Task 1

Introduction – 2 paragraphs on brief

Factors to consider from the brief and intro – list

. Asset Prices

. Customer experience

. Competition

. Trends in..

.

SWOT

The SWOT analysis technique helps you outline the strengths and weaknesses of the organisation, as well as opportunities and threats that could happen in the future. Other benefits include, being able to visualise the project easily, simplifies issues and large amounts of data can be used in many situations.

Strengths

Weaknesses

Increase depth and application

Topic: description relevant to business. Later on, add to SWOT how points benefit the best-chosen option.

Opportunities

Threats

PESTLE

A PESTLE analysis studies the key external factors (Political, Economic, Sociological, Technological, Legal and Environmental) that influence an organisation. Benefits of a PESTLE analysis are that it helps with the idea phase, product development, product launching, content marketing strategies, and other parts of the business operations, to achieve success.

Political

Economic

Starte with this article states/ report details Relate research chunk to the businesses situation, this will impact the business…

Social

Technological

Legal

Environmental

​

Website link

Quantitative/Qualitative research

Purpose SWOT/PESTLE

 

Witten Summary report

This benefits the business because…

The internal factors that are and will affect the business are most importantly the.. There is a huge area of interest within the workplace currently. For example,

Start with internal factors (Strengths/weaknesses)

First paragraph – There are several internal factors that are and will affect the business but

The internal factors that will affect the business are most importantly

Second paragraph - Other internal strengths this business includes the

Third paragraph - An internal weakness this business also has is that

There are also many external factors that may impact a business. These can also be referred to as PESTLE factors.

Go through each point, linking it back to the business and how it affects them.

In conclusion,

​

Summary of costs Always include

. compare costs

. mention risk

. link to business outcome

Forecasting Budget

Staffing costs

running costs

set up costs

​

Up to £ to invest in the project. 

Yearly sales target - £
Monthly sales target – £
Other factors to consider 

Option 1 – 
.
.
.

Total monthly operational costs - ongoing +ongoing = £ongoing
Total yearly operational costs - £ongoing x 12 = £
Total yearly M… and staffing costs - £+£ =

Total year 1 investment 

Yearly operational costs (£) + staffing cost and set up cost =
Option 2 - 

Option 3 - 
Return on Investment (ROI):
Return on investment (ROI)
Net profit/Total costs x 100 = %
Net profit = total revenue – total expenses
Option 1 – 
Total costs: 
Projected yearly sales: - TC = £
Yearly sales target/investment x100 = %
Option 2 – 
Option 3 –
Why is this option the best, how will this benefit the business

 

Forecasting Analysis

After reviewing all the options and costs involved, I believe Option.:… is the best choice. The total investment for the first year is£ which is significantly lower investment cost in comparison to option and option. The full option name, is the best choice for business ….With monthly operational costs of only£, this option allows business for a manageable ongoing budget, while still maintaining the necessary mc and staffing costs to support the sales target of £. Something about operational costs and resource allocation.

In comparison, Option .. this will be a paragraph

Option .. although more paragraph 2

Therefore option.. provides….., making it the most financially safest choice. It is also very beneficial as with 3rd paragraph

Example The (best option) is more viable because its total cost of £ is significantly lower than the (other option)

​

Governance and budget control

Purpose:

The whole purpose of governance is to determine who can make decisions, who is responsible for how an organisation behaves and performs and who has the authority. It helps the business improves its performance, mitigate and enable safter and faster growth by creating a corporate environment with a clearer purpose, which also results in managers making more strategically aligned decisions. Financial governance refers to how organisations collect, monitor and control all financial data. Organisations must operate in accordance with financial rules, procedures and regulations, which may vary based on the type of business and its activities. Overall, it provides a framework for managing organisations.

Key aims … could include:

. Ensure accurate financial reporting – Aim to maintain transparent and accurate financial records; by doing this it ensures all financial data reflects the true and fair view of the businesses’ fiscal activities.

. Ensure tax compliance – Ensure that the organisation is compliant with tax laws and payment requirements.

. Financial data security – Ensure that all financial data is securely stored and access is restricted to authorised personnel only.

. Payment processing security – Ensuring that all payment systems such as mobile payment and credit/debit are secure and compliant with relevant regulations (PCI DSS). It’s essential to be certain that both customers and business are protected from fraud.

. Implement financial risk management plans – Identify and mitigate financial risks. … should have strategies in place to deal with unforeseen financial challenges.

Governance helps ensure that all business operations align with company values and legal requirements. Alongside maintaining ethical standards and optimising sales.

