Peter realised he didn’t have enough money on his Oyster to use the train to travel into London, so he planned his journey, got up extra early to arrive as close as possible to the start time of Growing Talent‘s Orientation week.
Grace had an equally trying time having to juggle getting the children to school and then into Central London. Did she want any ‘special treatment’? hell no. She set her mind on doing Growing Talent following her husband’s experience on the last programme, no matter what.
So a morning of learning, discussing, sharing thoughts, views and opinions on effective communication, unconscious bias, what is neurodivergence, managing conflict, how to move on – internally and externally, we arrived at some case studies. Real life experiences of problems previous Growing Talent participants had experienced. What would Grace and Peter have done? the conversation flowed.
That’s the beauty of working together leading with respect, inclusion and without pre-judgement.
For the rest of the week, we move to training our minds – the holistic element of Growing Talent
Both Peter and Grace are joining CIS Security Limited Their ability to connect with people, observe the cues humans give and think calmly coupled with the intense security training and guidance CIS Security Limited will give them, they have a world full of opportunities about to open for them.
A big thank you to those behind the scene supporting Grace and Peter including
Everyone can relate to the self-doubt and negative self- chatter unemployed people have when seeking a job. How can you showcase the skills and ability you know you have to employers when the loud voice in your head is screaming ‘you don’t belong here’?
This was the foundation of why I wrote Growing Talent and why it’s been successful for over ten years.
Growing Talent is designed to pull employers and applicants out of their respective comfort zones. Disrupt their expectations of the ‘norm’. No cvs, no formal interviews = no assumptions and the revelation of the most amazing talent languishing on the ranks of the unemployed. Talent that with a little empowerment could add so much value to business, their communities and themselves.
First thing is to make the employers feel a little uncomfortable – only fair, right? The panel picture above shows Adam in the spotlight from our sponsor’s sharing his journey to his current role and why the sponsors have supported Growing Talent for so long.
Then Mark from Baxter Storey shared his journey from a safari guide in South Africa to the work of HR in the UK – definitely not straightforward!
James was next from SPS UK & I, now a manager with a team to manage, James began his journey in a similar place to the applicants on a programme I ran then called the Real Apprentice. As an 18 year old, it was tough nailing timekeeping – but he did it…. eventually!!! Over the years James has recruited many of his team from Growing Talent who have gone on to establish great careers.
Megan shared her journey from education to the world of admin with CIS Security.
Lastly Gina shared how she joined CIS Security not really knowing anything about that world but with a hunger to learn she gained knowledge of all areas of the business and now runs a team nationally. Gina has recruited and encouraged a number of people from Growing Talent.
We then had a Q&A session with the employers before they left which we had a discussion on how tough it is to get a job when others make assumptions about our labels and worse still, we believe those assumptions.
Then came the part of the day that most applicants dread – the London Challenge. Working with strangers to devise an idea to benefit Londoners and then present it to the employers with less than an hour to prepare is pretty daunting. Of course it is. I don’t know many managers who would be willing to step up to the challenge.
Of course, the applicants nailed it! After delivering their presentations they have the proof they can do more than they think they can.
First to present was Aurelien and Sujibomi with their idea to tackle the cost of living crisis.
Sharon and Tanice followed with their idea to give young people some direction and positive role models with their Youth Clubs plan.
Daphine & Zaniyah shared their vision to tackle some of the Housing issues for tenants in Southwark. Why not get the contractors to teach the tenants how to look after their properties? Zaniyah spoke about the safety for tenants living amongst addicts. Why couldn’t a property be assigned for addicts to use safely? Unfortunately, I was holding their notes behind the judges so couldn’t take a snapshot of them in action!
Siddik and Owolabi’s idea was to enhance food banks. Owolabi volunteered in a food bank and realised some things were missing. Lots of restaurants and cafes locally threw a lot of food away. Why not open the food banks to take in this food? Why not devise simple recipe ideas for people to use donated ingredients? Owolabi didn’t hesitate to step up and deliver alone when Siddik became a little overwhelmed.
