Peter Durrant, Author at ELMentoring

What to do when a team member threatens to quit your project

When a member of your project team threatens to quit the project, it can be an incredibly stressful moment as a project manager. This is not least because it can threaten the future of your project and all your carefully laid our timescales. It is, however, an opportunity that you can use to address any underlying issues that you may not be wholly aware of. Ultimately, how you handle the situation can strengthen your team.

There are a number of different reasons that team members might threaten to quit. The most obvious is that they are working under a project manager that they don’t get on with. However, they could also be upset about pay or even feel that they have been passed over for promotion.

Let’s take a structured look at how to navigate this situation effectively, and how you should respond to any employee who threatens to quit. Our thanks to the APM project management experts at Parallel Project Training for their input on this article.

Understand the reasons behind the threat

it is essential to take time to consider the situation before you take any action. This means that you should take a moment to assess all of the details. Normally, people do not threaten to quit without a really good reason. Identifying the underlying cause of this threat is key, and some of the more common reasons include:

Workload stress – When a person feels overwhelmed by the responsibilities of their role it can feel like the only thing to do is quit.
Conflicts within the team – Conflicts within the scheme can create friction and make it hard to come into work. It is important to remember that these conflicts can arise with other team members or with leadership.
Lack of recognition / career growth – This can lead to a team member feeling undervalued or as though their career has become stagnant
Better job opportunities elsewhere – The situation in the current workplace may have forced the team members to look around. This could mean that they have either received a competitive job offer or have decided to take a different path with their career
Work-life balance issues – The reason may also be a personal one, with other commitments causing strain to the person. This may mean they have chosen to change career / give up their job to help with this balance.

When you identify the reason and understand the motive behind a team member’s frustration then this can help you find the tools to address the problem in the most effective way possible.

How to respond when a team member threatens to quit

When a team member expresses their desire to leave, a response that is thoughtful and strategic can go a long way towards helping you de-escalate the situation. You need to be in possession of all of the facts so that you can see what solutions there might be. However, it’s important to remember that you won’t be able to help every team member who is in a position where they feel like quitting.

Stay calm and listen

It is important to avoid reacting in a defensive or dismissive manner that doesn’t consider the concerns of the team member, you should:

Arrange to have a conversation one-to-one
Actively listen to what the team member has to say, don’t interrupt them
Acknowledge their feelings and show some empathy

Quite often a person can say that they are going to quit simply because they are frustrated. Venting their frustration can often result in a good deal of clarity over the situation. Offer a safe space where they are able to express any grievances, and this may prevent them from making impulsive decisions.

It can also be a good idea to ask some open-ended questions. This will help your team members to elaborate on the nature of their concerns. This might be things like “What aspects of your role feel unmanageable?” or “what would make your role feel like a more positive experience?” The responses that you get to these types of questions will help you to identify the specific problems that might need to be worked on.

Evaluate possible solutions

Once you have got to the root of your team member’s concerns then you can begin to consider what you might be able to do to help improve their situation. This might include:

Rebalancing workload – Adjust some of the tasks that the team member has to make them more manageable and reduce stress.
Conflict mediation – Set up discussions that can help to resolve interpersonal issues
Provide recognition – Give appreciation for work that has been done and look for ways in which you can help offer career growth opportunities
Flexible options – This might mean adjusting schedules or other work arrangements in order to provide better balance.

When you take the time to try and understand the issues and make changes, you are demonstrating your commitment to the wellbeing of your team members. And also maintaining the integrity of your project.

Need training for your project team?

Learn more about professional project management certification, PM career pathways and the benefits of training and continuous development.

Should you try to keep the team member or let them go?

Unfortunately, not every threat to quit is something that you should try and find a solution for. Sometimes letting a team member go is best for everyone. It is important to think about just how valuable someone is to the team. If they have skills no one else has then their role may be critical to project success. If the demands have been simply too high then it may be best to let them look for what they want elsewhere.

Sometimes even the best solutions are not what the individual wants so it can be best to let them have their say and leave. If you have addressed their concerns and it still seems like departure is the best option, then the best thing you can do is ensure the transition is smooth for your project and the rest of the team.

Some team members who threaten to quit are just venting their anger and really just want someone to listen. Their worries can often be resolved with no issue to your team. However, some people threaten to quit because they want something that simply isn’t possible, and when this happens, it is usually best to part company.

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A No-Nonsense Guide to Building Effective Business Relationships

Leave a Comment / Business Success, Leadership / Peter Durrant

In business, relationships are often talked about in soft terms, rapport, chemistry, networking. But scratch beneath the surface and you’ll find that building business relationships isn’t about charm or charisma. They’re built on something far more practical: clarity, consistency, and mutual value. Forget the small talk and the LinkedIn likes, effective business relationships are a strategic asset, and like any asset, they need to be earned, maintained, and sometimes recalibrated.