​

Personnel responsible for Budget control:

Personnel

Responsibilities

employees

Responsibilities when it comes to the budget

 

Budget recording and Monitoring:

The budget logs will be recorded and monitored using an Excel spreadsheet, which ensures that all financial records are easily accessible, clearly presented and securely stores. This method eliminates the risk of losing paper documents and makes it easier to track changes over time. The ‘operations manager’, along with the ‘supervisors’ will be responsible for planning and preparing the budget based on the scope of the project. Any spending will be authorised by the ‘Director’, if agreed to, who will review and approve financial decisions to ensure they align with the organisation’s goals and available resources. Audits will be conducted every 2-3 months to ensure the funds are being used appropriately and to identify any potential mismanagement of resources. These audits will also help compare the actual costs against the estimated budget of investment, allowing business to valuate how well the project is saying on track financially. This process will also determine whether adjustments are necessary and provide insights into how future budgets can be managed better.

​

Cost benefit analysis –

Example

Cost

Benefit

Challenge

Viability

Option 1 -

Summary of costs

+ separate points

-Separate points

. impacts on the business

Example

Cost

Benefit

Challenge

Viability

Option 2 -

​

Example

Cost

Benefit

Challenge

Viability

Option 3 -

Importance Key – 1 = low, 5 = high

Investment costs

Weighted 0.3

ROI percentage

 

Weighted

0.2

​

Option 1

Option 2

​

Option 3

 

Decision – making tools – 2 paragraphs on the benefits of using a weighted table and why certain factors are rated high than others.

​

Written report

Email:

Business

Hello all,

I hope this email finds you well, I have been informed that business is aiming to… I’ve had the chance to review the three options proposed for business and I believe Option ): the option stands out as the best choice for the company. Not only does it offer the highest return on investment with significantly…, but it also provides an opportunity to

One of the key advantages of using Option 0 is that by an advantage. We can also implement the best customer experience based on real feedback and buying behaviours based on data collected from… ensuring that… meets the exact needs and preferences of our target audience. Additionally, point, evidence, explain. I am confident that with targeted marketing, data-driven decisions and an effective launch strategy, we can drive consistent performance Thank you for taking the your time to read this and I hope to hear from you soon.

 

I hope this email find you well. I am here to tell you all about the recent project that has been newly put into motion. NXTLevel clothing as you know has been a very successful online business that has had the amazing opportunity to interact with our follows and consumers and the privilege of them purchasing our quality products/services. We are working towards becoming more than just an online clothing brand but expanding to opening physical stores by popular demand in south England city centres. This will be beneficial to the business as we will be able to break into new markets and become more accessible to different demographics.

After extensive research, we have found that the most viable approach to this project would be to open stores in Pop-up spaces. This would involve us relocating every three months to different areas, by doing this we can appeal to different footfalls of customers. We initially chose this option due to it allowing us to reach different communities, fitting within our budget and the skills and experience it will give us all.

Beforehand, we will all need to go through staff training as most of us do not have a background in retail. If we want this to be a successful project, all staff need to be equipped with the skills and confidence to handle customer interactions and operations to ensure consumers have a quality experience.

Please if you have any questions or concerns, direct them to your supervisors or email me at any time.

Kind regards,

George Mainwaring

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Task 2

The Aim

 

SMART Objectives

Main tasks

 

Basic Plan (Month 0-0)

Month 1: Research & initiation

Month 2: Operational setup & staff training

Month 3:

 

Month ..: Project execution and performance monitoring

 

SMART Objectives

Task

Timescale

Resources

Cost

 

Month 1 (week 1)

What will be used to do this eg Internet, Social media, Networking, Microsoft, Excel, Primary and secondary research(examples of both), Suppliers, Online fulfilment team,

Paid in the contract for when it doesn’t have a cost and employees do it.

 

 

 

Tasks

Dependencies

Optimistic time (weeks)

Most likely time (weeks)

Pessimistic time (weeks)

Expected time (weeks)

 

Task 1.1

 

Milestones

Months

Team meeting to introduce the new project and idea to the staff and gather options, consider new policies and procedures.

Summarise from project plan the main aim for each month

 

PERT chart

PERT (Program, Evaluation, Review and Technique) is a visual tool that is used to display data, this tool proves to be beneficial for the business because The table shows the different tasks that need to be completed, how they are scheduled, the order of tasks, duration of tasks and each one’s dependency. Each task is represented by a box that includes its duration. Calculations are required in the form of an optimistic time which is the shortest completion time and the pessimistic time which is the longest completion time. Key benefits of PERT are that it identifies the critical path to minimize the projects duration and that it provides a clear flow of the project. Calculation for Expected time is Optimistic time + 4 x Most likely time = Pessimistic time /6

Risk ID

Risk

likelihood

Mitigation

Likelihood after mitigation

1

Project resulting to be over the budget

 

Create budget plan and ensure the right resources are used correctly.

