, there are three key areas that you can concentrate on developing: sincerity, consistency and substance. Leaders demonstrate these facets of integrity, for example, by being honest about their own limitations, having the same expectations or rules for themselves as for their employees, and making it a priority to maintain clear communication and resolve any conflicts

Monday, December 16, 2013

Leader or Manager?

Always a great conversation opener at a management forum.
Here is an article on the subject of management versus leadership.
My definition is very simple, a leader knows when they are managing and
when they are leading, a manager may not!


By Sean McPheat

The question of leadership and management occupies the thinking of even the most experienced person. They sometimes struggle to identify the relationship between the two and the paradoxes that create confusion often mean that the question isn’t answered satisfactorily in any sense of the word. Here we discuss how the two terms are not diametrically different; simply different sides of the same coin.

The difference between leadership and management is really quite simple.

You manage things. You lead people.

Leaders and managers exhibit a set of different skills and behaviours that are closely linked and complimentary to each other. Management and leadership are both necessary for success. Individuals who can excel in both help their employees and businesses thrive in today’s business climate.

Management is task-focused

It’s short term. It’s a series of checklists and “to do’s” that ensure the work gets done.  It’s how we execute tasks to achieve a specific desired outcome. It’s taking actions to achieve a budget or deliver a project on time. It is the manner in which resources are used to achieve objectives.

Leadership is people-focused

It’s the words said and actions performed to inspire something deep within another. People involved understand their role in achieving it. It’s providing the spark that fires someone’s drive, motivating them to carry out increasingly challenging ways of working. It is the art of influencing and directing people to accomplish the mission.

When to lead, when to manage?

People looking to head a successful business should focus more on leadership because it gives employees the focus needed to get started. With an established direction, management naturally falls into play because it will set the deadline and details.  We don’t say “They’re managing a revolution”. We tend to say, “Leading a revolution.” When others respond to how they’re doing with “I'm’m managing”, it implies “keeping up” or “going with the flow.

The real essence in this is to determine in which situations you need to exhibit both components. So the question could be asked, “When should you lead and when should you manage?”

The problem is that most people in leadership roles spend the majority of their time and efforts managing and almost none of their time leading.  Where is your time being spent? Take a piece of paper and make a list of all of your weekly activities.  Next to each one, write the amount of time it consumes. If it is a management activity, (managing things, budgets, resources, operational, etc.) label it with an M. If it is a leadership activity, (people related) label it with an L.

The importance of knowing your people

Managers spend more time managing things and leaders spend time with people. Do you know your people? Do you know what they want? Do you know their strengths and weaknesses? Are you coaching them to get better? Do you know what their short, mid-, and long term career goals are? Are you meeting one-on-one with each team member on a regular basis to coach them on their individual development plans? Do you ask or tell?

An employee comes to your office with a problem or a challenge. They explain the whole scenario. You decide on two choices here 1) Tell them what to do, and then ask them what questions they may have about your solution. 2) Ask them what they think are possible solutions, and which they think would work best.

Which choice you make determines whether you are attempting to manage the situation or lead the person. Ask, “Why do you think this is an issue?” and, “What do you suggest we do?” That will allow you to get a different perspective on matters and show you are interested in ‘leading’ rather than just ‘managing’.

When managing people, you want them to get it done. When leading people, you are coaching them to arrive at a solution with their own thinking, so that they can be more productive in the future. Managers tell and leaders ask.

Are you delegating effectively?

Many managers don’t because they feel that it’s their job, or that others couldn’t do it as well as they could. Managers seldom delegate. Leaders delegate strategically. They delegate a task for a reason, with thought and planning. The purpose may be to teach a skill, boost self-esteem, reward performance, or train for future opportunities. Managers never delegate, unless they have to.

Boosting morale and achieving results are the cornerstones of most organisational success in today’s economic climate. When employees experience true leadership, there is often a big increase in morale, productivity and loyalty. So it’s up to you to make the choice…when you go to work tomorrow, will you choose to manage or choose to lead? It could make a real difference.

Thursday, December 12, 2013

What is Culture & Change?

What is culture, and why is it so hard to change?

