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  1. Top sales tips for new sellers

    If you’re new to the world of sales then you have all the benefits of a fresh attitude and plenty of enthusiasm – and a long and exciting career ahead. However, you may also feel a little lost in terms of where to start and how to begin developing a technique that really works. These top sales tips are designed to help you start finding your way.

    Put yourself in the customer’s shoes

    Sometimes it’s only when we hear ourselves selling that we really notice what’s missing from a sales pitch – or where we’re being too aggressive, or not firm enough. So, as you start to learn the ropes in sales, it’s essential to be able to put yourself in the customer’s shoes and appreciate your approach from their point of view. You could even go so far as to record yourself so that you can hear what you might sound like to someone else.

    Keep an eye on your pace

    Although you might be enthusiastic to get to the point of actually making a sale – and feel like you have a lot of information to impart – most prospects will resist any attempts to move too fast through the sales process. Slowing down the pace of the conversation not only ensures that you don’t turn someone off from what you’re saying but also provides more of an opportunity to understand what they need from you. Rushing things will make you sound anxious and undermine your credibility.

    Focus on outcomes

    Your product or service may not be that inherently interesting to the person you’re trying to sell it to. However, if you focus on illustrating the outcomes that could be achieved with that product or service then you have a way to spark interest. What is it that this prospect needs and how could that need be met by what you’re offering? If you can answer that question then you’re almost guaranteed a sale.

    Personalise your contact

    Anyone on the receiving end of a generic sales pitch is highly likely simply to switch off. You can differentiate your approach by personalising the conversation i.e. making it individually relevant to the person that you’re speaking to. Often, this requires some pre-conversation research, whether that’s looking into the business or the individual you’re going to be having the conversation with. It’s an essential way to make yourself relevant – and to increase the potential of a positive response.

    Be creative – and don’t give up

    It can take up to 10 attempts to see success with a corporate account – and many sellers give up long before this point. Sometimes all you really need to do is just to keep going. Remember that there are multiple channels through which you can plan your approach, from telephone and email to seminars and social media. Be creative and resourceful and keep going.

    Solid foundations pave the way for a great future in sales – our Introduction to Sales course is the ideal way to prepare yourself so that you can make it in sales.

    Get in touch with PTP today for all your training needs.

  2. How to deal with difficult employees

    In every manager’s career there will be at least one employee who could be categorised as “difficult.” That could be someone who isn’t a team player, who is struggling in productivity terms or who just doesn’t quite do what is expected of them. Handling difficult employees is a skill that every manager has to learn to avoid situations that escalate into something much more significant than they need to be. There are some simple ways to deal with someone who is not doing well.

    Ask them what’s happening

    If you’re dealing with a difficult employee the temptation may be to simply write them off as useless. You might always assume that they will perform ineffectively or interact badly – and often, as a result, they continue to do so. That’s why it’s so important to sit down and ask employees who are being difficult what’s going on. There could be any number of reasons why someone is behaving as they are but the only way to help them move on from it is to find out what’s behind it.

    Provide feedback and keep records

    It’s important to take a structured approach to difficult employees. That means keeping records of issues – and of progress – so that you have something to refer back to, whether that’s during discussions with the employee or if a situation arises where you have to take action against them. Regular feedback is crucial too, as it is an opportunity to give an employee the chance to improve by highlighting issues and then providing proactive, positive steps to take towards change.

    Set standards – and stick to them

    Employees need to understand what’s required of them and that means taking a consistent approach to standards of performance and behaviour. If timeliness is crucial, for example, then don’t make exceptions for some people and not others. What you do, as opposed to what you say, will be incredibly important here. It’s also key to show difficult employees that there are consequences to certain actions. Always provide a warning of consequences – i.e. if behaviour doesn’t improve by a specific date then the consequences will kick in – and if you’ve mentioned consequences, make sure you follow through on them.

    Manage yourself during the process

    If an employee has upset you, made your morning difficult or caused a problem that is affecting your day-to-day experience it can be tempting to start complaining about them to anyone who will listen. However, it’s far better to avoid talking them down to others and work on boosting your own self confidence and esteem instead. Stick to the processes your company has for handling difficult employees and don’t allow yourself to get overly emotional or upset.

    Take the hard decisions if you have to

    It’s not easy to fire someone but if it’s obvious that this is the only real solution to the current situation then it’s better to step up and tackle it, rather than let things fester.

