Track Training Tips No 13.

10 Tips to Setting Up and Maintaining a Mentoring scheme.

A growing area of interest at the present time is in the use of Mentoring schemes to assist with Organisational Development. It is important that such programmes are not seen as a panacea for all issues, and, rather like a Personal Development Review programme, there are many ways in which they may fail if due care is not given to the Planning and Preparation stages.

However, done correctly they can add some serious value to your organisation.

So, our top ten 10 tips to get you started.

  1. Be very clear as to the Purpose of your programme – this is vital, why are you doing it and what added value will it bring to the business? Ensure a Champion at the top level.
  2. Be very clear as to want you want the Mentor to do (Role).
  3. Clarify the Benefits for organisation, Mentor and participant – these are many and varied but they need to be clearly identified and agreed. This will help to ‘sell’ the programme internally.
  4. Clarify the selection criteria for both Mentor and participant – not all senior managers make good mentors!
  5. Match mentor with participant with great care.
  6. Clarify the Roles of Mentor, Participant, Line Manager and Scheme Co-ordinator.
  7. Provide training for all those involved.
  8. Understand and clarify the key phases of the mentoring relationship (Start, Middle, End).
  9. Be aware of likely issues and possible solutions in planning and maintaining the scheme in your particular organisation .
  10. Determine criteria for scheme evaluation.

Links to workshops:

How to Run a Mentoring Programme

Coaching Skills

For further information and business support contact Dave Chesters on 01785 823583 or take a look at our website – 

          ‘Training Solutions that Guarantee Results’


Track Training Tips No 12.

 10 Steps to Reducing the Cost of Absence


A recent article from the Institute of Leadership and Management had the cost of absence per employee at £495.00 p.a. That’s straight off your bottom line. Taking steps to reduce this figure makes practical economic sense.

Here’s some key steps to consider:

  1. Separate the ‘Best from the Rest’ at the interview stage, take ONLY the Best. A lack of behavioural fit at this stage is a recipe for conflict later on.
  2. Induct Them – not just a tour of the building and where to get a coffee from – culture, style, behaviours, objectives will make a far greater impact. Make sure a senior person does this.
  3. Train them – regularly, to achieve their objectives and add value.
  4. Coach Them – and make sure your Managers know how to do it.
  5. Motivate Them –  never, ever be too busy to say please, thank you and well done – as a minimum.
  6. Involve Them – two arms, two legs and a brain for free – use it.
  7. Reward Them – cash, time off, employee of the month, your last Rolo – find a way. A flexible rewards package is expected these days – we are all different.
  8. Promote from within wherever possible. Provide feedback and Continuous Professional Development opportunities.
  9. Make coming to work fun!
  10. Make sure your managers are bought into all of the above.

Links to workshops:

Practical Leadership Skills

Coaching Skills

Conducting an Effective Performance Review

For further information and business support contact Dave Chesters on 01785 823583 or take a look at our website – 


‘Training Solutions that Guarantee Results’


20.12 % Discounts on workshops  – book before the end of July 2012.

To help celebrate the forthcoming Olympics, here is a great offer for you. Book any of our workshops before the end of July this year and we will discount our normal rates by a massive 20.12%!

No catches! No quantity discounts! Just a transparent 20.12% discount. So go ahead and book now – what’s to loose?








May 152012


I have recently been doing a lot of networking in Shropshire thanks to those great people at Shropshire Chamber of Commerce.

It really is worth remembering the value to be gained from regular networking, providing it’s with the right organisations. Without exception all of those I have met over the last month are friendly and professional with a genuine interest in what you do. Great venues and a good breakfast make it a pleasure to get up early.

So, get up, get out and get networking!

ps Don’t forget the business cards.

pps Don’t forget you can access lots of useful business items by following me on Twitter.  @DavidChesters1


Track Training Tips No. 11

Top 10 Steps to Effective Negotiation


Whether you are going to the cinema (what are you going to see?), restaurant (what are you going to eat?), agreeing how late your teenage children are allowed to stop out or at a high powered business meeting, there is going to be some element of negotiation involved.

So, how do you give yourself the greatest chance of getting what you want?, taking into account that a ‘take it or leave it’ approach is not actually negotiating.

10 Steps to Effective Negotiation:

  1. Recognise that there is indeed some negotiation to be done, there will probably be at least one other person’s view to be taken into account
  2. Search for a Win-Win outcome
  3. ‘Proper Planning Prevents Poor Performance’ – ensure that you have given sufficient time and energy to yours
  4. Put yourself in the other person’s shoes – what are their objectives?
  5. Have a range of objectives ready
  6. Plan your concessions/proposals
  7. Do at least twice as much listening as talking
  8. Learn to overcome objections, offer alternatives, restate your key added value
  9. Negotiate all the issues – don’t assume
  10. When you think you have finished, write it all down and check understanding

Links to workshops:

Enhancing Your Negotiating Skills

Persuading and Influencing

Communicating with Confidence

For further information and business support contact Dave Chesters on 01785 823583 or take a look at our website – 

‘Training Solutions that Guarantee Results’

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