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Investors in People – what is it?

Investors in People

On the business networking circuit and online, I have become known as The Investors in People guy.  Investors in People is not all I do – see my What I Offer page – but I believe in the principles of the framework and its power to make life easier for my clients.  As it is a ‘business to business superbrand’ it deserves an explanation.

What Investors in People Is

It is a structured method of measuring the extent to which four key ingredients of success apply.  These are:

  • Clear goals
  • Learning is part of the job
  • Good leadership
  • Involved people

If you think these apply to you at all levels – individual, department/team and organisation – you are most likely already an Investors in People in most respects.  You should bear in mind, though, that most of the evidence is gathered by talking to your people.  It is therefore perception-based.  There is often a gap between the reality which managers see and that which the rest of their team perceives.

Many of my clients use me as their adviser as they follow the best practice disciplines.  They do this to gain insight, with no intention of seeking accreditation, and that is fine.

How Does It Work?

The best way to demonstrate is by example, so see the case studies for Care Matters, Elmtree Garden Contractors and Rise Technical Recruitment

Moving Up a Level

An Investors in People organisation meets all the requirements of what we specialist experts call the Core Standard.  To provide extra stretch and challenge against world class best practice, there are additional elements to the framework.  The number of these additional elements dictates whether an organisation is Silver, Gold or Platinum.

Investors in People Gold

The Reasons for ‘doing’ Investors in People

In ascending order, these are:

  • to get the badge.  The accreditation is a sign of quality which gives many organisations a marketing edge.  Many suppliers to public sector bodies or large corporates need to show evidence of a quality system in their framework documents.
  • to become a great place to work.  The science of happiness tells us that all of us should be mindful of the need for personal fulfilment and motivation in our lives.  Looking forward to coming to work, and enjoying the company and mutual creativity of our colleagues, ought to be a natural state.
  • to achieve better results.  Investors in People is hard-nosed in relating the way you lead, manage and develop your people to your business objectives.  For example, if a training course is not helping you achieve what you need to, why are you doing it ?  It is all about unlocking the potential of your team, increasing its focus and improving communication and teamwork.  As a result, your capacity to achieve excellent performance is greatly enhanced.

What Investors in People is not

  • prescriptive – it doesn’t tell you what to do, it asks searching questions so you gain insight about your management practice, facilitating a process of finding solutions
  • bureaucratic – Investors in Paper! – only two documents are required: a business plan and a training plan
  • an open cheque book for training – direct spend on training often decreases because you get better at in-house coaching etc
  • an easy option – it is a serious strategic approach to achieving better performance
  • about pay, terms and conditions, disciplinary/grievance procedures, health and safety, hiring and firing
  • a touchy-feely bolt-on HR initiative

Want to learn more ?

You can either book a consultation visit at no charge or, if you have a group of people, request a workshop

Elmtree Garden Contractors – strategy consulting

Elmtree Garden Contractors - strategy consulting

Elmtree Garden Contractors – strategy consulting

A well-known family firm established in 1969 with a name in the Bristol area for landscaping and grounds maintenance for housebuilding and construction projects.  When I started working with them in early 2010, the founder had taken a step back from the business and his son, Paul Lynch, had assumed the position of Managing Director.  He was keen to put in place a set of properly-structured processes to manage the performance of his then 17 people, and to learn all he could to enable him to feel fully in control.

There has always been a stated commitment to Quality, Service and Reliability, and the firm was already known as one of the better employers in the sector.  What I found when I spoke to everyone who worked there was that :

  • there were very few measures and targets to back up the claims about Quality, Service and Reliability
  • people did not feel they were informed about business performance, strategy and goals
  • Paul and the foremen had had no training in team leadership, meaning they were struggling with the problem of being ‘mates’ with their operatives at times when they needed to keep an objective distance
  • people wanted the occasional chance to have a proper one-to-one chat with the boss

At our strategy consulting sessions, Paul was very positive about moving forward with my suggested improvements, and we worked together on an action plan that had to take account of the seasonal cycle of the trade.

We developed an aims and objectives document, written for the team and using a very simple version of the Balanced Scorecard, that set out what Elmtree was aiming to achieve over the longer and shorter term.  Once this was drafted and discussed with the team, everything else we did could be geared towards achieving the objectives.