We talk about culture all the time. Somehow we decide that one company’s culture is bad, that lean can never succeed there, or that a bad culture in another company became a lean one.

I’ve always struggled to understand the basis for how the lean community defines culture. It seems to include a lot of opinion, anecdotal evidence, and judging.

In his writings about culture, Dr. Joseph Juran often cited a book that anthropologist
Margaret Mead edited in 1953. Mead was one of the founders of modern anthropology, and as did her colleagues, studied distinct and relatively isolated cultures in Africa, Pacific Islands, and the Americas. They observed in detail how technological changes affected cultures and the people within them.

From its post-World War II beginnings, the United Nations saw one of its missions as bettering the lives of people suffering because they lacked Western technologies that. Many cultures seemed to resist positive change, however. Efforts to introduce vaccines, plows made of iron rather than wood, pest control, or outboard motors often failed. People who sincerely wanted to help solve problems felt frustrated by having their improvements rejected. That led the United Nations Educational, Scientific and Cultural Organization (UNESCO) and the World Federation for Mental Health to ask Margaret Mead to oversee a study of what caused technological change to succeed or fail. They were to find out what the psychological and sociological barriers to improvement were. How did technology affect the mental health of individuals? What would open people to the benefits of change?

As advocates of lean transformations, we are in the same situation. Lean is a technology, a science of how to do things. Company cultures seem to resist changing for the positive.

Do we have the right definition of culture? The anthropologists’ used this working definition:

“Culture is an abstraction from the body of learned behavior which a group of people, who share the same tradition, transmit entire to their children, and, in part, to adult immigrants who become members of the society. This definition includes the system of technology accepted and used in that group.”

I think these are some of the lessons for us of that definition:

1. It is an abstraction. Abstractions are concepts, ideas, invisible, hard to put into words, and not always easy to recognize. To make change, it is necessary to first observe and try to understand the culture from the perspective of the people. To change ideas, it is necessary to know what the existing ideas are, and how they function to make the society work. In addition, labeling an abstraction “good” or “bad” and oversimplifying what happens in an organization doesn’t tell us what to do differently to introduce lean where we think it will do good.

2. Behavior is the source of a culture. Changing what people do every day and how they do it will change culture -- reasons for the importance of standard work and continuous process improvement in lean. But an individual can’t change the pattern of daily life when it supports a sense of personal and community well-being. If the new behavior would violate a taboo, however unreasonable the taboo may seem to an outsider, the old one must remain unchanged.

3. Behavior is learned. It can be unlearned. A new way of doing things can be taught, practiced, and adopted. If individuals see it benefits themselves, their families, and their communities, they may decide to change.

4. Culture is transmitted to individuals as a whole, a system. Changing a part of it can cause unexpected and unintended results, some of them unpleasant or even disastrous.

The reason for the UNESCO study is to assess the effect of change on the mental health of individuals in the group being changed. In introducing lean, could we be traumatizing some people, making them depressed or angry? We are pulling the rug out from under their feet. In our culture, people won’t tell us when we cause psychological harm. Or we won’t listen when their complaints or silence are clues to take more seriously. Perhaps they are not just being unreasonable.

Nobody comes into an organization with the purpose of causing pain and suffering. If we could change our own behavior and approach, would starting a lean transformation be more successful?

If you want to read along, look in the used book websites for Margaret Mead (editor), Cultural Patterns and Technical Change, UNESCO, Holland, 1953. A 1956 paper by Dr. Juran based on the lessons from the book, “Improving the Relationship between Staff and Line: An Assist from the Anthropologists,” can be downloaded from the Juran Institute.  Registration may be required. A Juran paper published in 1957, Cultural Patterns and Quality Control, is also available

New Diploma in Strategy and Strategic Management

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LEAN Psychology


Lean champions must understand the psychological principles of change

In this blog, we look at the psychological principles of change, as observed by anthropologists of many introductions of technologies that were new to isolated cultures. Because anthropologists don't participate in the change, they can distill conclusions that are more unbiased. The psychology of each individual is important to a group's response to change. Culture is derived from individual minds, decisions by individuals about whether to adopt a change or not.

