Anyone who has experienced unemployment either through redundancy or through a self imposed break will be aware that it can be difficult getting back into the world of work.  In the current economic climate it can be sometime before being able to secure that next position.  This time of year can also be difficult for the dedicated job seeker, with the employment market effectively winding down for the festive break.

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I wonder how many people, if requested, could list the personal values by which they live their lives.

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Losing your job can be a traumatic event even when you saw it coming so here are a few tips to help you turn things around.

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Have you ever been in a situation where words, phrases or statements, like those below, have been uttered?

“I can see that you are upset.”

“Don’t do that again!”

“How many times have I told you …..”

“You are right; thank you.”

“Why me?  It’s always me; it’s not fair!”

“Brilliant; just what I wanted.”

The reality is that we all have at some time been in such circumstances.  Everyday we come into contact with people who think differently; have differing moods and different agendas.  Some may even act, or react, in a way that makes you feel as though you are being threatened.  Dealing with such a situation requires both a cool head and excellent communication skills.

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In recent weeks there have been a lot of column inches given over in the press and media to high profile individuals and organizations falling from grace.  Concerns have been raised about possible errors of judgement in recruiting certain people; why certain decisions were taken and acted upon.

What struck me however is that despite all the technological and intellectual advances in the past 25 years it seems that in areas like recruitment, understanding and identifying personal characteristics is still very much an inexact science.

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When it comes to buying or selling property the mantra is “Location, Location, Location”.  When it comes to managing change (at any time) it is “Communication, Communication, Communication”.

It is vital during a period of change to communicate with staff and involve them in the development of corporate plans.  Employers have a legal duty to communicate and consult with staff when planning changes that include redundancies, transfer of undertakings, re-structuring and amending terms and conditions of employment.  By involving staff in the process it should improve their understanding of the challenges facing the company; help to identify and address their concerns and provide an opportunity for them to offer their own solutions to the problem(s) the employer faces.

Failure to get this right could have serious implications for an employer.  Not only could it lead to – potentially costly – industrial disputes and employment tribunal claims, it could also mean reduced productivity, lowering of morale amongst those that remain following the changes and negative perceptions on the part of customers, clients and suppliers.

So, what can employers do to ensure that the negative impact of changes is minimized?

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Twelve months ago with a reported 400 million plus users worldwide and over 23 million in the UK, Facebook was, and probably still is, the most well known social networking site.  Increasingly over the past few years companies have been making use of Social Media “Web 2.0” (a term which covers networking sites, like Facebook, MySpace and LinkedIn and other online communities, such as Twitter and You Tube) as a recruitment tool; with more than a third of UK employers using this to find new recruits.  Employees meanwhile were using social media to problem solve, share knowledge and for their own personal development.

If that is the case then why would I question whether Social Media is now off-trend?

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No.  This blog isn’t going to be a discourse on elocution (speaking proper like).  What I’d like to focus upon is learning styles.

Peter Honey and Alan Mumford (1986) identified 4 main learning style preferences.  Knowing your preferred learning style can help you develop strategies to cope with any situation and make the most of your strengths.  If you are able to employ your natural style in a developmental situation it is likely that you will find learning much easier and quicker.  You will also find that rather than being locked into one style of learning you will tend to move between them, depending upon the circumstances you find yourself in and your level of experience.

For trainers and coaches it is also important, as an understanding that participants have different learning preferences can influence the way a subject is to be delivered.  Any training or developmental course should therefore take into account content and goals, followed by learner styles and preferences which will impact on the delivery methods.

So what are the 4 learning styles that Honey and Mumford identified?

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Last Friday it was evident that millions around the world found happiness in the events that unfolded in London.  The following day the newspapers were full of pictures of smiling, happy people and the feel good factor continued throughout that weekend.  The wedding of two people dispelled, at least temporarily, the gloom of everyday life in these austere times.

This raises the question of exactly what makes us happy.

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At MMA we have extensive experience of providing pre-retirement support to employers.  By now you may have heard that from this month (April 2011) the UK Government is to phase out the default retirement age (DRA).  So what does this mean for you the employer?

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