I joined team meetings to support the communication of everything that was going on, including how each operative could get personally involved in generating new business leads.  This reduced the pressure on Paul to take responsibility for all sales and marketing operations.  I delivered short in-house skills workshops for foremen on motivation and team building.  I came to see Paul for strategy consulting sessions every six weeks in the winter months to help him keep on track.  I supplied guidance and templates of some 1-page forms so he could get a straightforward system of one-to-one job chats going.

When Elmtree went for Investors in People in March 2012, they achieved the award easily.  The team had spoken in glowing terms about how things had improved and the positive effect these had had on teamwork, communication and customer service.  The resulting benefit to profitability came directly from these.  At a difficult time for the sector :

  • operatives have been kept within the team instead of being laid off during the quiet winter months
  • relationships with main contractors have strengthened
  • new recruits have joined so the team has grown to 28 people
  • valuable contracts have been won and new services launched

Update :  In early 2015 Elmtree underwent their Investors in People reaccreditation.  They gained the award at Silver level, showing how markedly they have moved forward.  The assessor’s feedback highlighted particularly strong practice in :

  • planning – employee participation in the development of company objectives
  • values – regularly involving the team in discussions about what these mean in practice
  • learning and development – the quality of on-site training

Care Matters (Wilts) – Business Improvement

Business improvement - Care Matters

Care Matters (Wiltshire) Ltd is a medium-sized domiciliary care agency which has been operating out of Warminster for over ten years. The manager, Julie King, had heard about Investors in People as an effective business improvement framework, and was interested in finding out more. Always an employer who has been genuinely committed to her team, and already a successful business, she wanted to :

• better support compliance with Care Quality Commission standards
• bring more organisation and structure to systems for managing performance
• confirm her commitment to her team by gaining external recognition

Implementing Business Improvement

We started by arranging confidential one-to-one chats between me and each of her people – a face-to-face staff survey, in effect. This was a bit of a leap of faith on Julie’s part; it takes an enlightened attitude to be prepared to open up to criticism – however constructive – the business one has built up.

The output was a report reflecting perceptions of Care Matters as an employer, both good and no so good points. Julie and I then met regularly to consider consolidating those strengths in management practice and identifying solutions to areas which could be improved. We agreed simple ways to :

• communicate to the team what the business is aiming to achieve
• plan and evaluate learning and development
• redesign the Quality of Care survey of service users
• involve the team in discussions about team working and moral values
• deliver short in-house workshops on management skills for Julie and her team leaders

When we had worked together over a twelve-month cycle to put all that in place, we invited the award assessor in. Her feedback was glowing, especially around effective management, involved people, mutual support and respect, and commitment to high standards. Care Matters gained Investors in People accreditation “with flying colours”.

The agency has continued to grow, profits have risen, there is stronger resilience as it is better able to overcome market volatility, and business improvement has become a way of life. At the next CQC inspection, particular mention was made of the strong leadership and performance management practice in evidence. On top of that, they are a lovely group of people to work with.

 

Rise Technical – Investors in People Gold

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Rise Technical Recruitment – Investors in People Gold

Of the thousands of Investors in People organisations in the UK, about three percent are Gold; almost all of these have been working with the Standard for many years.

The fast-growing specialist recruitment firm already had a high-profile in the Bristol business community.  The founding directors, Jeff Leng and Ben McCarthy, had featured in the local media for their ambitious and skilled entrepreneurship.  When I was invited in, it was already a successful business, a great place to work, with phenomenal levels of professional ethics, customer service and team motivation.

When we discussed Investors in People, the original intention had been to gain accreditation against the basic Standard, firstly to gain the “badge” as a marketing tool, and secondly to support the ambitious plans for continued expansion.  When I spoke to the people that worked there, it soon became obvious that there was a great deal more in place than the core Standard seeks evidence for.  There was therefore every reason to suppose that the firm could match up to the rigour of Investors in People Gold.  We decided to go for it.

Not everything was perfect:  The team were rather vague on what the top-level business objectives were, more could be done to promote the learning culture Jeff and Ben were seeking to create, and team managers’ skills needed further development.