Whether you’re working with clients, partners, suppliers, or your own team, the principles of strong professional relationships remain remarkably consistent. They’re not about working the room or collecting contacts, they’re about building trust, delivering value, and showing up when it counts.

Start With Respect, Not Strategy

Too many people approach business relationships with a transactional mindset. What can this person do for me? How do I close this deal faster? It’s a short-sighted approach that often backfires. The most effective relationships start from a place of respect, respect for the other person’s time, expertise, challenges, and priorities.

This doesn’t mean you can’t be strategic. But it means recognising that long-term success rarely comes from squeezing quick wins out of people. Instead, it comes from being known as someone who delivers on promises, listens when it matters, and treats others like partners rather than stepping stones.

Make Communication a Discipline

Good communication is not a talent, it’s a discipline. In the early days of a business relationship, people are paying close attention. How quickly do you respond to emails? Are you clear and transparent? Do you follow through on what you say?

These little moments send big signals. If you’re vague, flaky, or slow to respond, it won’t matter how brilliant your pitch is, doubt has already crept in. The best professionals make responsiveness and clarity part of their brand. They don’t over-communicate, but they keep people in the loop. They say what they’ll do, and they do it. That alone sets them apart.

Value First, Always

Strong business relationships are built on value, not volume. It’s not about how often you talk, it’s about what you bring to the table. That might be insights, ideas, introductions, or simply the ability to make someone’s life easier. The key is to focus on the other person’s needs as much as, if not more than, your own.

Ask yourself regularly: What does this person care about? How can I help them succeed? That mindset flips the relationship from one of extraction to one of contribution. And when people feel supported, they tend to reciprocate.

Don’t Disappear After the Deal

It’s one of the oldest clichés in business, but still a common misstep: nurturing the relationship right up until the contract is signed, then vanishing until renewal time. The truth is, the real relationship begins after the deal. That’s when trust is tested, and when reliability matters most.

Check in when there’s no agenda. Offer help without a pitch. Celebrate their wins. Share something useful you’ve come across. These small gestures accumulate over time into something rare: a relationship that’s not just professional, but dependable.

Be Honest, Especially When It’s Hard

Trust isn’t built on perfection; it’s built on honesty. If you’ve made a mistake, own it. If there’s a delay, communicate it. If something isn’t working, raise it early and with empathy. People may not love hearing bad news, but they’ll respect you for being upfront.

In fact, some of the most resilient business relationships are forged not during the smooth times, but in how issues are handled. The way you communicate in difficult moments often matters more than the problem itself.

Invest for the Long Haul

Building business relationships takes time. They aren’t built in a single meeting or sealed with a handshake over drinks. They’re the result of repeated positive interactions, small moments that slowly build a foundation of trust and credibility.

That means playing the long game. Stay in touch with contacts even when there’s nothing to sell. Be generous with advice. Be reliable in small things. And don’t forget to say thank you, genuine appreciation goes a long way.

Consistency Beats Charm

At the end of the day, building business relationships isn’t about slick presentations or perfectly timed coffee chats. They’re built on showing up, following through, and proving, over and over again, that you’re someone people can count on.

So if you’re looking to grow your network, win loyalty, or simply become someone others want to work with, forget the gimmicks. Be useful. Be honest. Be present. That’s the no-nonsense formula for building relationships that last, and that work.

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Vulnerability team leader talking about project progress with remote team

A Practical Guide to Leading Remote and Hybrid Teams

Leave a Comment / Leadership, Small Business Tips / Peter Durrant

In the not-so-distant past, managing a team meant gathering in a meeting room, reading faces, and exchanging thoughts across a table. Today, leading remote and hybrid teams looks very different. Some team members are in the office, others are dialing in from home offices or café corners halfway across the world. The once-clear boundaries of “workplace” have blurred, and the role of the modern manager has shifted with them.

Remote and hybrid work isn’t a trend, it’s a reality. But for many leaders, the challenge lies not in accepting this shift, but in navigating it effectively. Productivity, cohesion, accountability, and even culture all feel harder to pin down when your team is scattered. Still, with the right mindset and a few grounded practices, remote and hybrid leadership can be just as human, effective, and rewarding as its in-person counterpart.

Clarity First, Always

When proximity disappears, clarity becomes your most important tool. Remote and hybrid teams cannot thrive on assumptions, vague directions, or offhand comments made in hallway conversations. Leadership in this context means setting clear expectations, on priorities, responsibilities, communication norms, and availability.