    Every manager can learn how to handle challenging employees – our Managing Difficult Staffing Situations course is a great place to start.

  3. 8 skills needed for essential management of teams

    Anyone new to team management can find it an intimidating prospect. However, what’s worth noting is that most of those considered an exceptional manager today did not start out that way. Management skills are learned, both from personal experience and also the standards that have been tested and set by others that have gone before. If you’re looking to hone your team management style then these 8 skills will be essential.

    1. You put the team first

    That doesn’t mean always sacrificing your own interests or driving yourself into the ground for your team. Instead, it’s showing a willingness to step up to protect them, to take risks to ensure their success and to show that you’re working as hard for them as they are for you

    2. You continually challenge your team to be better

    Even the top performers can do more. Managers should always continue to challenge teams to excel in new directions – this drives both individual satisfaction and general productivity.

    3. You can admit when you’re wrong

    This is a tough one because being a manager means being in the spotlight and that’s a difficult place in which to hold your hands up to mistakes. However, great management requires being humble enough to recognise if you’re wrong and to take steps to change direction afterwards. If you have too much pride to admit to a mistake you could lead your team in totally the wrong direction for all the wrong reasons.

    4. You are honest and up front

    Hiding things, covering the truth or flat out lying will break trust with your team and that can be difficult to rebuild. Transparency is essential, especially when it comes to difficult conversations.

    5. You’re able to foster genuine connections between your team

    Spending time together outside of the working environment gives people an opportunity to build genuine relationships that can sustain them through tough times and disagreements. Learning how to help your team make these connections, whether that’s through bonding activities or sharing experiences, is a crucial skill to have.

    6. You know how to make people feel valued

    From the top performers to team members who have yet to prove themselves, it’s important to understand how to make each one feel valued. Feeling valued is crucial to engagement, which drives loyalty, motivation and productivity.

    7. You have nurtured empathy

    Research has shown that the higher we climb up the office hierarchy, the more difficult it is to preserve empathy. A very basic definition of empathy is to be able to put yourself in someone else’s shoes, something that many managers find very challenging when it comes to their subordinates. However, the benefits of remaining empathetic include gaining a better understanding of your team and being able to genuinely engage with them.

    8. You understand when emotions are relevant

    If you remove emotion from the workplace it’s difficult to be a good manager. However, it’s also key to understand when emotion is relevant and when it can be inappropriate. Perhaps the most obvious example is allowing emotion to influence decisions that should be objective.

    These key skills provide a firm foundation on which great management can grow.

    Book your place on our Effective Management of Your Teams course today or get in touch with PTP on 01509 889632 with any questions.

  4. Discover the most important skills in senior management

    Effective management takes a whole range of different skills. With so many different parties to consider, from the team that you’re leading to your own superior, there is a lot to consider. If you’re looking to make progress in your career, and to do a better job in a management role, then these are some of the most important skills that it’s crucial to learn.

    Setting an example

    One of the simplest ways to manage is to set an example and be the employee that you want your team to emulate. From arriving on time, to taking an interest in the issues of your industry to maintaining a stoic attitude in the face of disaster or change, if you’re able to set this kind of example then others will follow.

    Be aware of the context for the business

    Leaders need to be well informed when it comes to market conditions, business development and competitors. Whether or not these directly affect your job, they will impact on your ability to take strategic decisions and can be a positive influence when it comes to shaping future growth. Strategy development and risk management are two key skills that will provide a firm foundation on which managers can grasp essential context.

    Don’t forget the people you’re leading

    It can be easy to focus purely on your own career and to forget about employee development. However, one of the metrics for analysing the effectiveness of a leader is how well employees do when they are being managed by that person. So, focus on employee development – as well as your own – and you’ll not only have a happier team of people working for you but you’ll also be viewed as a better leader by others in the business too.

    Inspire commitment to the business

    This is all about understanding how your employer rewards those who do well and then conveying this to the people you’re leading. What do they have to do to be recognised and where do the advantages lie for their careers in demonstrating commitment to the business in this way?

    Handling change

    Change is something that people across the business have to deal with constantly, whether it’s market change or operational change. Great managers can help to smooth the journey and involve others in the decision making process during times of change. They are also well equipped to support those who are feeling resistant to impending change.