We worked together to design a series of management skills workshops based around the contents of their operational manual.  I delivered these in bite-sized sessions with lots of practical tools to help make the models in the manual come alive.  We did some serious thinking about how strategy was communicated and the link between training and business targets strengthened, and I gave them tools to help.  I would go to see Jeff and Ben every 3 or 4 weeks, and at every meeting they had always completed the actions agreed at the previous meeting.

When the award assessor came in to Rise, he had no hesitation in awarding Investors in People Gold at the first time of asking, only 9 months after our initial meeting.  The score out of 10 achieved for being a great place to work was between 9 and 10.

The sense of pride in the team has risen even higher than it was.  As their adviser, I too am proud of what they have achieved.  Major credit goes to Jeff and Ben for their positive, responsive and enlightened attitude.  They are quick and effective in implementing improvements, crystal clear on the business benefits of Investors in People, and are well set to be the fastest-growing independently-owned firm in their sector.

Case Studies – successful business

successful business

Working to sustain successful business

I am at the service of any business or organisation that wants to grow and improve, sees the need for expert outside help and is prepared to invest in that help.

I have acted as business counsellor to the full spectrum of organisations.  From small businesses in distress to large national charities seeking to consolidate, I have a record of achievement to ensure your business success.

Looking back while writing these case studies, something struck me.  It was how many medium-sized firms there are which aren’t exactly struggling, they just want to stop firefighting, add some structure and thinking time, and prove to themselves and to the outside world what a successful business they are.

These are very short stories which I hope you will find as inspiring to read as I did to be a part of.

About Me – business consultant

Bristol business consultant

 

 

 

 

 

 

 

 

 

 

What sets me apart as a business consultant ?

Many people are afraid a business consultant will come in, start questioning the leadership, telling them what is good for them and asking awkward questions.  I listen to understand and adopt a fresh approach.  I have conversations with as many people as possible and wait until I have a complete picture before fearlessly challenging current practice.

I facilitate team events and deliver strategy and change consulting, business performance coaching, management and personal skills training and Investors In People advice.  I am also an expert practitioner for the Health and Wellbeing Award.

My main message is about the power of empathy and humility.  I have transformed the performance of dozens of organisations.  Acting as their business consultant, I get them to arrive at solutions to the people problems that come from growing teams.  I am fascinated by working cultures and want to make a positive difference by sharing my experience of how change can influence the way people behave.

Some clients ask me to act as Non-executive Director or Trustee.  This is so I can contribute to creating a culture of responsibility in which people are not bothering the owner manager with every small question.  People start to really care whether the organisation succeeds, and to assume accountability themselves.  This frees up Directors to do the jobs they are there for.

I am a member of the Employee Ownership Association.  My experience with organisational change  helps my clients achieve the shift in culture necessary for this to work as an exit planning option.

At school and university I specialised in languages; the main thrust of my professional development has been as facilitator and business consultant.  I have enjoyed successful spells in general management, training, quality, network development and customer service.

I am a qualified trainer and have been a licensed Investors In People specialist and national level Business Excellence Award assessor.

Business coaching

My clients range across a wide variety of sectors.  Current clients include a valve maufacturer in Wiltshire, a marine engineer in Weymouth, a charity for people with learning disabilities in Bristol and an engineering firm in Bristol.  Many of my client relationships have lasted over ten years.  I have over twenty years of experience with Investors in People and continuous improvement, using a large kitbag of tools and techniques to help my clients improve their business results.

I am Director of the employee owned trust at KB2 Consulting Civil and Structural Engineers.

Previous roles include managing major improvement programmes at NatWest, setting up the local service provider network at Business Link Somerset, General Manager of Excellence South West for two years of its infancy, business consultant at PES  and adviser to small businesses at Business West.

I have built up an extensive network of contacts for the sharing of learning and expertise.  My main background and passion is facilitation aimed at helping senior managers to gain insight for themselves and their people to achieve better business performance.

Isn’t it just common sense? – the Investors in People Standard

investors in people standard

This fast-paced intensive but fun and practical workshop demonstrates the principles and practice that underpin the Investors in People Standard.  It explains how it can be applied to any business at any time to help drive and deliver success.  The workshop uses the specific issues and challenges brought by participants or their organisations as a basis.  In doing so it aims to provide a clear and useable action plan for each participant whilst simultaneously demonstrating the key principles that underline successful business practice.