2

Mishandling of project resources

Conducting regular audits because it will document if any funding is being used against the projects best interest.

3

High costs

 

Spend money cautiously to ensure that if more money for resources is needed, money will be available for emergencies.

 

4

​

5

 

Key

Low

 

Medium

 

High

 

Presentation slides

Slide 1 – intro

Slide 2 – Changes to the business, past and future

Slide 3 – Benefits of ..,

Slide 4 – how will stakeholders be involved (KPI’s will be managed by the team member and the manager. They will track them using a CPD log so they can continue improvements and manage ways they can increase performance.

Slide 5 – Q&A

Slide 6 – SMART objectives

Slide 7 – strategic project plan

Slide 8 – Costs

Slide 9 – Monitoring time – PERT Chart

Slide 10 – Monitoring time – Milestones

Slide 11 – Potential risks and mitigating them                                                                                                            

Slide 12 – Processes (Scrum, only move on to the next task after completing the first one)

Slide 13 – Q&A

Slide 14 – Thank you for listening

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Slide 14 – Thank you for listening

 

Task 3

Stakeholder map

The Mendelow Matrix is a strategic stakeholder mapping framework that enables organisations to categorise stakeholders based on their power and level of interest, allowing for more effective stakeholder engagement and governance. By segmenting stakeholders into quadrants such as key players, keep satisfied, keep informed and minimal effort, businesses can tailor their communication strategies and strengthen strategic decision – making. Its importance lies in its ability to provide clarity in complex stakeholder environments, ensuring that high influence stakeholders receive targeted involvement while lower priority groups are managed efficiently.

Mendelow Matrix add arrows and boxes

Keep satisfied (Inform and consult)

Stakeholder engagement:

Key players (Inform, consult and collaborate)

Stakeholder participation:

• Owner/director

• City council

• Local authorities

• Customers

• Manager

• Supervisors

• Marketing team

• Suppliers

Minimal effort (inform)

Least important:

Keep informed (inform consult)

Stakeholder engagement:

• Competitors

• Other retailers

• Local community

• Third party individuals (partnership, influencers)

• Security team

 

 

Stakeholder map analysis

Stakeholders impact the business most as they are responsible for how an organisation works. Because they impact major decision. A stakeholder analysis allows you to outline what stakeholders have the biggest interest or influence on a business. Successful stakeholder management guarantees that expectations are met, risks are low and engagement is high throughout the project. The most important stakeholders are employees, suppliers, marketing team, , . Employees such as managers, supervisors and assistants are responsible for day-to-day running of a stores. Because of this, their performance training and motivation are essential for success. Consumers are a priority consideration since their engagement and satisfaction have direct impact on sales and reputation. Suppliers and logistics provide stock promptly and any disruptions or delays would affect stock levels, so good relationships and contingency plans are essential to mitigating any hazards. The marketing team is responsible for promoting (the project) and brining customers. Therefore, their efforts must be targeted and brand-message-aligned to the target market group. City councils and local authorities are responsible for ensuring compliance and regulations through licences and permits. If the business isn’t compliant with these, it could result in penalties or delays. The consequences of these would have negative impacts on the businesses project, it would affect the timeline by stretch out the deadline and weaken the company’s reputation.

Although while stakeholders might benefit the project, they might also cause issues or conflicts, such as dissatisfied employees, supplier issues or bad marketing that must be resolved through effective communication, active engagement and through planning. This includes customers, competitors, local authorities, suppliers and even employees. Although its important to keep suppliers, customers, local authorities and employees satisfied, they can also cause issues for the business. For example, employees could lose their motivation to perform if they are unhappy with the way the business works and this could impact multiple aspects of the organisation such as customer service and performance. This is neither good for the reputation of the store, nor will its sales be unaffected by dissatisfied employees who are less attentive and who may cause customers to shop at other stores and go to competitors.

To solve this problem, (company name) should ensure its employees are trained, engaged and supported through clear communication, company culture and career development opportunities. Likewise, customers are extremely valuable stakeholders and if they have been affected by poor service, low stock or poor brand messaging, the company may end up loosing their trust. This will impact the business due to poor customer experience eventually reflecting on lower sales and damage the company’s reputation.

I have used Mendelow’s matrix to help outline stakeholder engagement in the project, its showcasing the level of interest and power each stakeholder has and what criteria they fall into. For example, stakeholders with low power and low interest require minimal engagement when t comes to business decision or internal changes as there is minimal impact on them. Therefore, their main expectation is simply compliance with legislation, with no active roles needed in daily operations.

