As marketplaces and customers change then the move to account management is to be welcomed but is the move enough to really capture increased sales and market share?

The best presenters I have seen concentrate fully on the audience, engaging them with both the content, their energy and their enthusiasm. Some of the best presenters I have encountered would have been "destroyed" by the video analysis in that their hands were doing this or their feet doing that!

What are the challenges that managers face in developing their teams and what can be done to support them?

Unfortunately, many managers do not get the necessary training or coaching in this area of team development and as such teams go through a lot of stress and turmoil when perhaps this could be minimised quite considerably.

If managers can demonstrate the skills and are not afraid to trust their employees, then peer appraisal can work for both manager and the team, and work incredibly well. But make no mistake - it is very, very tough in the short term.

Failure to deal with under-performance will lead to major team discontent and if under-performing employees are left to continue to under-perform then it will be the manager that is managed 'out of the business!'

After extensive research (of my own personal, and others' motivations) I have discovered that in order to produce 'self motivation' in others, a manager should concentrate on four key factors.

Organisations, both large and small, seem guilty of not giving new managers the support that they deserve. So, why is this?

A major advantage a team has over an individual is its diversity of resources, knowledge, and ideas. However, diversity also produces conflict. As more and more organisations restructure to create teams the need for training in conflict management will continue to grow.

The visit of a sales manager to a sales executive out on their 'territory' should be an opportunity for growth and development for the executive, the sales manager, the organisation and the customer. More often than not, this is not the case, with the executive often dreading the visit as it is seen as purely an assessment.

In many ways there are no secrets to implementing effective performance management. Performance Management is a process and a process which if implemented effectively should ensure that both employees and managers remain both productive and motivated.

There continues to be massive coverage in the press just now about how effective the skill of coaching can be both in the workplace and in people's personal lives. Can a manager employ coaching skills to further the performance and general motivation and morale of their employees?