The eight week personal empowerment programme I wrote as an optional resource for those who apply for Growing Talent but don’t progress past the selection stage, is not only certified by The CPD Certification Service but now on it’s third cohort!
Yesterday was the first session. The format is always the same. The first 45 minutes or so focus on the course content followed by open discussion on anything and everything. Brain storming ideas on personal issues, job searches and entrepreneurship.
The foundation content for week one is exploring and analysing where we are, where we want to be, how to get there and tools to use at each stage.
So, what were the thoughts at the end of the session?
“This has been so amazing. Better than I thought. I feel energised and ready to move forward.” Karen.
Karen still felt the same after I gave her some additional homework tasks on top of completing the e-workbook!
Human connection, collaboration and exploration are fundamental to self-empowerment.
Roll on next week!
If you are currently unemployed in London looking for your next opportunity without the pressure of a cv and formal job interview, why not join Growing Talent? Deadline to apply 2 June 2025. _________________________
Wandering around the market on a warm, blue-sky day in Lanzarote, this bag jumped out at me.
The stallholders were a local father and son selling the leather goods they made themselves.
Bags and rucksacks of every size and colour, this green one stood out. The intricate pattern in contrasting red on the flap, two zips on the back and long adjustable strap – exactly what I needed for work back home. Few would have such a bag – bonus! I like to be different!
The father with his smiling toothless grin wrapped the bag and off I went pleased with my purchase.
Back in the hotel room a few hours later, I took the bag out of its wrapping. What was that smell? Subtle, yet pungent. I couldn’t find the culprit anywhere until I sniffed the bag – deeply and closely. Urgh – this was a difference I didn’t want!
After a search on Google, I discovered:
🫣 All sorts of hides can be used – including camel 🫣 All sorts of products can be used to tan the leather – including fish oil and urine! – who knew
Pungent smells can occur when inferior hides and tanning products are used as the leather breaks down. There is no cure.
The bag was left behind but clearly illustrates what you see on the surface isn’t always the whole story!
This is true of people too. Especially in the workplace.
People at all levels must deal with pressure and change continuously. This can weigh heavy on them and their colleagues.
What can be done? Give them the tools and knowledge they need:
💡 Raise awareness amongst managers – is what you are seeing the whole story? 💡 Roll out training for staff to proactively build their resilience and thrive. 💡 Provide coaching for neurodivergent team members to tame the impact on them.
I specialise in workplace programmes that enables teams to thrive. Including:
Neurodivergent coaching 1:1 – how to thrive in a neurotypical workplace (I am a certified ADHD Coach)
Awareness of neurodivergence for managers – what you might see, what you might do. Critical for true team inclusion and reduction of risk of an ET (CPD certified programme)
How to be an ally to your neurodivergent colleague – for non-managers (CPD certified programme)
I-Act Managing and Promoting Positive Mental Health and Wellbeing – global programme accredited by the Royal College of Psychiatrists in line with ISO45003. (I have been delivering this programme to global organisations for over four years)
Time to talk about the transformation I can deliver for your team?
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.
Literally it’s understanding our emotions, recognise when they are triggered and the impact on those around us if we don’t.
In addition to bespoke workshops I deliver to clients on building better connections within teams, utilising emotional intelligence thinking in communications, I deliver the Genos International suite of Emotional Intelligence assessment and coaching tools which illustrate how we think we are ‘showing up’ compared with the reality of others.
Exploring the gaps and developing tools to close them.
A logical science when you think about it. Those around us are rarely mind readers. They have no awareness of what our intention was when we spoke/interacted with them. They naturally make assumptions based on how we made them feel.
Maya Angelou said it best:
“People will forget what you said. They will forget what you did. But they will never forget how you made them feel.”
With Emotional Intelligence training, we will be more successful in making them feel how we intended.
Checking in with me on Friday to see how the 29th #EmployersSpeedDatinghad gone was the inspirational Rehana Mohamedali What an amazing journey of growth Rehana has been on. After successfully completing Growing Talenta number of years ago, she joined a national front of house team.
