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.
Growing Talent has predominantly run within nuclear parts of national/international employers providing on site services to Growing Talent’s funders.
This started to change yesterday with the ‘King of Connections’ – also known as Andy at ISS, a strong supporter of Growing Talent, who connected Growing Talent with Anna, relatively new to the position of Head of Social Value at ISS in a meeting yesterday.
Anna’s clear interest in the uniqueness of Growing Talent was amplified by ISS’s ‘Empathy Envoy’, also known as Melinda, who joined us to share with Anna some of the experiences her team had encountered and the life changing differences they had been part of – all in addition to their day jobs.
Andy explained to Anna that accounts outside the funders could take part and make a real difference to those that need a chance as well as gaining a positive impact on their team.
Anna agreed to attend our Recognition and Relaunch Event in January and said she would spread the word to decision makers along with Andy.
Within an hour, I’d received accepted invitations from some of these decision makers to attend! How awesome is that?
The power of people who make things happen rather than just talk the talk is awesome and makes such a critical difference to those vulnerable people on the Growing Talent journey – especially during these tough economic times!
Amongst very many others. Of course the smallest detail can have the biggest impact so it’s important to know what the goal is of the event upfront. Then it’s easy to work out the intricacies such as budgets, speakers, awards/gifts etc.
Luckily, the unique event I’m planning is the Recognition and Relaunch of Growing Talent – neither has been done before.
Pre Covid, we held annual graduation ceremonies for everyone who had completed Growing Talent over the previous year coming together in London to celebrate with their respective employers.
Covid brought many changes across the board for everyone – in work and at home. Whilst we switched to virtual delivery for an employer who was looking to hire in permanent national roles working from home, the traditional route to employment outside the home has changed.
The two years plus of uncertainty we lived under during Covid, didn’t end when the heat of Covid diminished. Covid was quickly followed by the war in Ukraine, the consumer crisis, and now the prospect of rising taxes, meaning the pool of talented unemployed people who want to work has dwindled, leaving employers with multiple roles to fill.
This lack of confidence on both sides needs a unique tool to bring each together. That tool for many will be Growing Talent.
Earlier this year, Growing Talent was revised to make clear benefits for both the employer and prospective employee. Below are the highlights for each:
We have some confirmed speakers already for the event on 16 January 2023 including:
David – senior group manager for London and Essex at DWP. David has been instrumental for years in supporting the flexibilities needed for Growing Talent to be a success within JobCentre Plus and spread the word amongst his large, diverse, geographically spread team.
Jamie & Pedro – known to Growing Talent as the ‘dream team’. Supporting and cheerleading Growing Talent since the beginning, they have put their heart and integrity into guiding everyone they’ve met on Growing Talent over the years into some awesome careers. Not easy to do when you have a booming successful recruitment branch to run as they do with Pertemps and Red Personnel in London. They will be sharing why they do this from an employers viewpoint.
Ella from MasterFix Properties will be speaking from a dual view. Earlier this year, Ella was selected to join Growing Talent by Paul, Head of Talent at MasterFix who was looking for a Talent Co-Ordinator to join his team. After successfully completely Growing Talent, Ella returned with Paul to the next programme to select more talent to join the London team.
The line-up of this unique event will of course grow over the coming weeks.
A schedule will be published of when Growing Talent will run in 2023 giving time to employers, JobCentre Plus and the charities we work with to prepare.
If you are a London based employer with permanent roles to fill in 2023 and want to recruit a more diverse way, why not get in touch to find out more?
It takes a leap of faith to ask your staff – all levels – ‘what’s going well, what could be better and what solutions do you feel would fix things’.
That’s exactly what a global financial services company did in the UK over August. Just look at some of awesome results delivered:
1. The company got some fantastic ideas they can implement relatively cheaply. No huge fees for external consultants!
2. The staff felt empowered, valued, listened too and were far better connected with peers across all services and departments.
3. Staff stepped out of their comfort zones and recognised they could rise to any challenge and achieve more than they previously felt possible.
4. Senior management got to see the hidden talent of their staff.
Instead of doing the usual staff survey, the company organised a challenge. Working in teams each region presented their thoughts and solutions to a panel of senior management on a given subject. In this instance, the subject was ‘Better Connections’ – how well connected are we with each other across the business?
The prizes were individual awards of vouchers for a leading online retailer but, way more impressive, the commitment of implementation nationally of the winning ideas.
The winning team was the London region for their tangible ideas with the Southampton team a close second for their innovative, passionate ideas.
I had a small input on this journey which enabled me to see the awesome integrity, commitment and passion of the teams.
So, if we know and accept our greatest asset in the world of business are our people, why aren’t we regularly asking and listening to their ideas? Not all ideas will be viable – but many will be. Just think of the positive impact on the business with committed, engaged, staff who know they belong.
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?
Last week was the 28th Orientation and Holistic element of Growing Talent! We covered a lot including:
Communication
Emotional intelligence and behavioural impact
Conflict styles and management
The power of body language
Nutrition on a budget – the perils to avoid
Wellbeing windows and non-negotiables
Basic finance tips and tricks
Workplace ettiquette
Case studies – what would you do in these real situations?
Facing fear and overcoming procrastination to move forward
Fake it until you become it
Automatic habits
Challenging thoughts
Schedule in self-care
Working from etc venues in Fenchurch Place, London Monday – Thursday last week, we enjoyed an energising breakfast, mid-morning break, full on lunch with hot and cold options, desserts and cheeses. Smoothies, vegetable shots and tea, coffee (in many different compilations) as well as water!