This doesn’t mean dictating every move. It means ensuring that everyone knows what success looks like, what the current goals are, and how their work connects to the bigger picture. A well-written brief, a simple shared roadmap, or a clearly stated weekly objective can do more to align a team than hours of unfocused Zoom calls.

Trust as a Default Setting

Leading from afar demands trust, not the blind kind, but the intentional kind. You don’t have the luxury of seeing who stays late at the office or who speaks up in every meeting. Instead, you have to lead by outcomes and effort, not optics. The best remote managers resist the urge to micromanage and instead create structures where team members are empowered to deliver on their own terms.

This doesn’t mean letting go of oversight altogether. It means replacing surveillance with structure: regular check-ins, shared goals, transparent progress tracking, and open dialogue. The goal is to create a rhythm of accountability without resorting to control.

Communication Is the Culture

In hybrid and remote teams, communication is culture. It’s the glue that holds everything together, strategy, morale, and relationships. Without daily face time, every email, Slack message, or video call becomes a cultural artifact.

That’s why it matters how you show up and how often. Set a regular cadence of updates, whether it’s a Monday morning team video call or a Friday roundup email. Use asynchronous channels for updates that don’t need immediate feedback, and save video calls for discussions that benefit from nuance or collaboration. And above all, make space for casual connection. A virtual coffee chat or a Slack channel for weekend stories may seem trivial, but these small rituals build trust and cohesion.

Need training for your team?

Learn more about professional project management certification, PM career pathways and the benefits of training and continuous development.

Hybrid Doesn’t Mean Half-Engaged

One of the biggest traps in hybrid teams is the unintentional creation of an “in-office elite” , where those who show up physically get more facetime, more influence, and more opportunity. It’s often subtle, but it’s real. Good hybrid leadership requires deliberate inclusion. That might mean ensuring remote colleagues aren’t just muted squares during meetings, or it could mean rotating days in the office to avoid the same people always being the ones “in the room.”

Hybrid leaders must constantly ask: Am I designing meetings, decisions, and communication in a way that includes everyone equally? Am I rewarding visibility, or results? Inclusion isn’t a byproduct, it has to be part of the plan.

Flexibility With a Backbone

Flexibility is the great promise of remote and hybrid work, but too much of it, without structure, quickly descends into chaos. Good leaders balance autonomy with boundaries. Set core hours if needed, establish turnaround times, and be transparent about when real-time availability is expected.

At the same time, avoid defaulting back to rigid, in-office norms. Productivity shouldn’t be defined by being “online” 9 to 5. Instead, measure outcomes, respect work-life balance, and acknowledge that flexibility, when coupled with trust and accountability, tends to lead to better performance, not worse.

Feedback Still Matters, More Than Ever

When leading teams in a remote or hybrid setting, silence is dangerous. Without in-person cues, people can begin to second-guess themselves, feel invisible, or lose direction. That’s why timely, honest, and specific feedback becomes even more important. Don’t wait for quarterly reviews. Make feedback part of your weekly rhythm, positive, constructive, and forward-looking.

A quick message acknowledging good work, a thoughtful suggestion for improvement, or a simple “How are you doing with this project?” can go a long way. Your visibility as a leader is now measured not by how often you’re seen, but by how often you’re felt.

Leadership Without Walls

There’s no going back to a one-size-fits-all office. The future of work is flexible, blended, and evolving. The challenge, and opportunity, for today’s leaders is to create coherence without co-location, and connection without constant contact.

Leading remote and hybrid teams is not about recreating the office online. It’s about reimagining leadership for a world where work can happen anywhere, and great teams aren’t defined by geography, but by purpose, clarity, and trust.

Done well, this kind of leadership doesn’t just work, it elevates.

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No-nonsense Guide to Measuring Productivity in SMEs

1 Comment / Skills, Small Business Tips / Peter Durrant

In a world awash with KPIs, dashboards, and data overload, the term “productivity” gets thrown around with abandon. But for small and medium-sized enterprises (SMEs), measuring productivity isn’t just about watching numbers tick up on a screen – it’s about understanding where value is created, where time is lost, and how to get the most out of lean teams and finite resources.

Unlike sprawling corporations with dedicated analytics departments, SMEs often operate with limited bandwidth. Time spent measuring is time not spent doing. And yet, without some framework to evaluate productivity, businesses risk operating in the dark – making decisions based on instinct rather than insight. The challenge, then, is to find a pragmatic, no-nonsense way to measure productivity that works at the scale and pace of an SME.

Start With the Basics: Output vs. Input

At its core, productivity is a simple equation: how much output you get for a given input. But the trick is defining those terms in a way that’s meaningful for your business.

For a manufacturing firm, it might be units produced per hour of labour. For a creative agency, it could be completed client projects per month. For a software company, maybe it’s new features released or bugs resolved relative to team hours. The key is to identify your core value-generating activity and track it consistently against the time, money, or people you’re putting in.