On the other hand, stakeholder with high power and high interest like (your role) has high level of power to influence the direction and success of the business. To add the expectations of the Owner are to achieve the set out targets, avoid liability, increase revenue and recover start-up costs back within the first year of operating. By following the company’s compliance guidelines, adhering to legal requirements, passing all the internal audits and quality checks the stakeholders like regulatory bodies, local authorities and city councils are satisfied, as the Owner wants to see good return on investment. Customers also play an important role here as they are impacted by the business quality of service, products and value, they should be actively involved and well – informed.

Building strong relationships and maintaining clear communication with them is key, as their preferences and needs is closely tied to the growth and success of (company name). Certain decisions and changed made will affect and be of interest to many stakeholder groups, so it is important to keep them informed and consult e.g. customers, team, third party stakeholders. Others such as local community will take an interest economically and environmentally.

By striking the right balance in stakeholder management, (Company name) can strengthen relationships, boost market visibility and drive profitability making the way for a more sustainable and successful future.

 

Stakeholder engagement plan

Explain engagement tool and why that one for that stakeholder, why communicate with them that music.

To support and build engagement, relationships with stakeholders from initiating, planning, implementation and closing stages I have produced a stakeholder engagement plan.

Stakeholder

Rating of risk

Area of interest/

influence

Expectations of stakeholders

Stakeholder

manager

Engagement approach

Engagement tool

Frequency

Owner

 

Overall business strategy, financial investment, ROI and long-term viability of (project)

Regular updates on financial performance, ROI and risk mitigation strategies. To add increase in customer engagement online.

(your role)

Inform and consult (Keep satisfied)

Reports, meetings, emails, reports, financial dashboards and analytics, presentations

Monthly

Your role

 

Day-to-day store management, store set up, logistics, staffing, compliance and risk management

Successful execution of the (project) and operations, strong sales performance and efficient problem-solving 

Owner

Inform, consult and collaborate (Key players)

Meetings, emails, performance dashboards and reports, operational updates, store visits reports

Weekly

Supervisors

 

Team management, coordination and management, customer service, staff performance, merchandising

Training on customer service, store systems and operations, clear communication and engagement, issue resolution

(your role)

Inform, consult and collaborate (Key players)

Regular briefings, performance feedback, meetings, training and workshops, shift briefings

Weekly

Marketing team

 

Brand awareness, digital and physical marketing campaigns, customer engagement strategies

Sufficient marketing budget, data driven campaigns

(your role)

Inform, consult and collaborate (Key players)

Cross-functional meetings, campaign reviews, performance tracking and analytics, social media insights, advertising reports

Every 2-3 weeks

Suppliers

 

Stock availability, efficient delivery, logistics for restock and e-commerce fulfilment

Clear forecasts, reliable payments, good coordination for inventory management, clear communication and agreements

(your role)

Inform, consult and collaborate

(key players)

Meetings, performance reviews, KPI tracking, stock level reports, supply chain software, calls

Every 2-3 weeks

Customers

 

Shopping experience, product availability, service quality and marketing engagement

High quality products, good customer service and assistance, competitive pricing, seamless shopping experience

Servers, marketing team

Inform and consult (Keep satisfied)

Social media engagement, surveys, loyalty programmes, instore promotions

Weekly

City councils & local authorities

 

Licensing, permits, health and safety compliance, local business regulations

Legal compliance with health and safety, zoning laws, insurance and permits

(your role)

Inform and consult (Keep satisfied)

Formal applications, legal documentation, regulatory meetings, permit approvals, compliance checks

Every 3 months

 

Stakeholder Engagement analysis

Talking about communication, the approach and tools used will vary based on each stakeholder’s level of influence, interest and the frequency of engagement required. The stakeholder engagement plan outlines the communication methods (engagement approach and frequency) used for everyone’s needs, considering what they need to know and how often therefore each communication tool has been selected based on the stakeholder’s level of influence and interest. For example, internal stakeholders like the supervisors and servers need regular updates throughout the project, so they are kept involved, engaged and informed at every stage. Examples of these engagement tools are Training, workshops, coaching sessions and shift briefings. But the external stakeholders, for example regulatory authorities like city council and local authorities do not require the same detail or frequency in communication. Additionally, the type of communication varies by stakeholder group and the purpose behind it. For instance, customers will be engaged and communicated through social media, emails, ads to keep them informed about business (list of things changing due to project). The plan also includes strategies for ongoing updates to engage stakeholders in important decisions like decision making, budget reporting, risk management, team brainstorming activities to manage customer feedback (e.g., quick surveys), targeted ads, project blog, web pages and social media engagement through platforms like Instagram, TikTok.

