All training sessions are delivered with a high-energy, motivational ethos to encourage participants to fully engage with the topic being covered. Course handouts are distributed in the form of handbooks so that staff will have a reference book for future use. Evaluations are carried out, and results provided to clients. There are no inception costs involved for any of this training, however bespoke training can be provided.
Developing leadership training course

1. Developing Leadership

This two-day training event is designed for supervisors, junior managers and middle managers who have never received any formal leadership training, to develop their leadership skills. It is also an ideal forum where organisations are succession-planning and have identified staff that are likely to develop into middle management positions in the future. It can offer leadership guidance to those staff.

2. Managing Customer Services

This one-day course is specifically designed for managers and supervisors and takes a more strategic approach to customers and the service provided to them. It promotes best practice and includes the writing of team-focused actions plans for improvement.

Bulling and harassment training course

3. Bullying and Harassment

The one-day course helps managers to understand the difference between harassment and bullying, and the underpinning legislation. If a policy exists for your organisation, then this can also be incorporated into the day. (If not, Marilyn can help you write a policy, should you desire). Also covered are the effects of bullying and harassment on the individual and the organisation, plus a self assessment questionnaire for managers to see how their behaviour could be interpreted by the staff. It also helps managers to differentiate between bullying and performance management. There is an option for all-staff briefings on this topic, and the training of internal ‘counsellors’ to create a safe environment for staff to discuss any issues they have around this.

4. Managing Diversity

In December 2003 new legislation underpinned the existing discrimination laws to bring the United Kingdom in line with Europe. This one-day training firstly gives an overview of the legislation, then goes on to help participants really understand what it means in practice.

5. Managing Work-Life Balance

New legislation is forcing organisations to consider this issue. This training day will help managers and supervisors understand the legal framework within which we now have to operate. Also, how managing work-life balance well, can contribute to organisational aims & objectives and increase awareness of the impact of their own work-life balance issues.

REcruitment and selection training course

6. Recruitment & Selection

A pacey one-day course designed for managers to understand the principles of effective short-listing and recruitment interviewing and make them aware of the implications of employment legislation.

7. Performance Management /Competency Framework

Where organisations already have a Performance Management Scheme, their scheme will be used to train appraisers and appraisees both in the reasons why performance management schemes are being adopted nation-wide, and the requirements of their own scheme.

Attention will be given to the setting of effective objectives, which is one of the areas where schemes often fall down. Where no scheme exists, advice can be given in the development of a scheme, or managers can be involved in scheme-development workshops. The same applies to a competency framework, the incorporation of which can be extremely useful for managers and staff to see what the organisation expects in terms of employee skills, attitudes, and behaviours.

8. Business Planning

This training uses the Business Excellence Model as the basis for a training day which has been modified to make it easier to use and understand.

Participants will learn the fundamentals of business planning, and give an easy framework within which they can plan, evaluate, and monitor progress.

Managing discipline at work

9. Managing Discipline at Work

This three-day event covers everything managers will need to investigate a potential case and undertake a disciplinary hearing. The course is highly participative and involves a case study where delegates prepare the case, interview witnesses, and undertake an actual simulated disciplinary hearing, creating experiential learning. This course is offered in conjunction with a London local authority.

HR Services Client Feedback


  • Investigations

    With current workloads it is sometimes a challenge for managers to make the time to undertake a comprehensive disciplinary or grievance investigation.

    Marilyn can undertake this task for you which would have the added advantage of being done by an unbiased independent person, taking claims of bias out of the equation, and adding credence to the findings.

  • Tribunals

    Marilyn sat on Employment Tribunal Hearings for 12 years, and is therefore in a position to offer her clients Tribunal advice, the taking of witness statements is also offered. As a former practising Tribunal Member, Marilyn is able to offer a pre-tribunal conciliation service conducted in a similar way to mediation whereby parties can use Marilyn as a conduit through which to pass parties’ settlement suggestions. This can often result in a settlement in one day, saving huge costs in defending a case at Tribunal.

  • Mediation

    Mediation services and exit negotiations  are available to assist members of staff who are in conflict to resolve their differences in a manner that allows them both to move on and participate in the solution.

    Mediation can usually be completed with one Pre-Agreement Session (which can be via a telephone interview and production of a Pre-Mediation Agreement), followed by a Mediation session that is usually completed within one day. This means mediation is usually a very cost-effect way to settle disputes that could have caused loss of productive working for a long time previously.

    Mediation is also very flexible and parties chose their resolution options using the mediator as a conduit through which to pass their feelings, ideas and possibilities for settlement. The Mediator acts as a facilitator of the solution rather than an adviser, and is totally neutral. Any conflict of interests will be revealed. All information gathered during the mediation will be treated in absolute confidentiality.

    Exit negotiations
    Sometimes it is better for parties to go their own separate ways, but negotiating in-house can lead to complaints of bias and self-interest. Using a qualified mediator as a negotiator can often conclude matters that have been unresolved for a very long time in the least painful way for all concerned. Negotiations can be with Trade unions and or employees or employee representatives.

Marilyn Smyth, Managing Director


t: 07905 228991

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