 A significant change in someone’s life introduces some instability or disharmony, which produces emotional tension. Old behaviors are part of the person’s sense of self. New situations require new behaviors. If people feel they don’t have the right skills, for example, it threatens self-esteem and may cause worry about keeping their jobs. Even changing shifts or working in a reconfigured workcell will have a psychological effect that the change champion be aware of.

 Frustration accompanies tension when old beliefs and concepts of personal worth are incompatible with new practices. Even minor frustrations can add up to more serious problems. If people start believing that they can’t accomplish what is expected of them, change efforts can be derailed. While some tension can help people learn and grow, they need resources and support in order to become more at ease with the new.


When women took on factory work during World War II, manufacturing supervisors had to adapt to working with them. After the men came back from the war, women were sent home to be housewives again. The psychology of most manufacturing leaders prevented them from seeing that these women employees were as valuable as men. (Wikimedia Commons image)
. When frustration is persistent or intense, the physical and psychological health of some individuals may be impaired. The signs that someone may be struggling may take the form of anger, withdrawal, illness, or even sabotage. Distress affects a person’s ability to learn, and can make it appear that he or she is simply unable or unwilling to learn new methods and concepts. These potential consequences, at greater or lesser degrees, make it important to identify and resolve frustrating conditions, behave with respect, recognize individual differences, and provide encouragement and support.

When change champions take time to understand the workplace culture and the people who will experience the change before introducing disruption, they can adapt their message for that specific group of people. More importantly, they can adapt themselves. Mutual understanding leads to trust.

Wednesday, December 11, 2013

8 of the best Massive Open Online Courses worldwide!

MOOCs list: 8 of the best Massive Open Online Courses worldwide

Do you know what MOOCs are? Are you interested in developing yourself and online learning? Then take a look at this article and our list of 8 Massive Open Online Courses.



What are MOOCs?

A massive open online course (MOOC) is an online course aimed at unlimited participation and open access via the web. In addition to traditional course materials such as videos, readings and problem sets, MOOCs provide interactive user forums that help build a community for the students, professors, and teaching assistants (TAs). MOOCs are a recent development in distance education.

Although early MOOCs often emphasized open access features, such as open licensing of content, open structure, learning goals and connectivism, to promote the reuse and remixing of resources, some notable newer MOOCs use closed licenses for their course materials, while maintaining free access for students.



1. The Open University

The Open University provides high-quality university education to all those who wish to realize their ambitions and fulfil their potential. About 12,500 people currently enroll for OU courses each year.

Nearly all the undergraduate courses of the Open University have no formal entry requirements. This allows people who have missed out on education to fulfil their potential and achieve a university-level qualification.

The OU was founded to open up higher education to all, regardless of their circumstances or where they live. They have students of all ages and backgrounds: school students wanting experience of university-level study, school leavers who choose to begin their careers while they study for a degree, people wanting to develop or update their skills, or change career entirely, and retired people wanting to explore new interests and keep mentally active. Check out http://www.open.ac.uk/ for more information.




2. Iversity

“As we move further into the digital age, it is becoming clear that the walled-in software solutions universities use today are glaringly outdated”. This is the motivation behind Iversity. They wish to move beyond the existing teaching formats to enable wholly new forms of online teaching and learning. In order to develop open course, they call upon individual instructors, universities and knowledge-based companies to join them in their effort to democratize education.

Our open course platform provides…

a structured course environment that features multimedia teaching materials;
assessment features such as multiple choice and peer review in order to keep students engaged and provide them with quantitative and qualitative feedback;
a discussion board where students can engage in peer-to-peer learning by asking and answering questions or sharing links, references and general observations;
The company’s founders are a diverse interdisciplinary team from Berlin. They’ve attended some of the world’s finest institutions. Yet, wherever they went, they were frustrated by the dearth of digital infrastructure in use. That’s why they set out to garner the wealth of opportunities to improve the quality of teaching and learning for future generations of students. Check out more at https://iversity.org/




3. ALISON

ALISON is a 2.5 million-strong, global online learning community, filled with free, high-quality resources to help you develop essential, certified workplace skills. The mission at ALISON is simple: to enable you, wherever you are in the world, to learn and get certified new skills – at your own pace – using their free, interactive multimedia.