To ensure successful project implementation, activities will be monitored monthly using spreadsheets, email and shared documents. Any stakeholders concerns will be dealt by the (your role or if any hr) and supervisors who can take appropriate action, aligning with organisational policies. Stakeholder communication will be RAG (Red, Amber, Green) risk rated based on the level of issues and frequency of interaction. This approach will provide structure, clarity and timelines in communication to deal with all the stakeholders involved, this will be done in terms of impacts. Stakeholders requiring frequent daily engagement will be prioritised, while those needing less interaction (still important) will be managed as necessary, particularly those involved only in specific parts of the project.

To engage and keep internal stakeholder active throughout the project, they will be involved at every stage of the process, providing input to decision making, solving problems and monitoring progress. The team will have their roles in frequent project meetings held either weekly or monthly when they can report their work, highlight problems or errors and suggest ways of improvement. Every internal stakeholder will have assigned roles with clearly defined tasks and deliverables to be achieved. With the help of the PERT chart, they will be able to look and refer to tracking the timeline, progress and find all the information needed. This project management tool ensures that everyone understands their role and how it contributes to the overall success of the project. Additionally, the team will be involved in brainstorming sessions with (your role) and supervisors as the leaders guiding and supporting the team, where their input will be valued in shaping the direction of the project by addressing any risks or issues that arise, looking at data and analytics to improve and adjust to changing consumer preferences and needs as much as possible.

Internal stakeholders will also have access to shared project documents and communicate channels, allowing them to stay informed and always collaborate efficiently from anywhere. This continuous involvement ensures that internal stakeholders not only contribute their expertise but also feel invested in the journey, with their feedback helping to guide the project’s evolution. By fostering a culture of open communication and regular engagement, internal stakeholders will be motivated to meet the project’s goal and feel empowered to contribute to its success.

 

Time management plan

To manage my time effectively during each phase of the project, I’m keen to focus on improving my own efficiently and productivity. This will help me reduce stress and avoid burnout allowing me to make time for activities I enjoy while also achieving goals and objectives more quickly. If I don’t prioritise this, I risk facing poor workflow planning, waste time, losing control over my workload and potentially risking the quality of my work downgrade due to completing tasks last minute. To add this also shows that I can manage time effectively, which others can look up to and feel inspired or come to me for advice as me being the role model.

My Plan

It is important that when managing the project that I lead by example and prioritise, so to do that I plan to use these time management tools and modules that will help me prioritise the urgent tasks:

1. PERT Chart to help visually represents the projects schedule, provide clear deadlines of tasks also providing the dependencies on each and which must be done before another can start.

2. Eisenhower’s Grid to help me see the urgency of tasks and prioritise the more important ones.

3. Goal setting, with using SMART objectives helping with having a clear direction of what needs to be achieved, its also measurable and achievable.

4. Use technology for a greater use for long-term overlook, planning meetings, events and deadlines. It is beneficial in a big project to remember everything and remind of things to prevent the risk of forgetting to attend something or do something.

5. Microsoft teams for collaboration and sharing documents, updates and to do meetings online.

6. Create a to do list which is a guest personal time management tool. It is a simple and easy tool used that is practical for each stakeholder helping to stay organised.

 

Here I have provided examples below of approaches that I will be using for this project to help me manage it and some personal time management tools:

Project: Time management tool and techniques

Eisenhower grid

Urgent/important

Important

 . Conduct mutual agreement with stock supply for delivery

 

. Ensure IT system functionality

 

. Implement needed policies and procedures e.g. health & safety, GDPR, data protection

 

. Address customer service, review customer experience, adjust improvements before launching

. Train supervisors and staff

 

. Optimise inventory management

 

. Monitor and adapt steady customer changes and needs

 

. Do market research and competitor analysis

Not urgent

Not important

. Monitor competitors pricing strategies

 

. Review additional technology opportunities

. Organise pre-launch event

 

. Arrange store branding and advertisement

 

. Establish local business/influencers for partnership

 

PERT CHART

Personal: Time management tool and techniques

I find it very easy and practical to use a To-Do list as it helps me check all the tasks are done and stay organised, I write a To-Do list for every day and I like a mix up different kinds of tasks to not get bored or overwhelmed, I rate each tasks urgency with colours to visually represent it.

To-do list

Task

Urgency (1-5)

Research and identify  (project)

5

Prepare the cafes physical setup and install necessary fixtures

 

4

Collaborate with the owner on finalising product pricing strategy

3

Review and evaluate staff’s performance and readiness for the official launch

3

Contact online fulfilment centre to agree on stock inventory and delivery times

3

Review the performance of the (product and customer satisfy)

2

Implement real-time performance tracking

2

​

Urgent

Important but not urgent

Not urgent

 

Time management analysis

Time management is the key to the success of any project because it priorities for deadlines to be achieved, reduces stress levels and increase productivity while staying in core with the projects timelines and having work-life balance by staying organised. Not managing time can lead to missing deadlines, poor quality work and burnout. However, with time management I can prioritise tasks, plan time well and avoid distractions through the use of tools like PERT chart and the Eisenhower grid. These tools will help me to stay organised, manage workload effectively, focus, delivering the work on time and high quality and meeting the standards. In addition, SMART goal setting provides guidance that is specific, measurable, achievable, relevant and time-bound which helps ensure the project stays on track. Being a leader, demonstrating effective time management as a role model helps inspire and generates confidence amongst the team, encouraging them to adopt the same, building a culture of productivity and effectiveness.