    Be a leader

    It sounds simple but the intricacies of leadership are often not well grasped by very ambitious people. For example, being good at managing means understanding how to provide constructive feedback so that employees can see a way to develop and grow. It’s also essential to be able to manage tough situations and to have the strength and confidence to set clear boundaries for everyone.

    Some of the skills required by senior management are obvious – others, less so. There are always opportunities to change and grow and many of these essential skills are simple to learn.

    Book your place on our Senior Management Skills Course today or get in touch with PTP on 01509 889632 with any questions.

  5. How can you use coaching to improve employee performance?

    Coaching provides a foundation for the daily interaction between manager and employee. It’s a conduit through which feedback can be provided on performance and solutions found to help enable ongoing development and growth. A coaching style relationship not only helps to cement engagement and loyalty among staff but can also be crucial for improving performance too.

    When is coaching useful?

    A coaching style relationship between manager and employee is a great basis no matter where the member of staff sits in performance terms. It provides a way to keep channels of communication open and ensures employees know that they are supported. It can be especially useful where:

    Employees are underperforming

    In a situation where an employee consistently does not meet targets or where there are clear issues, coaching is a great tool for turning the situation around. It is an effective way to solve performance problems and offer the employee a way to do better that will also benefit the team and the wider business.

    There are no performance issues

    Even employees already performing well can benefit from coaching to do better – it’s an opportunity for individuals to continuously improve both skills and the ability to add value to the business. Although coaching is often aimed at employees falling behind from a performance point of view it’s also essential to ensure that those who are doing well also get development support.

    Using coaching to improve employee performance

    Focus on the issue not the individual

    When raising a performance problem with an employee, describe the issue and the situation, rather than focusing on the person. Ask them to help you solve the issue and express confidence in their ability to find a solution.

    Identify potential obstacles

    Is there anything standing in the way of performance improvement that could be removed? A lack of training, not having the tools to do the job and insufficient time, for example, are all obstacles that can be removed. Temperament is trickier but if this is the performance obstacle then there are also ways in which it can be overcome.

    Talk through the potential solutions

    If this is a high performing employee then these can be phrased in the context of ongoing improvement. If it’s someone who is having performance problems ask them for input on how to correct or solve issues.

    Write down the outcomes

    It’s important to keep a record of what was agreed, of the goals that were set and the solutions that have been identified to move the situation forward. It’s also a good idea to establish a date and time to follow up on the conversation. This timeline can be used to establish when feedback might be necessary.

    Be positive

    Even in a difficult situation, positive encouragement will provide an opportunity for change. It’s essential to express confidence in the ability of the employee to achieve the goals set and to convey the support that you will provide in helping them to do so.

    Coaching has a lot to offer when it comes to employee performance. Whether you’re looking to solve problems or give high performers the chance to excel, it’s an incredibly useful tool. Book onto our Performance Coaching Half Day course today.

  6. Become a better leader by using this top 10 tips

    Great leaders are made, not born. It’s not easy being a leader and there is always room for improvement. If you’d like to do more as a leader then there are some simple and effective ways that you can improve.

    1. Communicate better

    Leadership is so much more than just giving orders. It’s crucial to ensure that you’re not only heard but also understood. Listen, as well as speaking, and you’ll find it much easier to communicate with the people you’re managing.

    1. Set clear boundaries

    A leader who sets clear boundaries ensures that everyone working with them knows where they stand. If boundaries are ambiguous then you may find your limits constantly being tested and that can be stressful for leadership and for the team. Know your limits and make them very clear.

    1. Set an example

    Leading by example is the most powerful way to be effective for any leader. Whether that’s being punctual, ensuring that you always look smart and well presented or in terms of the way that you conduct meetings and deal with issues. You can set the tone with your behaviour so make sure that the example you set is what you want your employees to copy.

    1. Don’t be unreachable

    Some leaders elevate themselves to a status that means they are permanently separated from those they are leading. Unreachable leaders are driven by ego and don’t tend to inspire others. It’s far more effective to be humble, to be willing to listen and continue to learn from those around you, to share credit and be happy for others to do well too.

    1. Make your meetings productive

    If you’re going to request that others take the time to attend meetings then make sure those meetings are well structured and productive. Leaders and managers are often judged by the meetings they are responsible for – do they waste everyone’s time or do they achieve real results?

    1. Nurture emotional intelligence

    This often simply means ensuring you have an awareness of the positions of others and an empathy with where they are coming from. It’s this that enables strong relationships to be built.