Don’t get bogged down in perfecting the metric – just pick something that reflects your business reality and is easy to measure. Over time, you can refine it. But in the beginning, consistency is more important than complexity.

Measure What Matters, Not Just What’s Easy

Many SMEs fall into the trap of tracking what’s easiest to count: hours logged, calls made, emails sent. These can be helpful indicators of activity, but they’re poor reflections of productivity if not tied to outcomes.

Instead, think critically about which metrics actually move the needle. A sales team that makes 200 calls a week isn’t necessarily productive if the conversion rate is poor. A developer who codes fewer hours but delivers higher-quality work may be the most productive person on the team.

So, consider qualitative outcomes alongside quantitative ones. Client satisfaction, retention rates, rework levels, and speed to market are all meaningful indicators of productivity that can be more telling than raw output alone.

Use Tools But Keep Them in Check

Productivity tools and project management platforms can be incredibly useful, especially for SMEs looking to track progress without spreadsheets spiralling out of control. Whether it’s Asana, Trello, Monday.com, or a good old-fashioned Gantt chart, the right tools can help teams stay focused and accountable.

But the tool is only as good as the discipline behind it. Avoid the temptation to track every task or micromanage every move – this creates noise and often stifles creativity. Instead, set clear goals at the team and project level, and use tools to monitor progress against those goals at regular intervals, not obsessively.

Don’t Underestimate the Power of People

In a small business, individual performance can make or break overall productivity. Unlike large firms, where underperformance can be hidden in the bureaucracy, SMEs feel every shortfall.

That’s why measuring productivity also means paying attention to employee engagement, communication, and culture. A team that feels trusted, aligned, and motivated will almost always outperform a disengaged one, regardless of the systems in place. And in a world of hybrid and remote working getting people together from time to time on business trips, for instance, has been shown to boost productivity according to Situ, the global accommodation specialists.

Regular one-to-one check-ins, open feedback loops, and clear recognition of effort all contribute to a culture of productivity. And when something isn’t working, don’t be afraid to have the honest conversation. Transparency matters.

Track Trends, Not Snapshots

One of the most common mistakes SMEs make is judging productivity on the basis of weekly or even daily data. But business productivity is rarely linear – it ebbs and flows with projects, seasons, and people’s lives.

So focus on trends. Are things improving month over month? Are projects being completed faster than before? Are revenues rising relative to headcount or hours worked? These broader patterns tell a far more useful story than any isolated data point.

A monthly or quarterly review cycle is often the sweet spot for SMEs – long enough to see meaningful changes, short enough to stay agile.

Less Perfection, More Progress

Measuring productivity in an SME doesn’t require a consultancy-level audit or enterprise-grade software. It requires common sense, a willingness to ask hard questions, and the discipline to review and refine regularly. Keep the metrics simple, tie them to real business outcomes, and don’t forget that people, not numbers, drive performance.

Ultimately, measuring productivity is a means to an end: helping your business grow, compete, and thrive. Measure it with purpose, manage it with care, and your SME will be better for it, not just in efficiency, but in resilience, reputation, and results.

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How to start a software project

Leave a Comment / Project Management / Peter Durrant

Software projects can be complex and often present unforeseen and challenging hurdles for both the project manager and the project team. Yet almost every business will, at some point, need to undertake a software project – whether that is implementing industry-standard software in a standard way, or building bespoke software tailored to their specific business needs. Preparation and planning are important to any project but they are vital to software projects if the outcome is to truly benefit the business.

Let’s take a look at the important considerations that you need to think about when it comes to starting a software project, and what makes a software project a little different to other projects you might tackle.

What makes a software project different?

There are a number of facets that make a software project different to other types of projects. Whilst all projects are complex, software projects are complex for their own unique reason, and this is that they are based on logical work rather than physical. This means that within the team, there must be a much higher degree of communication between all of the team members because there is a much higher chance that unexpected things will occur that will result in the need to reevaluate the next stage of the project. The project manager and all of the members of the team need to know exactly what is going on all the time, so good communication systems and more frequent team meetings are a must.

Software projects are also intangible, that is to say you cannot see them – there is nothing physical that is being created. This can result in more anxiety during the project process because there is less for stakeholders to actually see. They are also more challenging because it is often harder to evaluate what the next step will be until you have completed the one you are working on. The costs are not as easy to see either because the budget is almost entirely spent on labour rather than the items needed to build the final product.

It is also important to note that even now, there are continual changes within the field of technology, and this often renders some of the technologies you are using for a project or even the project being worked on obsolete.

Need training for your project team?

Learn more about professional project management certification, PM career pathways and the benefits of training and continuous development.

