ADHD

If you know it…….. pass it on!

Jane JamesLeave a comment

Sharing our knowledge can save others a heap of time, anxiety and money!

Picture this, I’d just been told I’d be charged a ‘restocking fee’ for returning a shower part that wasn’t needed. This ‘restocking fee’ would be deducted from my refund. The box had been opened with a blade so wasn’t damaged.  None of the manufacturer’s labels had been disturbed and the internal individual items were still sealed.

This didn’t sound right to me. (Critical thinking – challenge what I’m told/think)

In my case, this 35% deduction to my refund for ‘restocking fee’ equated to £165!

This really didn’t sound right!

Running @Growing_Talent, we cover basic finance tips including consumer law, 14 day cooling off period for online purchases etc. I’d never heard of a ‘restocking’ fee. So, copious research on the internet followed. 

Yep, ‘restocking fee’ is a deduction from refunds retailers make. That didn’t sound right. Oh wait – this was American sites!

I reached out to the UK manufacturer of the part I’d brought from the London retailer. They confirmed they charged retailers a restocking fee which cannot be passed on to consumers in the UK. A scan read of the UK Consumer ACT 2015 showed a 14 day cooling off period for all goods brought on line for whatever reason to be returned.

Armed with my new knowledge about ‘restocking fees’ and their use in the UK,  I contacted the retailer I brought the part from pointing out, my contract was with them – not the manufacturer. Any ‘restocking fee’ they are charged by the manufacturer is their responsibility not mine. I also quoted the 2015 Consumer Act. 

I got my full refund within 48 hours!

I wonder how many people just accept a ‘restocking fee’ deduction in their refunds in the UK.

That’s why I’m sharing this knowledge everywhere I can.

What knowledge would you pass on?

I share steps, tips and knowledge to enable others to know how to get things done in the workplace especially when their brains have different wiring.

#ADHDCoach

#I-Act Practitioner

#WorkplaceGrowth

#Growing_Talent

Just saying……

Jane JamesLeave a comment

𝗦𝗧𝗢𝗣! 𝗕𝗲 𝗮𝘄𝗮𝗿𝗲 𝗺𝗮𝗸𝗶𝗻𝗴 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻𝘀 𝗰𝗮𝗻 𝗹𝗲𝗮𝗱 𝘁𝗼 𝗮 𝗵𝗲𝗮𝗽 𝗼𝗳 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀!

Are you aware there are two types of brains within your team? Neurotypical who fit traditional workplaces and neurodivergent who don’t.

Raising awareness within your workplace of how neurodivergence may show up gives you the foundation to manage it, break the stigma, build cohesive teams where all flourish.

𝘞𝘩𝘢𝘵 𝘩𝘢𝘱𝘱𝘦𝘯𝘴 𝘪𝘧 𝘢𝘸𝘢𝘳𝘦𝘯𝘦𝘴𝘴 𝘪𝘴𝘯’𝘵 𝘳𝘢𝘪𝘴𝘦𝘥?

𝗣𝗢𝗧𝗘𝗡𝗧𝗜𝗢𝗡𝗔𝗟𝗟𝗬:

🔔 Increased sickness levels – maybe burnout

🔔 Disjointed teams – productivity hit

🔔 Loss of talent

🔔 Employment Tribunal challenge

But it doesn’t have to be this way. Here are three ways to build a neuro inclusive workplace and team where all will flourish:

✅Awareness session for managers to understand how neurodivergence might show up and what to do.

✅How to be an Ally – for teams to know how to support their neurodivergent colleagues.

✅Funding 1:1 Coaching as part of their reasonable adjustments, for their team members who may be neurodivergent and not event realise it

All three are more cost effective than risking an Employment Tribunal!

Do you agree?

Is it time for you to raise awareness in your workplace?

One day a year…..

Jane JamesLeave a comment

Is that enough?….

October sees the arrival of #WMHD2024. 

It’s over 70 years since the World Federation of Mental Health was formed. 

It’s 32 years since the Federation introduced their annual world mental health day on 10th October. Each year, the focus is on a different theme.  For 2024, the theme is…..