    1. Don’t be lonely at the top

    Finding a mentor who can provide advice and guidance is a fast and effective way to improve the way you lead.

    1. Learn as you go

    In particular, focus on the skill sets of leaders that you admire – what made them great in your eyes and how could you apply their approach to your own situation?

    1. Treat leadership as a journey

    The best approach to leadership is to assume that it will be an ongoing journey that requires continual awareness and improvement.

    1. Learn from the mistakes of others

    Make yourself aware of the most common mistakes that leaders often make – and then avoid them.

    Leadership is a skill that can be nurtured and developed – the best leaders are those who have put the time and effort into improving what they do, and how they do it.

  7. Our top tips for retail selling

    Selling is a skill that anyone can learn. It’s arguable that we are all selling every day, from going on a date to setting ourselves up for a promotion at work. So, most of us have the basic skills – these just need to be nurtured and grown for a retail environment. If you’re looking to do better when it comes to retail selling then these are our top tips.

    Avoid over sharing

    It’s a great idea to use personal insight and experiences to establish a rapport with someone. However, avoid sharing too much personal information or using an interaction to boost your own self-esteem. The end result should always be that someone walks away from their interaction with you feeling good and with an impression of professionalism.

    Manage your own expectations

    Sometimes the issue is not a lack of ability or confidence but expectations that are just not realistic. It’s good to assume that you’ll be successful but not that every lead will be wildly enthusiastic and interested. Take some time to manage your expectations so that you’re prepared for a reaction that could be challenging. That way you’ll be ready to take it in your stride and move on.

    Look – and sound – professional

    If you’re selling in person don’t forget that consumers make a lot of judgments about trust and credibility based on appearance. An appropriate outfit, clean hair and nails as well as tidy, well looked after clothes can all make a big difference. Be clear when you speak and try not to rush what you’re saying, even if you’re nervous.

    Put the customer first

    The worst possible approach to take in retail selling is one where you act like you’re doing the customer a favour. This is off-putting, as few consumers want to be intimidated into a sale. Instead, take the view that you’re there to serve and the customer’s needs come first. You’re much more likely to get a positive reaction that way.

    Challenge yourself to sell something you don’t personally like as training

    This is a great way to expand the remit of what you’re capable of selling. If you can identify five things that you like about an item then you can sell it. Next time you’re faced with retail selling related to products you’re not keen on you won’t even hesitate to step up and succeed.

    Be open and honest – and don’t be afraid to speak up

    If you feel like the sale is just not going well then sometimes the best approach is simply to ask why. It may be that you’ve said something the customer didn’t like or that they just have to be elsewhere. Often, encouraging them to be honest with you can give you information you can use to make the sale happen.

    Keep it light

    Retail selling is important to the business and may be key for your career but it’s key to maintain perspective. It’s not the end of the world if you don’t hit your targets – what matters is that you identify what went wrong, learn from it, move on and then do better tomorrow.

    The art of retail selling involves many factors, from maintaining professionalism to learning when to quit. Mastering it is simple when you know how.

    hone your skills further by attending PTP’s The Art of Retail Selling course taking place regularly all over the UK.

  8. Become a better manager through these 7 coaching tips

    As a manager, the measure of how effective you are is shown within the ways you coach your team to encourage them to perform to their best abilities and remain engaged and motivated. A motivated team will always provide greater ROI for your company, so coaching skills are central to achieving this.

    What do employees want?

    Employees are looking for a manager who is strong at giving constructive feedback, interested in their personal development and able to provide opportunities within the company, as well as genuinely caring about each individual. With these things in mind, here are 8 coaching tips to help you to be a better manager.

    #1 – Don’t answer every question

    It can be tempting to answer every question employees ask, or demonstrate your own skills by taking care of different tasks, however a good manager will sometimes hold back knowledge and skills to allow employees to think and develop these skills too. Self-discovery is an important skill for your employees to learn, and if you can ask them questions back, or provide feedback to help them on their learning journey, this is often the best way to coach them in their role.

    #2 – Be aware of how you introduce ideas

    It’s also important to consider how you introduce ideas or encourage employees to look at different routes or options. Asking them further questions, or providing a different perspective can be really helpful, if delivered in a considered way. Avoid being harsh or critical where employees are putting in effort but may just be unaware of something. This is true for both personal behaviour and work skills.