Sharing her empathy with everyone she met, it was no surprise when Rehana decided to return to education and train to be a Counsellor. After a few years of studying, research, essay deadlines, role plays, her tenacity and heart has paid off.
Just another two weeks to go before Rehana starts to work with people to literally change their lives. Although a holiday first she says!!! Rightly so!
Funding this herself through her craft work etc has not been an easy journey but she has never given up.
A legend of Growing Talent who will soon be a legend in the counselling field.
The fabulous participants on Growing Talent never cease to amaze with with their kindness for others, empathy, integrity and calmness long after their tenure on Growing Talent has ended. It’s an honour to work with them all, learn with them and watch them fly high.
That is the question I’m asking myself after watching a discussion featuring global financial businesses, academics, medium sized businesses and emotional intelligence global leaders all discussing their experiences.
Read on and consider whether or not your business has truly evolved. I’d love to know your thoughts….
One global financial services company spoke about how they pivoted quickly to move their business to home working as the pandemic hit. There was no ‘pandemic game plan’ to follow. They ensured their staff had the equipment they needed to do their jobs from home but looking back, they felt they could have done more to ensure the feeling of wellbeing and connection.
All the other representatives agreed – their organisations did the same. Logistically it was relatively easy to send equipment to staff homes. They also shared and agreed the following:
Virtual working amplified good AND poor leaders. They noticed good leaders, leaned into what different support their teams needed individually. They gave ownership and support to their teams to enable them to take responsibility to get their jobs done without micro management. Cohesion and trust thrived leading to strong, innovative positivity. However, bad leaders continued to operate exactly the same as they did pre-pandemic leading to isolation, pressure, fear, anxiety, distrust and disconnection within poor leaders’ teams.
I wonder, will any behaviour impact training be offered to those ‘poor‘ leaders to see the shadows they currently cast and give them the tools to change that shadow ?
The pandemic brought an air of ‘rip the band aid off’ and just do it. Implementing ways to build a psychosocial safe environment remotely where teams felt valued and safe sharing ideas lead to strong trust and cohesion where everyone thrived. Ideas were tried and tweaked by collaboration with all parties.
With Covid restrictions lifted, the panel shared what their businesses had learned from their teams to evolve effectively in this new era:
Place of work should be decided at a local team level based on whether work requires concentration, collaboration or connection not set globally and will be fluid.
Collaborating with all staff on what they need to do their jobs and exploration together on how this would fit with the business is critical.
Collective onboarding of new joiners enabled a community of support to be built delivering a feeling of belonging, connection and feeling valued.
Leaders need to think about the shadow they cast on their team by their behaviours.
Work needs to be judged on contribution not on how ‘busy’ someone is.
See staff as individuals not a ‘resource’ nor ‘asset’
A member of the academic panel shared their thoughts on The Great Reflection:
What do businesses want to retain on the other side? Connections with family?, trust staff to work where they want to by judging them on their contributions not hours in the office?
If businesses are going to revert to pre-pandemic modus operandi – why?
It’s clear hiring has increased, but so has burnout. Organisations must have measures in place to prevent burnout not manage it once it’s happened.
Many staff will reflect on where they are, where they want to be – will they remain where they don’t feel connected and valued?
As the discussion concluded, I found myself reflecting on what has really changed? What lessons will really be learned? How many will revert to old ways ‘just because that’s how they’ve always done it’?
Time will tell…..
ISO45003, the international guidelines on psychosafety in the workplace, was released in the Summer of 2021 – mid-pandemic when workplaces had many diverse guises.
Is the time now right for all organisations to ensure the positive wellbeing of their people regardless of where their workplace is?
Not a ‘tick box’ mental health first aider course but a combination of options to give a selection of tools to ensure all leaders and teams thrive maybe comprising some/all of the following:
Managing and Promoting Positive Mental Health and Wellbeing – proactive – teaching over 50 self-care tools.
How does your behaviours impact those around you – analysis and development?
Making better connections through self-awareness
Building self-empowerment for you and your teams
360 degree risk assessment
Finding your why
So, has your company evolved? What new learning will be retained and implemented into operational DNA?
