The Value of the Introvert Employee in the Workplace


Most people make the mistake of thinking that introverts are shy and timid, but that couldn’t be further from the truth…

If the statistics are true, depending on your industry, your workforce is probably made up of 50% extroverts and 50% introverts.

But while the world tends to understand the extrovert better, it’s a good idea to know your team, and the value each one brings.

Introverts, unlike extroverts who are energised by being in the company of others, are energised by solitude.

They are internally focused while extroverts are externally focused. As a result, introverts tend to have distinct personality traits, like being very self-aware and observant.

Although the workplace is more geared for the extrovert, some of the most brilliant thinkers in history, as well as the most successful entrepreneurs to ever live, have been introverts: Bill Gates, Warren Buffet, Mark Zuckerberg, Barack Obama and Hillary Clinton, to name a few.

You can see from that list of wildly successful people, that being an introvert is advantageous to many…

What are some of the values an introverted employee brings to the work space?

Introverts think before speaking
Introverted people don’t tend to fly off the handle, so workplace eruptions are not a thing with them.

These people think a lot, and they think deep. They are not superficial and generally will not speak unless they have something of value to contribute. They listen, analyse and carefully consider.

When you are looking for solutions or ideas, give them some time to process their thoughts, and you’ll get realistic and objective suggestions that are more than you bargained for.

Provide exceptionally creative solutions
In a meeting, you may not get a raise of hands from them immediately, but give them some time to process their thinking, and you’re likely to get a highly creative solution that brings clarity.

Introverts are creative thinkers.

They are good at translating abstract concepts into understandable context, for example, adapting technical language into comprehensible language for the average person to understand.

Intensely focused
While the extrovert enjoys bouncing ideas off co-workers and chatting up a storm, the introvert gets down to it, and focuses intently on completing tasks, provided they are given the atmosphere in which to do it in. Open workspaces may frustrate them, because they battle to concentrate with noise and distractions.

Introverts are often tenacious, and can focus for long periods of time, until the job gets done. This makes them good for delivering under pressure and achieving tight deadlines.

Fiercely independent
They don’t need to work with others. In fact, they prefer to work alone, even though they are able to see the value of teamwork.

They do not require validation or external affirmation; you can rely on them to get things done.

Outstanding listeners
They first seek to understand before coming to their own conclusions, so introverts are very good at listening and observing.

Being good listeners makes them great leaders because they are able to make informed decisions and recognise that every party has their side of the story. Coupled with strategic thinking, they ask thought provoking questions, so often they make good interviewers.

Strangely enough, because of this rare ability, they are good in sales careers, and are bound to form strong relationships with your clients.

Motivated by fulfillment
Introverts are not motivated by the same things as extroverts are. They care more about work satisfaction and fulfillment than promotion, awards and remuneration.

They are geared to optimise everything: processes, presentations, meetings and so on.

Exceptional one-on-one’s
They like to avoid big social get-togethers as they find all the noise and small talk draining. They don’t see value in discussing the weather and talking about silly things, because they are deep thinkers.

Because of this, they prefer to spend time with others on a one-on-one basis, asking relevant questions to gain insight and providing valuable feedback.


Talk to us
Right International has a proven track record of identifying and sourcing the top talent in the INSURANCE market. To find out more about what we do please check out our website or contact us today!

Please check out our website if you have a vacancy that needs filling or need advice on your own career development.

Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here


Top Insurance Talent


Do you have a key role you’re looking to fill?

Would you like to meet with an experienced individual with a proven track record of success?

Please see below an overview of candidates we are confidentially representing in the market in search of their next career opportunity.


Candidates we are confidentially representing include:

  • Head of Pricing and Data – Leading Insurance Company

A Data Analytics and Pricing expert with extensive experience of building solutions through the use of data. A natural leader who has experience of relationship building, persuasion and negotiation of a number of varied multi-million B2B contracts/distribution and the relationship management of them.

  • Operations/Transformational Change Director – Leading Insurance Broker

Experience of organisational design and Target Operating Model consultation, in readiness for major growth. Initiation of ‘Customer First’ programme: Developing change capability through the initiation of organisational change portfolio, including process, people and technology work streams.

  • Business Development Director – Leading UK MGA

Responsible for overseeing sales and distribution. Segmented distribution and broker proposition to maximise sales and profitability, as well as exceeded annual new business targets.