“It is time to prioritise mental health in the workplace”.

This is a global movement observed around the world. So, if businesses have embraced the critical need for positive mental health and wellbeing in the workplace – why do we still need an annual World Mental Health Day?

Could it be an annual focus for just one day is not enough?

What do you think?

Change can take decades to implement if the drive and vision to do so isn’t there. Often with dire consequences.

Consider the case of Dr Ignaz Semmelweis a Hungarian doctor. In 1846 Ignaz connected childbirth deaths to the lack of hand washing. Those doctors who went straight from the dissecting room (mortuary) to the labour room without washing their hands carried infections with them. Ignaz wrote multiple papers with his findings. He ordered his students to wash their hands in a solution of chlorinated lime after each examination and noted mortality rates dropped from 18.27% to 1.27%. However, the establishment wouldn’t accept his findings and continued to infect patients for decades before adopting his doctrine saving countless lives.

So, what has a doctor’s struggle in the 1800s got to do with business today?

The establishment then didn’t listen.  They continued to do what they had always done even though they could see change wasn’t happening. Their arrogance in thinking they couldn’t be wrong cost a lot of lives.

The lessons he gave us then are just as applicable today within workplaces striving to be as mentally well as possible.

Delivering a once-a-year spotlight on mental health is soon going to be forgotten by most.  A mindset change has to happen to deliver the transformation to mentally thriving workplace.

Does the training your workplace delivers:

The solutions your teams need?

Does it raise awareness of the two different minds in your workplace – neurotypical and neurodivergent?

Transform communication within teams?

Enables understanding of behavioural impacts on others?

Understanding of unconscious thinking?

The benefits of critical thinking?

All the above forms a solid foundation to then deliver a course on mental health and wellbeing which will truly give team members the tools and know how to look after themselves and support those around them.

Selecting the right training programme(s) is an additional pressure to already busy managers, procurement and/or HR teams. Which can often be why so many select based on title and popularity rather than is the fit sought there.

Surely, the first step is to start a conversation with an independent coach and trainer who can explore your needs before collaborating with you on a transformative programme?

I offer a free exploration call to discuss business needs.  If I can’t help you, I will tell you so.

Bespoke training is not as expensive as you might think and can save you time, money and reputation when compared to the loss of talent from your business. 

I’m Jane. I work with employers to deliver enhanced training in mind health, resilience and wellbeing. I’m also an ADHD Coach. Working virtually, I can help employers across many different time zones.

Is it time we talked?

October – end of the year? Time to slow down?

Jane JamesLeave a comment

Hell no!

October, who knew so much would be going on as we get closer to the year end!

Instead of making New Year Resolutions, why not seize the day today!

Many workplaces will have multiple events running throughout October. These can be epic or intimate depending on the organisation.

Until today, I did not realise October was also ADHD Awareness month – and I’m an ADHD Coach, amongst other things!

Raising awareness of neurodivergency in your workplace – what it might look like, what you might do – is a pivitol starting point to ensure both mind operating types in your business – neurotypical and neurodivergent – feel included enhancing emotional safety at work.

To those on the fringes, symptoms can look like behaviours. Equally, those who are neurodivergent may not even realise it having masked all their life.

1:1 ADHD Coaching identifies how ADHD shows up for an individual and enables them to explore strategies to tame it.

Employers can provide this as part of their reasonable adjustments – keeping their awesome talent in their business.

In addition to the amazing events you have planned for October – is ADHD Awareness for Managers and How to be an Ally to an ADHD Colleague part of your plan?

If you’d like to know more about these niche workshops – get in touch!

It’s countdown to World Mental Health Day….Have you missed out a key ingredient?

Jane JamesLeave a comment

Back in 1948 the World Federation for Mental Health (WFMH) was formed. In 1992 WFMH introduced the first of its themed annual World Mental Health Days on 10 October. This year’s theme is..

…”It is time to prioritise mental health in the workplace”

As we enter October, celebration and awareness events will be planned by many employers across all industries – big and small. Green ribbons may be handed out identifying those who are happy to listen to others.  Maybe there will be some ‘it’s good to talk lunches’. There will be lots of posters displayed maybe featuring who you can talk to, signposting to external organisations and so on. 