One thing is very clear to me. Regardless of what organisations do, we all have the ability to control our own wellbeing to build our resilience to enable us to be top of our game.
Will you make your personal wellbeing non-negotiable?
Its essential employers do everything possible to ensure their workplaces – physical and virtual – are operating at peak wellness and wellbeing especially with the nearing post covid era we are entering – emotions can be in turmoil.
Delivering training on how our behaviours impact those around us (Emotional Intelligence), how to communicate and collaborate effectively, how to build a resilient, productive environment where individuals at all levels learn skills and tools to look after themselves – and those around them – is critical in these constantly changing and uncertain times.
Where to start? We can overthink and procrastinate for ever trying to identify the ‘perfect’ solution but end up not actually doing anything.
Working during Covid has been a unique experience for everyone depending on their own particular situation. Not everyone has worked from a safe home with its own garden, financially secure with a solid network of support.
Coupled with this is everyone’s unique level of resilience. This is a key area for employers to look at as it directly impacts their business, brand reputation and bottom line. How to give some tools to ensure their people know their level of resilience, how to increase it and thereby be more able to deal with the curve balls life throws.
Having delivered many accredited courses and my own bespoke workshops in this critical area over many years, i-act is the most effective, robust commercial product for staff and their businesses on the market in my view. Why?
Quick deliver – 4 hours – delivered virtually making it accessible for hybrid workers across the globe
Robust, easy to access 168 colour co-ordinated manual, containing over 50 tools for self-care and 95 referral organisations. Digital version also available.
Accredited by the Royal College of Psychiatrists and carries 3 CPD points -for delegates
Accreditation lasts three years with access to I-act’s website for news, updates and downloads
Designed specifically for the workplace
Proactive – not reactive. Focus is on early intervention, building resilience
How to set and maintain personal protective barriers
So much more!
Collaboration and learning together is the best way to grow. Some of the key findings delegates shared on recent courses from diverse industries and levels of seniority include:
“A complex topic nicely categorised by the book and the ‘I-acted’ approach – so ordered, accessible and useable”.
” The self-care and wellbeing advice and activities was a key takeaway for me. It has given me more concrete ideas of where I can improve, particularly as someone who has a diagnosed mental illness.”
“Learning the simple scale tool to start a conversation was my standout. I will definitely use this going forward.”
“From some of the past support I’ve given my team, having the opportunity to understand more about some of the classifications of mental ill health was really helpful.”
“Learning how to ask the suicide question really helped me, It’s a difficult subject”
It seems to me the title ‘First Aider’ gives the impression delegates are ‘qualified’ to deliver first line intervention. This isn’t always the case. The emotional intelligence to speak to others at the time of emotional vulnerability whilst looking after yourself is critical and not something everyone can do naturally.
Yet, many employers don’t assess their employees before putting them on these kind of courses. Are they in the right headspace to do this kind of course? Do they have the communication skills to support someone else? Do they have the insight to know when to get involved and when they need to pass it on to protect themselves? Do they make their self-care a priority? It seems to be more a ‘tick in the box’ exercise. How much damage could that potentially do to both parties – not to mention brand reputation of the business?
I’m often asked what I would do if I wanted to make sure my staff and workplace thrived – not just survived. I would use a journey of steps – ensuring collaboration with staff at every step:
Step one – discover what the emotional temperature of my workplace and people is? To know and not just assume where the pressure points are I would run an Emotional Culture Survey. A quick survey which takes just a few minutes to complete online and examines 10 key areas of pressures across all departments and levels of staff giving results in minutes.
Step two – workshop to understand the impact our behaviours have on those around us which we may be completely unaware of but this impact can last years. Not an issue if that impact is positive – but what if it isn’t?
Step three – run the developmental, global Genos Emotional Intelligence assessments across all levels of staff for them to see any gaps between the level of importance of six core competencies and the level of demonstration raters see followed by coaching sessions to enable them to see insights, actions and benefits leading to stronger 360 connections and increased personal development.