Don’t Just Survive, Thrive!

The workshop aims to be inspirational as well as to provide a rare and welcome chance to get some peace and do some straightfoward thinking about how to move your organisation forward.  It does this by adopting a fresh approach to the subject.  Rather than describing the elements of the Standard itself, it uses the principles to generate valuable insights and create practical solutions to real business issues.  There is always a lot of laughter in the group as they share experience and realise they are not alone in seeking common sense answers to business problems.

Learning Aims

To explain the principles that underpin the Investors in People standard and explore how they can be applied to real life situations to help deliver business success.  To come away with a simple action plan to be implemented back in the workplace.

For Whom

This workshop is designed for business owner managers looking to gain a greater understanding of the Investors in People Standard.  Anyone would gain who wishes to learn about the benefits and the process, without necessarily having to commit to the financial and time burdens that formal accreditation imposes.

Content – The Investors in People Standard

  • The Power of Goals
  • The Importance Of Setting SMART objectives
  • Keeping On Track
  • Developing Staff For Measurable Business Payback
  • Creating A Happy Team
  • Action Planning For Business Improvement

What I offer

Management skills – my range of services

management skills

Consultation visit – no charge

I will come to your place of business to get to know you, find out what’s going well and not so well and listen carefully to your ideas.  I set no time limit on this and I make no charge.  I then go away and prepare a crystal-clear proposal based on your requirements.  It will outline what I will do for you, how I think we can address any management skills issues appropriately and how much it will cost.  The proposal acts as a starter for ten in our further discussions.

Leaving A Business Legacy

I provide a lot of support to owner managers who wish to gradually exit from day-to-day involvement in their business and would like to see it continue as a healthy going concern.  An increasingly popular route is via employee ownership, whereby they sell the business to the employees on e.g. a ten-year loan (“deferred consideration”), which is very tax-efficient from both standpoints.  Where I come in is in educating the employees and future leaders in the commercial acumen and business skills they need to take the reins.  There are significant cultural changes that need to happen to make sure the transition works.  I facilitate these, and act as a Trustee to make sure the Directors in the new structure are accountable and that governance is sound.

More information is at http://employeeownership.co.uk/about-the-employee-ownership-association/

So, if succession planning or exit planning has been on your radar for a while and you would like a no-obligation chat to get things moving, I would love to hear from you.

Developing Your Organisation

Planning a change ?  See the need for a shake-up but want to make sure it works ?  Wondering what to do about your working culture ?  I have coached over 300 clients in thinking through what they need to do.  I’ve seen a few of them tumble into huge traps, and a great many others show how good they are.  I can share these experiences and this insight with you in review and action planning meetings either one-to-one, with senior management teams or with dedicated project teams.

Through carefully-planned workshops and events, I facilitate discussions to agree what the values of the tean are, and the practical behaviours to support these values.  I get key individuals to express their commitment to these.  Beacause the values come from the words used by the team itself, they carry a great deal more weight than the normal values statements seen on the walls of many corporate offices.

I have successfully completed major projects to overhaul appraisal systems and introduce 360 degree feedback systems.  I have adapted these methods to create simple, straightforward versions for smaller organisations.

With my experience of representative groups such as Works Councils, many clients have benefited from using me as independent facilitator when such groups meet either for the first time, when there’s a major change or when they are taking on a major cultural project.

Troubleshooting / Counselling

What a lot of my clients seem to appreciate particularly is my expertise when human relationships run into difficulties.  Key people not talking to each other, conflict in the workplace, jealousies or “silo thinking”, these are all problems I have taken on gently but fearlessly, and with positive outcomes.

Testing The Culture

If your business proclaims its quality, service, excellence or being the best, you really should have a way of proving that you are at least moving in the right direction.  To your clients and your employees, when thinking about how happy they are with you, reality is nothing; perception is everything.  Before planning any change, get an independent specialist to gain real insight into what they are really thinking.