  • Pricing Director – Leading Insurer

Responsible for setting retail prices and for the ongoing strategic and technical development of Price Optimisation for personal lines insurance as well as for Analytics and Data Science across all facets of the business. Extensive man management capabilities.

  • Head of Partnerships – Global Insurer

Proven track record in market facing delivery and relationship management, with strong people management focus and unique ability to join the different parts of an organisation together. Director level responsibility for £20m of GWP.


Interim candidates immediately available:

  • CEO Global Insurer, MD Leading Broker, Senior Consultant Global Consulting firm

Strong track record of building and growing businesses and teams and in leading large and complex transformational change and innovation, including start-ups. Sophisticated ability to manage competing demands of multiple stakeholders.

  • Director/Head of Business Systems & Operations – Leading MGA – Interim/Contractor

Strategic thinker who combines creativity and pragmatism to bring about transformational change and operational development. Development and implementation of Business Systems Application Strategy for £300m plus GWP UK MGA and responsible for supplier engagement, service and cost negotiation.

For more details on these candidates please contact me.

Alternatively please tell me what you’re looking for and I’ll guarantee a shortlist of the best candidates in the market within 20 working days.

Please take a look at our website click here

Kind Regards

Gary Pike
Managing Director
Right International Headhunters
Tel: 01932 837798
Mob: 07710 313 663



Aritificial IntelligenceWith applications ranging from conversational chatbots to self-driving cars, artificial intelligence is set to transform the world over the next decade. Perhaps best defined as the automation of tasks that previously required human intelligence, AI is already being deployed to analyse images, to understand human speech and to find patterns in data.

To ensure that their businesses retain their competitive edge, it will be crucial for the executives of the future to understand how to harness this technology – and 81% of Fortune 500 execs agree that AI is an important area for investment. Indeed, AI has an enormous potential to assist with decision making and to augment the executive skillset.

Big Data

One of the key challenges of the modern C-suite is the exploding quantity of data now available, and the expectation that business decisions will be justified and validated with statistical evidence.

Big Data is showing no sign of going away, with the Internet of Things and the wearables market further adding to the number of data-points on hand – in fact IDC predicts that the worldwide sum of recorded data will increase by ten times in the decade from 2016 to 2025. While there are a range of tools available to help managers grapple with these datasets, AI has a critical role to play in pattern recognition and the interpretation of data to predict the future.

Businesses like Palantir are already using AI technology to generate market forecasts and to identify anomalous patterns that may be indicative of criminal behaviour. As well as being applied to fraud detection, Machine Learning algorithms can help execs to plan for the future, to optimise processes and to identify profitable audience segments. What’s more, these algorithms won’t just deliver nuanced insights but will learn and improve themselves over time.

This technology also unlocks the potential for smart marketing – delivering highly specific messages to individual customers at precisely the time that they will be the most effective. This will provide service tailored to the customer as standard and at scale.


The concept of automation naturally suggests that AI may allow businesses to automate tasks and roles and hence to reduce staffing costs – and there are already firms working to deploy AI to tackle complex jobs like writing newspaper articles and analysing legal contracts.

Most agree, though, that AI is not yet driving redundancies – Facebook chatbots aren’t replacing customer service reps, after all. Instead, artificial intelligence can perform rote work, augmenting human labour and allowing staff to focus on more skilled work. Moreover, contemporary AI is not transferable from one task to another but is best viewed on an application-by-application basis. It will hence become a DevOps priority to establish exactly where AI can be deployed and where it will provide the most value possible.


In short, AI can assist the executive at almost every level:

  • Automating admin tasks and rote work
  • Interpreting Big Data to provide actionable market insights
  • Forecasting future events based on historic trends
  • Providing improved customer service
  • And allowing savings to made across the business, while realigning staff to the most skilled tasks that they are responsible for

Given its potential, it’s perhaps unsurprising that the AI market is predicted to be worth $60bn by 2025. While artificial intelligence is still rapidly evolving, it’s crucial for managers and executives to begin to explore use cases and to develop the personal skills needed to manage AI tools and to interpret and analyse data. It will also be important to rethink how organisations function, from the ground up, and to consider precisely how humans will work alongside automation tools in the future. Laying this groundwork will place businesses on a firm footing to take advantage of what AI has to offer – and to remain competitive in an era of unprecedented digital transformation.