Considerations for your software project

Before you can even begin the very basic work for your software project there are a number of things that you need to consider.

Does your software project have a clear goal?

Well-recognised approaches to managing projects such as PRINCE2, PMI or APM project management, all agree that every project needs a clear goal at the outset. Otherwise, you are setting yourself up for failure. When you have a clear goal, you will be able to align all of the project’s expectations and the development process. You will need to explore things like the project’s objectives, the success metrics you plan to impose and the user experience you want to achieve. At this point in the planning of your project, you need to incorporate project scope and timelines, risk management strategies, budgeting needs, integration and change management solutions, including training and integration of the new software.

Consider the budget for your project

Budgeting is always a challenge for any project, so it is essential to consider your budget allocation at the very beginning of the project. You need to know the extent of the budget that you have been allocated so that you can determine if it will cover all of the phases of the project. In doing this, you should also look at:

Cost Breakdowns
Return on Investment
Do you have a Contingency Fund?
Resource Costs – Remember these can often fluctuate, so make sure you have the staffing you need from the get-go.
Software Lifecycle Costs – You need to make sure you are budgeting for these as well.
Opportunity Cost
Risk Assessment
How will the financial health of the company be impacted
Will regular budget reviews be carried out?

Do you have the resources for the project?

The resources you need for your project can be the difference between success and failure and in the case of a software development project having the right mixture of skills to ensure smooth progression is essential. That’s one of the reasons why many large organisations relocate skilled employees to the same location for the duration of a major project. Co-locating team members to enable them to communicate more effectively and build trust in each other has been shown to result it better project outcomes. Studies have also shown that organisation can boost productivity by relocating team members.

In addition to ensuring that you have the right mix and number of members on your team you also need to know that they have the time to devote to the project. If there are any skills missing from your team that you will need for a successful project, then you will either need to look for a way to recruit new members to your team or consider additional training for those team members you already have.

Other resources that you must ensure you have considered for your project are technical resources, whether you have effective project management skills (or if you need to consider further PM courses), and if you have the right vendor support in terms of both capability and reliability. If you do not have these and the necessary backup resources, then your project could be in trouble before you start.

Supporting change and innovation

Even the best project, no matter how well planned it is, will not go far in a company that does not value and support change and innovation. Whilst it is true that many are often reluctant to change the processes and systems that they use, preferring to stick to tried and tested routes, often changes and particularly those that relate to software can be incredibly beneficial.

Remember to highlight all the innovations and changes that the project will bring and how they can help the company in order to get support for the software project. You should also highlight the need for training for employees so that they will be able to get the most from the new software. Without adequate training, they may feel lost and unsupported.

Final words

Before you can even start working on a software project, you must prepare a significant amount as a project manager if you are to have the best chance of success. Ensure that you put all of the necessary work into your project planning stage, including considering your budget, resources and risk management and that you have everyone on board.

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WordPress - benefits of using it for business

7 Unexpected Tools That Supercharge Project Communication

Leave a Comment / Project Resources / Peter Durrant

When it comes to supercharging your project communication, there are plenty of well known tools that you can use, such as Slack, Asana, Basecamp etc. There are also, however, some rather unexpected ones you may be surprised can really help your projects whether you are following Agile, PMI, PRINCE2 or APM project management principles. Let’s take a look at 7 of the more unexpected ones that you might want to consider.

1.Miro/Mural

These are online whiteboarding tools that are great for visual collaboration, brainstorming, and mapping out project workflows. They are a great choice for helping teams stay aligned, particularly those working remotely, or even in different time zones. Being able to share a physical whiteboard in this way offers everyone a much better chance to really see what is going on rather than just being sent some meeting notes or photos of a physical whiteboard.

2. Loom

This screen recording tool allows you to quickly create videos to explain concepts, provide feedback, or document processes. It can be a more engaging and efficient way to communicate than writing long emails. Plus, some individuals respond better to visuals than written words so this can be a good tool to use in combination with others.

3. Notion/Coda

Both versatile tools, these combine the features of document editors, wikis, and databases. They can be used to create project knowledge bases, meeting notes, and even light project management dashboards. These features make them a good all-round tool with a range of functions.

4. Otter.ai

This is an AI-powered transcription service that can automatically transcribe meetings, interviews, and even brainstorming sessions. All of this makes it much easier to capture important points, create action items, and also share any information with those who were not able to attend.

5. Polly (from Amazon Web Services)

This is a text-to-speech service that can convert written content into spoken audio. It can be used to help create audio versions of any project documentation, thus making them more accessible for team members on the go or those individuals who are visually impaired.

6. Twist

An incredibly clever asynchronous communication tool, Twist has been designed to reduce the noise and distractions that often occur in real-time chat apps such as Slack. It offers more focused discussions and this in turn allows team members to catch up on their own time.

