Embarrassment?
Hit to credibility?
Trust reduced?

👉 That’s a “yes” to all three from me.

News outlets are reporting the retraction of an award presented by the Archbishop of Canterbury to an individual on the 25th anniversary of 9/11.

Previous comments made by the recipient subsequently came to light, prompting Lambeth Palace to reconsider and withdraw the award. Those comments had reportedly been published as far back as 2007.

It raises an interesting question:

Could this have been avoided with more thorough due diligence before the award was made?

I’ve said it before — I’ll say it again:

ACT ON FACTS, NOT YOUR THOUGHTS!

And this isn’t just a lesson for organisations.

As individuals, we can all act on what we think we know.

👀 We make assumptions.
👀 We react.
👀 We speak.
👀 We write.
👀 We make decisions.

And sometimes we do all of that before checking whether the story we’ve created in our own heads is actually supported by the facts.

Curious questioning can change that.

Before reacting, ask:

🤔 What do I actually know?
🤔 What am I assuming?
🤔 What evidence do I have?
🤔 What don’t I know yet?

Because sometimes the difference between a reaction and a considered response is simply taking the time to establish the facts first.

What say you?

Today is the penultimate group session of the final ever Talent Hub.

I created Talent Hub as a free programme for people who took part in Growing Talent but weren’t selected by employers, or who realised the opportunity offered simply wasn’t the right fit for them.

👉 That takes courage.

Talent Hub was never about “fixing” people. It was about helping people recognise their strengths, build confidence and develop the workplace skills that last long after finding a job.

Because it was delivered virtually, it removed barriers for people with caring responsibilities, many neurodivergent participants, and those balancing JobCentre Plus commitments.

Sometimes accessibility isn’t just about where learning takes place, it’s about giving people the opportunity to engage in a way that works for them.

Topics explored so far include:

• Personal purpose and personal brand
• Career planning and overcoming setbacks
• Building resilience and self-care
• Communication and conflict

Still to come:
• Emotional intelligence
• Unconscious bias
• Practical action planning

Alongside the workshops, delegates could access individual coaching to help them apply the learning to their own circumstances.

Looking back, one thing has been reinforced time and again:

👉 Training creates awareness. Coaching creates confidence. Implementation creates change.

That philosophy has shaped everything I’ve delivered over the past 12 years through Growing Talent and Talent Hub, and it continues through my Learning to Action™ work with organisations today.

To everyone who has trusted me with a small part of their journey, thank you.

👉 You’ve reminded me that talent has never been the problem. Opportunity is.

I know when the markets change, you will secure the job you want and deserve. #nevergiveup

#LearningAndDevelopment#Employability#WorkplaceLearning#Neuroinclusion#Coaching#CareerDevelopment#LearningToAction#LeadershipDevelopment#Accessibility#GrowingTalent#DavidSteeds#RobMatthews (Anna) #BalVirdee

When Growing Talent came to an end, I received this message from someone whose life has completely changed since joining the programme.

To me it captures something every organisation should consider.

“I’m sorry to hear the end of growing talent. However, I’m also extremely grateful for it and you. Your passion, mentorship, and experience paved the way for so many of us to succeed not just in the corporate world but in the general world. I echo everything that has been said and I also stand as testament of what Jane and growing talent has helped so many gain –

👉 the keys to unlock a life beyond what we could of imagine for ourselves. 

I have nothing but love for you and growing talent for seeing in me what I didn’t see in myself.

👉 The sky isn’t the limit, the limit is the sky. “

There are many organisations that invest in training.

Far fewer invest in helping people believe they can apply what they’ve learned.

Over the past 20 years, that’s been the part of the work that has mattered most to me.

Whether it’s developing confident leaders, creating psychologically safe teams, supporting neurodivergent colleagues, building resilience, or helping people unlock potential they didn’t know they had…

Real transformation happens when learning becomes action.

That’s why I developed Learning to Action™—because knowledge changes very little until people know how to use it.

To S.E.—thank you. Your words mean more than you probably realise.

And to organisations looking for lasting behavioural change rather than another training event…

I’d love to have that conversation.

Receiving this recently genuinely meant a lot.

When you work in workplace wellbeing, resilience and organisational transformation, trust isn’t something that’s given lightly. It’s earned over time through professionalism, consistency and delivering results.

Knowing that someone would write this is something I’m incredibly grateful for.

“It has been a pleasure working with you. Your sessions always generate such wonderful feedback, and you have made a demonstrable contribution to self-care consciousness at our University. 

On a personal note, I have always appreciated your high level of professionalism – in communication, organization, delivery and follow-up. You are also a great ambassador for wellbeing. 

I am very selective about who I invite into our little circle of trust. 

Delivering training content in the field of mental health and wellbeing requires a particular set of skills and qualities. Few people make the cut. 

The fact that you are the first person I turn to when it comes to delivering i-act training is no accident. You have my respect and trust”.  Wellbeing Manager at a leading UK University.

Feedback like this reinforces why I developed Learning to Action™.

Training should never end when the workshop finishes. Lasting change comes from helping people implement what they’ve learned so it becomes part of everyday working life.

If you’re looking to build more resilient, psychologically safe and high-performing teams, I’d love to explore how Learning to Action™ could support your organisation.

#LeadershipDevelopment

#OrganisationalDevelopment

#WorkplaceWellbeing

#LearningandDevelopment

#PsychologicalSafety

#PeopleandCulture

#HousingAssociations

#SocialHousing

#CustomerExperience

The countdown is on to the Growing Talent website being removed at the end of August following the closure of the programme.

This week, I take a look back at the journey over the past 12 years in film.

The films are of their age and talk about the Growing Talent programme as it was then – not how it evolved to its end point.

But what startled me on playing the films is the issues the participants talk about remain relevant today.

“Take it from those that know”. This featured Jane, Mahmet, Jacq, Kieran, Michael, Rehana and Alechenu sharing their thoughts of the programme and what it meant to them personally.

The film was made by Anita from the inhouse welcome team who went on to set-up her own film business.

In the film Mehmet shares “being out of work is a real downer on my life.” I saw the impact of unemployment on every person taking part in Growing Talent and the Talent Hub.

He also said “once I was in work, I seemed able to deal with everything else that was going on in my life” I’ve seen this too. Many who went through Growing Talent are now in senior management positions. Fabulous to see.

Everything they shared in this film can still resonate with those out of work today and give encouragement to move forward.

Check out the full film here before the end of August:

https://www.growing-talent.co.uk/category/case-studies

Sholape’s Story

The countdown is on to the Growing Talent website being removed at the end of August following the closure of the programme.

This week, I take a look back at the journey over the past 12 years in film.

The films are of their age and talk about the Growing Talent programme as it was then – not how it evolved to its end point.

But what startled me on playing the films is the issues the participants talk about remain relevant today.

James Sykes of JS Productions made our series of case study films come alive.  Thank you James.

Today I revisit Sholape’s story. 

At the time, Sholape was a recent graduate with a passion for arts and creativity. Both parents were strong role models. Each fiercely ambitious with their own business. Leading Sholape to have a passion to ultimately run her own business.

Watch her full story using the link below before August.

https://www.growing-talent.co.uk/category/case-studies

For 12 years I’ve been mainly known for Growing Talent. Now that era has ended, a

new one begins.