A global programme delivering specialist workplace and leadership critical tools.
Step four – deliver I-act – Managing and Promoting Positive Mental Health and Wellbeing – for line managers and Understanding and Promoting Positive Mental Health and Wellbeing for non-managers. Both deliver the key tools noted above.
Step five – run continuous workshops, discussions, fun events during which work is not discussed. Instead focussing on empowering staff to break the stigma and fear our emotions can have by talking without fear about emotions. In addition have fun getting to know each other as humans working together who have lives outside of work not just colleagues doing a job.
Now, we can see the light at the end of the tunnel. The Government has announced the end of restrictions in England next week.
Is now the time to start preparing your teams and workplace to thrive?
Thanks to Netflix, I watched this brilliant film over the weekend. I was struck by many things. Yes, it had all the emotions – happy, sad, courage, loyalty, generational parallel lives, hope, adversity, ignorance, acceptance, bullying and likely many more. Overall, it left a feeling of hope, that’s it’s ok to be your authentic self and life can be fun if we drop the judgements we give others – without even speaking with them.
I originally wrote this for my LinkedIn in page. Why? because the film is a place of work comprising actors, camera crew, runners etc as is the school central to the film’s theme. Without the Emotional Intelligence to accept all work colleagues – direct reports, peers, line management, clients, supply chain etc in all sectors, as well as recognise and understand how our emotions, thoughts and behaviours impact others, businesses and their people will never thrive.
As the credits to the film rolled, we see the ‘real’ Jamie Campbell and his mum Margaret from County Durham who the film was based on. A three part documentary in 2011 featuring Jamie and his mum’s fight for him to be allowed to wear a dress to his secondary school prom.
For me, the most poignant feeling I got from the film was how little has changed. Ten years since the documentary on Jamie’s fight to be authentic yet we don’t seem any further forward. In the film, Jamie’s guide to becoming a drag queen is Hugo played by the brilliant Richard E Grant. Snapshots of Hugo’s life as a drag queen during the explosion of AIDS, had parallels with Jamie’s fight and illuminated the lack of acceptance today.
With training in how our behaviours impact ourselves and those around us, change is possible – but only if we want it.
Final thoughts – the film ended with a real shift in change of attitudes by many. I wonder how much more businesses would grow if they looked at the behaviours and impact of all within…..
19 July saw the start of the first Growing Talent hybrid for ten fantastically talented, currently unemployed people keen to work.
Selected by one of the ‘Big 4’ organisations for permanent roles in their growing virtual business support teams, they commenced step one – the orientation and holistic week – virtual of course!
So what did we cover over this week?
Monday – communication – a vital area to get right in all areas of our lives – no matter what our social status is nor our seniority in the workplace. But how much time do we put into making sure we get this right? Have you considered the following?
Speaking – what is the aim of the conversation? what content will you cover? where and how are you going to hold this conversation? what are the possible outcomes of this conversation? have you considered your tone, clarity, volume and pace?
Listening – do you automatically listen without judgement? do you ensure there will be no interruptions nor distractions? Do you listen with empathy or sympathy – do you know the difference?
Reflect back – paraphrasing is essential to ensure you have understood what you have heard – get the evidence, don’t just assume.
Body Language – did you know non verbal cues make up the biggest part of communication?
What method is appropriate for the conversation you are going to have?
What types of conflict might you encounter?
What’s your conflict style? accommodating, avoidance, collaboration, competitive, compromise
You statements – also known as the communication destroyer. Do you know why?
There is more to communication than most think!
Tuesday – invest in yourself. Critical – not selfish. Airline safety talks ‘state put the oxygen mask on you BEFORE helping others’ That makes sense, so why not scheduling in some self care windows throughout the day? This section covered:
Stop avoiding fear
Mantra and personal values
Overcoming negative thoughts
Control your brain – stop letting it control you
Self care toolkit
Dealing with imposter syndrome
Nurture your soul
Wednesday – nurturing your body – a car only runs on the right fuel. So does your body. Fuel it mindfully!
