It’s so easy to think ‘I’m not going to that networking event, jobs fair, job interview, conference etc – it won’t be interesting – will just be a waste of time’.
But what if this next event you are about to dismiss gives you:
✅ An opportunity to meet people you wouldn’t normally and gain new insight ✅ A connection to a manager who could make a difference to you, if not now maybe in the future ✅ The job interview reveals the role is quite different to your perception and just what you’ve been looking for ✅ The conference ignites one new idea you hadn’t thought of which can send you in a whole new exciting direction
I had a lovely email from Aurelien who attended the Growing Talent‘s Getting to Know you event for employers and applicants on Monday.
Even though he knew we don’t usually get the type of roles in the industry he seeks he still attended with an open mind, embraced and participated in every aspect.
Hi email, for me, showcases how we should never assume our perception of events is reality. So much can be gained just by attending – new connections, knowledge, confidence.
What events have you dismissed recently based on your perception of what they are going to be like?
My specialist area for the past 15 years has been Workplace Wellbeing.
Working with diverse organisations and their teams in different areas of wellness at all levels, I’ve seen first hand the negative impact of acting on assumptions rather than facts can have.
In this 24/7 social media world, the noise of mis-information seems to be growing louder and is never off.
Believing and sharing absolutely everything we see and hear without question can have a damaging impact on us and how we show up to others at home and work.
Ipsedixitism – the dogmatic assertion that something is true because someone, somewhere said it, without offering any supporting evidence whatsoever – and HISHIT can show-up in any area of our lives.
It’s key to reflect on where we are, what we believe is right and not accept everything as factually right without challenge.
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’.
In the UK we are experiencing a lot of news traffic about the lack of HGV drivers and the knock on impact of petrol shortages, Christmas goods not making the shelves etc. We can look at the blame game or we can focus on what we can learn to do differently to really move forward.
For so long there has been adulation for ‘celebrity’. With the growth of social media, there has been a new career title ‘influencer’.
The global pandemic has shone the spotlight on the careers we really need, should value and respect all of the time, yet many don’t – HGV drivers, social care workers, delivery drivers, auxiliary specialists in NHS – the list goes on.
There is an old saying which seems apt here “keep doing what you’ve been doing, keep getting the same results”.
I just wonder if now is the time to do things differently. Instead of trapping people in the hamster wheel of benefits and state support, why not invest in specific training to give unemployed people real skills to move into careers where they can support themselves, their families and pay taxes to support those vulnerable people coming after them?
If we take HGV training. It costs over £4K to train as a Heavy Good Vehicle driver – and rightly so. HGVs are weapons of mass destruction in the wrong circumstances so drivers must be robustly trained. This initial cost will be repaid several times other by each individual leaving benefits for good – not to mention their mind health will increase.
Of course, training is one part of the issue. Wages need to reflect the responsibility essential services like this carry which means either lower profits for shareholders or higher costs for consumers.
The same applies to social care. One thing seems to be forgotten in the talk about pay and conditions in this highly under rated sector. That is despite the growth of AI in many sectors, it won’t replace the need for humans to be trained well and WANT to work in social care looking after the most vulnerable of our society. Many seem to forget those of us luckily enough to have a healthy adulthood will likely need social care of some sort in our twilight years.
What kind of care would you want? Someone exhausted holding down multiple jobs to make ends meet or someone who has a passion to work in social care? If it’s the latter, don’t they deserve a wage commensurate with the nurture they give?
There seems to be a shadow over humanity at the moment where the wrong ‘careers’ are feted and respected. Is now the time to look at our priorities?
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?
Ever put your trust in someone who’s then let you down?
It’s a situation we can all relate to – especially at work.
A conversation with someone in this position recently reminded me of a couple experiences in my distant past. The trouble with some humans is it can sometimes take repeat experiences to learn the lesson!
Similar to the person I spoke to recently, I was in a recruitment admin role in a complete rut. I knew the role was never going to expand and neither was the micro business it was in. One of the clients headhunted me to a role in their new start-up. Looking back, I didn’t reflect on the offer to check it was real and what I wanted. I believed everything I was told after all the offer was made by a client – they wouldn’t exaggerate the truth…..would they?
Of course! The thing I’d buried at the time was they were human first and foremost.
At that point in time, I was bored, frustrated and going nowhere professionally so I accepted the offer which I quickly realised was a big mistake! I could do nothing other than try to make the best of things until something better revealed itself. After all, who can leave a job without another to go to when they have bills to pay?
Shortly after came my repeat lesson. I was approached by a headhunter I knew about an ‘exciting new opportunity’ to set up a talent hub within a business who had done a lot of research and had interested clients lined up to use the hub’s services.
Too good to be true? Yep it was. The opportunity was real but they had done no research. There were no interested clients lined up.
The difference this time was my attitude. This was a blank canvas. I could grow it how I wanted it to be. Over a number of years I grew that talent hub into a multi award winning programme which made a real difference to many people who had experienced barriers to get into work.
So why share this with you? Well a couple of reasons really:
We are all human and trust those offering us an escape – without considering it might not be the right escape.
Sometimes when you make a mistake you can turn it into the most magical thing ever just by changing the way you look at it.
If you are in a rut professionally, frustrated and feeling like you are on a burning platform, take the time to stop and think what your purpose is. Plan your own escape journey to where you want to be. Otherwise you may end up having repeat experiences which are exhausting and worthless.
The BBC News online featured a piece from the PCS (Public & Commercial Services) union today whose research suggest the majority of JobCentre Plus staff fear returning to their offices. Out of 1,299 members the PCS surveyed, their results shared showed 3 in 5 workers want to continue working at home and are fearful of returning to the workplace due to Covid.
PCS claim they should be allowed to continue to work from home as they’ve proved this is effective during Covid restrictions. Mark Serwotka, General Secretary of PCS union warned industrial action could follow.
The fear of returning to the workplace after so long working from home or on furlough during Covid will be many employees’ fears and this is something their employers need to address BEFORE they are asked to return.
There is so much fake news on social media and possibly amongst friends, families and community leaders. Add in the continuous illogical updates from Government, it becomes completely understandable the fear that can be brewing. Trouble is, this fear and be intrusive and longterm.
We all know facing our fears are the only way to conquer them. If we give in to this, anxiety, isolation, debilitation will grow and possibly cripple individuals, business and communities.
As individuals we have to find evidence from experts we trust to enable us to make decisions and resist listening to opinions/views of non-experts.
JobCentre Plus staff do a difficult job supporting the most vulnerable in our communities. If they go on strike, what happens to those in dire circumstances?
If Employers don’t support their employees to overcome their fears and gain confidence to living their lives to the full again – what happens to those employees? Remember not every person has gone through the pandemic living in a nice, safe home, in happy, nurturing relationships. For the majority, it’s been one of the hardest, loneliest periods of their lives.
Business is a core part of our lives and communities. If businesses aren’t flourishing, growing and employing people, taxes aren’t being paid to support the vulnerable, provide healthcare, education etc. Where will the money for these come from?
For many businesses, continued working from home for their employees won’t be tenable. If work can be done from home, might some employers start to ask why can’t it be outsourced overseas to a cheaper workforce?
Giving in to fear is not an option. As actor Will Smith said some time ago –