7. Donut (Slack Integration)

Donut, which offers Slack integration, can really help when it comes to building connections within remote teams, which are increasingly becoming the norm in the modern workplace. It works by randomly pairing up colleagues for virtual coffee chats or informal conversations. It is essentially a virtual breakout space and during any project manager course you will learn how important this kind of interaction is between members of your team in helping to create bonds and help them be more productive.

Conclusion

When it comes to tools that can help you to supercharge your project communication there are some fantastic and unexpected ones out there and they can really make your project run much more smoothly. You don’t have to have them all in your arsenal. However, you may find at least a few of them will really help to make the difference between good communication and great communication..

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Feeling Stressed? How Hobbies Help With Stress Relief

Leave a Comment / Small Business Tips / Peter Durrant

Today’s world seems faster than ever, leading to many people obtaining a new companion: stress. Being able to juggle work, family and social commitments is getting harder than ever, and often, if we’re feeling stressed, overwhelmed and drained, the hobbies are the first things to go. However, neglecting your hobbies can actually be the worst way to handle stress. Even amid the hustle and bustle of daily life, hobbies provide a powerful antidote to stress. Research has shown that engaging in activities we enjoy can provide us with a bit of relief from world pressures, significantly improving our mental well-being.

Backed by science- hobbies are good for you

A study published in 2023 provides clear research that hobbies are good for your mood, health and more. Over 93,000 people across 16 countries were surveyed, and many of these had long-standing mental or physical health conditions. The results were startling.

Compared to people who didn’t have hobbies, those who undertook their interests regularly reported to be in better health, were happier and had fewer symptoms of depression. While this doesn’t prove that hobbies cause people to be happy and happy and healthy, research has found that creativity, self-expression, relaxation and stimulation found in people’s hobbies held strong links to good mental health and well-being.

What does it all mean?

Simply put, hobbies can provide you with a sense of accomplishment and joy, no matter what they are. Whether you enjoy cooking and mastering new recipes, reaching a personal best in a sport you undertake, or completing a challenging riddle, that feeling of achievement can significantly boost self-esteem, contributing to better mental well-being.

Benefits of taking time for your hobbies

Besides the sense of achievement you’ll obtain from finishing something challenging, or getting better at an activity you enjoy, there are other benefits of taking time for your hobbies.

Staying mindful

Stress is often closely linked with the worry cycle. When you ruminate on a problem or a situation, this can perpetuate a cycle of negative thinking that can be difficult to get out of. Most hobbies require a degree of concentration. This means we must be present in the moment while we undertake them. Whether playing a complex card game such as Magic: The Gathering, where lack of concentration and focus could completely change your game, or painting or playing a musical instrument, if your mind is entirely focused on the task at hand, it can put the brakes on a worry cycle.

Being socially connected

Many hobbies provide an opportunity for social interaction. Whether you join a book club, attend a crafting workshop, or simply volunteer with your local litter-picking group, you’ll find like-minded individuals who share your interests. Social connections have been well-researched and are known for their valuable impact on various aspects of mental health. They can help lessen feelings of loneliness and allow for you to feel more connected to your community, which can help you feel more supported.

Choosing the right hobby for you

The trick to reaping all these mental health benefits of hobbies and avoid feeling stressed, is to choose an activity that genuinely sparks interest in you. What works for one person may not work for another, and while some people thrive in solitary hobbies such as reading or writing, others thrive in more social activities such as group fitness classes or hikes.

Integrating hobbies into your daily life

Whether you’ve found less time for a hobby that you used to enjoy or you’re looking to start a new one, a little research is a good idea before you get started. Take a look at your local community and news pages to find what is available to you, and really think before you commit. For example, if you’re into social gaming, book clubs, sporting teams or fitness classes, make sure that events are on days or nights that you can attend before you opt-in. After all, if you try something once and really enjoy it but find the schedule doesn’t work for you, this can be disappointing. Likewise, if you intend to join a sports team, make sure the level of the team you’re joining is appropriate for your fitness and skill. Otherwise this could cause you to feel worse, not better.

No matter what hobbies you like to undertake, finding time for them in this time-poor world is tricky, but worth it. After all, a hobby can significantly improve your mental and physical health if you’re feeling stressed, which will have a positive impact on other areas of your life too.

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How to Find Your Dream Job Through Networking

Leave a Comment / Career, Skills / Peter Durrant

Networking is an essential skill in today’s professional landscape, especially when it comes to job searching. Building connections with individuals in your desired industry can open doors to opportunities that may not be advertised publicly.