Food fads – the power of marketing vs facts
Superfoods – really
Understanding sugar – in all it’s forms
Exercise
Social media – good, bad and ugly
Thursday – Money talks! Sharing basic financial tips together. 3 little bottles – waste and recycling, why is it so important. Moving on. Encompassing…..
Managing debt
How to increase savings
Ways to increase income
Considering credit cards, debit cards and cash
Money mantras
How to apply for new roles uniquely
Friday – I-act – Managing and Promoting Positive Mental Health and Wellbeing
How to look after yourself and those around you. This accredited course delivers a solid understanding of what mental health and wellbeing is, over 50 tools for self care and evaluation, robust evidence reporting – amongst a whole lot more.
So what did the fabulous 10 participants feel about the week? Below are some of the feedback – anonymous in line with GDPR:
“The content was exciting and engaging – which surprised me. I was expecting it to be a bit boring because it’s delivered by Zoom”
“The journey book which accompanied the week was clear and helped me understand the course. I can refer to it ongoing.”
“This week was so worthwhile – it’s taught me how to be more professional”
“I’ve been implementing things I learned in my personal life such as delaying my response in conversations until I understand what’s been said. It’s easy to misunderstand people if you jump in too soon.”
“The contents of the week were fantastic, very informative and engaging with loads of tools to assist me going forward”
The accompanying book was significantly relevant”
“I found everything insightful and enlightening. There were a lot of topics. I especially liked mental health and how to engage with someone who might be struggling. I feel I can now demonstrate a lot more empathy. I also really enjoyed finance considering how much I wasn’t taught much about the topic at school.”
“I’m glad to have the accompanying book as I can go back and refresh my knowledge anytime.
“This is probably the best training course I have every attended. T/he contents cover life inside and outside work”
“The book will be extremely useful going forward. On the course it enabled everyone to read at their own pace.”
What were the thoughts on the trainer?
“I loved how Jane had everyone engaged and included in all of the topic areas. She allowed us to digress within reason, which helped explore the topic further but she was also able to control anything that was not relevant to our learning.”
“Jane’s style was inclusive, warm and welcoming. Everything was clear.”
“Jane is very interactive and gives off a very positive vibe. I really felt like my opinion was relevant when she asked questions and she’s always very impartial so we didn’t feel like we were being judged. It was a pleasure doing my training with her”
“Jane’s compassionate and a very good listener”
“”Jane’s style was nice and precise, she knows what she is talking about and is a confident lady who taught us in a respectful professional manner.”
For me, the week was a mutually positive experienced. When we see each other as humans, we can learn so much together. Essential for work and life – don’t you agree?
We all love a bargain. We know when we buy something cheaply from the ‘back of a van’ its origins are unknown. We know from Trading Standards that some products sold in this way can be counterfeit containing ingredients that can harm us – think perfumes etc. Toys brought in this fashion can be dangerous with small parts that can choke.
We know the risks of buying from these sources.
However, there have been regular exposes over the years of abuses including in the recent past sweatshops making designer clothing. The end product was at the designer’s price so the consumer would not be expected to know the person who made the dress could be working in unsafe conditions on minimum wages, which they were.
It’s long been unspoken concern that products made in some countries use forced labour – to me the same as slaves. Do we question where our iPhones or other tech is made, what those on the production lines are paid, what conditions they live and work in?
Today, the BBC spoke to their Asia Business Manager Marika Oi who explained the Daily Telegraph broadsheet had written a piece of concern about China using ‘forced labour’ i.e. detained muslims in their cotton production exported worldwide including to the UK. Dominic Raab, is making a statement in the House of Commons today urging companies to check their supply chain to ensure we do not receive these goods in the west.
We cannot do anything about historic slavery, but should we now be questioning where the goods we buy are made and who by? It doesn’t feel acceptable anymore to feel we paid a huge sum of money for this product, therefore it could not have been by anyone other than someone living and working in good conditions earning a good rate of pay.
Profits are seen as an indicator of a successful business. Should a positive socially acceptable reputation be a better one?
