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Participant, Morgan Cole

I really enjoyed the course. It had some excellent points to take forward in my role, and has increased my confidence and enthusiasm. Thank you!

Consultancy

While our core business is designing and delivering training, we are frequently involved with consultancy projects for our clients, in particular in our niche area of expertise in secretarial role development.
                       

Developing your best asset
 
Your staff can only achieve their true potential when they are supported and helped to develop. Providing the goals to achieve in the form of defined competencies, a relevant and evolving skills base and behaviour or conduct standards empowers them to take responsibility for their own development and growth.
 
Working practices review

Sometimes managers and professional staff are regularly performing tasks that could be done more efficiently, or better done by someone else in the organisation.  This may be because this is the way it has always been.   It may even be that they believe no one else is able to do it, or do it as well as themselves!

However, it is vital to know exactly which tasks staff members are carrying out, and the steps they go through to achieve the task, so that you can have the most cost and skills efficient person do each task.   If you aren't aware of how your teams and departments use the resources at their disposal it is difficult to plan future changes, or technology.

 
Contact us to discuss how to align tasks your employees perform with the roles they fulfil.

Graded career ladder & job descriptions
 

A senior secretary or administrator usually has better skills and more experience in the role than those who are new to the role. Less experienced staff often want to take on more, and to develop themselves so they can achieve a different position, or a new job title.
 
Of course, there has to be a vacancy at the next step up, but in the meantime they can demonstrate their ability and candidacy by working towards the next rung on the ladder through gaining the skills and experience required.
 
Senior secretaries, too, often complain that “there is nowhere for me to go”. We disagree!   We can help you to see all the possibilities to develop your staff, and encourage them to take on new responsibilities.  Having these responsibilities laid out so that a career ladder is visible is challenging and motivating.  And of course, you can develop your senior secretaries in other ways for example by using their skills to complement other key areas of your business or as mentors, trainers and role models. 

 
Stepped skills and competency frameworks
 
Once you know what has to be done within each team or practice area we can help you decide the skills and competency levels required to perform each task.  We can help you build a competency framework for each tier of support staff, including behaviour standards. This then provides a stepped matrix for secretarial and support staff roles within the firm which can - and should - be linked to performance management and appraisal.

Appraisals and performance management
 
We have designed several appraisal systems for clients, based on competencies, performance and behaviour, both current and future.  For appraisals to be worthwhile, the quality of performance management throughout the year has to be considered.  Waiting until the week before the formal appraisal is not the right time to decide that something needs to change or to improve!    So we can help you design and incorporate a workable performance management process for your team leaders and first line managers so that the formal appraisal is viewed as a normal part of the working life at your firm.

Get in touch

We are happy to come and talk to you about any or all of your consultancy needs. Please contact us for more information on how we can work with you on these or other consultancy projects, or to set up an exploratory meeting.