Whether you’re a recent graduate, transitioning careers, or looking to advance in your current role, strategically networking at events can significantly enhance your job prospects. By mastering the art of networking, you can turn acquaintances into allies who can support and guide you on your career journey.

Why is Networking Important?

Networking is crucial for job hunting because it helps you tap into the hidden job market, where many opportunities are filled through referrals rather than traditional applications. Building meaningful relationships can lead to valuable recommendations, insights about job openings, and a better understanding of company cultures.

Additionally, networking allows you to showcase your skills and personality, making a lasting impression that can increase your chances of being considered for a position. Ultimately, strong connections can open doors to opportunities that you might not have discovered on your own.

How to Act at a Networking Event When Looking for a Job?

Networking events can be intimidating, especially for those who are introverted or unfamiliar with the professional setting. However, with a few tips and tricks, you can make the most out of these events and build valuable connections.

Be Prepared

Before attending a networking event, research the attendees and companies that will be there. This will help you identify potential connections and engage in meaningful conversations. Additionally, prepare your pitch and determine what success looks like for you at this event.

Note: If you’re looking for a job through networking, you need to know how to format a CV and how to include your CV in a QR code on your business card. This method will help you capture the interest of the person you are speaking to and make you stand out from the other candidates.

Dress to Impress

First impressions are important at networking events. Ensure you dress appropriately for the event and the industry you’re targeting. You want to look professional while also feeling comfortable in your outfit.

Be Approachable

Body language is crucial in networking. Aim to appear confident and approachable by standing tall, maintaining eye contact, and adopting an open stance. Smile and engage in small talk with those around you to break the ice.

Ask Meaningful Questions

Networking events are not just about self-promotion; it’s also about building relationships. Ask meaningful questions that show interest in the other person’s work or industry. This will help create a lasting impression and develop a genuine connection.

Follow Up

After the event, ensure you follow up with your new connections via email or LinkedIn. Thank them for their time and remind them of what you discussed during the event. This will help solidify the connection and potentially lead to future opportunities.

Attend Workshops or Panels

In addition to traditional networking events, attending workshops or panels related to your industry can be a great way to meet like-minded professionals and learn new skills. These events often have smaller groups, making it easier to engage in conversations and build relationships.

Volunteer or Join Organisations

Volunteering for an organisation related to your field can provide an excellent opportunity for networking. You’ll not only meet other professionals but also showcase your skills, **productivity** and work ethic. Additionally, joining professional associations can connect you with others in your industry and provide access to exclusive events.

Practice, Practice, Practice

Networking is a skill that takes practice. Don’t be discouraged if you feel nervous or awkward at first. The more events you attend, the more comfortable and confident you will become. Remember to always be genuine, listen actively, and show interest in others.

3 Tips for Making a Strong First Impression at Networking Events

Your introduction can pave the way for meaningful conversations. Here’s how to make it stand out.

Create a Captivating Elevator Pitch

An elevator pitch is a concise way to tell others who you are and what you do. Focus on being clear and brief, avoiding jargon to keep it relatable.

Customise Your Introduction

Tailor your introduction to fit the situation. If you’re talking to someone from a potential partner company, reference a relevant project or a mutual connection. This shows you’re engaged and not just delivering a rehearsed line.

Make It Memorable

After your introduction, add a personal touch that will help the other person remember you. This could be a shared hobby, a recent achievement, or a question about their experiences.

3 Common Mistakes to Avoid During Job Networking Events

To make the most of your networking efforts in the job search, steer clear of these common missteps.

Bombarding Others with Your CV

It can be tempting to hand out your CV to everyone you meet, but this can come off as pushy. Instead, focus on having meaningful conversations and naturally introducing your qualifications when appropriate.

Being Self-Centred

While it’s important to articulate your skills, networking is about building connections. Show sincere interest in others by asking about their experiences and listening actively to their insights.

Forgetting to Follow Up

The real value of networking often lies in the follow-up. If you don’t reach out after the event, your conversations may be quickly forgotten. Make it a point to connect with new contacts to solidify those relationships.

Conclusion

Networking is an essential aspect of professional growth and career advancement. By following these tips and continuously putting yourself out there, you can expand your network and create meaningful connections that can benefit your career in the long run.

So don’t hesitate to attend that next networking event – it could lead to great opportunities!

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A rewarding career as a live-in carer

Leave a Comment / Career / Peter Durrant

Considering a more rewarding career? Here’s why a live in carer position could be perfect for you!

A career in care is one of the most rewarding jobs you can do. The feeling you get helping others every day is like no other and there are no two days the same when you work in care.

You may not have considered a career as a live-in carer as it is not the most obvious type of care but it can have a range of benefits when compared to nursing home carers. Both careers are rewarding but being a live-in carer has slightly more advantages for both you and the person you would be caring for.