There are hundreds of free courses to choose from, such as business & enterprise, languages, personal development and IT. ALISON is for anyone taking their first step towards a new or better job.

Their materials will help you to develop your creativity, confidence and competence for work, and to be as contented and productive as you can be in the world of work. See more at http://alison.com/




4. Open Learning

OpenLearning and their team from the University of New South Wales are happy to welcome all visitors, whether they are a student, teacher or someone in-between!

Students and teachers worldwide struggle to learn in an environment that focuses on delivering content with little room for community or creativity. OpenLeaning’s mission is to give you the freedom and the flexibility to form a community, express your creativity and discover yourself through education.

The courses offer topics such as services marketing, programming and writing skills. Find out more on https://www.openlearning.com/




5. Coursera

Coursera believe in connecting people to a great education so that anyone around the world can learn without limits. Coursera is an education company that partners with the top universities and organizations in the world to offer courses online for anyone to take, for free. Their technology enables their partners to teach millions of students rather than hundreds. They envision a future where everyone has access to a world-class education that has so far been available to a select few.

Classes offered on Coursera are designed to help you master the material. When you take one of their classes, you will watch lectures taught by world-class professors, learn at your own pace, test your knowledge, and reinforce concepts through interactive exercises. You’ll also join a global community of thousands of students learning alongside you. Check out Coursera at https://www.coursera.org/




6. Udacity

Udacity’s mission is to bring accessible, affordable, engaging, and highly effective higher education to the world. They believe that higher education is a basic human right, and seek to empower their students to advance their education and careers.

“Higher education is broken with increasingly higher costs for both students and our society at large. Education is no longer a one-time event but a lifelong experience. Education should be less passive listening (no long lectures) and more active doing. Education should empower students to succeed not just in school but in life.”

Udacity are reinventing education for the 21st century by bridging the gap between real-world skills, relevant education, and employment. Learn more at https://www.udacity.com/




7. edX

EdX believe in the highest quality education, both online and in the classroom. EdX was created for students and institutions that seek to transform themselves through cutting-edge technologies, innovative pedagogy, and rigorous courses.

Through their institutional partners, the XConsortium, they present the best of higher education online, offering opportunity to anyone who wants to achieve, thrive, and grow.

Their goals, however, go beyond offering courses and content. They are committed to research that will allow them to understand how students learn, how technology can transform learning, and the ways teachers teach on campus and beyond.

Main goals:

Expand access to education for everyone
Enhance teaching and learning on campus and online
Advance teaching and learning through research
Learn more at https://www.edx.org/




8. EduKart

EduKart.com is India’s leading online education company that delivers high quality and industry relevant Online Distance Learning degree, international programs and certificate courses, so that working professionals and students pursuing higher education can easily learn relevant industry required skills and become a more valuable workforce.

EduKart.com was started in 2011 by alumni of Stanford University, Indian Institute of Management (IIM) and University of Delhi. The founding team is immensely passionate about delivering high quality education and believe that EduKart.com creates a difference in the lives of those who aspire to move ahead.

EduKart courses provide:

High Quality – the best online experience that you can get, supported by telephonic doubt solving and certification.
Industry Endorsement – we work with leading industry bodies to ensure that our courses are certified by industry experts and add real value to you.
Affordable Pricing – we are committed to keep pricing of the courses as low as we can, so that you do not have to think twice about investing on yourself
See more at http://www.edukart.com/



Friday, December 6, 2013

Listen to this!


This article is written by the author of the free eBook We all think that listening is natural and something we all do well. But real listening – listening that is profound, focused, and empathic – is rare. It is an essential skill for those who perform the modern roles of managing and counselling people.

Here are 7 ways to learn the art of listening.



1. Stop, look and listen

Skilled listening is total listening. It means stopping what else you are doing and giving yourself over, lock, stock and barrel, to someone else. When you are a total listener your whole demeanour needs to say to the other person: “for the next few minutes I want to focus on you, hear what you are saying and understand you.”



