Education Policy

The Beauty in Effective PR

http://alittlebitdifferent.com/penguins/ A well-groomed image attracts people to you and shows that you care about yourself, whilst also commanding a degree of respect from others. Previously considered an exclusively female domain, men now also do much more to enhance their image than ever before.
With such a demand for polished personal aesthetics, it’s no wonder there are so many talented beauticians out there ready to bring out the inner god or goddess in their clients. This demand, however, also sparks competition for business so, for all aspiring beauticians, getting a head start is the key to success.
For example, a beauty therapist working in a big city like Edinburgh should take time out to seek a good Edinburgh PR agency. Having PR experts with local knowledge and industry expertise at your back will give you a head start over your competitors.
A good agency will also know the doors on which to knock to take your career in the direction you want it to go, which is invaluable when it comes to deciphering the target market. If you are setting up shop in a certain area of Edinburgh, they will know the demographic well and will tailor any campaign to ensure you get the best results for your money.
Similarly, if you are a mobile beautician looking to boost your profile in the city and further afield, a good local PR agency would work with you to ensure a strategic campaign is devised to cover all bases. Beauty business is a creative industry, as is public relations and marketing, so there is plenty of scope for throwing ideas into the arena to find the best way forward.

Education News

Sponsoring Effective Change

Aranda de Duero Are business leaders providing the compelling reasons for the change with sufficient emphasis on the risks of not changing?

Building awareness of the need for change requires the following components to be addressed:

What is the nature of the change and how does the change align with the vision for the organisation?

Why is the change being made?

What are the risks of not changing?

An impact analysis of the change

What is in it for me?

Emotionally intelligent leaders have a knack of establishing and maintaining credible, mutually satisfying relationship, characterised by positive expectations. The importance of credible relationships cannot be overstated because staff and stakeholder awareness of change depends on multiple factors such as:

Their view of the current state

How they perceive the problem

The credibility of the leader

Access to misinformation or rumours

Contestability of the reasons for change

There is a difference between awareness and desire. It is often assumed by business leaders that by building awareness of the need for change, in so doing they have also created desire for the change, and as a result, there is surprise that there is resistance to change. Emotionally intelligent leaders have the capacity to understand other people’s feelings and thoughts. They listen well and take account of the perception of others.

Energy goes where attention is given so by giving attention to four factors that contribute to an individual or staff desire to change. The four factors are:

The nature of the change (what the change is and the impact it will have

The economic, political, social, technological and environmental context of the change

The staff personnel situation – mobility, financial security, career aspiration, personal events and past successes within the organisation

What motivates staff – what drives each of us to change is unique and falls along a broad spectrum of motivators. Personal motivation includes what we value and our internal belief of what we can or cannot achieve

When the awareness of the need for change is broadly achieved and the desire to participate and support the change is established, knowledge is the next building block for realising the change. Knowledge includes:

Training and education on the skills and behaviours needed to change

Understanding of new roles and responsibilities associated with the change

Detailed information on how to use new processes, system and technologies

Addressing the blocks to change

Several factors can impact on staff ability to implement change, including:

Psychological blocks

Physical limitations

Intellectual capacity

The time available to develop new skills

Inadequate personal development

The availability of resources to support the development of new abilities – often this element is overlooked. The process of developing new skills and abilities is enhanced by the presence of support structure for staff.

Transformational change occur when there are links between the model of awareness, desire, knowledge, ability and reinforcement underpinned by personal development and executive coaching to achieve the outcomes of change.

To Conclude:

Awareness represents a person’s understanding of the nature of the change. Why the change is being made and the risk of not changing. Awareness also includes leaders being in tune with their Emotional Intelligence leadership competencies and the ability to enter into positive relationships with other people.

Desire represents the willingness to support and engage in a change. Desire is ultimately about taking responsibility and it is about personal choice to support and participate in the change. Desire is strengthened by Personal review:

What is happening within my personal inner environment to facilitate the change

If I understand the need for change, am I willing to change?

Knowledge represents the information, training and education necessary to successfully achieve the outcomes of the change. Knowledge includes information about behaviours, systems and processes, tool to enable the change, clarity of job roles and responsibilities. Knowledge of personal insights regarding:

Feelings about the change to change

Personal styles, team role and partnership skills?

Personal preferences – How am I linking with others?

Knowledge of personal roles and and responsibilities including personal mindset of how one will show up in the role

Ability represents the realisation or execution of the change. Ability is taking action, turning knowledge into action that secures successful outcomes. Ability is achieved when capabilites are employed to implement the change at the required performance levels. Ability draws on required skills and coaching behaviours to achieve performance outcomes

Reinforcement to sustain the change reviewing what constitutes success including personal and professional appraisal, personal resilience, change mastery and staying power. Reinforcement represents those internal and external factors that sustain a change.

Accountability for continued performance is one of the strongest forms of reinforcement

Change is reinforced when recognition and rewards are meaningful to staff. Many project teams overlook the potential of celebrating small successes. When changes are new and when the difficulties of changing are at the greatest height, opportunities present themselves for celebration. If peer pressure is opposing the change, the resulting negative consequences become a barrier to change.

Education World

Technical Documentation for Effective Knowledge Transfer

What drives us to produce technical documentation, who produces them and what types are commonly in use? When we think of something as being technical we usually think of something in a technological, mechanical or scientific arena that is characterised by an area of specialization. Technical documentation can refer to any document that describes the construction, handling, specifications, maintenance, installation, design, disposal and/or functionality of a product at any stage of development. The documentation is usually supplied by the manufacturer of the product and examples include operating and maintenance manuals, user guides, configuration and installation guides and training manuals.
Technical documentation must be clear, consistent, unambiguous, user-centred, comprehensive and accurate and to produce them technical writers must have expert subject matter knowledge besides good writing and research skills, trade experience and an understanding of the terminology and jargon used in a particular area. Consistency of technical documentation is what inspires that subliminal sense of trustworthiness, reliability and confidence in the users. Inconsistent technical documentation with missing or non-sequential page numbers, chapter headings printed in different fonts and sizes or figure legends that do not match the illustration would certainly not inspire any confidence in the product or item purchased.
Planning for technical papers needs to be considered from the outset so that the document management life-cycle can form part of the product development process and be concluded on time and within budget. When documentation is carefully planned and well written by trained technical communication professionals, they can add significant value. The benefit of well written technical documentation is increased sales, cost saving, decreased product returns and the maintenance of good relationships with customers. Technical documentation can allow the end-user to perform a process more efficiently and also to understand and use a product effectively while conveying a professional and trustworthy image.
Producing effective technical papers is not a simplistic task because the writing is for people and all people have their unique set of preferences and learning styles. Some will prefer more text and fewer illustrations and some would prefer the reverse. Others would like the amount of detail to me limited while some will expect as much detail as possible. Finding a balance is difficult and testing documentation on focus groups of users can sometimes help to find common ground. Queries and feedback should also be considered as well as technical updates to documentation. Whatever the format decided upon, good quality documentation facilitates information dissemination and knowledge transfer.