Delivering Performance

A manager’s ability to drive performance hinges on their understanding of both strate-gic objectives and individual team needs. Northern Ireland’s employment framework, such as the Employment Rights (Northern Ireland) Order 1996, underlines the im-portance of fair and effective management. Competent managers know how to align business goals with team capabilities, although it is confidence that allows them to make timely decisions, have challenging conversations, and take action that drives continuous improvement.


Creating High-Performing Teams

A well-trained manager fosters collaboration and trust within teams. Under the Fair Employment and Treatment (Northern Ireland) Order 1998, creating an inclusive and discrimination-free environment is a legal and ethical requirement. Competence in this area ensures adherence to legislation, yet confidence is what enables managers to challenge undesirable behaviours, champion inclusion, lead by example, and culti-vate a team culture that embraces diversity, innovation, and openness.

Managing Conflict in the Workplace

Conflict is expected in any workplace, nevertheless how it is managed can make the difference between resolution and disruption. The Labour Relations Agency Code of Practice on Disciplinary and Grievance Procedures highlights best practices for ad-dressing workplace disputes. Managers must be equipped with the right tools and knowledge to handle conflict constructively. Confidence empowers them to intervene early, remain impartial, and facilitate resolutions that provides constructive progress, uphold fairness and rebuild trust.

Coaching to Empower and Inspire

Coaching is a powerful tool in leadership, helping employees unlock their potential. Providing managers with practical coaching techniques enhances team development. Through structured feedback and goal setting, managers can encourage professional growth while maintaining compliance with The Labour Relations Agency Codes of Practice. While competence supports structured development, confidence allows managers to engage in meaningful, developmental conversations that inspire and mo-tivate their teams.

Managing and Implementing Change

Organisational change is inevitable, whether it results from significant events such as business ownership transitions or seemingly minor updates like new software imple-mentations. Even small changes can disrupt the day-to-day routines of individuals, affecting productivity and morale. Managers need the competence to understand the technical, procedural and behavioural implications of change, however the confi-dence to lead people through uncertainty. Supporting employees through change with clarity, empathy, and assurance reinforces stability and compliance with the Transfer of Undertakings (Protection of Employment) Regulations (TUPE) and other relevant legislation that may underpin the procedural elements of the change.

Developing Resilience for Longevity

Leadership is demanding, and without resilience, even the most skilled managers can experience burnout. Encouraging resilience in managers enables them to navigate workplace challenges with confidence and composure. Competence helps them to apply effective coping strategies, while confidence gives them the belief in their own ability to adapt and recover from setbacks; ensuring they remain effective, compassionate and driven over the long term.

AAB
Telephone: +44 (0)28 9024 3131
Website: https://aab.uk/