2. Take yourself out of things

The biggest block to fully listening to someone else is what is going on in your own mind. If you hear yourself analysing what the other person is saying, thinking about it and planning your response, then you've stopped listening. You’ve simply picked up a few things and hurried to your own conclusions. Instead, listen to the end. Listen without interruption. And take yourself out of things.



3. Look through a window, not a mirror

When talking to others most of us interpret what people say through our own perceptions and understandings. In reality, we can do nothing else. Our view of the world is different from theirs. This is what is meant by looking at others through a mirror. When listening focused, however, you should aim to see things according to how they see things, even if you yourself don’t share their view. This is empathic listening or seeing things through the window of their frame of reference.



4. Stay tuned in even when you don’t like the music

One of the greatest challenges for anyone performing the role of a skilled listener is to listen to someone who is talking about things that wouldn’t normally interest you. Most of us are quickly turned off by things that are not on our favourite list of topics. When this happens in your professional life, don’t switch off. Go to that point of listening more intently than ever, even if you have to ask more questions and seek more explanations.



5. Be alert, alive and attentive

You can tell if someone is listening carefully to someone else. There is a stillness in their body and their mind like a calm lake. They don’t move. They keep constant eye contact. They are as near as possible to being on the other person’s wavelength. This is the quality of attentiveness.



6. Take your time

Focused listening is “present moment” listening. Time sometimes seems to stand still when you are fully listening to someone. You are not in a hurry. You don’t think about what has just been said or what you are going to say next. You are only aware of what is being said here and now. Paradoxically, taking your time to listen doesn't take you longer. In fact, it is the most efficient way to listen.



7. Respond to the moment

While in focused listening you may spend most of your time doing nothing but listening, you may have to intervene at some points to respond. Always respond in the moment, in other words, to where people are. Don’t have a plan of what to ask. Only ask questions that pick up what the person has just said and where they are. If you have nothing to say, then say nothing. That way the exchange is a true meeting of minds.

Listening is a powerful tool in all kinds of communication. The more skilled you are – to the point that it has become an art – the more successful will be your understanding and communication.

Tuesday, December 3, 2013

How does Lean training benefit individuals and companies?



The field of Operations Excellence is in high demand by employers. When looking for jobs in the industry, a key skill to help your resume stand out is Lean Six Sigma training and certification. Lean Six Sigma is a set of strategies, techniques, and tools for process improvement and reducing manufacturing defects. Certification proves to employers that you have learned and can apply the tools and techniques of Lean and Six Sigma. Both you and your organization will benefit from higher productivity, efficiency, and quality in all aspects of business operations.
Where is Lean Six Sigma Applicable?

If your organization has external/internal customers or suppliers, opportunities exist to apply Lean Six Sigma. Companies implement Lean Six Sigma through the following 5 processes:
The improvement team defines the issues that were getting in the way of satisfying customer requirements.
Measurements are used to establish a baseline of the current state of performance.
Analysis is conducted on the measurement information to isolate the root causes of the issues.
Creative solutions are then developed to improve performance beyond the current state.
To assure the issues resolved remained resolved, controls are implemented.
The preceding example illustrated the Lean Six Sigma process of Define, Measure, Analyze, Improve, and Control.
The following are examples of how Lean Six Sigma can help in numerous industries:
Sales and Marketing

Order cycle time reduction
Promotional marketing effectiveness
Sales support efficiency
Healthcare

Discharge cycle time and cost reduction
Medication dispensing efficiency
Reduction in non-reimbursed claims
Bio-Hazardous waste reduction
Blood Bank cycle time reduction
Supply Chain Management

Supply chain cycle time and inventory reduction
Tactical corrective action process effectiveness
Enhanced supplier communications
Specification and revision control management
Education

School bussing system optimization
Athletic field water management
Curriculum effectiveness
Hotel and Hospitality

Purchasing and logistics for cruise ship consumables
Hotel supplies inventory management
Restaurant supplies inventory management
Defense Systems and Military

Light vehicle armor kit quality, delivery, and cost improvement
Gun and guided missile system cost reduction
Capture and disseminate field lessons learned cycle time reduction
Training material update and global distribution cycle time reduction
Manufacturing

Inventory management and control
Assembly operations cycle time, cost, and inventory reduction
Furniture Finishing Quality and Consistency
Production yield improvement and cost reduction
Lean Six Sigma is applicable for any organization’s operating processes, delivery of services, or production.

