For me, it depends on the type of transformation you want for your teams.
Transforming teams into resilient, empathetic members who engage and support each other with the tools and knowledge of how to do so, is critical no matter what the sector is. Isn’t it?
Often when I speak with businesses, I am met with ‘that isn’t within our budget right now’. That’s something we might consider in 26/27.
I can understand that brush off. There are a plethora of trainers and coaches out there specialising in this area. How can a business make sure they are getting a return on their investment and the true team transformation they seek?
For me, it’s about asking the ‘3 whys’”
Why should I choose you over others?
Why should I invest in this training now?
Why can’t I deliver this myself?
When you get the answers, you can decide your action and know it will be the right path to take.
If I was asked these 3 whys, my answers would be:
Honesty. If I can’t deliver the transformation you want, I’ll tell you!
Investment now can save you a lot of pain later. When will be the right time to invest in your team to benefit your business?
Let’s be honest, you wouldn’t let me deliver your role. I don’t have the expertise to do so. But I do have the expertise and record to deliver this type of transformation
My specialist areas are:
Neuro inclusion – ADHD Awareness for managers, how to be an ally for peers and 1:1 coaching for individuals
Mind health – as an accredited Instructor in I-Act Managing and Promoting Positive Mental Health and Wellbeing, I deliver steps and knowledge on how to prioritise self-care when time is short and how to deliver first responder steps safely to diverse sectors globally. This is the only programme designed for the workplace to be used by anyone and is in line with ISO45003.
Workplace development – commissioned by various businesses to devise and deliver niche programmes on communication, team empowerment, managing conflict etc
These questions popped in my mind whilst sitting in the dentist chair recently. Whilst waiting for the x-ray results, my dentist asked “so what do you do?”
Those I work with on Growing Talent will know the ‘elevator pitch’ template we explore.
So, to my dentist I replied:
“I work with businesses and their teams to ensure both thrive. I happen to be an @I-act Instructor, Genos EI Practitioner, ADHD Coach and workplace wellbeing facilitator, as well as running a unique journey into employment programme (Growing Talent)”.
Immediately, my Dentist and her assistant wanted to know more about ADHD.
The assistant has a son aged 13 waiting assessment (it’s a very long wait in the UK) and the dentist has a friend who has always struggled in certain areas of executive functioning. I shared some thoughts and signposting with them both. A very short conversation which resulted in the three of us feeling a little more positive and empowered…. Until my dentist picked up the drill – that’s another story!
Why share my experience at the dentist here on LinkedIn?
Dental surgeries are workplaces. People at all levels put on masks to deliver the service they are paid to do whilst trying to hold down the pressures they are feeling – both at home and work – in all workplaces, including yours.
Workplace managers can be overwhelmed themselves and not notice the cues in their teams or self.
So, what can workplaces do?
✅ Train teams at all levels in the steps and tools to be pressure fit – i.e. able to deal with the pressure in the workplace – as well as at home, is a ‘no brainer’.
✅ Raise awareness of the cues to look for, how to start and manage conversations ensuring neuro inclusivity.
My top tip to be neuro inclusive is aim everything to fit neurodivergent team members.
What you do, will also work for neurotypical team members. Currently most workplaces are structured for neurotypical minds – which does not work for neurodivergent ones.
The certainty is the pressure fitness of your teams will hit your bottom line.
The question is, will that hit be positive or negative?
What do you think?
How do you ensure the pressure fitness of your team?
🎯 unemployed people into sustainable employment 🎯 workplace teams to be more cohesive 🎯 1:1 ADHD coaching to work with, rather than against, unique brains
– is the collaboration with everyone, sharing knowledge to empower each other. Whilst others learn from me, I also learn from them.
Even more breathtaking to me is receiving a comment from someone I’m in awe of. Leanne Maskell the trailblazing activist for neurodivergence and founder of ADHD Works – who trained me to be one of their certified ADHD Coaches:
“Thank you for sharing this Jane – so grateful to have people like you in the world!”
What was the post I wrote that drew this comment?
It focussed on someone I’m currently delivering 1:1 ADHD Coaching to in line with their preference of using text and voice notes.
Throughout my entire career coaching close to 1,000 people into work through commercial recruitment, unique employment programmes like the Real Apprentice and currently Growing Talent, the hundreds of workplace personnel I’ve trained in proactive mind health i-act (for positive mental health and wellbeing) training. Mental Health Training and the courageous people learning to understand and tame their neurodivergence, the following three traits have been front and centre of everything I do:
🎯 lead with kindness and empathy 🎯 meet people where they are – everyone is unique, the way they are coached should be too 🎯 empower people to grow in confidence and become independent of me
What has been front and centre of your style working with others?
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?
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.
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.
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!
