Engagement, Influence and Impact

The Engagement, Influence and Impact series looks at how quarrying and mineral extractives professionals work within teams and within their wider communities. This is why it is an important part of the IQ skills wheel.

Listed below are the summaries of factsheets that we have written to help members understand what they need to know about each topic.

[fa icon="plus-square"] Coaching and mentoring

Coaching and mentoring are both one-to-one techniques for developing people, aimed at improving work performance by enhancing skills, knowledge or other personal attributes.

Both coaching and mentoring can be powerful techniques and are therefore most effective when the coach or mentor has received proper training and guidance themselves. Many organisations today have a ‘coaching culture’, where the approach is used a part of day-to-day management within teams.

[fa icon="plus-square"] Competency based interviewing

Competency-based or behavioural interviews are used a lot in recruitment. The interviews are structured around the key skills required for the post and the questions asked focus on whether the candidates can demonstrate competence through their past performance.

As an interviewer, the competency based interviewing will help you to better prepare for, conduct and review your interviews. By setting your questions based on the attributes you’re looking for, you gain insights into the quality of the answers provided.  This will make it easier for you to compare candidates in an objective way.

As a candidate in a job interview, you’ll find that this approach will help you plan and prepare for the interview by helping you to give powerful, thorough answers to the questions asked.

[fa icon="plus-square"] Crisis management - handling the press

Organisations can find themselves involved in a crisis at any time for any number of reasons. High profile examples such as the emissions scandal that engulfed Volkswagen aptly demonstrates the damage that disasters can cause a business.

Being aware of the potential sources of crises is important for supervisors and managers in ensuring that they reduce the risk of them occurring in the first place. Supervisors and managers should be aware of their own organisations crisis management plans and policies on speaking to the press.

[fa icon="plus-square"] Delivering toolbox talks

Toolbox Talks is the nickname given for a short presentation, usually lasting around 10 to 15 minutes, on a specific work subject – usually related to health and safety. Toolbox talks are used extensively in many industries and provide a means of focusing a team on a particular issue to raise awareness or act as a reminder.

Toolbox talks can be a powerful means of engaging with your team to get important messages across. They can also provide great development opportunities for people in your team and can offer a gateway into becoming better and more confident at delivering presentations in a different setting.

[fa icon="plus-square"] Alcohol and drugs in the workplace

The effect of alcohol and drugs in the workplace is a growing problem. Employees under the influence of alcohol or drugs affect productivity, absenteeism rates and present health and safety risks. 

Anyone can develop a substance misuse problem. Alcohol and/or drugs are often used either as a coping mechanism for life’s problems or to mask difficulties that someone may be facing at home or work. Individuals with a substance misuse problem could be negatively impacting on team performance at work as well as be a health and safety risk to themselves and others.

[fa icon="plus-square"] Employee engagement

There are many definitions of Employee Engagement, but the phrase basically refers to the relationship between an organisation and the people who work for it. Put simply, the happier, more focused and more productive the people, the more successful the company in achieving its goals. In everyday talk, people might refer to employee engagement with phrases such as ‘pride in the job’, ‘going the extra mile’, ‘feeling valued’ and ‘loving what I do’.

The term ‘Employee Engagement’ might sound like management jargon, but the idea that there’s a difference between just going through the motions to putting your heart and soul into a job – and feeling the personal satisfaction and rewards that brings – should make sense to everyone.

[fa icon="plus-square"] Managing conflict

Conflict at work between two or more people or teams can take many forms. There may be clear, visible signs of conflict, such as arguments or a refusal for two parties to work together. Sometimes, the signs of conflict might be invisible or far less obvious.

Conflict creates problems with achieving goals and objectives, and can simply make it unpleasant for everyone else at work.  As a manager or supervisor, you may find yourself in a situation where you will have to seek to resolve conflict between others, or between yourself and others. Therefore having an insight into identifying and dealing with conflict can help you to do your job better.

[fa icon="plus-square"] Performance management

Performance Management is all about achieving goals by getting the best out of yourself and the people around you. As such, it is a broad subject covering many topics. This factsheet provides a brief introduction to the subject of performance management and gives suggestions about where to go for further information.

As a manager or supervisor, you will be responsible for the achievement of goals and objectives and tasked with motivating and encouraging others to get things done. As an individual, you will have your own tasks, goals and objectives to achieve and may find it useful to consider how your organisation handles performance management so that you can make your own contribution.

[fa icon="plus-square"] Powerful presentations

For some people delivering a presentation to an audience can be an overwhelming prospect. With a little planning and practice it doesn’t need to be and this factsheet aims to provide some guidance as to how to do that. 

Being an effective communicator is part of every supervisor and managers role.  You need to know how to plan and deliver a presentation that conveys a clear message and encourage the required reaction.  Presentation skills also help to develop other personal development qualities such as improving confidence.

[fa icon="plus-square"] Report writing

When asked to prepare a report, make sure that you know exactly what the purpose of the report is, who it’s being written for and how they intend to use it and what the timescales involved are.  Having these details clear in your mind will make it easier to prepare and write your report.

Being a good communicator is an essential skill for supervisors and managers. You need to be able to clearly get your thoughts and points across effectively.  Well written business documents will guide management decisions and planning as well as assist staff and customers.

[fa icon="plus-square"] Understanding your team

Teams are not just groups of individuals. They’re high-performing units whose achievements are greater than the sum of their parts. We’re all part of a team somewhere in life and understanding how your team works – and how you work within your team – can have major benefits on your own achievements.

We all know a great team when we see one. Just think of your favourite sports team. What makes them good at what they do? Is it the star individual who shines above all others, carries the rest and takes all the glory? Partly, maybe, but there’s a magic ingredient – teamwork – and that doesn’t just happen. Professional sports teams and the like spend lots of time looking at the best combination of individual skills, creating a sense of a shared goal and working on the ‘glue’ that holds a team together.

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