Sunday, December 1, 2013

London Calling!

Here is a quick snapshot of graduate level jobs available in London.
Ovo Energy Limited - London
What is the time line for the Graduate Programme?. From 6-12 months you will broaden your understanding of the wider organization by sharing and gaining... £27,000 - £31,000 a year
Ovo Energy Limited 27-Nov
Kantar Media  12 reviews - London
A desire to work in media / advertising or research would be preferable. We would be open to someone on a year off from university or someone who is interested...
Kantar Careers 27-Nov
Milkround.com - London
We believe that the training and development opportunities offered to graduates at Waitrose fully justify the Partnership's industry-wide reputation for quality... £29,000 a year
Timesonline 25-Nov
Milkround.com - London
To be considered for this role you must have an undergraduate degree. It is a great advantage for the applicant to have good general drinks knowledge and...
Timesonline 27-Nov
Deloitte  696 reviews - Cambridgeshire
Entrepreneurial Business provides enterprising individuals and their growing businesses access to all of the services of our firm via a trusted and dedicated...
Deloitte 28-Nov
Standard Chartered Bank  218 reviews - London
Support Global Account Managers/Relationship Managers in the preparation and implementation of sales and marketing plans....
Standard Chartered Bank 30-Nov
Rock Recruitment - Bournemouth
One year working in a related professional environment. Good understanding of digital capabilities for the media and a high level of English.... £17,000 - £24,000 a year
Go Job Search 28-Nov
BG Group  7 reviews - Reading
Co-ordinating and organising logistics for recruitment events, such as being initial point of contact for universities....
BG Group 25-Nov
Vertex Resourcing - Oxford
This role would be a perfect match for a recent graduate or someone with the ambition and drive to progress within a research role.... £26,000 - £28,000 a year
mad.co.uk 29-Nov
B&Q  129 reviews - Hampshire
Our Retail Management Graduate Programme is designed for ambitious graduates with a passion for retail and offers un-equalled experience and management... £24,000 - £26,000 a year
B&Q 29-Nov
Royal Society of Chemistry - Cambridgeshire
Open to applications for RSC Graduate Scheme. To find out more please visit our graduate blog below. This is a fantastic opportunity to join the team at the...
Royal Society of Chemistry 30-Nov
EMEA Cummins Generator Tech - Peterborough
A structured support network provides you with a safe environment to learn and be challenged, while delivering and working on projects that actually add value...
Cummins 27-Nov
Eco-Oiko - London
If you’re really, really good, there might even be a job for you after you graduate. The tasks will vary and will mostly business related providing a broad...
Easily apply to this job
Indeed 27-Nov
Milkround.com - London
We will support your development throughout the internship. You will have plenty of opportunities to develop your communication and problem solving skills, and... £18,156 a year
Timesonline 27-Nov
Fidessa Group - Woking
Degree educated with a minimum 2.2 or above in a numerate subject (e.g. Ability to demonstrate a logical approach to troubleshooting issues....
Fidessa Group 26-Nov
Austin Rose - London
Full study support to complete their ACA. The opportunity to act in an autonomous fashion at an early stage....
ICAEWjobs.com 29-Nov
IT Connections Limited - Bedford
We need confident, ambitious and motivated graduates who want a fast-paced career, with excellent rewards for determined individuals....
Easily apply to this job
Indeed 27-Nov
Milkround.com - East Anglia
Publishing Editor - Open to applications now. There are also opportunities to be involved in the production of databases to support our aim of becoming the...
Timesonline 27-Nov
Public Health England - Porton Down
For any questions relating to this post please contact Lorna McInroy (lorna.mcinroy@phe.gov.uk). Open to all external applicants (anyone) from outside the Civil... £26,792 - £33,816 a year
NHS Jobs 26-Nov
iCrossing  4 reviews - Brighton
You might have some relevant SEO or copywriting work experience within an agency environment. You will be an excellent communicator via email, phone and face to...
iCrossing 27-Nov

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