👉 Tax

👉 Death

👉 Change

And yet, it’s change that often causes the greatest anxiety from what I see especially in the workplace.

A recent article by Sam Birchall in Times2 explored the growing fear employees have about AI — which resonated with me.

Key points that stood out to me:

➡️ Over half of employees believe AI will harm their job security (KPMG)

➡️ Leaders in AI predict entry-level white-collar roles could disappear within 18 months

➡️ “AI doesn’t need to replace people to cause strain. The perception alone influences behaviour.” – Dr Brittany Stratton, Arden University

➡️ “Failing to recognise the impact of AI on the workforce can become a liability.” – Hannah Mahon, Eversheds

Sam’s conclusion, for me, was spot on:

‘Reducing harm and fear comes down to proactive engagement, clear communication, and positioning AI as a tool — not a threat.’

For organisations, that’s practical and achievable.

But what about us as individuals? What can we do?

Here are a few things that genuinely help:

💥 Challenge your thinking — what evidence do you have that supports your fear?

💥 Ask for clarity — what’s really changing, and how? Feelings are not facts.

 💥 Strengthen your mental resilience — even short, intentional breaks and positive distractions (two minutes is enough!) can reduce pressure enabling clear thinking.

The truth is simple:   We fear what we don’t understand.

AI isn’t going anywhere. The real question is — how will you choose to work with it rather than against it?

#AI #ChangeManagement #FutureOfWork #Leadership #Resilience #CareerDevelopment #Wellbeing

A ‘how can I help you get through this?’

On the train into London this morning – surprisingly busy for 09.30 I thought – I sat opposite a lady looking a bit fraught, apologising for her uncontrollable suitcase which would not sit still. Well, it was on wheels! 😊

She explained her day had got off to an awful start. She almost missed her train for London at Orpington and was becoming more and more worried about missing her train at Kings Cross brought with an advance ticket.

Everyone around us was trying not to look as the woman shared she never goes into London and the one time she does everyone goes wrong including her suitcase which will not sit still!

She needed a little calm distraction. Not to feel she was an idiot and to just get on with it.

We had a bit of a laugh and chatted through how trains were beyond her control but how she looked at things wasn’t. A reminder to breathe as the doors to London Bridge station opened and she walk down to the underground.

Was that a wry smile I saw on her face?

When was the last time you helped someone get through something?

How great did that make you feel?

Image by AI. Story by me!

When a newly qualified coach comes to you for advice.

I’ve always believed in paying it forward—sharing what I’ve learned, supporting others through the tough moments, and helping them realise what they’re capable of (especially when it feels overwhelming).

Recently, Carlos reached out after completing the same ADHD coaching course I took some time ago.

He’s working remotely for a global tech company and had some great questions:

👉 How do I start building a reputation in this space?

👉 How do I position this new skill internally?

👉 How do I demonstrate the value ADHD coaching can bring?

And the questions kept coming…

Now, I don’t see myself as an “expert.” There’s always more to learn.

But over the years, I’ve built experience across critical workplace areas, developed CPD-certified workshops, and been fortunate to win awards in employment and community regeneration.

Most importantly—I’ve learned what works.

We spent an hour talking through ideas, practical steps, and potential connections he could explore.

Later, he told me the conversation gave him clarity, confidence, and momentum.

That right there? That’s why I do it.

It also got me thinking… maybe there’s a real gap in helping people implement the knowledge they’ve invested in.

Because learning something is one thing.

Turning it into action is something else entirely.

(And yes… I’ve already got ideas brewing 👀)

So I’ll leave you with this:

When was the last time you helped someone move forward?

And how did it make you feel?

Scroll down on the image to read more from Kassim……

Kassim has just completed Growing Talent’s Orientation & Holistic Week and is ready to begin his new role with SPS UK & Ireland on 30 March.

This is what opportunity looks like.

Since February 2014, we’ve evolved beyond recognition—but one thing has never changed: our mission to level the playing field for unemployed people and help employers discover incredible talent they would otherwise miss.

We’ve torn up the traditional recruitment rulebook.

In its place, we’ve built a different kind of process—one based on empowerment, collaboration, and real human connection:

🔹 Getting to Know You

Employers and applicants connect before selection through interactive activities, including Employer Spotlights and the London Challenge—a project to improve areas of London.

🔹 Personal Profile Sheet

A deeper insight into each applicant—their strengths, motivations, aspirations, and what makes them tick.