Managing employees

Stakeholder

Skills

Stakeholder contribution in the cafe

Plan

Resources

 

 

 

Coaching, one to one sessios, job shadowing, team leadership and management training, leadership styles workshop,

Personal development plan, grow model questions, SMART targets, team management and leadership development resources, feedback tools, stock management tools,

 

Managing employee’s analysis

This table outlines the plans and resources to manage and develop team members within a retail environment. Each individual’s own talent, challenges and career aspirations are determined and addressed with tailored plans so that the overall plan facilitates personal and career development as with this (project) we want to bring new opportunities for the team members, as employees are one of the key stakeholders for the business success and without them this project wouldn’t be able to happen.

The strengths column identifies the strengths that already exist within each employee, allowing managers to better visualise how each team member can be leveraged within the business. For example,(employees, strength, benefit and impact) x2.  Identifying these strengths allows for more efficient coaching and …

The plan and resources sections focus on each employee’s individual development needs. By bearing in mind and pointing out the areas of deficiency e.g. (employee, weakness x2), we ensure that all employees receive individual assistance they require In overcoming these obstacles and are confident in working..(employee, approach for improvementx2). This plan is aimed by equipping employees with the tools to succeed both In their immediate roles and as they grow professionally.

 This plan both closes any immediate short -term skill shortages and allows long-term career planning. Also to ensure consistent growth applying resources like SMART goals, mentoring activities, management development, offering quantifiable, organised steps to drive workers towards achieving their goals and performing well at handling stock.

In conclusion, this table is an Agile model for staff management acknowledge into the individual skills, problems and dreams of each employee. It is a coordinated, tailor- made approach to staff development that not only enhances job satisfaction but also contributes to the business’s overall success. By investing in employees, the company can develop a capable, inspired workforce  that is able to problem-solve confidently which is an excellent skill in (project), especially on a busy day.

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Task4

Team Meeting Agenda

Date:

Time:

Location:

Duration: 30 minutes

 

1. Welcome and Introduction (2minutes)

. Brief introduction of the purpose of the meeting

. Why is (business) (project)

1. Overview of the (business project) (5 minutes)

. Overview of the different options provided

. Why & which one did we choose?

. Financial explanation of each

. Risks

1. SMART Objectives (1 minute)

. List of our goals for the (business project)

1. Benefits of expansion ( 2 minutes)

. Financial

. Promotional

. Logistical

1. Strategic project plan & milestones (3 minutes)

. Outline of strategic project plan

. Project management tool

. Milestone overview

1. Budget overview

. Costs

. ROI

. Investment

1. Roles and responsibilities (4 minutes)

. how will you be involved

. who will do what and be responsible for what

. why is this exciting for you

. changes

. Support and training

1. Change management: supporting the transition (4 minutes)

. training 7 development plans

. communication plan – strategy and channels used for internal and external communication

1. Workload and time management (2 minutes)

. processes and tools used

1. Q&A (5 minutes)

. Open discussion time

. Any questions and concerns

1. End of meeting (1 minute)

. Confirm the time and date for the next meeting

 

Email to the Team

Email attachments: Meeting Agenda

Subject: Invitation to discuss an exciting new project

 

Hello all,

I’m excited to invite you to an important team meeting where we’ll be discussing an exciting new chapter for ( business): (project). This is a fantastic opportunity for us to connect with our customers in a new way, raise awareness of our brand and bring (business a new unique selling point to our wide audience.

 

As we take on this journey, each of us will play an important in making the (project) a success. Whether its through new responsibilities, engaging with customers or ensuring smooth operations, your input will be valued as we prepare for this exciting step forward. This meeting will provide a full overview of the project, including what to expect, the changes ahead and how we can all contribute to the success and in this project.

 

The (project) isn’t just a business opportunity, it’s a chance to elevate (business) presence, generate high foot traffic and engage directly with our customers. This project is key to our company’s growth and your participation and unput will be crucial to making it happen!

 

I want everyone to feel excited and motivated about this new change, so please come ready to share ideas, ask questions and contribute to the initiation process. I’ve attached the meeting agenda of the topics we will be discussing for your reference and if there’s anything you’d like to add or discuss, please feel free to let me know in advance.

