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Welcome to this month's Newsletter This month's features:
Learn More
Grow More Be More TCLuk
Training Call toll-free 08000 725 344 Small
enough
to care - big enough to make a difference Some
of our clients
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Accredit
your in-house training Your courses could lead to recognised qualifications through TCLuk Training Do you offer in-house training for your staff? Would you like to get more from that training, such as being able to offer recognised qualifications? Would you like to be able to do so without incurring the cost of bringing in outside trainers? You can! Most companies offer training for their staff. This can be on-the-job learning for staff who are new to the given industry, general continuing professional development, or training for those who have been recently promoted, or who aspire to promotion. Like many companies, you have people in-house who can train and mentor those who are coming up the ladder behind them. You will have people who are experts in particular fields - such as health and safety - who can pass their knowledge on to others. Therefore it would never occur to you to spend money bringing in outside people to do that sort of training. But in-house training has one drawback - the lack of tangible recognition and evidence of capability that completing an accredited qualification brings. Now,
you can combine the cost-effectiveness
and other
advantages
of in-house training with the benefits of recognised qualifications. How? It's easy. Depending on the type of course and the qualifications of your in-house trainers, your company could use our accreditation to offer recognised qualifications without the need for outside trainers. This is how it works. For a small, one-off fee, your trainers become associates of our Centre. They remain your employees, but associate status allows them to deliver courses on our behalf. Then we sit down with the trainers and other relevant people in your organisation and map out how the training you are already doing relates to the various modules of the qualifications you wish to offer. There are so many modules for each qualification that it is usually easy to match your exsting course material with a module, perhaps with a bit of tweaking. Finally, for a small fee per student (much, much less than hiring us in to deliver the courses), we will support your trainer, set and mark any exams, and deliver the results to the assessment centre. In short, we will take care of all the extra admin needed to ensure that your staff receive the recognition they deserve. Just think how motivational it would be for your staff to receive not just recognition from their peers and employer, but also a recognised qualification confirming their competence. To see how accrediting your in-house
training could work for you, e-mail info@tcluk.com or ring toll-free on 08000 725 344 for a
no-obligation discussion.
 Beth's CornerBeth Peakall, MD, TCLuk Training Les Miserables Looking for the common ground I
was driving down to Somerset, a journey of around three hours. I enjoy
listening
to music as I drive as I find it relaxing. I was listening to Les
Miserables,
and the duet between Javert and Jean Valjean got me thinking about
communication.
Briefly, Javert is a police officer. Jean Valjean has broken his parole and disappeared. He has just promised a dying woman to care for her child when Javert shows up. The two of them embark on this duet, singing at and over each other which reminded me of communication confrontations I have had - and you probably have too. Javert wants to haul Jean Valjean back to prison now. Jean Valjean asks for three days to sort out the child, which, predictably, is not accepted. In the end, Valjean and the child escape. I realise this is a work of fiction, but there is truth in the human dynamic. What is the confrontation about? Not the big issue - both men agree that Valjean should return to prison. It's when that the argument is about: the detail. This supports the old saying that “the devil’s in the detail”. By shouting and not listening, both men contribute to the impasse. Most of our arguments are around the detail. In the end, neither man got what he wanted. Javert didn't have his criminal, and Valjean spends his time hiding. They missed the opportunity to stand on the common ground - the big issue - which meant the detail became the big issue. The next time you find yourself headed down the path of confrontation, stop and look for the common ground. When you find it, stand there with the other person, and you may find that together you find a way forward that clears away the details. If you do that, you can both get not just what you want, but what you really need.Anger and violence in the workplace A problem no employer can afford to ignore More than half of office staff in the UK claim they have become so angry at work they have nearly punched a colleague. A survey conducted in 2002 by recruitment agency Pertemps found that 53 per cent of office staff had nearly resorted to violence at work. The main cause of anger for 64 per cent was loudmouthed colleagues who shouted across the office and talked over other people in meetings. The survey showed that 60 per cent of respondents lost their temper regularly at work. Men shouted more often than women (67 per cent compared to 46 per cent), but women had the strongest desire to hit people who had upset them (51 per cent compared to 39 per cent). Asked how they coped with anger, nearly a third of respondents (31 per cent) said they ignored the person responsible. Nearly three quarters (74 per cent) of employees said they were less productive when in a bad mood and 15 per cent worked slower when their boss was angry for fear of making a mistake. Eighty one per cent of workers believed that anger in the workplace had a detrimental effect on morale. Longer hours, more responsibility and tight deadlines had increased the number of office rage cases they had encountered over the last couple of years. According to the British Crime Survey, there are 1.3 million incidents of violence at work in the UK every year. There are several pieces of legislation relating to violence in the workplace, including the Health and Safety at Work Act 1974. It is important that employers are aware of their responsibilities in this area. Angry and violent behaviour can be dangerous, de-motivating and stressful for all concerned. We advise companies to consult regularly with staff, identify potential sources of conflict and try to diffuse it early. At TCLuk Training we specialise in helping people to understand the causes of conflict in the workplace, and we provide lasting solutions. In particular, our fun and engaging teambuilding days help people to communicate better. We also can help in such areas as delegation, time management, project management, appraisals and supervisions, and much more. As well, as an Institute of Leadership and Management accredited centre, we can offer nationally recognised qualifications in team leadership and management. Our guarantee gives you total peace of mind You will pass our courses - or your money back It really is that simple.
TCLuk
Training offers unique
and proven
programmes for dealing with all aspects of
change, as well as offering training in coaching, management and
leadership skills,
team building and communication - among other areas.
Our individually tailored courses and workshops will help you to meet your goals. Everything we do revolves around our clients. We don't offer off-the-shelf solutions. One size does not fit all. You and your business are unique, and we will provide unique solutions for you. We are centrally based in the East Midlands of the United Kingdom and we work anywhere in Europe, Canada and the United States. Please contact us for more information. ©
2008 TCLuk
Training,
Andrew Lothian and the ILM. All
rights
reserved.
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