Talk to us
Right International has a proven track record of identifying and sourcing the top talent in the INSURANCE market. To find out more about what we do please check out our website or contact us today!

Please check out our website if you have a vacancy that needs filling or need advice on your own career development.

Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here



Emotional Intelligence

Daniel Goleman says:

“If your emotional abilities aren’t in hand,

if you don’t have self-awareness,

if you are not able to manage your distressing emotions,

if you can’t have empathy and have effective relationships,

then no matter how smart you are, you are not going to get very far.”

What is emotional intelligence?
Emotional intelligence is when wisdom and control meets emotion: you’re emotionally intelligent when you have awareness of who you are as a person, are able to control your emotions, be aware of the emotions of others, and in turn, respond to them with wisdom.

Although some are born with high emotional intelligence, the good news is that with practice, it can be learned. Many people learn it naturally through their environment or circumstances.

Related: Why Strong Leaders Attract Best Talent (see previous blog click here)

Emotionally intelligent people are more successful
People who are emotionally intelligent enjoy more success than people with low EQ. Studies show that EQ is more important for career success than IQ, skill or experience. When executives are derailed, the primary cause is usually due to lack of EQ.

Fast Company reports that the top 3 reasons for executive failure are:

  1. Difficulty in managing change
  2. Not being able to work well in a team
  3. Poor communication

People who have high emotional intelligence are able to work well with others, and leaders who have this trait are more respected and trusted by employees.

Business, after all, is about people. And people would rather do business with people they like and trust over and beyond great service or a good product.

Not only is EQ good for business, but people who are emotionally intelligent, have better relationships with their family and friends too.

Why EQ improves the bottom line
According to Huffington Post, Pepsi reports that executives with high emotional intelligence:

  1. Generate 10% more productivity
  2. Have 87% less turnover
  3. Garner $3.75M more value to the bottom line
  4. Increase ROI by 1000%

In addition, L’Oreal reports that sales employees who have high EQ sell $2.5M more than staff who lack EQ.

Sheraton’s market share grew by 24% when the company decided to implement an EQ initiative.

FedEx Express, who’s vision translates to “PSP Philosophy” (People-Service-Profit), says their EQ programs result in 58% more leadership influence.

Why does EQ have such a major impact on business?
Everything in life, including business, revolves around interaction between human beings, which can either be negative or positive, and sometimes explosive…

EQ is the predominant predictor of performance, because it impacts the workspace on a daily basis.

Entrepreneur states that 90% of top performers boast high emotional intelligence, and throughout the world in any industry, role or level, they make more money than those with low EQ.

People with high emotional intelligence:

  • Handle change better
  • Are able to control their emotions
  • Are resilient and flexible
  • Are able to accept criticism and use it to improve themselves
  • Listen as much as talk
  • Have the ability to consider the emotions of others instead of just their own
  • Think things through instead of flying off the handle
  • Show empathy
  • Are self-aware and understand their strengths and weaknesses
  • Are not easily offended
  • Don’t hold grudges
  • Understand that people make mistakes and don’t take it personally
  • Look after themselves emotionally, spiritually and physically

Related: Overcoming Adversity (see previous blog click here)

It should now be plain to see the impact of EQ on business, profit and relationships, so it is advisable to select leaders and employees alike who have EQ, or alternatively, your business should aim to introduce programs that promote it.

If you would like help with recruiting candidates who have high EQ, contact us for a conversation.

Talk to us
Right International has a proven track record of identifying and sourcing the top talent in the INSURANCE market. To find out more about what we do please check out our website or contact us today!

Please check out our website if you have a vacancy that needs filling or need advice on your own career development.

Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here


Let’s Get Real About Goals

yes you can

Nothing that’s worthwhile is ever easy. Remember that” – Nicholas Sparks

If you want to achieve a goal…any goal…you need to put in the time and effort.

“In fact, researchers have settled on what they believe is the magic number for true expertise: ten thousand hours.” – Malcolm Gladwell, Outliers: The Story of Success

It’s simple maths. Time + Effort = Success

But let’s put this number into perspective…especially for those that think 2 – 3 weeks of hard work is actually a long time. If you break up 10,000 hours into your average 8 hr per day, 40 hr/ per week schedule. That comes out to 250 weeks or just shy of 5 years!

