Leadership, Professional Training in South Street

Reaching the decision maker is the first major milestone in the sales process, and it is vitally important to understand the best ways to achieve this.

The Institute for Educational & Social Equity (IESE) is incredibly proud to announce the accreditation of its Level 7 Diploma in ‘Strategic Leadership, Change & Innovation.

This accreditation from NCFE is recognition of the quality of the programme and of the IESE’s overall commitment to delivering quality educational provision.

This programme centres practice and is suitable for anyone in any industry who is currently a senior leader or for those aspiring to senior leadership roles.

Verbal based communication, and cold calling in particular, remains an important part of any balanced sales strategy.

Cross-cultural negotiations can falter for a whole variety of reasons.

Whilst there are hundreds of traits and qualities that go into being a good manager, one vital ability is knowing how and when to delegate tasks.

On 23rd October 2024, staff and leaders at the Institute for Educational & Social Equity, were delighted to host Ms Karah Whitter, Senior Staff Inspector, Quality Assurance, at its office in Huddersfield, West Yorkshire, to explore collaborative opportunities in research and research management.

The National Education Inspectorate (NEI) is responsible for quality assurance in just over 1,000 public primary and secondary schools in Jamaica. Ms Whitter's visit follows a visit to the National Education Inspectorate in June 2024 by IESE Director, Professor Paul Miller.

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Here's what GDPR means for us marketers and sales professionals, especially those with active cold calling and emailing campaigns.

Cold calling, or telemarketing, is a tough, but rewarding role.

Ground breaking Study by the Institute for Educational & Social Equity (IESE) sheds Light on racism in the Church of England.The Archbishops' Commission for Racial Justice (ACRJ) has released a report that highlights the critical areas where reform is needed, with evidence confirming the existence of both structural and institutional racism within the Church of England.

Perhaps explaining why progression to leadership roles for UKME/GMH clergy is comparably low and why current HR policies and appointment processes seem to confer on bishops unabated power, invariably compounded by the episcopal structure of the Church.

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