"Mistakes can often be as good a teacher as success." - Jack Welsh.

Despite most of us wanting to learn from our mistakes, too many managers shy away from giving the feedback we need to do this.  The result is that poor performance often remains unchallenged and people miss the opportunity to improve. Nearly half of UK employees believe that their boss is not honest with them in their appraisal (Personnel Today, 3 Dec 2007). With this in mind, equipping managers with the skills to improve all of their team's performance and the confidence to confront poor performers seems to be the key.

At 3gHR we work with managers at all levels to enable them to give the feedback and coaching that can transform performance.

"What's the difference between a Manager and a Leader?" It may sound like the first line of a joke, but all too often the answer we hear from managers is no laughing matter.  Whilst the organisation appoints its managers it is the people who work in the organisation that choose who they will be led by.  If you want your managers to lead then they need to step-up - they need to be working strategic, behavioural and values based agendas that align and engage.

At 3gHR we challenge managers to think again about what it means to lead and how they can significantly raise the organisational performance by taking conscious responsibility for their impact.

With the "talent" word on many HR managers' lips it is important to ensure we go behind the 'fad' and really seek to understand the talent engine for our organisation.  Without a genuine understanding of where the human talents in our organisation really create lasting value then we can default to promoting the "faces that fit" or the "personalities" - a form of organisational X-Factor. 

At 3gHR we work with you to understand the talent demands of your strategy and translate these into a systemic approach to talent identification, development and retention.

"It's an HR process" - how many managers see the company's Performance Management (PM) system as something we have to do to ‘please HR'.   If PM is ever going to achieve its original intent managers' perception has to change.  From being an organisational overhead it has to become an important mechanism for marrying personal and organisational goals - for tapping into an individual's motivation and regenerating a sense of achievement and job satisfaction. 

At 3gHR we work with PM within lines of business to help leadership teams align their whole organisation to short and medium term goals.  We also run Master-classes for experienced managers in getting the most from PM.

360 or multi-rater feedback has been around for over a fifteen years - that's a lot of questions we've been asking each other  - and what benefits have we seen?  When we speak to managers about their 360 results we find that although most believe it was "valuable" few can recall exactly what they learnt or how they have applied their insights to cause genuine improvements.  What's more we find very few organisations are benefiting from the valuable insights found in the patterns and trends in aggregated data across the organisation.

At 3gHR we only use 360 as a component of other programmes - ensuring that the insight has context.  This way we can ensure individual and organisational benefits are maximised.

With the current economic climate most organisations are confronting change at unprecedented levels.  Whether you’re looking to take advantage of opportunities or secure your position; your managers will need to be leading change whilst simultaneously feeling the effects of changes on themselves. This situation often leaves managers simply coping. The result is the speed of change is reduced and the ability of the organisation to flex is reduced.

At 3gHR we help managers understand how change affects them and their teams and equip them to lead change even during uncertain and turbulent times.