Finally, Peter and Grace shared their thoughts on Crime – particular knife and phone theft. Sharing some stats and ideas to combat both.
Throughout the presentations sitting at the back willing his team on from Southwark Care Leavers was Matthew – the guru of empathy and encouragement at SCL.
Next came ‘networking’ – doesn’t everyone hate that word? Sounds so difficult to do but change the word to ‘chatting’ and it becomes very doable!
Everyone ‘networked’ together for half an hour, laughing, smiling – where were the nerves now?????
Before we ended with a group shot of the employers, applicants, chief cheerleader from JobCentre Plus Anna and the guru himself Matthew.
So, who will choose to return for the first stage employer selection on 16 June? We wait with bated breath!
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?
The theme for 2025 is ‘community’ and the impact on us. The workplace is a key ‘community’. Sometimes we’re there more than at home!
Something impactful workplaces can do anytime of the year is run neurodivergent awareness sessions.
Change assumptions into curiosity. Isolation into inclusion. Hidden into seen.
Want to know more?
City & Guilds 2025 Index shows 13% of employers involved in current Employment Tribunals are there because of a conflict with neurodivergence.
It’s easy for pressurised managers to assume symptoms seen are behaviours/attitude. It can also be costly!
Neurodivergent conditions are protected under Disability within the Equalities Act 2010. Compensation in this areas is uncapped with average payments around £45K.
It’s estimated 1:7 adults are neurodivergent – many won’t know it. Assessment in the UK can take 7+ years. Medication is often in short supply. Learning how their neurodivergence shows up enables them to learn how to tame it. This is key in the workplace to enable creativity and productivity to flow whilst smashing the risk of burnout.
Ensuring managers have awareness training to understand how to be curious and engage with all members of their team – is a cost effective ‘no brainer’. Isn’t it?
As is giving colleagues the tools and knowledge to be an ally.
As a certified ADHD Coach, I have devised CPD certified sessions for workplace managers and colleagues.
Are you interested to learn more for your workplace?Contact me for an exploratory chat
Some thoughts from managers who have completed the awareness session:
“I learnt more about the legal side and our legal obligations that I wasn’t aware of. I didn’t know it was classed as a disability.
I learnt more about the executive functioning and how that’s impacted and additional ideas about how to support someone with ADHD to make reasonable adjustments for them.”
“I thought it was really informative and contained a good level of information to increase the awareness for a manager in spotting and helping individuals with ADHD”
For more years than I care to count, I’ve mentored, coached, empowered and collaborated with awesome unemployed people, who at the time, couldn’t see just how awesome they were!
Devising programmes on a scale of intensity from hour long seminars to courses multiple weeks long, it’s nerve racking being in limbo waiting for the evaluations from participants.
Growing Talent had run for ten years when the fact there was no option for those unemployed participants who were not offered an opportunity to have a resource to grow further grew louder. So, I devised the Talent Hub.
Eight weeks long, delivered virtually over an hour each week covering a specific workplace or life skill each hour with a workbook and review plan as well as a CPD certificate on completion, it was a lot of work to move from idea to reality.
Would the transformation I wanted participants to receive happen?
Was the course and materials good enough?
Was I good enough?
There would be no answers until the leap of faith was taken.
Now the first CPD certified Talent Hub has completed, it’s clear from the evaluations the goals have been achieved.
If you have an idea, know this, you will never be ready.
The time will never be perfect.
Just do it. If it needs tweaking, you can do this afterwards – but you won’t know the tweaks you need to make until you do it!
Have you got an idea you are waiting for the perfect time to launch?
Certification gives a strong level of confidence that the learning delivered meets a professional level – and for the unemployed people I work with – a certified certificate – which means a lot!
After a lot of guidance from the The CPD Certification Service team, and some tweaking, certification came through in January 2025 for both the Orientation Week and the Talent Hub.