🔹 Slow Dating

A more human, meaningful first-stage selection process.

🔹 1-2-1 Site Meetings

Shortlisted applicants meet employers in real environments to discuss real opportunities.

🔹 Orientation & Holistic Week

For successful candidates—CPD-certified workplace and life skills, plus global i-act mental health and wellbeing training (Manager level).

🔹 Ongoing Mentorship

Dedicated support for both applicants and employers throughout the journey.

🔹 1:1 ADHD Coaching (where needed)

Because talent comes in many forms—and we support it properly.

🔹 Talent Hub (Optional)

An 8-week virtual programme focused on life skills, career development, and action planning—CPD certified.

💬 If you’re looking for a role in London:

Follow Kassim’s journey and consider joining our next programme.

💬 If you’re a London employer:

Join a cost-free, collaborative way of recruiting—while actively helping close the social mobility gap.

This isn’t just recruitment.

This is changing how opportunity works.

📅 Full details for the May 2026 programme are available on the Schedule tab at growing-talent.co.uk

A huge thank you to everyone involved including:

i-act (for positive mental health and wellbeing) training. Mental Health Training

SPSUK&I

Rob Matthews (Anna) and team

#DavidSteeds and team across London

Bal Virdee MBE and teams across South East London

#LondonJobs #SocialMobility #InclusiveHiring #RecruitmentInnovation #HiddenTalent

Scroll down on the image to read the entire Carosuel….

After achieving a 1st class degree, Maddie hit a wall many talented unemployed people face — not a lack of ability, but a lack of confidence and clarity.

✅ Applications sent.

✅ Silence received.

✅ Confidence drops. Anxiety rises.

Then she found Growing Talent — and everything changed.

This isn’t recruitment as usual.

👊 No CVs.

👊 No formal interviews.

👊 No judgement.

Instead, a structured mentoring journey where employers and candidates build real understanding before any hiring decision is made.

How?

⚡ Getting to know each other – no talk of jobs! Instead sharing experiences, thoughts and ideas including a challenge project to improve London.

⚡ Personal profile sheets

⚡ Slow dating – now we talk jobs! meeting employers to dive into opportunities available.

⚡ 1-2-1 shortlisted meetings

⚡ Either offers are made and accepted with progress onto the Orientation & Holistic week whilst waiting to start their new role. This week includes qualification at manager level in the global i-act (for positive mental health and wellbeing) training. Mental Health Training programme or join the Talent Hub.

Both the Orientation Week & Holistic Week and the Talent Hub have been assessed and certified by CPD.

Here’s what Maddie said about her experience:

✨ “I haven’t felt judged… I’ve felt uplifted and supported every step of the way.”

✨ “It felt more like conversations than lessons — much less intimidating.”

✨ “I’ve learnt how to manage pressure, regulate my wellbeing, and approach conflict differently.”

✨ “The orientation week was 100% worth it — it removed the uncertainty and eased my anxiety.”

✨ “Has my confidence increase? A big YES.”

And perhaps most importantly:

➡️ She’s about start her role with SPS UK&I feeling prepared, confident, and ready to thrive.

💥 Read the Carosuel for more of Maddie’s thoughts 💥

For employers, Growing Talent offers:

👉 Hiring talent you truly understand

👉 Reducing hiring risk and early attrition

👉 Bringing in confident, work-ready individuals, pre-trained in workplace and life skills as well as accredited Managers in i-act (for positive mental health and wellbeing) training. Mental Health Training

👉 Creating a more inclusive and human experience which closes social mobility gaps

👉 Zero cost to you

If you’re a London employer ready to rethink how you attract and develop talent… Let’s talk.

DM me to learn how you can be part of the Growing Talent journey.

Maddie, Kassim and Michael completed this global programme, aligned with ISO45003 workplace psychological safety earlier today.

Accredited by the Royal College of Psychiatrists for three years, they are now confident in raising their resilience through proactive self-care, as well awareness of those around them to start and manage conversations safely in the workplace.

These dynamos of learning will add so much value to their new employers.

Watch this space to learn how they continue to soar with CIS Security Limited and SPS UK&I

That’s how our Growing Talent participants finish Orientation & Holistic Week—confident, self-aware, and ready.

And every single time, it’s unforgettable.

At the start, you can feel it—uncertainty, hesitation, tentative steps as applicants meet employers in a completely different way.

But then something shifts.

💥 The spark appears.

💥 The confidence builds.