But what is planned for 11 October onwards?

This, for me, is often the missing key ingredient when workplaces consider what they are going to do to mark #WMHD 2024. What an opportunity to create a transformation legacy where all staff have the tools and skills to support each other.  Not just from a negative emotional standpoint, from all standpoints. 

Unless your workplace is an AI plant comprising only robots, you will have a vibrant mixture of minds, attitudes, expertise that can add value to each other and the business. But will this vibrancy dim if it isn’t shown how to shine?

Isn’t now the time to implement a transformational journey for your staff that will continue to add value to you and them long after 10 October is over?

I’m Jane. I collaborate with employers to transform their workplaces into thriving, productive spaces that live and breathe World Mental Health Day – every day.

Time to talk?

My proven expertise is in the following areas:

ADHD Coaching, neurodiversity awareness for managers, how to be an ally to neurodivergent colleagues, I-Act Managing and Promoting Positive Mental Health and Wellbeing, Emotional Intelligence, effective communication, identifying and analysing unconscious bias and conflict styles.

I work virtually enabling collaboration with employers across diverse locations and time zones.

Employers & Recruiters – are you making decisions based on facts – or your assumptions about someone?

Jane JamesLeave a comment

This week saw the completion of my ‘in-class’ journey to become a certified ADHD Coach with ADHD Works. The only coaching programme designed specifically for neurodivergent people certified by CPD.

Leanne Maskell created ADHD Works to enlighten both employers, neurodivergent and neurotypical people. The course has been a revelation to me! Learning Leanne’s journey, and that of the majority of my neurodivergent peers on the course, has revealed to me the unintentional and needless harm that can be done in the world of work for neurodivergent people.

I’ve worked with some amazing people on this course from all parts of the world and time zones.  The 9am start for me was a 1am start for those in certain parts the USA! Such is the hunger to learn more on how to find a place for neurodivergent minds in neurotypical workplaces and a clear need to do so across the globe.

I am in the minority of neurotypical coaches on my cohort. I’m astounded by the empathy, innovation, talent and sheer professionalism of Leanne and my neurodivergent peers.  All shared their experiences of being harmed in the workplace by neurotypical policies and practices. Some felt they had no option other than to leave roles they were incredibly good at. 

Tara shared a typical experience. Working in gaming engineering, her company has mandatory six-monthly self-assessments which has to be completed using an unexplained framework.  One element is ‘state your high impact on others’. How can this be answered accurately when the term ‘high impact’ isn’t explained in the framework? For neurodivergent minds Rejection Sensitive Disorder and the 30% delay in Executive Functioning can see intense overthinking to the point of leaving their company, or worse.

How much talent is being lost from business because of inflexible neurotypical policies and practices?

Yet, let’s consider Tara’s example – a neurotypical brain would be able to ‘blag’ terms that hadn’t been defined but how much more valuable information could be given if all policies, frameworks etc were written for neurodivergent minds? Clear, short, clearly explained terms would benefit all brains and automatically make workplaces inclusive and safe.

Let’s step back to look at the journey to secure the role. The recruitment process.

Do those tasked with talent identification question their assumptions?  – maybe question why the person opposite them isn’t showing masses of enthusiasm? 

Could they be intensely shy, have social anxiety, be neurodivergent or any other number of reasons?

Or do they assume the person isn’t interested and dismisses them – potentially missing out on the most amazing talent for their business?

Leanne is a qualified lawyer, model and published author. Her books A-Z of ADHD and ADHD Works should, in my opinion, be mandatory reading for all workplaces. Most of all, she’s an unstoppable force in changing things for ADHDers. In creating ADHD Works she’s started a global movement for change. 

In the UK, the Equalities Act 2010 covers neurodivergence. I wonder if employers are aware an assessment doesn’t need to be in place before protection starts.

I’m proud to be part of Leanne’s movement and join a community of global coaches.

If you are interested in learning more about how ADHD coaching may help your teams, business and reputation – message me.