Neurodivergence and how not to handle it is something I see in diverse workplaces a lot.
Individuals may not even realise they are neurodivergent.
Assessment in the UK can be up to seven years depending on location. Even when assessment has taken place, recognising how their neurodivergence shows up and how they can tame it is often out of reach. This then impacts everything and everyone around them – but it doesn’t have to be so.
This is where 1:1 coaching is key. Simple strategies and steps can be learnt to work with their brain rather than against it. Employers can fund this type of coaching as part of their reasonable adjustments.
In the workplace symptoms can be mistaken for ‘bad attitude’ which can lead to a whole heap of issues.
As a certified ADHD Coach and Certified NeuroAffirmative workplace wellbeing practitioner I wrote two seminars, one for managers the other on how colleagues can be allies.
Both teach what you might see, how to approach, language to use, what you might do to build more cohesive, thriving teams.
Certification came through this morning for both seminars!
Delivered over 1.5 hours virtually with a The CPD Certification Service certificate of completion and an e-workbook for onward learning and reflection, workplaces can now secure this training confidently.
How do you ensure your teams are comfortable and confident in this important area?
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?
Calling all #London employers looking for new talent. If you don’t already get the innovative benefits below in your current recruitment process, is now the time to change?
✅ Completely free
✅ Get to know all applicants – before the selection stage
✅ Build connections with applicants at our challenge event
✅ Selection through our ‘slow dating’ and 1-2-1 stages
✅ CPD Certified Orientation and Holistic week delivered prior to joining you
Thanks also to #DavidSteeds, Rob Matthews (Anna) and their awesome JCP teams across London sharing this opportunity with their customers and the fabulous Matthew Izekor and team at #SouthwarkCareLeavers making a huge difference to young people already bruised by life.
Times are challenging for both employers seeking new talent to fit their business and unemployed people looking for a role they can grow into a career and close their own social mobility gap.
The introduction of higher employers NI means careful consideration of who to employ and when.
For those looking to secure employment will there be less roles to apply for?
Will there still be a need to supply a cv? – difficult with gaps caused by life’s curve balls.
Will they get a response rather than a profound silence to their applications?
If they get an interview – how are they going to overcome their lack of confidence to showcase their hidden talent and potential?
For over 10 years, Growing Talent has been enabling and empowering both sides to break through those challenges.
Mark, on the current Growing Talent, shares his experience so far in the photo shown.
We ripped up the traditional recruitment ‘rule book’. No cv. No formal job interview. No assumptions.
Growing Talent puts employers and those seeking work on a level, ‘uncomfortable’ playing field.
At our in-person getting to know you event, employers have to stand and deliver a talk on their own journey to their role (no notes), give a clear insight into their company and role they are recruiting for. Whilst they go for a refreshment break, everyone else is put into small groups to devise an idea to improve London. Would you be able to do this after just 1 hour working with people you had not met before? The employers return and listen to the innovative ideas before networking together over juice and nibbles.
Each gets to know the other much more confidently than a cv or formal job interview would ever deliver. This makes the recruitment stage experience (slow dating and 1-2-1s) more fun and raises the confidence of all.
Sponsored by business (thanks Allen and Adam), there is no risk of ‘double funding’ enabling charities and community partners to collaborate with us without risk to their funding.
Essential cookies enable basic functions and are necessary for the proper function of the website.
Name
Description
Duration
Cookie Preferences
This cookie is used to store the user's cookie consent preferences.
30 days
These cookies are needed for adding comments on this website.
Name
Description
Duration
comment_author_url
Used to track the user across multiple sessions.
Session
comment_author
Used to track the user across multiple sessions.
Session
comment_author_email
Used to track the user across multiple sessions.
Session
Statistics cookies collect information anonymously. This information helps us understand how visitors use our website.
Jetpack's built-in visitor analytics. It records page views, referring sites, search terms, and outbound link clicks, and also carries the shared visitor-tracking library used by Jetpack Instant Search and WooCommerce Analytics.
