Comments for Philip Jones

Comment on Top Tips for Running Group Learning Sessions by Philip Jones

Philip Jones — Mon, 30 Apr 2012 15:08:50 +0000

Thanks Russell – really great to hear from you and that you are still with the NSPCC! Glad you liked the post

Best regards

Phil

Comment on Top Tips for Running Group Learning Sessions by Russell Squire

Russell Squire — Tue, 20 Mar 2012 14:40:31 +0000

Hi Phil, found your card as I was sorting some things out so thought I’d check your website.

Particularly like the advice to think about participants’ emotional state before running a group learning session to ensure they are comfortable. Don’t think I’ve ever been asked to check in with myself to see if there’s anything I need to leave outside the room. I think that would be a good thing to explicitly address.

Thanks!

Best wishes,

Russell

Comment on Invitation to Solution Focus Change Network Group by Sally-Anne Airey

Sally-Anne Airey — Tue, 28 Sep 2010 05:13:35 +0000

Hi Phil – I’d like to join your network group but can’t find it in the LinkedIn directory…

Comment on I Really Hate the Sloppy Sell!! by Effective Marketing

Effective Marketing — Wed, 16 Jun 2010 13:28:01 +0000

Phil,

A man after my own heart and you are so close physically too.

You should take your bike to Green County Bikes, they are here on the beach and they are fantastic.

Give me a shout if you can’t find them on Google, but you probably will.

Martin

Comment on More on employee engagement by Philip Jones

Philip Jones — Sat, 18 Jul 2009 07:50:43 +0000

Thanks for your comment Debbie – yes it’s a lovely spot

I am really interested in how organisations can do this through conversations. Quite often we get drawn in to producing lots of documentation that link plans together – hierarchically, across functions and specialisms. Whilst docuements give us (and others) evidence that we are doing the “right thing”, I wonder if conversations aren’t more moving and inspiring. However as you say this is tricky in complex organisations.

On re-reading what I have just written my first response to myself (well it’s early and I have no-one else to talk to but myself..) is “what about message distortion?” Well it’s in the nature of messages to become distorted so we can either live with this or run ourselves ragged trying to control everything.

Comment on More on employee engagement by Debbie Norris

Debbie Norris — Sat, 18 Jul 2009 07:09:40 +0000

The “effort/effect” link is powerful. And it can be hard to display in complex organizations staffed by various specialists. It’s up to those in leadership positions to show and tell–to draw the link when it’s otherwise invisible.

Great post. And the beach does sound lovely.

Comment on BA staff working for nothing by Philip Jones

Philip Jones — Wed, 24 Jun 2009 10:04:23 +0000

Hi Alan – yes I couldn’t agree more. I guess that Mr Walsh could give up 75% of his salary and live more comfortably than most of his staff who may give up a fraction of this.

The arguement is always how big campany entrepreurs need to be protected or they’ll take their money elsewhere – I’m not sure. They certainly seem to be less effected by the unwanted effects of their risk decisions than SME bosses would be.

Thanks for your response!

Comment on BA staff working for nothing by Alan Newman

Alan Newman — Wed, 24 Jun 2009 07:23:24 +0000

Hi,

Yes, I think the employees are making a huge sacrifice – but of course they are gambling on this paying off long term.

However, I think Willie Walsh’s sacrifice is less than his employees. He is the boss and he is responsible for the position of the company at the moment – regardless of the economy.

In SME the boss would simply miss out being paid for longer if he had to keep the company afloat….and currently it is merely a peppercorn jesture.

The BA staff should be complimented on their loyalty and it should not be forgotten by the management when the good times return.

- Alan