On Thursday Paul, Ella and Suaad’s prospective employer was able to join us for a networking lunch along with Anna and Mick from DWP. Ella, Florence and Suaad shared some of their experiences over the week and questioned Paul, Anna and Mick on how they had dealt with a range of things from Covid to conflict both at work and in their personal lives. I sat and listened with pride at how their confidence had grown over that few days. Our guests were very generous in sharing past and present experiences. Mick’s previous life in the Met Police gave a lot of insight that maybe we don’t always think about. It was a powerful reminder that everyone has a back story we usually know nothing about.
After the ‘grilling’, We had a sumptuous lunch together before departing for the week.
The feature photo above shows Ella, Suaad and Florence completing their @I-act Managing and Promoting Positive Mental Health and Wellbeing ready to use some of the tools and learning to empower their resilience in the workplace as well as support those around them where they feel safe to do so.
So what did Ella, Florence and Suaad think of they journey so far?
“I enjoyed all of the workshops and found them very informative- I didn’t necessarily have the most open mind (I generally don’t about lots of ‘work training’ things) in advance of attending but Jane’s attitude and openness made me want to attend. What I enjoyed the most (besides the food which was phenomenal) was being able to openly share my background, hopes and fears, experiences with others in such a safe and encouraging environment. So much about looking for work requires us to be constantly positive in attempts to oversell ourselves. What Jane does so well, and what I enjoyed the most, was being able to be a whole person- with room for improvement but a clear pathway to that improvement. It was such a boost to my self-esteem and made me feel that there were practical steps to moving forward that didn’t involve berating myself for not having achieved them yet.”
“I found the ‘five second rule’ very practical- I could definitely recognise that in myself and the way my brain talks me out of doing things I am worried about. I also found the discussions around confrontation and interpersonal workplace relationships (and outside) really helpful. Also the continual emphasis on maintaining good channels of communication is definitely something I am trying to keep permanently in mind until it becomes second nature.”
“Personal well-being and learning how to structure your work day to make sure your mood is optimal and you’re making the most of your day. If you take a proactive stance and not react to what life throws at you, you can be in control and change the quality of your day to day experiences.”
“Jane has been wonderful over the week. The way the programme was delivered over the week shows this is something Jane deeply cares about and enabling participants with the right information and boost of confidence/morale is just as important as securing a job. After facing unemployment you have to mentally prepare yourself before starting a job, you may feel out of the loop or in a low mood. By completing a holistic short course beforehand, it allows you to evaluate how you are doing on a scale and gives you insight to what to work on going forward.”
“The I-Act course is a great source to keep around and use as a reference, it provides a great summary of different types of mental health issues and illnesses. Once again, it is a tool you can use to see how you’re doing on scale and can be used to advocate for yourself and others. Courses such as this are needed to destigmatize the issue of mental health, a simple heartfelt conversation may change the trajectory of someone’s health and even their life.”
“I am very grateful and happy to be given this opportunity, it is a unique and lovely programme that would not be possible if curated by someone who didn’t understand how to genuinely help people (to help themselves!). It’s clear this is a labour of love and it really shows in the quality of the programme and the impact it has on me over just one week. Bravo, thank you!”
“Jane made us feel very comfortable and secure enough to share our personal stories as to what led us to Growing Talent. I also enjoyed the company of the other people on the journey with me. There was nothing that I didn’t enjoy. I looked forward to each day!”
“The whole concept of having a “Holistic Employment Programme” is such a great idea and perfect in my situation. It provides a level playing field for everyone. Thank you!”
If you are unemployed, live in London and interested in a different route to employment – check us out and or speak with your work coach at JobCentre Plus.
If you are an employer with permanent jobs in London which you are willing to train in, why not consider Growing Talent? Like Ella, Florence and Suaad you will have empowered, resilient, enthused, empathetic new talent before you formerly hire them with qualities you wouldn’t usually see in traditional recruitment – and it’s free. Get in touch to discuss.
A beautiful, sunny Spring day in Central London is always energising. The mist of historic buildings including the Tower of London and London Bridge against the glass legacy buildings of global firms and City Hall with the Thames running majestically alongside makes it even more so.
PwC More London hosted Growing Talent’s information session today for pan-London JobCentre Plus managers to explore if Growing Talent would be the right journey for some of their unemployed clients.
Growing Talent has run for eight years. Anna and David – have been on the journey from the start as trailblazing cheerleaders to their colleagues at JobCentre Plus. Despite their intense day jobs, the still supported Growing Talent from the beginning.
Following a film and powerpoint presentation, a Q&A session followed.
Of course, the absolute stars of the event were Navin and Jamie, who despite intensely disliking public speaking, they always step up for Growing Talent! A fabulous double act, their heartfelt experiences, their humour and their latest promotions – and of course pay rises – held the audience’s attention immaculately.
Anna with Navin & Jamie
Members of JobCentre Plus pan-London asked lots of questions and were really engaged in the potential Growing Talent offered some of their clients.
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?
As a certified #genosinternational Practitioner, I’m inspired by the positive impact their products have on individuals, leaders and businesses.
Their #emotionalintelligence assessments reveal gaps in level of importance compared to demonstrated experience in six critical core competencies enabling insights, actions and benefits to be considered. A strong development tool for individuals, teams and the business.
We judge ourselves on our intentions when doing or saying something. But here’s the thing, those receiving that message don’t know our intentions so they judge us on how we make them feel.
‘People forget what you said. They’ll forget what you did. But they’ll never forget how you made them feel’ – Maya Angelou
What impact do you have on those around you? Do you know or making an assumption?
The #genosinternational film below gives some top tips on what you can do to increase your self-awareness. Thanks to the amazing Aoife and Holly #genosinternational for putting this short film together.
Why not take a look?
#emotionalintelligence is critical in business – not a ‘nice to have’.
Jane James's Consultancy Limited 