The personal touch

As a live-in carer you are in the position to create a unique relationship with the person you are providing care for. Living with someone gives you the opportunity to really get to know them and as a live-in carer you will have the chance to truly become a part of someone’s life. You will learn all there is to know about them so that you can have a meaningful connection and you are in the best position to provide carer for that person should they begin to deteriorate. You will also get to know the family of the person you are caring for in order to get a fully rounded view of your client.

Making a difference

Often, having full time live-in care can mean that an older person can stay at home with their family instead of going into residential care. This can mean the world to an older person and their family who all want to stay together. As a live-in carer you can be this difference and allow a family to stay together for as long as possible. There is no other feeling like this and knowing you are having such a huge positive impact is incredibly rewarding.

As a live in carer you may also find that the person you have the biggest impact on is the spouse of family member who has been shouldering the responsibility of sole carer for the client. Caring for a loved one is a 24/7 job and comes with a range of responsibilities all of which you can relieve as a live-in carer when you take over this burden- allowing the family member to go back to enjoying spending time with their loved on.

Giving something back

As a society we owe a lot to our older generations who have paved the way for our way of life. Often older people feel they are forgotten or left behind but a if you look for home care jobs, it helps you to give back to our older generation and show they are still very much appreciated. Older people have much to teach us and as a live-in carer you will be in the ideal situation to learn from your client at the same time as giving something back to someone who has worked hard all their life and now needs a bit of help to enjoy their old age.

There is no more rewarding job than one in which you care for others and as a carer delivering private care or in home care you will be able to dedicate most of your time caring for someone who now needs a bit more support to also enjoy life.

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Modern Day Gold Rush?

Leave a Comment / Business Success / Peter Durrant

If you have been living in a cave recently you probably didn’t hear about online marketing. Businesses are flocking to use it in droves. The momentum that it has created is unlike anything that has ever been seen in any industry before. Online success now underpins business success – even for bricks and mortar businesses a top onlinne presence is essential to attract new customers and clients and to become a successful business.

Getting a website created and then ranked in the search engines feels like a modern day gold rush. One of my absolute favorite shows on TV is called Gold Rush. This reality tv show is on the Discovery Channel and the storyline follows 6 men from Oregon who go to Alaska to prospect for Gold. After watching the season opener last night I had to write a blog post about the comparisons that I saw between Digital Marketing and Discoveries Gold Rush.

Digital Marketing – Striking It Rich

People start online businesses because they have a dream. They want to leave their job and become their own boss. This is the exact reason why I started my first online business 9 years ago. One of the biggest challenges to overcome when starting an online business is overcoming the fear of the unknown. 80-90% of people probably have no idea how to start a business but they have a dream and they see the potential for making money. Thousands of people make a full-time living online and people from all over the world are entering the unknown for a chance to strike it rich.

Gold mining is very similar to marketing your business online. Thousands of people have become millionaires mining gold. People go to Alaska every Spring with the dream of finding wealth. In the first season of Gold Rush the Hoffman’s went to Alaska with little knowledge and a big dream of striking it rich. They had bad tools, old machinery and very few gold mining skills. The odds of finding gold was incredibly slim but they knew with persistence and hard work they had a chance of becoming millionaires. One thing the Hoffman crew did have was a huge heart and a desire to succeed!

After months of back breaking work The Hoffman crew had little to show for their hours of labor, blood, sweat and tears. They had found a little bit of gold but it certainly was not enough to cover the $225,000 that they spent on equipment. Day after day after day the crew pushed their minds and bodies close to the breaking point. They struggled to keep a positive mindset but they never let their dream of financial freedom fade away. The months went by and the winter finally settled in. The Hoffman crew packed it up and headed home. At the end of the season they had mined a total of $20,000 worth of gold. $230,000 short of the break even point.

The 6 men could have gone home, called it quits and never mined again. However, they KNEW that there was gold in the Alaskan hills. They spent the entire winter finding better equipment and investors. They kept their vision and dream alive because they were not willing to be defeated!

The Right Tools

Instead of giving up on their dreams they pulled together as a team and headed back to Alaska for a 2nd shot at finding gold. This time around they had the right tools and the knowledge needed to find more gold. Their first day of mining, they found more gold than the entire first season!

This is very similar to online marketing. If you do not have the right tools or the right mindset to succeed you are going to find it incredibly challenging to find gold. You need to have the right approach and the right people working for you to achieve online success – it won’t happen overnight but it is there for the taking.

I predict that hundreds of businesses that have failed in the past could be very successful with the right training and resources. The Hoffman’s did not have the proper tools, like an SEO audit service, or resources when they first went to Alaska; they failed. Upon returning to Alaska with the proper tools they started seeing results!

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