“Once a musician has enough ability to get into a top music school, the thing that distinguishes one performer from another is how hard he or she works. That’s it. And what’s more, the people at the very top don’t work just harder or even much harder than everyone else. They work much, much harder.” – Malcolm Gladwell, Outliers: The Story of Success

As the old saying goes…”Nothing beats hard work”

Of course most of us don’t have that much time to dedicate to a specific goal, BUT I’m not talking 10,000 hours to become an expert. I’m merely talking about putting in the necessary amount of work it takes to achieve your goal. Some goals may take longer than others, but the bottom line is, you NEED to put time and effort to make it happen.

Before you ever take any physical steps towards your goal, here are 5 questions you need to ask yourself.

  1. Is this just another fleeting thought? Or are you really serious about making a change.
  2. Are you willing to make the time needed to achieve your goal?
  3. Are you willing to give it your best effort, not matter what the outcome may be?
  4. If things don’t work out the way you planned it (…because often times they don’t) are you going to quit? Or are you willing to find a way and make it work.
  5. How many times are you willing to fail before you succeed? 

These are some thought provoking questions that you should ask yourself, if you really want to achieve something great.

“Every day, people settle for less than they deserve. They are only partially living or at best living a partial life. Every human being has the potential for greatness.” – Bo Bennett


Talk to us
At Right International we specialise in matching the right employees with the right working environment. To find out more about what we do check out our website or contact us today!

Please check out our website if you have a vacancy that needs filling or need advice on your own career development.
Gary Pike MD  Right International 
Tel: 01932 837798  Email me Click Here 


Dealing With a Difficult Boss

demanding bossWork can be stressful at the best of times. What can compound the stress is when you work for someone who is aggressive, over-demanding or in some cases incompetent. If you feel that this describes who you work for here are some tips that can help!

Gauge the situation
Nobody is perfect- one day people can snap or take out their bad day on someone else. A bad boss will be one who repeats these patterns of behaviour on a regular basis.

In some cases it may be you just need to give them a bit of a breather and this will make it easier to discuss issues later on.

Find out why
In some cases there may be a reason behind their behaviour- for example a boss setting unreasonable targets may be doing so because they have been pressurised by their own superiors. This doesn’t excuse bad behaviour but may allow for a more reasonable discussion.

Don’t act up
The temptation when dealing with a bad boss is to say “forget it”- taking longer with work, longer breaks etc. While this is understandable this is more likely to make life more difficult for you and result in poorer relationships with other workers, future bosses and in some extreme cases disciplinary action.

Try to think ahead
Some bosses will often micro-manage and ask you to do any number of tasks or paperwork. If you can try to get these done ahead of time as much as possible as this will minimise the need for these tasks later on. Using your own initiative will also reflect well on you (but remember to keep the boss in the loop as this could be another potential trigger!)

Write it down
If a boss is over demanding or has a tendency to contradict themselves then it is worth having a paper trail- that way if they try to use anything against you then you have written proof of what they asked you to do and when.

Also reflecting back and saying “Is this what you meant?” will stop them from over-reacting as they will have to take time to explain what they want.

Learn from your mistakes
Coming out of a job with a bad boss can be stressful. What you need to make sure is that you do not go into another job and find another situation like that happening in a different environment- while it is important to have a job it is worth avoiding needless stress!

The best thing to do is research the company- look for reviews, social media posts from employees/former employees or if you know any of them take them out for a drink and talk to them directly as this will allow you to gauge whether or not you want to take on the job.


Talk to us
At Right International we specialise in matching the right employees with the right working environment. To find out more about what we do check out our website or contact us today!



Please check out our website if you have a vacancy that needs filling or need advice on your own career development.
Gary Pike MD  Right International 
Tel: 01932 837798  Email me Click Here 


Why Strong Leaders Attract the Best Talent

In front of the group, concept on table

Why is that people want to work for a strong leader? How do you define a strong leader? On the surface the answers to this are fairly obvious. People trust leaders that know what they are doing (or at least appear that way) and that is what people define as a strong leader. In this article we are going to look at how strong leaders are able to attract the best talent.

Clear values
If people know what to expect when they join a company they tend to want to be a part of it. A strong leader understands the culture of a company and can communicate those values to the team. This is both in terms of telling people what they need, while at the same time being a good example.