    #3 – Learn to be flexible to benefit your team

    Flexibility is a great skill for any manager, as it requires learning to take into consideration the needs of your employees. This might mean prioritising based on helping them with different tasks, or putting your opinion aside to make suggestions, so that employees learn to form opinions and know that they count, rather than just knowing they’ll be overruled.

    #4 – Help employees to support their ideas

    Part of building trust within your team is not just encouraging ideas and perspectives, but also getting employees to learn to justify their ideas through supporting arguments. They should know why they are offering input on an idea, and as a manager, you can help them to develop skills to answer questions and create solutions in a confident but also strategic way. Asking them “why?” is the key to this.

    #5 – Take pauses

    As a manager, especially with new employees, it’s essential to take pauses at different points during discussion. This is something that can help to ensure that they are taking in everything that they’re learning, and can highlight any areas that are not clear. This can help you in your role too, as it can show you any areas that need going over again, and what each individual’s strengths and weaknesses are.

    #6 – Use brief stories

    Sometimes analogies or stories can be useful to help employees to understand situations or concepts, so if you can use this to your advantage, this is a great skill to have as a manager. It’s important to keep these as brief and clear as possible, so as not to add to any confusion.

    #7 – Think about why you are sharing things

    >When you’re sharing personal experiences or stories, it’s important to ensure that you’re telling them for the sake of your employees, and not for your own sake. There is a balance needed between personal life and business, and sharing can be useful for training or even building personal relationships with your team, but knowing when to share is essential.

    >These tips should help you to become a better manager, and with lots of things, these behaviours are often learned over time. Building respect and trust is key to this, so if you can listen to your team too, this will help you to develop your own skills.
    Get in touch today for more tips to
    become a better manager.

  9. How can you effectively manage your team?

    In most workplaces, progressing up through the ranks involves getting to grips with management. Not all of us are natural managers so this can be a challenge at first. However, there are some simple ways to craft a management style that enables you to lead and inspire the people you’re working with.

    Make good communication a priority

    This applies to everything, from encouraging people to speak up with ideas and responses, to ensuring that constructive feedback is a regular feature of interactions. Make sure that those who are working on the same project are regularly in contact, whether that’s face-to-face or via video calls or email groups. The more interaction there is, the more open the channels of communication will be.

    Be a transparent manager

    If you take an attitude of transparency you’re not only helping your team to see what your values are and what you expect of them but creating an atmosphere of trust and respect too. Transparency helps people to feel more secure and usually means that they are more willing to speak up with suggestions and ideas. It creates a safe space in which employees tend to be more productive and creative.

    Set boundaries for your team

    Even if you have intense deadlines or people working flexibly who could, potentially, be on call 24/7 it’s important to set the example of boundaries. Be clear about when your team should be working and when it’s time to switch off. Ambiguity around this is often used to make people work harder but just tends to lead to situations of stress and burnout instead.

    Don’t micromanage

    Most people respond better when they feel that their manager trusts them to do the task that they have been set – or to get on with their job without being closely monitored. As a manager this means stepping away from micromanaging when the temptation arises and instead creating a system whereby you can keep an eye on productivity and progress from a safe distance. Learning the art of delegation is essential. Not only will this make your team feel more competent and involved but it will also take the pressure off you.

    Teamwork makes the dream work

    If you can do one thing as a manager it should be to get your team collaborating. It’s collaboration that can be the catalyst for business transforming ideas and record breaking productivity. The more collaboration there is the better your team will get on and the more comfortable they will feel with each other – and when it comes to adding value. Collaboration can be encouraged by using digital tools and also by physical processes, such as sitting down together to create solutions to a current problem.

    Don’t underestimate the value of feedback

    Regular constructive feedback allows individuals to understand their progress and to set goals and objectives that are achievable. It will help to avoid a situation where someone feels isolated because they’re not doing that well and can provide a clear path to better performance. It’s also essential for reinforcing achievements and positive behaviours.

    Learning how to manage effectively is essential for anyone who is looking to move up the corporate ladder. Book your place on our Effective Management of Your Team course today.

  10. Top negotiation tips for 2019

    Negotiation lies at the heart of business success. Whether you’re an employee looking to move up the management chain, or about to launch your own enterprise, without strong negotiation skills you won’t get far. If you prioritise one business ability this year, make it negotiation. These are our tips for improving this essential skill in 2019.