 

Looking forward to seeing you all on (date) at (time am) in the conference room. Together we will make this project a fantastic success!

Yours sincerely,

 

 

Minute

• ​

Who

By when

Topic expanding

Brief overview of wht been stated

 

Reflection on Leadership Style

While leading this project I felt confident but also slightly overwhelmed. I have gained a lot of confidence working through the project over time by managing and planning effectively using elements such as PESTLE, SWOT that helped in the research about the industry and business, managing project strategically with using tools like PERT, presentations, budget planning, decision -making by considering different factors conducted throughout research, budget forecasting and decision matrix.

 

One Leadership style that I considered in this project is Autocratic leadership style. This meant I have the ability to make decisions independently, with little or no input from others. While this style is useful in situations where clear guidance with quick-decision making is needed, I recognised that this style

 

Another leadership style that I have considered was the Laissez-Faire leadership. Opposite of the Autocratic style, as Laisse -Faire style gives the team greater autonomy, offering them more freedom to manage their work. This style suits the project as it fosters trust in the team to make decisions to take ownership of their roles. Given that some aspects of project required flexibility and independence, I recognised that adopting a laissez-faire leadership could empower the team to feel more responsible and motivated, while still offering guidance when needed. We want to create a culture of continuous personal and career development which is why we have created a plan using the right resources to help each employee, whether it would be helping them overcome a challenge or achieve a career role. This is where Laissez – Faire leadership style would be used, letting the employees have full control of the support conducted but when needed there would be a leader assisting them and pushing them into the right direction.

 

The Democratic leadership style consists of everything being centred around collaboration, where the leader encourages team members to participate in the decision – making process and the team is responsible for most of the decisions made, there is no such thing as one leader that makes all the decisions independently without checking – in with others and is at the top of an organisational chart like hierarchical. The reason why this style has been considered but will not be used is because not all the employees are familiar with working…

Giving them the freedom to make decisions for unknown area of expertise would cause various for risks such as bad customer shopping experience because not enough exclusivity was implemented, data protection, health and safety risks, quality of customer service, missed deadlines and mismanagement of the team causing burnout and disagreements of workload. With such implementation, it is important they have a competent team leader that will organise, plan and lead the project ensuring safety and everything being done correctly.

 

Lastly a coaching leadership style was considered, Some of the team members specifically for example a team member lacking…. Would need a leader that is capable of leading them throughout their improvement, nurturing them, strengthening their abilities so they can work to their full potential. Coaching leadership is a great style to use for a team that needs assistance as it has a huge focus on the staff’s strengths and weaknesses, helping the team morale and overall project ensuring everyone has high work performance, meeting the expected standards, have a full knowledge and understanding of the implementation. This style would be used in one–to-one sessions with employees that have been advised to use this style in their development and growth.

 

During this project I had some weaknesses. At the meeting, I was not as confident and slightly nervous as I was unsure how the team would think and respond to these new changes to the company, knowing they have been used to working with a …. I felt like I didn’t do well in presenting that excitement for them and why it is a good thing, I was too focused on delivering all the project details I didn’t pay much attention to my presentation and leader skills to create a sense of motivation and excitement for the team. However, throughout the meeting I overcame this listing the individual support and plans we have for each one of them, making them feel valued and thought about as we value our employees needs and wishes. As the meeting went on I addressed the changes that will impact them and followed with how this will be managed, ensuring they have nothing to worry about and their feedback will be much appreciated, indicting that with communication strategies like team meetings and one-to-one sessions their feedback will be reviewed to make any adjustments needed and improve.

 

My main strength was my confidence when speaking. I approached the meeting with a slow paced calm tone ensuring that I spoke clearly provided as much as information in detail about the project and its benefits both for employees and the business. This showed that the project will be a success giving the employees the security and comfort that they can trust me. I did my best to follow the agenda I created and mention every important part of the project to help them understand everything. Showing the employees that they will be supported, with both professional help and our management help, ensures that they feel empowered and ready to work knowing they will be prepared. In the end I asked if there were any questions and answered to my best quality.

 

In the future, I would improve implementing a more exciting approach driving a better mood and environment of the meeting as I felt like that was lacking in the meeting.However, I am pleased with the way I used my emotional intelligence being supportive and optimistic of the team. Overall, I am pleased with the way the meeting turned out and how I delivered ir as I felt like I did cover a lot of good detail and also the team seemed pleased with everything, based on their reaction of the project.

 

Question

Timescales – You have outlined the timescales for the project in detail, what considerations did you take when determining these?

Risks – You have outlined in detail the risks associated with the project, what processes did you take in determining these?

Process – You have outlined in detail the process of that you feel would be appropriate for setting up, launching and running the project, why do you feel this is the best option or doing this?