A strong leader doesn’t just talk about communication, they take the time to address any issues and make clear to people what they want without being overly aggressive or domineering.

It is also important to communicate in a way people understand. Things tend to go wrong if people don’t know what they’re doing. Don’t be afraid to ask people “Do you understand?” and repeat if you need to in order to ensure they know what you expect from them.

Get feedback
Learning how people feel about the work is important. While giving people feedback on their work is something you should be doing, equally it is beneficial to take suggestions from your employees as well. While you may not be able to implement everything, anything you can do to make the work better and more efficient will be better for the business in the long term and will reflect well on you and your leadership.

Get to know your team
Knowing a team on a personal level is a good way of becoming a strong leader, even something as simple as asking “How are you?” can allow people to talk about their lives. If you can learn about if they’ve been on holiday, family etc as this shows that you care and want to engage with them.

While it is true you need a little distance as a leader, as ever with life, it is possible to achieve a balance and ideally you want people to feel they can approach and talk to you.

Equally it is not just about being personal. Remember to be fair to people and to stick to any promises you make. It may sound obvious but any breach of trust will be remembered!

Maintain quality
Being a good leader is not just about your skills and experience. Passing that on to others will make a team stronger in the long term and make it easier to achieve their goals. Don’t be afraid to share your experiences and develop your team.


If you want to know more about developing your team and our executive search service please contact us today and we will be happy to discuss this with you in more detail.


Please check out our website if you have a vacancy that needs filling or need advice on your own career development.
Gary Pike MD  Right International 

Tel: 01932 837798  Email me Click Here


How to Bounce Back From Adversity

overcoming-adversityWhen you lead a group it can be difficult when you have had problems- this could be in professional terms such as not hitting a sales target or receiving some negative feedback. Equally it could be because you are facing personal problems and need to deal with that. Whatever the reason learning to bounce back from adversity can be beneficial to both you and your team and here are a few tips to help you do that.

Learn lessons

There is the old cliché about “learning to fall so we can pick ourselves up”. It is important to look at what happened during a difficult period and learning the lessons from it. For example if you work in a restaurant and a customer complains about slow service consider ways in which you can improve the speed and quality of your service to prevent complaints in future.

Change how you think

It is important to note attach blame to yourself or other people. Becoming trapped in negative patterns of thinking will exacerbate the problem so it is better to take a step back and find more positive ways to approach challenges rather than be afraid of potential problems.

Follow an example

Who do you admire? Whether it’s an athlete, a film director or even a fictional character like a superhero look at how they approach a problem and work out a solution. It may sound strange but this kind of positive perspective will make it easier to find the way to solve issues.

Think positive

In a recent example a defender was asked to imagine stopping a striker. They were unable to picture it and so during the game sure enough the striker got past them and scored. A positive visualisation allows you to picture something going well and you are more likely to get a positive outcome if you can imagine it and work towards achieving it.

Consider meditation or other forms of stress relief

Inevitably problems can cause stress and this can affect you both physically and mentally. Meditation, breathing exercises or even simply taking a walk during your lunch break can help relieve stress and make it easier to concentrate and be more productive.

Don’t be afraid to talk

One problem with being in a leadership role is you may feel you have to be responsible for other people. The danger about this is that you do not open up to people and this can cause stress.

It is so important to get help- work and life coaches, helplines as well as friends and family are all there. There is always someone to talk to and this can give you the chance to unload as well as make it easier to think clearer after you have let your emotions out.

Equally in practical terms you should talk to your team about possible solutions to any problems and work with them. People often want to feel included and will often relish the chance to be part of turning around a difficult situation.

For more information about our executive search services or to discuss what we offer please contact us today.

Please check out our website if you have a vacancy that needs filling or need advice on your own career development.

Gary Pike MD Right International 
Tel: 01932 837798  Email me Click Here 

Latest Insurance Vacancies

Ins JMAs specialist Headhunters to the Insurance market we work with leading organisations looking to hire the TOP TALENT in the market.


  • Transformation Director – Leading Global Insurer – Excellent salary/rates. Experience required:

Our client is looking for a Transformation Director on a fixed long term contract or permanent basis. The ideal candidate must have experience of working at executive level, leading large scale transformation programmes for a top tier Insurer working across, underwriting, pricing, people, processes and systems. This role will be working as part of the Senior Executive team having accountability for a large scale transformation programme across the whole business.