    Don’t take it personally

    Effective negotiation means being able to engage and disagree when you’re in the room and then walk out and have a drink together afterwards. The way people behave in negotiations can vary but is rarely personal – to be more effective, avoid getting caught up in the disputes that can arise when people take things personally.

    Stop talking

    Negotiation is as much about listening as it is about speaking. If you take a step back and allow the other person to speak you’ll be able to understand what they want. This is the fastest way to resolve a dispute and is essential information if you’re looking to agree an outcome that benefits everyone.

    Balance assertive and aggressive

    Assertiveness is essential in negotiations – it’s a way of setting your boundaries, standing your ground and being clear about what it is that you want from a specific situation. Aggression tends to be the opposite. In a negotiation situation aggression often arises as a result of anxiety or fear and it tends to reveal weaknesses and reduce leverage. It’s essential to learn how to ask for what you want calmly and to say no without fear.

    Be prepared

    Information is power in a negotiation situation. From lots of statistics to business history or current assets and interests, the more information that you can gather on the people you’re dealing with the better position you will be in. It always pays to do your research before a negotiation so that you have a sound understanding of where the other party is coming from.

    Aim for a mutually beneficial outcome

    Wiping the floor with your opponent is more appropriate to a boxing ring than to the negotiation table. The most successful negotiators know that delivering an outcome that pleases everyone is the best option because it preserves ongoing relationships. So, take the time to understand what the other party wants and then show them how those needs will be met.

    Be patient

    If you’re in a hurry to get to an outcome then you’re instantly at a disadvantage. Patience can be an incredibly powerful tool in negotiation so use it well.

    Walk away if you have to

    It’s essential to let go of the idea that you have to make a deal, any deal – this can result in a less than favourable outcome. Give yourself a benchmark, below which you’re willing to walk away. Before you go into a negotiation make sure you have this clear in your mind and identify your other options so that you don’t end up being forced into a situation you’re not happy with.

    The art of negotiation is a powerful skill set to have – and one that can take you a long way in life.

    Book your place on our Negotiation Skills Course today or get in touch with PTP on 01509 889632 for more information.

In-House Training with PTP

PTP stands for Practical Training for Professionals and our aim is to make our training as practical as possible so delegates can return to the workplace with skills they can implement immediately. PTP now delivers training to over 40% of the FTSE 100.

What you get for your money

What is 1-to-1 training?

1-to-1 training can be based on any of the 100 plus courses that PTP provides, it includes an initial telephone conference of up to 1 hour, a 1/2 day (3.5 hours) on-site one to one training session at your premises with one of PTP's expert trainers and then a further telephone conference call of up to an hour within 2 weeks of the on-site visit.

You have the option of a line manager being involved in both telephone conferences, the second telephone conference which can be for feedback and action planning is generally scheduled during the on-site visit.

Who does 1-to-1 training suit?

Individuals taking on a new challenge or responsibilities. Professionals who want a trusted "sounding board" and thinking partner. Executives or managers who want to enhance their leadership effectiveness to achieve organizational and career success. Executives and professionals wanting to compete successfully but still retain balance in their life. Individuals who want to understand their blind spots so that they don't stand in their own way on their path to success. Executives and Professionals who want to improve their interpersonal skills so as to be more effective with bosses, peers, subordinates, or people in general. How much does 1-to-1 training cost?

A 1-to-1 training session costs from as little as £400 + VAT and will include an initial telephone conference of up to 1 hour, a 1/2 day (3.5 hours) on-site training at your premises and then a further telephone conference call of up to an hour within 2 weeks of the on-site visit.

What is U-Choose?

Choose from any of the 150 plus courses that PTP provides, and choose from 1 of our 50 plus UK wide training venues. You must book for 2 or more delegates and at least 4 weeks in advance, but that’s it, the course you want where you want it. The reason we ask for a minimum of 4 weeks notice is to enable us to market the course you have scheduled to other companies and organisations. However, if we fail to sell any additional places we guarantee to run the course just for you.

How much does U-Choose Training cost?

U-choose costs the same as our normal open courses i.e. the normal delegate rate. This includes lunch and refreshments throughout the day, framed certification and comprehensive training notes. A U-Choose booking can only be confirmed once we receive payment which can be made via credit/debit card, BACS or cheque. Payment is due at least 4 weeks before the date you request. Please note to be eligible for U-Choose you must book a minimum of 2 delegates on the same course & date.