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alt‘Big brother is watching’ is part of everyday life, whether you like it or not, with social media everywhere. The line between what is work or private seems to be getting more and more unclear. When an employee posts something on Facebook or Twitter that is negative about your organization or your management it is there for a wide audience to see. Looking at the internal cases at the Police Force in the UK in the last 5 years more than 500 policemen and woman within the UK haven been reported about their messages on social media and 90 of these cases resulted in internal disciplinary hearings at the Police Force held last year. Let’s face it we all know employees might not always like you or their job and will have days that they might complain about it to family or friends, however, when these emotions are then transposed into social media messages that can mean big trouble. Not to mention the enthusiastic employee who posts a picture at an event when to all intents and purposes that same person has reported in sick for work, social media can work both ways.
We understand that having the task of managing disciplinary hearings may be challenging when it is not an everyday occurrence. Research from recent clients has lead to the development of a comprehensive training workshop to allay these fears whilst providing the tools and techniques necessary to successfully conduct these types of meetings.For the moment keep the 25th of March free in your diary and email us your interest by contacting This e-mail address is being protected from spambots. You need JavaScript enabled to view it or phone for an exploratory chat 0141-582-1474. We will be delighted to hear from you.




altLeadership might be hard enough as it is but with a world that seems to change quicker every day leadership may get even harder. On researching future competencies vital to successful leaders, we thought we would share our new wisdom with you so you could maybe benefit from it as well.

Not only is the world changing very quickly, in a way the world seems also to be getting smaller. The internet enables firms to send information to a large amount of the population and modern transport allows people to hop between countries with ease. Our research shows that future leaders need to think globally, being able to see across the boarders and search for opportunities internationally. Hand in hand with that one goes being able to appreciate cultural diversity, being able to not only appreciate but also being open to bring cultural diversity in the organization can help you in a lot of ways. Being able to handle technology is vital to keep up to date with what happens in the world, after all it is technology that makes it possible for you to have a video conference call, with someone in Sydney, saving you on both time and money. Looking at the current market place, more and more companies are joining together to collaboratively offer enhanced services to prospective clients, where a necessity is being able to build (lasting) partnership is an important point in this list. Not only is this vital for those that you are partnering with, but also in tapping into useful resources for future development. The final point to mention is that of shared leadership. How do you as a leader facilitate this shared approach?

Too busy to attend one of the seminars, why not send an email to This e-mail address is being protected from spambots. You need JavaScript enabled to view it or phone for an initial confidential chat on 0141-582-1474.

"Listening for the future is hard work.Leaders must learn how to listen though the noise of a VUCA World of Volatility, Uncertainty, Complexity and Ambiguity"(Bob Johansen, Institute for the Future).

We are in a time of accelerating, disruptive change. The US Army coined the phrase VUCA Volatility. Uncertainty. Complexity. Ambiguity (VUCA) to describe the challenges they faced in Afghanistan and Iraq. These four words accurately sum up today's business climate. The question is, how well-equipped are leaders to succeed in this new environment, and what are organisations doing–or failing to do–to prepare them? It is clear that the VUCA world presents both dangers and opportunities for businesses of all sizes and sectors and that something more than traditional leadership training and development is needed.

Leaders who make the future will make sense of the VUCA world and transform Volatility into Vision, Uncertainty into Understanding, Complexity into Clarity, and Ambiguity into Agility. But what skills will allow future leaders to thrive?
Join us for a lunchtime talk in Edinburgh on the 28th January or Glasgow on the 30th January to explore the VUCA forces challenging businesses, what they're doing about it and how you can assess if your people are VUCA ready.

This event is brought to you by a partnership of three organisations: Advance and Develop, Clearwater Brookes and Origin HR Solutions. David Steele, Lesley Malcolm and Stephanie Young have worked at the cutting edge of leadership and change management with around 100 years of experience between them. They have worked in a diverse group of sectors including engineering, aviation, oil and gas, renewables, manufacturing, retail, hospitality, public sector and third sector.

Places are limited so please book early by clicking on the links below which will take you to the booking form on Eventbrite.
Edinburgh
Edinburgh Venue
Clydesdale Bank
Edinburgh Plaza
50 Lothian Road
Edinburgh EH3 9BY

Glasgow Venue
Clydesdale Bank Head Office
30 St Vincent Place
Glasgow G1 2HL

A light lunch will be available from 12.15 and the event will start promptly at 12.30 and close at 1.45.
If you need any further information on the event please call us on 0141 582 1474.

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