  • Senior Property Trading Underwriter – Leading Insurance Intermediary. Experience required: 5 + years Location: NW Salary: £70k

Our client is looking for a Senior Property Trading Underwriter with a proven track record. Must have a non-standard property background and keen to progress their career. Great opportunity to join a forward thinking growing company.

  • Senior Professional Indemnity Underwriter – Leading Insurance Intermediary. Experience required: 5 + years Location: NW Salary: £70k

Our client is looking for a Senior PI Underwriter with a proven track record. Must have a general PI background (not solicitors PI) and keen to progress their career. Great opportunity to join a forward thinking growing company.

  • Insurer Account Manager – Leading Insurance Intermediary. Experience required: 5 + years Location: National (3 days per week in NW) Salary: £65k

Our client is looking for an Insurer Account Manager with a background in personal lines motor and home. Excellent opportunity.

  • Financial Lines Underwriters – PI and D&O – Leading MGA. Experience required: 5 + years Location: London Salary: £ competitive

Our client is looking for financial lines underwriters. They are particularly interested in meeting people with Professional Indemnity and D&O experience. Great opportunity to join an expanding forward thinking organisation.

  • Senior London Market Property Underwriter – Leading Global Insurer. Experience required: 10 years Location: SE Salary: £80k

Our client is looking to add a Senior Underwriter to their team, with a property and liability background. Must have London Market experience and ideally experience within a tier 1 or 2 Insurance company, dealing with mid – large corporate business. This is an excellent opportunity to grow the area of the business and bring new ideas in. There is a clear path of progression in this role and an opportunity to add value to the business.

If you would be interested in one of these positions, please contact me in the strictest of confidence.

For other vacancies click here

If the positions are not right for you at the moment but you would still like to take advantage of our confidential proactive approach to help you in your next career move, click here to find out more.

Alternatively if your company has a vacancy I’ll guarantee to deliver a shortlist (of the top talent in the market) in 20 working days, please contact me to discuss.

Please take a look at our website click here


Gary Pike
Managing Director
Right International Headhunters
Tel: 01932 837798
Mob: 07710 313 663


Don’t Ask Don’t Get


ask the right questionsWhen it comes to being a leader of a group it can be frustrating if you are not hitting your targets. It may be that your employees are not hitting targets or they are not approaching customers in the way that you want them to. However there is something you can do- while it may sound obvious-if you don’t ask you don’t get!

What do you want?

Before you talk to your team about what you want them to do you have to consider what your goal is- do you want more sales? Do you want improved feedback scores when a mystery shopper comes around? Whatever it is you have to be clear about it.

Communication is so important- it is not just about the goal but how you explain it to people. Why is this goal important? What benefits could you potentially offer them in exchange for achieving that goal?

This is important because if people know what that goal is and why they need to do it they are more likely to focus on it and therefore are more likely to achieve it.

Do people understand what you want?

It is also important to check that people understand what you want them to do- while it would be great if everyone could instantly get what you require this is not realistic.

Therefore it is important to go over and talk to team leaders and individuals so that everyone is clear- this will then allow everyone to talk to each other and so there is no miscommunication that could cause problems.

A clear game plan for a target follows the SMART process (Specific targets, measurable achievements, achievable goals that you know your team can meet, relevant goals that work for your business and time bound goals that have a clear deadline).

Consider mentoring

Mentoring is one aspect you may not have considered- having experienced professionals from other departments in your business can give your team the benefit of that experience, allowing them to gain the confidence they need and the knowledge to hit targets.

For example if you want to improve sales then having a manager with a background in sales talk to your team can be very beneficial as they will be able to offer guidance to your team based on their experience.

Balance positive and negative

It is important to be positive and praise people when they hit targets as well as giving guidance to help them continue to build and do better. However the opposite is also true- you have to have difficult conversations if people are not achieving targets.

Equally if your team is not hitting targets you have to be flexible- getting everyone talking and looking at how they can make things better as a common push to improve is often more constructive than pointing out individual errors. Nobody likes to be singled out- however if this is necessary it is better to take people aside and talk to them individually rather than in front of the team as this can demotivate people.


Please check out our website if you have a vacancy that needs filling or need advice on your own career development.
Gary Pike MD  Right International 
Tel: 01932 837798  Email me Click Here