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Coach Name:

(Job title)

Coachee Name:

 

Session date:

Start time:

Location:

 

Session:

Aim of session:

To establish SMART targets within this coaching session with the intention of supporting the coachee with their personal goals regarding their…

 

Highlight objectives and aims that if achieved, will benefit the coachee

 

Gather information from the session to support the creation of a professional development plan to help the coachee…

Analyse strengths and weaknesses

 

Model used:

For this coaching session, the GROW model will be used. This is due to its open-ended coaching model that separates questions into four structured sections, these being Goals, Reality, Options and Will. Its design will help the coachee reach deep into what they hope to achieve and help them come to personal conclusions in a supportive environment.  When coaching, the coach will be responsible for the advice they give out and put their trust into that it will work. However, with the GROW model, the Coachee also takes on responsibility as they are giving away information about themselves. The level of how serious the Coachee takes the meeting will affect the choices they will need to make. This will make them responsible for the outcome.

Coach Techniques - 

Eye contact, Open body language, Active listening, Supportive and productive feedback, open ended questions, reflection, developing connection with coachee

Coaching behaviour used - Optimistic, supportive, providing guidance, maintain professionalism and confidentiality, empathy and understanding, effective questioning, building trust, goal setting and action planning, Encourage reflection

 

Options to be taken –

Review of options: (Coach to summarise the options within the goals)

GOAL – This section will open the coaching session by discussing its objectives, goals and guiding … through questions that push them to reflect on the session’s purpose and desired results, what is it really, they want to achieve and why it is important for them.

. What is the specific goal you want to achieve?

.  Why is this goal important to you?

. When do you want to achieve this?

. What would be the benefits if you achieved this goal?

. What outcome would you like from this session?

. What is your main worry with you …?

. How important is this to you?

. What would success look like for you?

. What results are you trying to achieve?

. Do you have a SMART objective in mind that you want to achieve?

. What do you think about this new project and changes?

. How does it make you feel, why?

Summary of GOAL:

 

REALITY – This section will encourage … to think where they currently are in their progression towards meeting their goals, how do they feel about it and what is their personal aspect of the reality of their situation.

. What is the current situation?

. In terms of your goal where are you now?

. Have you taken any steps towards your goal?

. Is this goal realistic for you?

. How much personal control or influence do you have over your goal?

. What have you already tried?

. How do you feel about your current reality?

. What would you like to change in terms of the preset reality?

. What do you think is stopping you now to start working towards your goal? A re you facing any challenges right now?

. Reflecting on your current situation, what is good and bad about it?

. What would you like to do/improve specifically

. What are your strengths

. What are your weaknesses? (areas of improvement)

. Would you need any extra support beyond the support provided by our management and training business?

. Do you think you can achieve to your issues?

. Why and how is this goal relevant to your issue?

. Would you rather say you’re in really feeling anxious or not confident? Why?

. Is fear the factor behind this or it is something else in reality? How could we improve that?

Summary of REALITY:

 

OPTION – This section will help .. brainstorm ideas for achieving their goals and identify the support they may need to succeed, how and what ways can they approach the situation.

. What are your options, are there any other options?

. What else could you do?

. What resources do you available to help you?

. What has worked for you already?

. How could you do more of hat?

. What has failed for you?

. How could you do things differently to make it work?

. Have you been in a similar situation before?

. How did you achieve success or overcome the obstacles?

. What do you think you need to do next?

. Who could you turn for help and support, is there anyone who inspires you or motivates you?

. Are there any methods/ ways you can think of that could help you overcome this?

Summary of OPTION:

 

WILL – This section will support … to create and finalise achievable actions with timeframes to progress further towards meeting their goal.

. Tell me about what you’re going to do?

. How are you going to do it?

. When will you act?

. What will you do first and when?

. What will you do next and when?

. What might get in the way and how will you overcome it?

. How will you know when you have done it?

. What support do you need to get that done?

. What will happen of you not doing this?

. What are small actions you could already take this week that would help you progress?

. How will you keep track your progress?

. How will you measure your success?

Summary of WILL:

 

SMART objectives and personal development plan

SMART objectives

Target date:

How objectives will be achieved:

Resources needed:

Details on progress:

Measures of success:

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Task 6

Summary of .. behaviour and approach resolving the issue:

Response to .. behaviour  

Leadership style used to achieve a positive outcome

Action plan

Name:

Position:

Date:

Team Leader:

Behaviour to improve -Specifically list what steps, actions or duties need to be improved.

SMART objectives – Outline of what steps or actions needed taken for improvement?

Development resources – What support, resources or training are needed to improve?

Date to be completed

Leadership style and impact

Success measures – What soes improvement look like?