There are many ways to test perceptions, chief among which are one-to-ones, focus groups and questionnaires.  We will agree in advance which combination of these is right for you and I will set up everything that is needed.  The output is a report which we use as the basis for your culture change programme – with management skills training likely to be high on the agenda.

I am licensed to use a great bit of survey software that produces attractive, high-impact reports that really help management to decide on how they will respond.  This puts the spotlight on the managers’ role in the process of follow-up improvements.

Team-building events and outdoor activities

outdoor activities

When you’re trying to communicate an important message to your team, there’s no substitute for a get-together where people can speak up, get to know each other better and share views.  Also, the importance of sharing a meal together is not to be underestimated.  Arranging and facilitating one of these events involves more than you might think, so get an expert in.

Let me show you what can be achieved in just one day !  I am partnering with a really top class outdoor activities provider, so if you’re after a team awayday with added value that makes a big difference, I would love to talk to you.

I am a big believer in the power of laughter and physical activity, so I have a wide range of games and exercises which always generate a big buzz.  I am expert at extracting the So What For Our Business from these when the time comes for the group to reflect on the point of these activities.  The result is that no one leaves thinking that the event was Just A Jolly.

Management skills training

people skills training

Being a leader; managing people.  Not an aspect of the job that some people relish, but it is a skill that can be developed.  The bespoke in-house learning events which I design, deliver and evaluate for you are aimed at creating a relaxed, non-threatening environment which acknowledges the experience and existing management skills of the participants.  They are based on real issues that need to be fixed in the workplace, and focused on improving effectiveness.

If you are to motivate your people, you need to understand them, and if you are to understand others, you need to understand yourself.  That is why I use a wide range of simple self-awareness questionnaires that act as eye-openers for managers to gain insight on :

  • Leadership styles
  • Working styles
  • Career motivations
  • Sources of authority
  • Belbin team roles
  • Learning styles
  • Emotional intelligence

… and more

Developing Your People

I never expect anyone to come to me to be trained.  Instead, I will listen carefully to what you need and design a series of bespoke learning workshops for you.  You can have this delivered in house, and can be confident that it will be enjoyable, as my main belief with training is that it must be based on active fun.  See my Training page for a list of topics.  I also do one-to-one coaching.

I maintain a library of learning resources which acts as a toolbox we can dip into whenever appropriate.

Health and Wellbeing

You can find a full explanation at http://lancecross.co.uk/business-performance/health-and-wellbeing/.  This is a framework/standard I am accredited to use to carry out an assessment of all the activities an organisation offers to promote health and wellbeing in its workforce.  The output is a detailed report comparing these activities to best practice.  It is very valuable in gaining insight so my clients can keep improving.

Investors in People – Gaining the Standard

This proven management framework is now recognised as a business ‘superbrand’.  15,300 organisations in the UK are accredited Investors in People with many more working with the Standard.  Whether you choose to go for the Award or not, I will act as your no-nonsense guide as you follow the management disciplines the Standard sets out, focusing relentlessly on valuable insights and measurable gains for your business.  I have a 100% record – as a result of my advice and guidance, every client has gone on to successful accreditation.

Investors in People – Maintaining the Standard

If you already have the award, you may be wondering what next ?  The answer is plenty.  Winning the award is an early stage of your journey, and I will help you decide what to do to keep up the momentum as your business continues to improve, and make sure your good practice doesn’t slip between award assessments.

Investors in People – Raising the Standard

Investors in People

There is so much more to Investors in People than the core Standard.  The ‘Your Choice’ parts of the extended framework can be really illuminating if you want to be tested at a more advanced, more stretching level.  This is a chance to gain further insight and grasp hold of the practical meaning of areas like developing values, working together, different approaches to training and setting meaningful objectives.  If you are interested in Silver, Gold or Platinum accreditation, I have had a lot of success with helping clients to achieve this.

Mid-project review – no charge

Rather than press on with a set programme which was first agreed months ago, I will check with you that what I am doing for you still meets your needs.  I recognise the need to keep talking, adapt to circumstances and to make sure the work (for example, on management skills) is going in the right direction for your business and having the desired effect.  I will discuss with you successes and difficulties you are experiencing and make any necessary changes to the programme.  I make no charge for this visit.