💥 The light gets brighter.

This week was no exception.

Maddie, Kassim and Michael showed exactly what growth looks like:

⭐ True collaboration on every task

⭐ Confidence to voice opinions

⭐ Respect to listen and learn from others

These aren’t just “skills for work”—they’re skills for life.

Michael summed it up brilliantly:

👉 “The process was really straightforward… I felt informed, supported, and guided throughout.”

👉 “Growing Talent is unique—face-to-face contact with employers from the very beginning.”

👉 “The workbooks are a powerful personal development toolkit—helping build self-awareness and self-appreciation.”

👉 “I’ve learnt how to manage conflict, emotions, pressure—and what truly keeps me grounded.”

That’s the point.

Growing Talent isn’t just about getting a job.

It’s about building people who know themselves and can navigate life and work with confidence.

We finish the week with i-act (for positive mental health and wellbeing) training. Mental Health Training—a 3-year accredited qualification focused on:

Self-care

Resilience

Supporting others

And yes—I deliver the manager-level training.

Why deliver this to non-managers?

Because people like Kassim, Maddie and Michael aren’t just entering the workforce…

They’re future leaders.

Understanding both the legal and moral responsibility for wellbeing isn’t optional—it’s essential.

Next step 🚀

Once their employer vetting is complete:

Maddie & Kassim → SPS UK & I

Michael → CIS Security Limited

👏 Huge congratulations to all three.

And finally—this only works because of collective belief.

Thank you to:

Our sponsors

JobCentre Plus

Southwark Care Leavers

Our partner charities

And the employers bold enough to recruit differently

But most of all…

Respect to the participants who step outside their comfort zone, take that leap of faith, and start closing their own social mobility gap.

That’s where the real transformation happens.

#GrowingTalent

#SocialMobility

#FutureLeaders

#Employability

#Leadership

#MentalHealth

#Resilience

If you are a London employer with vacancies coming up in May – why not join Growing Talent? It’s completely free.

Day 1 of the CPD Certified Orientation and Holistic week got off to an ‘abstract start’!

How boring to just do verbal introductions – like everything else, Growing Talent does things differently!

Maddie, Kassim & Michael were tasked with designing a structure with four coloured pipe cleaners and 3 minutes on the clock. Next each stood and shared who they were, their new employer and why they designed their structure giving a little insight into who they really are!

Kassim kicked off with his colourful ladder which for him represented the opportunity ahead of him within SPS UK & Ireland. He’s on the first ladder – the only way is up!

Michael then shared his abstract ship which represents all the highs and lows he’s been on recent years. A ship keeps going and so does Michael. Michael is looking forward to his voyage ahead with CIS-Security

Lastly was Maddie whose colourful flower represents her love of flowers, nature and all things colourful. Maddie is joining SPS UK and Ireland too.

We had two visitors yesterday. Tom from SPS UK & Ireland dropped in to say ‘hello’ and Adam from Growing Talent’s sponsor took an impromptu Q&A session on how to impress line managers for promotion!

Day two dawns with more learning and confidence growing.

Out of interest, what would you make with four pipe cleaners and 3 minutes?

Growing Talent

CIS Security Limited

#SPSUK & Ireland

Adam Bushell

A huge wave of good luck to Oliver who joined the Talent Hub through Growing Talent. He’s secured an apprenticeship with a demolition company.

Now isn’t that ‘explosive’!

Sorry – couldn’t resist!

Many managers on my virtual workshop have no idea they are bound by law to support someone who may be neurodivergent and not know it.

Mis-judging symptoms as behaviours can ultimately lead to an Employment Tribunal.

Currently, in the UK 1 in 10 cases waiting to be head at an ET involve a neurodivergence challenge according to City & Guilds 2025 Index.

Yet, becoming neuro inclusive isn’t hard.

What Managers Will Learn

The handbook transforms awareness into practical action. Managers learn how to:

• Understand ADHD and neurodivergent thinking in the workplace
• Recognise behaviours linked to executive functioning differences
• Replace assumptions with informed observation
• Hold compassionate, supportive conversations
• Implement practical workplace adjustments
• Build action plans that help employees thrive
• Reduce conflict and build team allyship

The guide includes conversation scripts, observation frameworks, troubleshooting guidance, adjustment menus and action planning tools managers can use immediately.

If you are a manager, can you afford not to have this guide?

Find out more about this booklet on Amazon – click the link below:

https://amzn.eu/d/0bXaLQMt